Summary of Themes and Actions, with Timelines.
The College of Wooster must be an equitable and welcoming place, where students, staff and faculty can live, learn, work and thrive without harassment or discrimination. While there has been much done toward this goal, we have not yet achieved it. it is urgent that we do so. The themes below come from multiple discussions where students have raised concerns and observations about racism on our campus and ways to address it. The issues and needs described below come from the Black Manifesto (Oct.18th), the Town Hall (Oct. 19th), as well as from meetings led by Scot Council, the African Students Union, the student chapter of the NAACP, Bodies of Diversity, and the BIPOC Performing Arts Alliance. This is a living document which describes actions that the College is committed to take, and the steps and timeline associated with each one. Additional initiatives are being worked on, and will be added to this document as they become clearer. The document will be updated in the first week of each month, starting in the week of December 1st here.
Increase availability of Black counselors.
Outreach to counselors who may be interested – done
Finalize contract and start – done
Develop and post job description – done
Search through spring term 2022 – beginning
Hire by July 1, 2022
Ensure equitable compensation and support for wellness and thriving of BIPOC staff and faculty.
Add new Employee Assistance Program to broaden access to diverse counselors available at no cost – done
Improve insurance plan to strengthen mental health reimbursement – done
Develop scope of work for outside firm to do this assessment – by 1/15/2022
Recruit firms for the work and make selection -by 2/15/22
Firm reviews roles and compensation and makes report – July 1 2022 – Jan. 1 2023
Improve Beall Avenue Safety
Roles posted to move two part time positions to full-time. Search underway. – hire by end of spring term 2022
Group selected and is meeting. Will report to board at February board meeting and to community in the same time frame.
Discussion with Mayor and Chief of PD – Done
Find new technology that allows us to grab plate IDs immediately – Done
Put new tech in place – By 2/15 [Order and installation takes ~8 weeks]
Ongoing training for students, staff and faculty creating equitable and inclusive living, working and learning environments.
Continue to refine content for required annual departmental trainings in response to student reports of issues of bias in classrooms – Ongoing, and will be revised/strengthened
New staff orientation DEI training – Done, but will be revised/strengthened
Annual all-staff training through Wooster office of EID and other resources. Will be developed by new VP EID who is being hired now.
Annual department-specific training through professional organizations or others with specific expertise. Will be an expectation for all departments starting this year.
Training for new students – Will be focus for fall 2022 orientation
Ongoing training for all students
Annual training for student leaders – exists, but will review/strengthen
Financial resources for international students.
Financial aid methodology – reduce the need for students to re-tell their stories in difficult or traumatic times.
Financial Aid staff completed initial training via a NAFSAA webinar on “Recognizing and Eliminating Bias in Aid Office Policies and Procedures” in November 2021.
Financial Aid working group will develop
Job description developed, search beginning – hire spring 2022
Accountability and bias reporting and response process
Write new bias incident response process – by 2/15/22
Review with students, staff and faculty for input -by 3/15/22
Finalize and communicate clearly and proactively – by end of spring term 2022
Connections, programming and support
Student/faculty/staff opportunities – Current and ongoing
New student/alumni opportunities – Spring 2022 and ongoing