Addressing Diversity Equity and Inclusion at MSU New

Addressing Diversity, Equity and Inclusion at MSU New Administrators Orientation August 5, 2019 Paulette Granberry Russell, J. D. Senior Advisor to the President for Diversity; Director, Office for Inclusion and Intercultural Initiatives, MSU

Office for Inclusion & Intercultural Initiatives (I 3) • MSU’s core values includes inclusion and I 3 is the institutional focal point for promoting inclusion, diversity, and equity at MSU • I 3 leads and provides support for units and the campus community on diversity, equity and inclusion (DEI) strategies to advance a culture of inclusion • I 3 is also a gateway to the various programs and resources that address and support diversity, equity and inclusion at MSU

Office for Inclusion & Intercultural Initiatives (I 3) • Areas of responsibility include: • Education and Development Programs • Community Outreach • Research, Assessment, & Administration of Creating Inclusive Excellence Grants • Diversity Research Network • Development of MSU’s Affirmative Action Program and monitors efforts to hire, promote, retain a diverse workforce

Education and Development • D&I Workshops – small/large group presentations and other E&D on: • Anti-bias and microaggressions, • Inclusive classrooms, • Inclusive leadership, • Building inclusive workplace, • Racial literacy and Preparing for the Next Encounter • Diversifying and Retaining Faculty&Staff

Education and Development MSU Dialogues: Race or Gender and MSU Dialogues for Educators • MSU Dialogues 2019

Education and Development Implicit Bias Certification Program • A series with three interactive courses (3 hours each) • Course 1. Creating an inclusive environment • Course 2. Introduction to Implicit Bias and Microaggressions • Course 3. Preparing for the next encounter • Understanding Implicit Bias Certification Program

Education and Development • Transforming Theatre Ensemble • Use of theatrical sketches and interactive learning experience • Engages faculty, staff, student and community audiences in collaborative problem-solving. • Theatrical formats followed by interactive discussions led by a skilled facilitator • Various themes addressed that happen in- outside the classroom and in the workplace

Education and Development • Learn at Lunch – Held monthly during the academic year • Past Seminars • Equity and Learning While Abroad: Being Mindful of the Local • • Global Dynamics Groups and Teams in the Classroom: Maintaining an Inclusive Learning Environment Building Inclusive Classroom Communities: Religion and Political Ideology as Protected Statuses Academic Freedom vs. Ideology in the Classroom Being an Ally When You’re in the Majority

Education and Development • Tools and Resources • Communicating in a Diverse Community • Religious Observance and Holidays • Resources for Building Inclusive Communities – Faculty one-pagers • Setting up an Inclusive Classroom • Some Dialogue Basics • Intercultural Dialogue Facilitation • Strategies for Managing Hot Moments in the Classroom • Interrupting Bias: A Technique

Community Outreach • Cesar E. Chaves and Dolores Huerta Commemorative Celebration • Dr. Martin Luther King, Jr. Scholarship • Excellence In Diversity Awards • New Minority Faculty & Staff Reception hosted by the Council of Racial Ethnic Minorities

I 3 Research and Resources • Research and Assessment on diversity initiatives, student success measures, campus climate survey (quantitative, qualitative) • Creating Inclusive Excellence Grants – Internal competitive grant for faculty, staff, students – Funding for programs and activities that create and support DEI at MSU • Category 1: College and Academic Unit, Multiyear Funding or Oneyear Funding

Diversity Research Network • DRN connects faculty of color and scholars interested in diversity research, to create scholarly communities, facilitate new interdisciplinary collaborations, and to advance the growth and visibility of research by underrepresented faculty as well as research on diversity across MSU

Diversity Research Network • Resources include: • A searchable database of MSU scholars for building • • • collaborative partnership Launch Awards Program – funding to launch new research through pilot study Faculty Writing Spaces – throughout AY Writer’s Mafungo – summer 3 -day “retreat” experience for intense writing experience Summer Stay Retreat – interdisciplinary and intense writing space in East Lansing Providing social support and social networking

Diversity Research Network • Summer Stay Retreat “I am more inspired and focused about writing. I feel I have been reminded of what writing habits work best for me, and I have learned how to work around some ‘frustrating blocks’. . . ” - Faculty Testimonial 2018 Diversity Research Network

Workforce EO/AAP • I 3 monitors hiring (including search processes), retention, compensation • Proposal 2 (06 -02) • MSU is a federal contractor – Affirmative Action Program As a general rule in the employment context, it is easier to justify aggressive efforts at the front end of the employment process (e. g. , in outreach and recruitment to expand the pool) than at the final stages of individual hiring decisions. Thus, the more institutions can do at the front end to ensure that their applicant pools are diverse, the better. Jonathon Alger, As the Workplace Turns: Affirmative Action in Employment (2005)

Workforce EO/AAP • Role of I 3 in Hiring Process • Monitoring process and diversity (EEO/AAP) efforts • Retention of records • Approvals at different points in process • Support and liaison to college Faculty Excellence Advocates & DEI Associate Deans

EO/AAP – Posting • Federal Regulations require that all “employment openings” be posted with state employment agency • Three Exceptions • Executive Management (must meet criteria defined by federal regulations to qualify as EM) • Temporary positions of 3 days or less • Positions filled internally (e. g. , promotions, shift in position category including fixed term to tenure system, continuing status)

Department Chair/School Director: “We’ve tried everything we could think of to hire a minority or woman for our faculty vacancy. We advertised in Science, and in the Chronicle of Higher Education, and Diverse Issues in Higher Education. We posted the opening on the website of our major associations, and even the second-tier ones. I even made personal calls to the chairs of the four leading departments in our field. We have come up empty. I don’t know what else we could have done. Now I’m wondering, will the Administration approve our search? ” • Should the Administration (in the college and central administration) approve moving forward with the search? • Why or why not?

Addressing DEI at MSU • Diversity at MSU: Annual Student and Workforce Data Report – www. inclusion. msu. edu/about/annualreport/2016 -17

Addressing DEI at MSU • Deans, Directors, Chair Memorandum from Provost June Youatt, June, 18, 2018 • Framework and Action on Inclusiveness and Responsiveness – Focus Areas • Leadership • Access, Retention, Advancement (applicable to faculty, staff, and undergraduate and graduate students) • Research • Curriculum (formal and informal) • Campus Climate • External Engagement

Addressing DEI at MSU • April 18, 2019 AAN Leadership Conversation • Leading with Purpose, Courage and Vision: A • • Conversation on the Future of Diversity, Equity, and Inclusion t MSU Conversations on DEI in higher ed & MSU Revisited the proposed DEI focus areas Talks by 5 key administrative unit leaders (academic and administrative services) Table Discussions on Framework & next steps

Addressing DEI at MSU • President Stanley has indicated that diversity and a campus-wide diversity plan is a priority for MSU

MSU Going Forward • Framework for furthering inclusiveness at MSU • Focus areas that build on the ongoing work for DEI • Alignment of efforts with MSU’s core values: and MSU’s strategic imperatives • An integration model that does not diminish the role or responsibility of units (academic and support) to innovate and lead DEI initiatives that address systemic challenges to advancing a culture of inclusion at MSU

MSU Going Forward • Institutional focus areas for units • Leadership • Establishing and maintaining a priority for setting the tone for communicating the institutional commitment to inclusiveness, building organizational capacity, attracting, and/or committing the resources to create change and holding the community accountable for adoption of initiatives that allow MSU to anticipate and address the challenges of inclusiveness in the 21 st century and beyond.

MSU Going Forward • Institutional focus areas for units • Leadership • • Targets: (examples) Demonstrate support and leadership for addressing the SIX focus areas Implement a results driven plan for diversifying supervisors, managers, and administrators within the unit Compose search/interview committees that are broadly representative and knowledgeable of MSU’s inclusion objectives Cultivate diverse management teams at all levels of the university, administrative advisory levels Have diverse representation in strategic planning efforts, committees and other unit governing or management entities Encourage participation of and appoint persons from diverse groups to university-wide committees, task forces, and governing bodies

Inclusive Leadership: Critical for high performance • Many units focus on attracting a diverse workforce, but then struggle with retaining the right talent. • Research suggests: • the answer lies in not only policies and procedures that support an inclusive work environment, but also • in the mindset of leaders in creating a culture that is inclusive.

Creating a culture of high performance using inclusion as the focal tool Inclusive leadership development – Key Skills • Cultural due diligence • Ability to switch styles • Cultural dialogue • Cultural mentoring

Inclusive Leadership: Critical for high performance Inclusive Leader (working definition) • Inclusive leaders understand that strong responsive organizations encourage the participation of everyone in its community by recognizing the value of multiple perspectives, successfully tapping into the skills and talents, and striving to create socially just environments. Campus. Women Lead 2009

DEI Hot Button Issues: Higher Ed/MSU • TOP FIVE • Student Success (US born and international students) • Recruiting, retaining, advancing diverse faculty and staff (decline in the number of African American faculty at MSU) • Campus Climate for students from different cultural backgrounds and experiences • Work Environment for diverse faculty and staff • Broader societal tensions/conflicts (microcosm of society) – Campus culture (including RVSM, Freedom of Expression/First Amendment, academic freedom, federal and state regulatory environment (immigration, research and “foreign influence”

THANK YOU! Paulette Granberry Russell, J. D. Office for Inclusion & Intercultural Initiatives (517) 353 -3924