Diversity Equity and Inclusion Faculty Council of Community

Diversity, Equity and Inclusion Faculty Council of Community Colleges Spring 2018 Plenary April 6, 2018 Carlos N. Medina, Ed. D. Vice Chancellor and Chief Diversity Officer Office of Diversity, Equity and Inclusion SUNY System Administration

Board of Trustee’s Diversity, Equity and Inclusion Policy v Diversity defined broadly to include race, ethnicity, religion, sexual orientation, gender identity and expression, age socioeconomic status, status as a veteran, status as an individual with a disability, students undergoing transition and first generation students. v Diversity and inclusiveness are integral components of the highest quality academic programs and the strongest campus climate. Diversity is essential to excellence in the university setting. Create - Strategic Diversity Initiatives on Campus and at System Administration v SUNY’s statutory mission makes clear its responsibility to provide the broadest possible access, fully representative of all segments of the population of NYS.

SUNY Total Enrollment Fall 2017 by Community Colleges and Race and Ethnicity Race/Ethnicity Total Enrollment % of Enrollment White 120, 742 57. 7% Hispanic/Latinx 30, 861 14. 7% Black/African-American 25, 454 12. 2% Asian 8, 359 4. 0% International 2, 846 1. 4% Underrepresented Multi 4, 367 2. 1% 860 0. 4% 1, 071 0. 5% 305 0. 1% Unknown 14, 553 6. 9% Grand Total 209, 418 100. 0% Non-underrepresented Multi American Indian or Alaska Native Hawaiian or other Pacific Islander 3

Student Demographics SUNY Community Colleges Gender (Fall 2017) Historical URM* vs. Non URM 250, 000 233, 8 12 9% 200, 000 222, 998 10% 26% 27% 150, 000 216, 277 9% 209, 418 8% 28% 30% 65% 63% 62% Fall 2015 Fall 2016 Fall 2017 50, 000 Fall 2014 Non URM International/Unknown 45% Male Pell (Fall 2017) 56% No 100, 000 0 55% Female 44% Yes Tap (Fall 2017) 69% No 44% Yes v Community colleges experienced a 67% increase of URMs over the past ten year period * URM = American Indian or Alaska Native, Black or African American, Hispanic/Latino and Native Hawaiian or Other Pacific Islander 4

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100 Graduation Rate (%) 80 60 Upper Number = Non-URM rate (%) 40 20 0 19. 6 20. 6 11. 0 12. 4 6. 1 6. 9 7. 6 8. 2 16. 7 17. 9 9. 8 5. 9 15. 7 Lower Number = URM rate (%) difference (achievement Fall 2011 Fall 2012 Fall 2013 Fall 2014 Fall 2015 Cohort as Cohort as of 2013 of 2014 of 2015 of 2016 of 2017 Two-Year Associate Graduation Rate *Note: International/Unknown Students are excluded from this chart. SUNY System Administration Office of Institutional Research and Data Analytics : : March 12, 2018 27. 5 29. 1 13. 3 12. 2 15. 3 15. 9 33. 9 30. 4 31. 8 13. 2 14. 7 17. 2 18. 6 19. 2 Fall 2010 Fall 2011 Fall 2012 Fall 2013 Fall 2014 Cohort as Cohort as of 2013 of 2014 of 2015 of 2016 of 2017 Three-Year Associate Graduation Rate Source: SUNY Data Warehouse 6

Percent Minority and International Students at SUNY Community Colleges, Fall 2016 SUNY System Administration Office of Institutional Research and Data Analytics : : May 18, 2017 Source: SUNY Data Warehouse (Student)

Table 1: 2017 Emerging Hispanic-Serving Institutions Institution Total Hispanic/Latinx % Hispanic/Latinx Suffolk County Community College 26, 756 6, 365 23. 8% Rockland Community College 6, 950 1, 642 23. 6% Sullivan County Community College 1, 565 370 23. 6% Dutchess Community College 9, 061 1, 701 18. 8% Fashion Institute of Technology 8, 846 1, 659 18. 8% Total Hispanic/Latinx % Hispanic/Latinx Westchester Community College 12, 571 4, 350 34. 6% Nassau Community College 19, 059 5, 305 27. 8% Orange County Community College 6, 601 1, 819 27. 6% Table 2: 2017 Hispanic-Serving Institutions Institution Source: SUNY System Administration Office of Institutional Research and Data Analytics

Implement – Best Practices to Support: Increasing - Diversity in Student, Faculty and Staff Demographics Improving – Campus Climate Fostering – Student Achievement, Completion and Success

Policy Implementation & Accountability Ø CDOs appointed on every campus and create a support network Ø Campus presidents will annually report on their progress in implementing their Strategic Diversity Plans Ø SUNY Diversity Task Force reconstituted as a standing Diversity Advisory Committee (DAC) Ø Annual Diversity Data Brief to BOT

Campuses created programs to assist diverse student populations in the area of STEM to support student success. Create Pipelines, Collaborations and Partnerships § Broome – Establish or enhance relationships between Admissions and K-12 pipeline programs and initiatives (e. g. Urban League, Promise Zone, Upward bound, Talent Search and Liberty Partnership) and connect prospective students to academic departments for follow-up. § Rockland – Offer workshops to parents of middle school and high school students addressing the benefits of enrolling at the College, including diversity, curricular offerings, financial considerations, transfer ability, etc. § Cornell – To enhance and promote opportunities for community college graduates to continue their education at Cornell, partnerships with targeted community colleges have been explored to create pipelines for undergraduate underrepresented minority and/or first generation students. The College intends to build a model that can be replicated in other Cornell and community colleges. 11

Training resources for Search committees [VALUE] Research to develop best practices Require search committee members be diverse [VALUE] State University of New York (SUNY) Diversity, Equity and Inclusion Policy The SUNY Board of Trustees passed the Diversity, Equity and Inclusion Policy in September of 2015. The policy required campuses to hire a Chief Diversity Officer and submit a strategic diversity plan. The policy mandated that plans identify ways to recruit and retain a diverse faculty, staff and student body and include strategies for improving campus climate. Other Best Practices Included in Plans v Advertise positions in diverse publications v Evaluate current practices v Employ a search firm with a record of success in attracting diverse candidates Many of the campuses elected to institute a climate survey to better streamline strategies for creating a more inclusive environment. v Focus on dual career couples 12

ODEI is facilitating 24 PIF projects in three areas: Ø STEM Pathways (3 campuses) Proje ct Goals Metrics Ø Seeding Best Practices (15 campuses) Ø Diversity and Inclusion Education and Training (6 campuses) Impact within SUNY 13

Ø Project Assessment through Progress Reports, including baseline metrics Ø And/or Project Diversity Score Card Ø And/or Quantitative/Qualitative Analysis of event or program events Metrics Project Goals Ø Student Impact and involvement Ø Faculty and Staff involvement and Ø Skills/competencies in diversity and inclusion Impact within SUNY 14

• • Climate surveys Campus Events/Dialogues Focus Groups Consultants/Campus Analysis • Student Cohort Model -Men of Color Programs • Metropolitan Outreach • Residential Summer Bridge Programs • Diversity Ambassadors • Diversity Mentors Campus Climate & Culture Research & Assessment Student Recruitment /Retention Student Success Support Services Community Building • • Peer to Peer Training Coaching/Mentoring Character/Team Building Greater Advising • • • Dialogues Performance Art Networking/Symposia Staff/Faculty Development Collaboration/Partnerships Inter Campus and Regional Meetings Engagement in Diversity • Expand Outreach • Pipeline: Post-Doc Fellowships • Expand Minority Teacher Preparation • Workforce/Faculty Development Faculty & Staff Recruitment Curriculum & Course Programs Training in DEI • Workshops • Outside Consultants • Staff, Faculty and CDO Development • Diversity Ambassadors

ODEI SUNY-Wide Events

Higher Education Excellence in Diversity (HEED) Award Six-time awardee of the Insight into Diversity HEED Award

An equity-minded practitioner: v Is willing to engage in the necessary, and sometimes difficult, conversations and decision-making that can lead to transformational change for student learning and achievement. Source: AAC&U. 2015. Step up and Lead For Equity–What Higher Education Can Do To Reverse Our Deepening Equity Divides. 18