SUNY Brockport’s five-year Strategic Plan for Equity, Diversity, and Inclusion outlines the College’s targeted goals for the next five years in regards to reducing barriers to access, inquiry, engagement, and completion for all students as well as increasing social equity for all members of the campus community. The plan aligns with the College’s core values: Community, Engagement, Excellence, and Transformation, which are part of the College’s Strategic Plan, “Building a Better Brockport.”
EDI Strategic Plan Goals
SUNY Brockport has long held a commitment to equity, diversity, and inclusion. Below are the goals of our current EDI Strategic Plan (2016-2021). Some progress has been made, but not as swiftly as any of us would like. The College remains committed to these goals and will enhance our efforts to achieve them.
Achieve a balance of representation in faculty and staff in line with student population, and national, state, and regional demographics; and maintain a commitment to retention and promotion of minority and underrepresented faculty and staff.
Achieve a balance of representation in student body population in line with state demographics; and maintain a commitment to retention, completion, and academic success of minority and underrepresented students.
Ensure that curriculum, programming, and/or trainings educate all incoming students, faculty, and staff and are available to current students, faculty, and staff in issues of social equity and the ability to speak to each other across differences as part of the College’s commitment to inclusive community, diverse engagement, academic excellence, and self-transformation.
Continue to build and maintain an inclusive and positive campus climate for every member in which to foster internal and external community building on the campus, local, regional, and international levels in which diversity is valued and inclusion and equity are shared.
PROGRESS TOWARD GOALS
In response to concerns from members of our campus community, President Macpherson has committed to a series of action items designed to strengthen our campus climate. She has committed to structural changes in campus policies and practices. Those changes include, but are limited to, the following:
ACTION 1: EXTERNAL SUPPORT
In partnership with SUNY, Dr. Rodmon King, Chief Diversity and Inclusion Officer at SUNY Oswego, joined our campus March 4 and will offer support throughout the spring 2020 semester. He will serve on President’s Cabinet to help rethink the structure and strategic plan for the Office of Equity, Diversity and Inclusion in addition to providing guidance, direction and support for the College.
ACTION 2: REVAMPING BIAS REPORTING MECHANISM
The re-launch of the bias reporting mechanism website launched in January was confusing to many. The former bias reporting mechanism has been reinstated while a new and improved mechanism is developed. If you have a concern and wish to report it, please go to the Issue Reporting Center and click on “Report an Incident” under the Bias Related Incident Reporting System.
ACTION 3: NEW TRAININGS
A comprehensive plan is being developed by the Office of Equity, Diversity and Inclusion and Human Resources which will include online and face-to-face training in implicit bias, institutional racism and structural inequality. This training is mandatory for college leadership.
ACTION 4: DEMOGRAPHIC REVIEW
A thorough review is underway of the demographics and diversity representation of each of the 87 campus departments to identify which units have little racial/ethnic diversity, and devise a plan to eliminate these “diversity deserts.”
ACTION 5: ADDITIONAL COMMUNITY CONVERSATIONS
We are committed to holding additional community conversations to hear issues and concerns that need to be resolved and to rebuild trust in our community. President Macpherson is actively engaged in these conversations.