lewis and clark community college diversity and inclusion ......other 7.2% 0.3% 0.2% totals 100.0%...

1 2016DiversityandInclusionPlan

LewisandClarkCommunityCollegeDiversityandInclusionPlan

February1,2016

BackgroundIn2005,LewisandClarkCommunityCollegereleasedadiversityplan.ThisinitiativefollowedtheaffirmationofLewisandClark’smissionstatement:Empoweringpeoplebyraisingaspirationsandfosteringachievementthroughdynamic,compassionateandresponsiblelearningexperiencesandthecorevaluesofservice,respect,responsibility,compassionandintegrity.BehindthatdiversityplanwasaclimatesurveyadministeredinAugust2004toarepresentativeandstatisticallysoundsampleofstudents,facultyandstaff.Inpreparationforthis2016plan,thesamesurveywasadministeredtofull-timestaffandfaculty,adjunctfacultyandstudents.In2015,303students(7%)respondedascomparedto6%ofthestudentsin2004.In2015wehad42%ofthefull-timeandadjunctfacultyandstaffrespond.In2004theadjunctfacultywerenotincludedinthesurveywhichactuallyresultedinanincreaseintheresponserateto60%sincesofewadjunctfacultycompletedthesurveyeitheryear.Byusingthesamesurveyinstrumentin2015,theresultscanbeanalyzedandcomparedtothe2004surveyresponsestodetectanychanges.ProcessPlanningwasbeguninearly2015,thediversityandinclusionsurveywasadministeredinfall2015andresultsproducedinDecember2015.

Objectives

1. ClarifytheCollege’spositionon,andlevelofcommitmenttodiversity2. Createadiversityplanthatisconsistentwiththiscommitment3. Developactionablerecommendationstorealizethecollege’sgoalsfordiversityandinclusion


DiversityandInclusionSurveyThediversityandclimatesurveywasadministeredtoexamineattitudesandperceptionsfrommultipleperspectives:

• Theimportanceofdiversity• Howdiversityshouldbedefined• L&Casawelcoming/inclusiveenvironment• Attitudesaboutrace,gender,ethnicity,sexualorientation• Campusdemographics• Experiencesofdiscriminationorharassment• Diversityintheclassroomenvironment

Racial/EthnicDistribution(Percent):Enrollment,Employees,District(2004)and(2015)Theracial/ethnicdistributionofsurveyrespondentsparallelsthatofstudentsandemployeesaswellasthatofresidentsofthesevencounties*comprisingCommunityCollegeDistrict536.

Racial/EthnicDistribution(Percent):Enrollment,Employees,District(2015)

LCCCEnrollment(Fall2015)LCCCFull-andPart-time

Employees(2015)District536

(2010Census)White 82% 91.1% 91.9%Black/AfricanAmerican 11% 5.8% 5.3%Asian/PacificIslander 0.5% 0.46% .62%Hispanic/Latino 1.8% 1.4% 2%NativeAmerican 0.5% 0.62% .23%Other 4.2% 0.46% N/ATotals 100% 100% 100%


Racial/EthnicDistribution(Percent):Enrollment,Employees,District(2004)

LCCCEnrollment(Fall2004)LCCCFull-andPart-time

Employees(2005)District536

(2000Census)White 84.4% 92.5% 93.1%

Black/AfricanAmerican 6.0% 6.9% 4.8%

Asian/PacificIslander 0.6% 0.2% 0.6%

Hispanic/Latino 1.0% 0.2% 1.1%

NativeAmerican 0.4% 0.0% 0.2%

Other 7.2% 0.3% 0.2%

Totals 100.0% 100.0% 100.0%

*“Enrollment”isdegree-seekingstudentsinthe2015FAterm;FullandPart-timeEmployeesintheFall2015census–DistrictCensusTheracial/ethnicdistributionofLewisandClarkstudentsinfall2015haschangedsincefall2004intermsofahigherrepresentationofBlack/AfricanAmericanstudentsfrom6%in2004to11%in2015whilethedistributioninthecollegeDistrict536hasstayedrelativelyunchangedat4.8%in2004and5.3%in2015.ThereisaslightincreaseintherepresentationofHispanic/Latinostudentsandcollegeemployeesoverthelasttenyears.Inthe2004census,Hispanic/Latinorepresentationwas1.1%andtenyearslater,2%.LikewisetherepresentationamongL&Cstudentsrosefrom1%in2004to1.8%in2015andfrom0.2%ofLewisandClarkemployeesin2005to1.4%in2015.Onceagain,asin2004,thecollegeenrollsfewerwhitestudentsasapercentageofthewhole,82%in2015,and84.4%in2004ascomparedtocensusdatathatshows91.9%ofDistrictresidentswaswhitein2014and93.1%waswhitein2000.AddingacolumnofSurveyRespondents(StudentsandEmployees)indicatesthatthesurveyrespondents’racial/ethnicdistributionparallelsthatofstudentsandemployeesaswellasthatofresidentsofthepartsofsevencountiescomprisingCommunityCollegeDistrict536.


Racial/EthnicDistribution(Percent):SurveyRespondents,Enrollment,Employees,District

Respondents(2015)LCCCEnrollment(Fall

2015)LCCCFull-andPart-

timeEmployees(2015)District536

(2014Census)White 88% 82% 91.1% 91.9%Black/AfricanAmerican 7.3% 11% 5.8% 5.3%Asian/PacificIslander 1.3% 0.5% .46% .62%Hispanic/Latino 2% 1.8% 1.4% 2%NativeAmerican .7% 0.5% 0.62% .23%Other .7% 4.2% 0.46% N/ATotals 100% 100% 100% 100%Whilethestudentpopulationisoverwhelminglywhite,enrollmenttrendsoverthelasttenyearsshowthatthepopulationsofblack/AfricanAmericanstudentsandHispanic/Latinostudentsaregraduallyincreasing.

AnnualNumberandPercentChangeinEnrollmentbyRacial/EthnicGroup10thday2005-2016*

2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 Grand

TotalWhite 5130 4875 5128 5255 5515 5806 5927 5751 5395 5047 4679 3431 61939Black/AfricanAmerican 500 522 523 566 621 646 681 695 674 666 632 443 7169Asian/PacificIslander 29 32 35 31 36 45 49 52 56 37 38 29 469Hispanic/Latino 48 49 52 58 73 86 98 99 117 110 99 76 965NativeAmerican 17 21 23 25 23 30 39 41 50 52 44 22 387NonresidentAlien 7 10 13 9 4 1 44Other 182 260 480 459 434 370 150 198 208 204 258 191 3394Totals 5906 5759 6241 6394 6702 6983 6951 6846 6513 6125 5754 4193* 74367

*10thDaycountsfrom2005to2016(unduplicatedbyYear),DegreeSeekingOnlyand2016onlyincludesFall2015counts


2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016GrandTotal

White 86.86% 84.65% 82.17% 82.19% 82.29% 83.14% 85.27% 84.01% 82.83% 82.40% 81.32% 81.83% 83.29%Black/AfricanAmerican 8.47% 9.06% 8.38% 8.85% 9.27% 9.25% 9.80% 10.15% 10.35% 10.87% 10.98% 10.57% 9.64%Asian/PacificIslander .49% .56% .56% .48% .54% .64% .70% .76% .86% .60% .66% .69% .63%Hispanic/Latino .81% .85% .83% .91% 1.09% 1.23% 1.41% 1.45% 1.80% 1.80% 1.72% 1.81% 1.30%NativeAmerican .29% .36% .37% .39% .34% .43% .56% .60% .77% .85% .76% .52% .52%NonresidentAlien 0% 0% 0% 0% 0% 0% .10% .15% .20% .15% .07% .02% .06%Other 3.08% 4.51% 7.69% 7.18% 6.48% 5.30% 2.16% 2.89% 3.19% 3.33% 4.48% 4.56% 4.56%Totals 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%

DiversityandInclusionSurvey:SummaryLevelFindingsAnanalysisofsurveyresultsportraysapositivestatementaboutdiversityandinclusionatLewisandClark.

• Aclearmajorityofrespondentssupporttheconceptofdiversityanditsimportance• Astrongmajorityagreethatdiversityshouldincludeethnic,gender,raceanddisabilitystatusdistinctions• LewisandClarkfaculty,staffandstudentsperceivethecollegeasaninclusiveenvironment• Theclearmajorityoffaculty,staffandstudentsfeelacceptedbytherestofthecampuscommunity• Basedonresponses,studentsandemployeesreportveryfewincidentsofharassmentordiscriminationatLewisandClark


• AclearmajorityofrespondentssupporttheconceptaboutdiversityandinclusionatLewisandClark.

61%

32%

7%

0% 0% 0%

38% 39%

11%

4% 4% 4%

62%

30%

4%0% 1%

4%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

StronglyAgree ModeratelyAgree SlightlyAgree SlightlyDisagree ModeratelyDisagree StronglyDisagree

1.Diversityisveryimportanttome.

F-TFaculty Students Staff/Adjuncts

Diversity isimportanttome.

PercentthatagreesatsomelevelFaculty100%(98%in2005)Students88%(86%in2005)StaffandAdjuncts96%(99%in2005)


• Astrongmajorityagreethatdiversityshouldincludeethnic,gender,raceanddisabilitystatusdistinctions.

73%

18%

8%

0% 0% 2%

55%

27%

9%

2% 3% 3%

67%

19%

9%

2% 3%0%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2a.AnLCCCdefinitionshouldincluderace


Definitionshouldincluderace.

PercentthatagreesatsomelevelFaculty 99%(100%)in2005Students91%(87%in2005)StaffandAdjuncts95%(100%in2005)



71%

24%

4% 4%0% 2%

56%

30%

9%

1% 2% 2%

67%

21%

9%

1% 2% 0%0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2b.AnLCCCdefinitionofdiversityshouldincludeethnicity.


Definitionshouldincludeethnicity.

Percent thatagreesatsomelevelFaculty99%(100%in2005)Students95%(88%in2005)StaffandAdjuncts97%(100%in



68%

22%

4% 2% 0%4%

60%

24%

9%

2% 2% 3%

66%

21%

8%3% 2% 0%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2c.AnLCCCdefinitionofdiversityshouldincludegender.


Definitionshouldincludegender.

Percent thatagreesatsomelevelFaculty94%(100%in2005)Students93%(84%in2005)StaffandAdjuncts95%(99%in2005)



67%

25%

6%

0% 0% 2%

53%

26%

13%

3% 2% 3%

62%

25%

8%

2% 1% 3%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2d.AnLCCCdefinitionofdiversityshouldincludedisabilitystatus.


Definitionshouldincludedisabilitystatus.

PercentthatagreesatsomelevelFaculty98%(96%in2005)Students 92%(73%in2005)StaffandAdjuncts95%(96%in2005)



57%

22%

8%4%

0%

10%

48%

22%17%

5% 3% 5%

59%

14% 14%

5% 3%6%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2e.AnLCCCdefinitionofdiversityshouldincludereligiousaffiliation.


Definitionshould includereligiousaffiliation.




63%

22%

8% 8%

2%

18%

49%

25%

11%

3%6% 8%

57%

18%

11% 10%5%

13%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2f.AnLCCCdefinitionofdiversityshouldincludesexualorientation.


Definitionshouldincludesexualorientation.Percentthatagreesatsomelevel.Faculty93%(72%in2005)Students85%(72%in2005)StaffandAdjuncts86%(83%in2005)



63%

22%

8% 8%

2%

18%

49%

25%

11%

3%6% 8%

57%

18%

11% 10%5%

13%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


2g.AnLCCCdefinitionofdiversityshouldincludeage.


Definitionshouldincludeage.PercentthatagreesatsomelevelFaculty92%(97%in2005)Students91%(81%in2005)StaffandAdjuncts91%(91%in2005)


• LewisandClarkfaculty,staffandstudentsperceivethecollegeasaninclusiveenvironment.

63%

17% 15%

2% 2% 0%

67%

18%

8%3% 2% 1%

61%

27%

8%

2% 1% 0%0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


3a.LCCCisaninclusiveenvironmentforfaculty/staffandstudentsofcolor.




• LewisandClarkfaculty,staffandstudentsperceivethecollegeasaninclusiveenvironmentforwomen.

65%

26%

8%

0% 0% 0%

68%

22%

6% 4%1% 0%

64%

27%

7%

1% 0% 2%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


3b.LCCCisaninclusiveenvironmentforfaculty/staff(students)whoarefemale.




• LewisandClarkfaculty,staffandstudentsperceivethecollegeasaninclusiveenvironmentformen.

75%

21%

2% 0% 0% 0%

68%

22%

7%

0% 0% 0%

73%

22%

5%1% 0% 2%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


3c.LCCCisawelcomingenvironmentforfaculty/staff(students)whoaremale.


Percentthatagreesatsome levelFaculty98%(78%in2005)Students97%(89%in2005)StaffandAdjuncts100%(94%in2005)


• LewisandClarkfaculty,staffandstudentsperceivethecollegeasaninclusiveenvironmentforindividualswithdisabilities.

56%

23%

16%

5%0% 0%

64%

23%

11%

0% 1% 1%

54%

28%

12%

4% 2% 0%0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


3d.LCCCisaninclusiveenvironmentforfaculty/staff(students)withdisabilities




• LewisandClarkfaculty,staffandstudentsperceivethecollegeasaninclusiveenvironmentforindividualswhoarelesbian,gay,bisexual,transgendered.

54%

29%

7% 5% 5%0%

60%

21%

12%

2% 1% 3%

61%

22%

13%

2% 1% 1%0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


3e.LCCCisaninclusiveenvironmentforfaculty/staff(students)whoarelesbian,gay,bisexual,transgendered




• Theclearmajorityoffaculty,staffandstudentsfeelacceptedbytherestofthecampuscommunity.

52%

38%

7%4%

0% 0%

57%

28%

11%

2% 1% 1%

52%

35%

10%

2% 1% 1%0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


10.IfeelacceptedbyLCCCstudents whoseracialorethnicbackgrounddiffersfrommyown.


PercentthatagreesatsomelevelFaculty97%(94%in2005)Students96%(90%in2005)StaffandAdjuncts97% (98%in2005)



61%

35%

2% 2% 0% 0%

65%

24%

2% 2% 1% 0%

63%

28%

1% 1% 1% 0%0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


11.IfeelacceptedbyLCCCstaff memberswhoseracialorethnicbackgrounddiffersfrommyown.


Percentthatagreesatsome levelFaculty98%(96%in2005)Students91%(93%in2005)StaffandAdjuncts92%(97%in2005)



69%

25%

4% 2% 0% 0%

66%

25%

7%

1% 1% 0%

62%

29%

6%1% 2% 0%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


12.IfeelacceptedbyLCCCfaculty memberswhoseracialorethnicbackgrounddiffersfrommyown.




• Basedonresponses,studentsandemployeesreportveryfewincidentsofharassmentordiscriminationatLewisandClark.20.Duringthelast12months*atLCCC,howoftenhaveyouexperiencedharassmentduetoyour

Faculty Students Staff/Adjuncts

a.Race/Ethnicity Never 96% 96% 96% Once 4% 4% 3%

b.Gender Never 88% 88% 90% Once 12% 12% 8%

c.SexualOrientation Never 98% 98% 98% Once 2% 2% 2%

d.DisabilityStatus Never 100% 100% 98% Once 0 0 0

e.ReligiousAffiliation Never 94% 94% 96% Once 4% 4% 3%

f.Age Never 94% 94% 91% Once 0** 6% 5%

*Nearlyidenticalresultsto2005**SURS6%Ruleisnoted.


In2005,theDiversityPlanteamdefinedthefollowingdiversitygoalsthatsettheirprioritiesforthenexttenyears:

1. Promotecross-culturalunderstandingandcommunications2. Broadenandexpandopportunitiesforpositive(constructiveandinstructive)diversityexperiencesoncampus3. Increaseawarenessandenhanceunderstandingofthemeaningandimportanceofdiversityintoday’sworld4. Promoteanatmosphereoftoleranceandmutualrespect,onethatrespectsdifferencesandencouragesinclusiveness5. ConductallCollegeoperationsandactivitiesinawaythatfaithfullyexpressesandrepresentsourstatedcommitmentto

diversity

TheDiversityCommitteehasplannedandexecuteddiversityeventsandactivitiesthatpromotecommunicationandunderstandingfortenyears.Theyhavealsocollaboratedwithexternaleducationalandcommunityorganizationstomaintainacontinuingeducationaldialogueondiversityissues.TheenrollmentofAfrican/Americanstudentshasnearlydoubledintenyears(6%in2005/11%in2015)whichisnearlydoublethecensusrepresentationofAfricanAmericans(5.3%).AlthoughthecollegecontinuestoemployAfricanAmericanfacultyandstaffatahigherpercentagethantheirrepresentationinthecensusdatainboth2005and2015,thepercentageofAfricanAmericanemployeeshasdecreasedslightlyintenyears(6.9%in2005/5.2%in2015)suggestinganareaforincreasedfocus.Theenrollmentandemploymentofotherminoritieshaschangedverylittleandcontinuestoalignwithcensusdata.Supportfordiversitycontinuestobeveryhighamongfaculty,studentsandstaff(100%,88%,and96%).Thesupportforincludingsexualorientationinthatdefinitionhasincreasedovertenyearsamongfaculty(93%in2015/72%in2005),students(85%in2015/72%in2005),andstaff(86%in2015/83%in2005).Likewise,supportforincludingreligionhasincreasedamongeverygroup,faculty(87%in2015/76%in2005),students(87%in2015/77%in2005),andstaff(87%in2015/83%in2005).MorecampusconstituenciesexperienceL&Casaninclusiveenvironment.Thisisuniversallyevidentineverycategory:race,gender,disabilitystatusandsexualorientationandforeverygroup—faculty,students,andstaff.Faculty,studentsandstaffalsofeelacceptedbythosefaculty,studentsandstaffwhoseracial/ethnicbackgroundisdifferentthantheirown.TheincidenceofharassmentordiscriminationduringthelasttwelvemonthsatL&Cisverylowandnearlyidenticalto2005.Genderdiscriminationremainshighest,butageincreasedrelativetocommentsabouttheSURS6%Rule.Evenaslowastheincidenceof


harassmentis,evenoneincidentofharassmentordiscriminationisunacceptable,andpointstosomediversity-relatedchallengesthatL&Cfaces.Thequestionaskingrespondenttoprovidesuggestionsforimprovingthediversityclimateincludedsuchcommentsfromfacultyas:

Samplecommentsfromfaculty

• Acontinuationofpositiverelationshipsbetweenadministration,facultyandstaffwillachievethis.• IthinkthatthefactthatwehaveaChristianorChristian-lightprayeratourgraduationceremonyiswrong.Weareapublic

institution.• Overall,Idonotfeelanythingdifferentneedstobedone.IthinkalltypesofpeopleatLCinteractprofessionallyand

amicably.• IfeelLCCCdoesagoodjobinsupportinganinclusiveenvironment.• Diversityisawonderfulidea,butfacultymembersmustbeexpertsintheirfieldsofstudyANDbeabletoteachandinspire

ourstudents.

Samplecommentsfromstudents

• Ibelievethecollegeisdoinganexcellentjobwithinclusion.• Ican’tthinkofanymorewaysyoucanimprovetheclimateofinclusionsinceitisalreadystrong.• Ilikethecollegejustthewayitis.• Ithinkeveryoneistreatedequally.• Theonlywaytoimproveonasystemthathasnovisibleweaknessesistoencouragethatsystemtokeepworkinghardon

doingwhattheyarealreadydoing.BeinganolderwhitemalesomemaythinkIcouldbeblindtoracial/gender/sexualbiases,howeverbeingmarriedtoablackwomanandhavingatransgenderedchildhashadmyeyeswideopenformanyyearsnow.IhaveneverwitnessedanyproblemsatLCCCandcommendyouformakingeveryonefeelwelcome.

• Advertiseeventsthatarebeinghostedtheremore.Samplecommentsfromstaff

• Continuetohavediversityprogramsashavebeenpresentedinthepast.• Eliminatingallprayersatcampuseventswouldimprovetheinclusionclimate.


• Ifeelthattrainingaboutdiversityissuesisimportantforfacultyandstaff.• Ithinkwedoagoodjob.• Buildupontheenrichmentopportunities,guestspeakers,programs,entertainmentthatareavailabletostudentsandstaff.

Thisenvironmentisalreadyrichwithdiversityandtheartsandentertaincanshowcasethisdiversity.• Inmyopinion,the6%ruleisagediscrimination.Thisisnotdictatedbythecollege,butIfeeltheyshouldtrytogetit

changed.

Usinginformationobtainedfromthediversityandinclusionsurvey,theplanningteamdraftedadiversitypolicystatementwhichwasformallyapprovedinFebruary2016bytheBoardofTrustees.

DiversityPolicyStatement

Giventhegrowingdiversityofournationandthecontinuingglobalizationofoureconomy,LewisandClarkCommunityCollege(L&C)hasaresponsibilityaseducatorstoprepareourstudentsforsuccessinthisenvironment.

Diversity,initshighestformofexpression,welcomestheuniqueperspectivesofallracial,ethnicandculturalgroups.Afreeandrespectfulexchangeofideasandperspectivescanleadtoimportantinsightsandlendcredibilityandintegritytodecisionprocesses.Ultimately,diversityandinclusionpromotegreatertoleranceandadeeperunderstanding,empathyandrespectamongpeopleofdifferentracial,ethnicandculturalbackgrounds.

Webelievethatindividualswhoappreciateandunderstandtheintrinsicvalueofdiversityandwhoknowhowtocommunicateeffectivelyinadiverseenvironmenthaveadistinctadvantageoverthosewhodonot.Itisclearlyinthebestinterestsofourstudentstolearnhowtocommunicateinmulticulturalsettings.

Aseducators,wecanfacilitatethislearningbyexposingstudentstoindividualsandgroupswhoaredifferentthanthem,toarangeofideasandperspectives,andtoexperiencesthatreflectandembracethediversityofournationandworld.Wesupportandencourageourfaculty,staff,administrationandstudentsintheireffortstoexpandandoptimizethenumberandqualityofthosediversityencountersandexperiences.

L&Ciscommittedtodiversitybothonprincipleandasapracticalconcernforthesuccessourstudents,manyofwhomeitherdoorwillliveandworkindiversesettings.Ourcommitmentissupportedbyourrelatedpoliciesonharassmentanddiscrimination,onaffirmativeaction,equalemployment,andthetreatmentofprotectedgroups.And,itisfirmlygroundedinourcorevaluesofrespect,compassion,service,integrityandresponsibility.


ChallengestoDiversityandInclusion

Basedontheresponsestothe2015diversityandinclusionsurveyresponses,anumberofdiversity-relatedchallengesemerge.

1. Evenoneincidentofharassmentordiscriminationisunacceptable.Someinthecampuscommunityareuncertainaboutwheretogoandhowtoreportincidentsofharassmentordiscrimination.

2. Inspiteofthefactthatthecollege’semployeesalignwiththerepresentationofminoritiesinthecensusdata,thecollegeaspirestogreaterdiversityinitsworkforce.

3. Thecollegecurriculumcanimproveeffortstoreflectthecollege’scommitmenttodiversity.4. L&Cmustremainvigilantaboutmaintainingsafe,respectful,compassionateandnondiscriminatorylearningandwork

environmentsforallstudents,facultyandstaff.

GoalsandStrategies

• GoalOne–Conductallcollegeoperationsandactivitiesinawaythatfaithfullyexpressesanddemonstratesourcommitmenttodiversity.

Recommendedstrategies:

1. ConductperiodictrainingforcollegeemployeesthatemphasizesthatL&Cisasafeenvironmentforstudentsandemployees,onethatisfreefromdiscriminationandharassmentbasedonrace,religion,gender,sexualorientationornationalorigin.Thisisparticularlyimportantamidinternationalanddomesticeventsthatcreateanurgentneedforsafespacesforstudentsandemployees.

2. Includediversity-relatedmeasuresinperformancesobjectives.3. Conductbroademploymentsearchesforallnewhires.

• GoalTwo–Promotecross-culturalunderstandingandcommunications.


1. Continuetoconductevents/activitiesthatpromoteunderstandingandcommunications.Makeclearthatworkingtomaintainasafelearningcommunitydoesnot,andmustnot,meanchillingfreeexpressionabouttheissuesoftheday.


2. Createspaceforopenandconstructivedialogue,whiledealingswiftlywithactionsthatcreateanunlawfulhostileenvironment.

3. Continuetopartnerandcollaboratewithexternaleducationalandcommunityentitiestomaintainacontinuingeducationaldialogueondiversityissues.Usethedissonancethatthisdiscussionmaycreateasopportunitiesforreflection,discussionandincreasedunderstanding.

• GoalThree–Promoteanatmosphereoftoleranceandmutualrespect,onethatrespectsdifferencesandencouragesinclusiveness.


1. Clarifyanddistributecollegepoliciesondiscriminationandharassment.2. Providetrainingforfacultyandstaffandwaystoaddressissuesofharassmentwhentheyencounterthem.3. Incorporatediversityprinciplesinemployeeperformanceanddevelopmentplans.4. Createanenvironmentof“zerotolerance”fordiscriminationandharassment.5. Communicatewithstudentsandemployeeswhotheycanreportincidentsofharassmentordiscriminationtoandprovide

contactinformation.

• GoalFour–Increaseawarenessandenhanceunderstandingofthemeaningandimportanceofdiversityintoday’sworld.


1. Haveasysteminplacetointerveneifastudent’soremployee’sconductcouldendangerothers.2. Ensurethatinformationaboutthestepsinprocessestointerveneincasesofbehaviorthatcouldendangerothersiseasily

understandableforallstudentsandcollegepersonnel.3. Ensurethatinformationaboutthestepsinaprocesstoaddressharassmentordiscriminationiseasilyunderstandableand

readilyavailableforallstudentsandcollegepersonnel.4. ChallengeourselvestogobeyondourpasteffortsandcreateacollegesettingwheretheAmericanvaluesofinclusiveness,

religioustoleranceandwelcomingthosewhoaredifferentareopenlyembraced.

OneL&Cstudentcommenton“yourLCCCinclusionexperience”providesinspiration.


“I’veonlybeenatLCCCsincefallsemester,butIhavenotnoticedanytensionsfromanyonetowardsanyoneelse.Itisanicechangetoseehundredsofpeopleonadailybasisthatarefriendlywitheveryone.Iwishtherestofthecountry/worldwouldfollowtheexamplesetatLCCC.”

Betweenthecollegemissionandcollegevalues,itisobviousthatrespectandcompassion,serviceandresponsibilityareimportanttothemembersoftheLewisandClarkcampuscommunity.Thesevalueswereinitiallyselectedin2004andreaffirmedin2013.Severalchangesinthepastdecademayhaveinfluencedthepositiveresultsofthe2015surveyresponses.Inthelastdecadetherehasbeenanincreaseinresearchandscholarlywritingonthevaluesofrespect,compassionandservice.Theseconstructsaremorefrequentlydiscussedinhighereducationliteratureasstrategiesforenhancingstudentlearningandasoutcomesoflearning.Thecollege’sfaculty-ledDiversityCouncilhasscheduledandfacilitatedmonthlydiversityactivitiesforadecade;andtherehavebeeneventsinworld,national,andregionalnewsthathavekeptrespect,serviceandcompassionintheheadlinesasvaluestoadmire,butthatcontinuetoeludeusinpractice.In2004theLewisandClarkcollegepresidentsaidthattheskillsstudentsneedforsuccessintoday’sincreasinglyglobalmarketplacecanonlybedevelopedthroughexposuretowidelydiversepeople,cultures,ideas,andviewpoints.Overtenyearslaterin2016thiscontinuestobetrue.Thecontributionsthatadiversefacultyandstaffmaketoourcollege’steachingandresearchmissionsandtoprepareourgraduatestoexcelinapluralisticsocietyareincalculable.Thesesurveyresultsillustratehowtheconceptofinclusionhasgrowntoembracenotonlyraceandgender,butalsosexualorientation,age,anddisability.LewisandClark’sinclusivecultureisbothexcitingandchallenging.Westillhaveawaytogo.Itisnotacceptablethatasinglestudent,facultyorstaffmemberisharassedduetogenderorraceorsexualorientationoranyotherelementofourexpandeddefinitionofinclusion.Wemustcontinuetoconsiderthecultureofinclusionwhenenrolling,hiring,educating,advising,reviewing,researching,andengagingthemembersofourcollegecommunity.Theinformationcontainedinthise-mailandanyattachmentsisconfidentialandisintendedfortheuseoftheindividualorentitytowhomitisaddressed.SuchinformationisconfidentialandsubjecttostateandfederallawsincludingtheFamilyEducationalRightsandPrivacyAct(FERPA),theGramm-Leach-BilileyAct(GLBA),theHealthInsurancePortabilityandAccountabilityAct(HIPAA)andothers.Ifyouarenottheintendedrecipientortheemployeeoragentresponsiblefordeliveringittotheintendedrecipient,youareherebynotifiedthatanyuse,dissemination,distributionorcopyingofthiscommunicationisstrictlyprohibited.Ifyouhavereceivedthise-mailinerror,pleaseimmediatelynotifythesenderbytelephoneorreplye-mailanddestroythise-mailandanyattachments.Thankyou.

lewis and clark community college diversity and inclusion ......other 7.2% 0.3% 0.2% totals 100.0%...

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