IIDEA Progress Report
Key
Goal 1: Develop a shared definition of IIDEA. Objective
Action
A. Creating an IIDEA standing committee in the RU-SSW by-laws.
1. Chaired by the Associate Dean for Diversity, Equity and Inclusion, 2. Including elected and appointed members of the faculty, staff and students, 3. Whose Chair serves as diversity champion for the larger Rutgers-New Brunswick and University-wide diversity and inclusion efforts.
Progress
Responsible Group
Timeline
Dean’s Office
September 2, 2020 - present
Dean’s Office
October 7, 2020 – present
Associate Dean for Diversity, Equity, and Inclusion
September 2, 2020 - present
Appointed by the Dean
October 2, 2020 - present
Will bring statement to March 2021 Faculty Meeting
November 11, 2020 - present
Will be meeting in March 20201 with Academic Affairs Leadership.
B. Charging the IIDEA Committee with the 1. Working with faculty to create a statement creation and implementation of a constantly on diversity and inclusion that is codified into evolving diversity and inclusion action plan for the RU-SSW by-laws and policies, School, including items such as: 2. In partnership with the Office of Academic Affairs and the Curriculum and Executive Committees, developing a conceptual/theoretical framework that undergirds the School's initiatives that further inclusion, intersectionality, diversity, equity, and advancement,
IIDEA Subcommittee: Conceptual Framework
3. In partnership with multiple RU-SSW entities, leading the development and implementation oversight of a comprehensive evolving, multi-year plan that advances IIDEA within the School and its community partners,
Always being addressed
4. Identifying areas where inclusion, intersectionality, diversity, equity, and advancement need to be addressed and making recommendations to the Dean, administration, and faculty to address the identified areas,
Always being addressed
5. Coordinating with search committees to deliver/support Rutgers-New Brunswick diversity-related faculty and staff hiring protocols,
Always being addressed
6. Coordinating with all committees, program directors and administrators to support the infusion of IIDEA objectives into yearly work plans, including curriculum consideration,
Always being addressed
7. Coordinating with the Associate Dean for Academic Affairs to add IIDEA specific questions to existing student and alumni surveys, 8. Developing an ongoing IIDEA survey/assessment process for faculty, staff and 9. Identifying other key priorities determined by the IIDEA committee.
IIDEA Committee
Notes
In Progress
In progress
Items related to DEI have been included on the Field Progress and Implicit Curriculum Surveys.
TBD
Subcommittee chaired by Sheila
Always being addressed
Goal 2: Create mechanisms to infuse strong IIDEA practices across the curriculum and our communities. Objective
Action
Progress
A. Specifically moving forward recommendations from a) the 2018-2019 Diversity & Inclusion Task Force, which focused on the student experience, and b) the 1. Creating a standing committee subsequent faculty discussion of key priorities, including:
Responsible Group
Timeline
IIDEA Committee
September 2, 2020 - present
2. Supporting the Office of Academic Affairs and the Curriculum Committees to create and deliver skill-based training for all faculty (TT, NTT, PTL) in inclusive pedagogies, for both formal and cocurricular learning experiences. See School’s strategic plan.
Notes
In Progress
3. Developing skill-based instruction for all students re: micro-aggressions, ensuring focus on field settings. See curriculum recommendations in School’s strategic plan.
Fall 2021
4. Supporting the Field Education team to improve field-related IIDEA training for field instructors and mechanisms for identifying and responding to field based, negative IIDEA experiences,
Associate Dean for Diversity, Equity, and Inclusion/SWAGGER
Skills-based workshops for PTLs, where faculty were invited, have been held on issues related to identifying and dealing with microaggressions.
Always being addressed
5. Conducting a full review of the SIRS course evaluation process and bring recommendations for designing additional questions for student evaluations, and practice language for syllabi related to student and instructor bias.
In Progress: Began January 2021
1. Convening a Staff Advisory Council to bring B. Ensuring that staff policies and protocols are aligned recommendations to the Dean and Associate Dean with the committee’s recommendations to create a for Administration and Finance, whose chair school climate that is supportive of all. serves on the Dean's Advisory Committee
Oct-20
2. Making resources available to support training and activities that contribute to IIDEA practices in the workplace.
Always being addressed / In progress
Goal 3: Ensure recruitment and retention of faculty and staff that advance IIDEA goals. Objective
Action
A. Building and enacting a robust full-time faculty hiring model to meet IIDEA goals, including:
1. Continuing to help build larger university mechanisms to support IIDEA hiring.
Always being addressed
2. Strengthening our internal IIDEA hiring mechanisms,
Always being addressed
3. Working strategically toward the goal of a faculty composition that matches our student composition, and that of our state.
Always being addressed
1. Strengthening our hiring processes to ensure strong IIDEA practices,
Always being addressed
B. Ensuring that our Part-time Lecturer (PTL) faculty mirror the diversity of our student body.
Progress
Responsible Group
Timeline
2. Developing a system to monitor and report progress in these practices. C. Ensuring that our staff hiring and promotion practices correspond to our IIDEA goals.
1. Strengthening our HR processes to advance IIDEA hiring with an eye to, ensuring that our staff composition correspond to the demographics of our state,
Always being addressed
2. Monitoring and reporting progress in our IIDEA hiring and promotion outcomes.
Always being addressed
Completed
Notes
Always being