{"id":167,"date":"2022-03-16T22:43:46","date_gmt":"2022-03-17T02:43:46","guid":{"rendered":"https:\/\/inside.wooster.edu\/eid\/?page_id=167"},"modified":"2022-03-16T22:44:50","modified_gmt":"2022-03-17T02:44:50","slug":"summary-of-themes-and-actions-with-timelines","status":"publish","type":"page","link":"https:\/\/inside.wooster.edu\/eid\/summary-of-themes-and-actions-with-timelines\/","title":{"rendered":"Summary of Themes and Actions, with Timelines."},"content":{"rendered":"\n

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.<\/p>\n\n\n\n

Our themes<\/h2>\n\n\n\n

Increase availability of Black counselors.<\/h3>\n\n\n\n
\n
Contract with independent counselors who can provide additional resources \u2014 Done. Partnership with Washington Wellness Institute for group and individual sessions starts in February.<\/span><\/i><\/i><\/span><\/span><\/div>
\n
  • <\/i><\/span>

    Outreach to counselors who may be interested\u00a0 \u2013 done
    <\/p><\/span><\/span><\/span><\/li>

  • <\/i><\/span>

    Finalize contract and start\u00a0\u2013 done<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n\n\n\n

    Hire an additional full-time counselor with expertise in racial trauma and supporting the needs of Black and BIPOC students \u2014 Job description developed. Search beginning.<\/span><\/i><\/i><\/span><\/span><\/div>
    \n
    • <\/i><\/span>

      Develop and post job description \u2013 done<\/p><\/span><\/span><\/span><\/li>

    • <\/i><\/span>

      Search\u00a0through spring term 2022 \u2013 beginning<\/p><\/span><\/span><\/span><\/li>

    • <\/i><\/span>

      Hire by July 1, 2022<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n<\/div><\/section>\n\n\n\n

      Ensure equitable compensation and support for wellness and thriving of BIPOC staff and faculty.<\/h3>\n\n\n\n
      \n
      Improve counseling access for employees \u2013 January 1, 2022<\/span><\/i><\/i><\/span><\/span><\/div>
      \n
      • <\/i><\/span>

        Add new Employee Assistance Program to broaden access to diverse counselors available at no cost \u2013 done<\/p><\/span><\/span><\/span><\/li>

      • <\/i><\/span>

        Improve insurance plan to strengthen mental health reimbursement \u2013 done<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n\n\n\n

        Equity assessment of compensation and positions\/titles for faculty and staff -January 1, 2023<\/span><\/i><\/i><\/span><\/span><\/div>
        \n
        • <\/i><\/span>

          Develop scope of work for outside firm to do this assessment \u2013 by 1\/15\/2022<\/p><\/span><\/span><\/span><\/li>

        • <\/i><\/span>

          Recruit firms for the work and make selection -by 2\/15\/22<\/p><\/span><\/span><\/span><\/li>

        • <\/i><\/span>

          Firm reviews roles and compensation and makes report \u2013 July 1 2022 \u2013 Jan. 1 2023<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n\n\n\n

          Respond to the recommendations in the BIPOC faculty retention study which was completed this year. Use the information to update\/review faculty thriving plan \u2013 February 2022<\/span><\/i><\/i><\/span><\/span><\/div>
          <\/div><\/div><\/div>\n\n\n\n
          In collaborating with the Staff Committee, BIPOC employee caucus, Human Resources staff and others, develop a staff thriving and retention plan \u2013 July 1, 2022<\/span><\/i><\/i><\/span><\/span><\/div>
          <\/div><\/div><\/div>\n<\/div><\/section>\n\n\n\n

          Improve Beall Avenue Safety<\/h3>\n\n\n\n
          \n
          Establish a group of community volunteers to collaborate with Campus Safety in providing additional eyes on Beall avenue at night and additional walking escort resources. \u2013 Done<\/span><\/i><\/i><\/span><\/span><\/div>
          <\/div><\/div><\/div>\n\n\n\n
          Contract with staff who can provide walking escorts and added eyes on Beall until long-term staff can be hired \u2013 by start of Spring Term 2022<\/span><\/i><\/i><\/span><\/span><\/div>
          <\/div><\/div><\/div>\n\n\n\n
          Add several new lines to Campus Safety Staffing to allow more staff at night to support student needs \u2013 by end of Spring Term 2022<\/span><\/i><\/i><\/span><\/span><\/div>
          \n
          • <\/i><\/span>

            Roles posted to move two part time positions to full-time. Search underway. \u2013 hire by end of spring term 2022<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n\n\n\n

            Establish working group of trustees to develop additional technological, legal and community approaches to making Beall safer \u2013 group established, work underway<\/span><\/i><\/i><\/span><\/span><\/div>
            \n
            • <\/i><\/span>

              Group selected and is meeting. Will report to board at February board meeting and to community in the same time frame.<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n\n\n\n

              Work with Mayor, Wooster PD and CSS to develop protocols where we can report harassment and license plates immediately, and they will respond quickly to find drivers.<\/span><\/i><\/i><\/span><\/span><\/div>
              \n
              • <\/i><\/span>

                Discussion with Mayor and Chief of PD \u2013 Done<\/p><\/span><\/span><\/span><\/li>

              • <\/i><\/span>

                Find new technology that allows us to grab plate IDs immediately \u2013 Done<\/p><\/span><\/span><\/span><\/li>

              • <\/i><\/span>

                Put new tech in place \u2013 By 2\/15 [Order and installation takes ~8 weeks]<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n<\/div><\/section>\n\n\n\n

                Ongoing training for students, staff and faculty creating equitable and inclusive living, working and learning environments.<\/h3>\n\n\n\n
                \n
                Faculty: orientation and ongoing training requirement \u2013 ongoing<\/span><\/i><\/i><\/span><\/span><\/div>
                \n
                • <\/i><\/span>

                  Continue to refine content for required annual departmental trainings in response to student reports of issues of bias in classrooms \u2013 Ongoing, and will be revised\/strengthened<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n\n\n\n

                  Staff Orientation & ongoing training requirement \u2013 by end of Spring Term 2022<\/span><\/i><\/i><\/span><\/span><\/div>
                  \n
                  • <\/i><\/span>

                    New staff orientation DEI training \u2013 Done, but will be revised\/strengthened<\/p><\/span><\/span><\/span><\/li>

                  • <\/i><\/span>

                    Annual all-staff training through Wooster office of EID and other resources. Will be developed by new VP EID who is being hired now.<\/p><\/span><\/span><\/span><\/li>

                  • <\/i><\/span>

                    Annual department-specific training through professional organizations or others with specific expertise. Will be an expectation for all departments starting this year.<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n\n\n\n

                    Students: Orientation for all and ongoing training \u2013 by Fall 2022<\/span><\/i><\/i><\/span><\/span><\/div>
                    \n
                    • <\/i><\/span>

                      Training for new students \u2013 Will be focus for fall 2022 orientation<\/p><\/span><\/span><\/span><\/li>

                    • <\/i><\/span>

                      Ongoing training for all students<\/p><\/span><\/span><\/span><\/li>

                    • <\/i><\/span>

                      Annual training for student leaders \u2013 exists, but will review\/strengthen<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n<\/div><\/section>\n\n\n\n

                      Financial resources for international students.<\/h3>\n\n\n\n
                      \n
                      International student services staff will proactively let the Financial Aid office know when significant issues or disruptions happen in students\u2019 home countries, so that that students don\u2019t need to be responsible for explaining \u2013 done<\/span><\/i><\/i><\/span><\/span><\/div>
                      <\/div><\/div><\/div>\n\n\n\n
                      Develop plan for reviewing and responding to changes in financial need for international students \u2013 annually or when crises arise \u2013 by March 15, 2022<\/span><\/i><\/i><\/span><\/span><\/div>
                      \n

                      Gutentor Simple Text<\/p><\/div><\/div>\n<\/div><\/div><\/div>\n<\/div><\/section>\n\n\n\n

                      Financial aid methodology \u2013 reduce the need for students to re-tell their stories in difficult or traumatic times.<\/h3>\n\n\n\n
                      \n
                      Establish ongoing training for business office and financial aid staff about implicit bias, systemic racism, and how race affects financial need and services \u2013 by end of Spring Term 2022<\/span><\/i><\/i><\/span><\/span><\/div>
                      \n
                      • <\/i><\/span>

                        Financial Aid staff completed initial training via a NAFSAA webinar on \u201cRecognizing and Eliminating Bias in Aid Office Policies and Procedures\u201d in November 2021.<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n\n\n\n

                        Establish processes for sharing information among departments that will alleviate the need for students to share repeatedly reasons for changes in financial circumstances \u2013 by Fall 2022<\/span><\/i><\/i><\/span><\/span><\/div>
                        \n
                        • <\/i><\/span>

                          Financial Aid working group will develop<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n\n\n\n

                          Financial aid staff will add a liaison\/advocate position to support students in navigating financial aid and changes in financial need \u2013 by Fall 2022<\/span><\/i><\/i><\/span><\/span><\/div>
                          \n
                          • <\/i><\/span>

                            Job description developed, search beginning \u2013 hire spring 2022<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n<\/div><\/section>\n\n\n\n

                            Accountability and bias reporting and response process<\/h3>\n\n\n\n
                            \n
                            Strengthen and better communicate bias incident reporting and response process \u2013 by end of Spring term 2022<\/span><\/i><\/i><\/span><\/span><\/div>
                            \n
                            • <\/i><\/span>

                              Write new bias incident response process \u2013 by 2\/15\/22<\/p><\/span><\/span><\/span><\/li>

                            • <\/i><\/span>

                              Review with students, staff and faculty for input -by 3\/15\/22<\/p><\/span><\/span><\/span><\/li>

                            • <\/i><\/span>

                              Finalize and communicate clearly and proactively \u2013 by end of spring term 2022<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n<\/div><\/section>\n\n\n\n

                              Connections, programming and support<\/h3>\n\n\n\n
                              \n
                              More connections for Black and BIPOC students with BIPOC alumni, staff and faculty \u2013 ongoing<\/span><\/i><\/i><\/span><\/span><\/div>
                              \n
                              • <\/i><\/span>

                                Student\/faculty\/staff opportunities \u2013 Current and ongoing<\/p><\/span><\/span><\/span><\/li>

                              • <\/i><\/span>

                                New student\/alumni opportunities \u2013 Spring 2022 and ongoing<\/p><\/span><\/span><\/span><\/li><\/ul><\/div>\n<\/div><\/div><\/div>\n\n\n\n

                                More intersectional programming \u2013 ongoing<\/span><\/i><\/i><\/span><\/span><\/div>
                                <\/div><\/div><\/div>\n\n\n\n
                                Communicate roles of specific ISS staff for international students \u2013 by February 2022<\/span><\/i><\/i><\/span><\/span><\/div>
                                <\/div><\/div><\/div>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"

                                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 […]<\/p>\n","protected":false},"author":27,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-167","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/inside.wooster.edu\/eid\/wp-json\/wp\/v2\/pages\/167","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/inside.wooster.edu\/eid\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/inside.wooster.edu\/eid\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/inside.wooster.edu\/eid\/wp-json\/wp\/v2\/users\/27"}],"replies":[{"embeddable":true,"href":"https:\/\/inside.wooster.edu\/eid\/wp-json\/wp\/v2\/comments?post=167"}],"version-history":[{"count":26,"href":"https:\/\/inside.wooster.edu\/eid\/wp-json\/wp\/v2\/pages\/167\/revisions"}],"predecessor-version":[{"id":193,"href":"https:\/\/inside.wooster.edu\/eid\/wp-json\/wp\/v2\/pages\/167\/revisions\/193"}],"wp:attachment":[{"href":"https:\/\/inside.wooster.edu\/eid\/wp-json\/wp\/v2\/media?parent=167"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}