Diversity and Inclusion Navigation

Action Plan

Marlboro College is committed to creating an academic environment and campus community that attracts, welcomes, and supports a diverse range of students, faculty and staff. Towards this end, the Diversity and Inclusion Task Force has identified four goals that we believe are central to transforming the college into a more representative, inclusive, and equitable learning community.

Goal #1: Engender a campus climate where a wide variety of identities are respected,valued, and supported.

Goal #2: Provide equitable access to academic and student life services in a way that serves the particular needs of students in underrepresented demographics.

Goal #3: Recruit and retain faculty and staff who increase campus diversity.

Goal #4: Recruit and retain a diverse student body.

Below is a summary of our strategies to achieve each goal. This action plan is a living document that reflects both our current initiatives and future plans. The success of most of these strategies will be assessed through the annual campus climate survey. All pointpeople and groups responsible for implementing strategies report back to the Diversity and Inclusion Task Force who track campus progress towards Diversity and Inclusion goals.

Goal #1: Foster a campus climate where people of all backgrounds, identities, and experiences are respected, valued, and supported.

Current/On-going:

  1. Provide annual diversity and cultural competency trainings to faculty and staff (including leadership). And provide diversity and inclusion trainings and events on campus to promote cross-cultural dialog.
  2. Annually assess campus climate.
  3. Continue to provide a physical space for underrepresented and/or marginalized identities to meet independent of the dominant culture.
  4. Encourage faculty to take class time, immediately or in the following class, to discuss diversity and inclusion issues when they are seen to arise in class dynamics.

Future:

  1. Update faculty review criteria to include cultural competency and addressing diversity and inclusion issues in class.
  2. Add a section on diversity to faculty and staff handbooks.

Goal #2: Provide equitable access to academic and student life services in a way that serves the particular needs of students in underrepresented demographics.

Current/On-going:

  1. Diversify Outdoor Program and Bridges Trip programming to meet the needs of students coming from cities.

Future:

  1. Set up year long-mentoring for first year students with faculty or students who share similar backgrounds.
  2. Consider a pre-college prep. program that would help first generation college students and those not coming from college-prep. high schools to make the academic leap to college.

Goal #3: Recruit and retain faculty and staff who increase campus diversity.

Current/On-going:

  1. Charge hiring committees to further study and employ best practices for recruiting a diverse applicant pool.
  2. Assign Human Resources staff to attend on-campus diversity and inclusion trainings.

Future:

  1. Offer additional support to people of color (POC) and other underrepresented minority (URM) faculty before and after hiring to help them find community and figure out how best to live in this area.
  2. Offer research funds to help POC and other URM faculty get a solid start at the college.

Goal #4: Recruit and retain a diverse student body.

Current/On-going:

  1. Provide funding for URM student affinity groups to bring speakers and host events (both for their groups and for dialog with larger campus community).
  2. Include URM students in planning ongoing series of events and trainings to build inclusion skills, celebrate difference, and engender on-going cross-cultural dialog.
  3. Maintain and update diversity and inclusion action plan on college website as needed.
  4. Expand curriculum to be ever more inclusive of social justice issues and a wide-range of viewpoints that represent many voices.
  5. Transform pedagogy towards increased cultural competency.
  6. Have some POC tour guides in admissions.
  7. Create a City-to-Country Bridges Trip and recruit at least one POC leader for it.
  8. Provide POC (and other URM student) gatherings at admissions weekends.

Future:

  1. Take steps to manage crises on campus swiftly and effectively. Find a process specific for diversity issues by consulting best practices at other colleges.
  2. Reallocate scholarship funds to increase recruitment of POC.
  3. Hire an admissions officer who is a POC and focus their energies on recruitment of POC students.
  4. Hire a Coordinator focused on Diversity and Inclusion.
  5. Establish an endowed prize for graduating POC student and graduating student whose work supports diversity and inclusion.

Detours

(a mostly random selection of Marlboro microdestinations)