Diversity, Equity and Inclusion Action Council

Mandate

• Title 5, Section 51200-51201

• Embracing diversity means that all members of the COD community must intentionally practice acceptance, anti-racism, and respect towards one another and understand that racism, discrimination, and prejudices create and sustain privileges for some while creating and sustaining disadvantages for others.

• Our commitment to diversity requires that we strive to eliminate those barriers to equity and that we act deliberately to create a safe, inclusive, and anti-racist environment where individual and group differences are valued and leveraged for our growth and understanding as an educational community.

• Individual and group differences can include, but are not limited to the following dimensions: race, ethnicity, national origin or ancestry, citizenship, immigration status, sex, gender, sexual orientation, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, political beliefs, religion, creed, military or veteran status, socioeconomic status, and any other basis protected by federal, state or local law or ordinance or regulation.

Type

Superintendent/President

Role

• The Diversity, Equity, and Inclusion Action Council will guide and hold the institution accountable in the integration of diversity, equity, and inclusion into all aspects of the work at College of the Desert.

• Support integrated planning through the coordination of diversity, equity, and inclusion activities in order to identify synergistic opportunities and avoid duplicative efforts.

• As stated in the college’s mission, our programs and services contribute to the success, learning and achievement of our diverse students and the vitality of the Desert Community College District, surrounding areas and beyond.

• Diversity and inclusion are one of the college’s values. We embrace the diversity of our community and uphold the dignity and worth of the individual.

Guidelines for Interaction

• Be present and respect the space

• Share your experiences, use “I” statements

• Assess your safety and use your discernment

• The stories of others are theirs to share, maintain confidentially and trust among the group

• Step up, step back

•  If you experience yourself making judgments, ask yourself where did those feelings come from

• Consider and address the impact of actions rather than focusing on your intentions

• Consider your privilege

• Acknowledge pain or offense in the moment using “ouch” and have the option to discuss it or not at that time

• Confront, critique, and challenge your discomfort

Definitions

Diversity: The range of human differences, including but not limited to race, ethnicity, national origin or ancestry, citizenship, immigration status, sex, gender, sexual orientation, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, political beliefs, religion, creed, military or veteran status, socioeconomic status, and any other basis protected by federal, state or local law or ordinance or regulation.

• Diversity means more than just acknowledging and/or tolerating difference. It’s a set of conscious practices that seek to understand and appreciate the interdependence of humanity, cultures, and the natural environment.

Equity: Ensuring that everyone has support and access to the resources needed to be successful and identifying and eliminating barriers that have prevented the full participation of communities most impacted by systemic oppression.

• Improving equity involves increasing justice and fairness within the procedures and processes of institutions and systems, as well as in the distribution of resources. Tackling equity issues requires an understanding of the root causes of outcome disparities within our society and institution.

• Equity differs from equality. Equality refers to treating everyone the same, but does not necessarily lead to equitable outcomes because diverse communities have diverse needs and have faced varying obstacles and inequities.

Inclusion: Ensuring that people of all backgrounds, identities, abilities, perspectives, and beliefs have an equal opportunity to belong, achieve, and contribute to their communities. An inclusive institution promotes and sustains a sense of belonging. It values and practices respect where all people are recognized for their inherent worth and dignity, talents, beliefs, backgrounds, and ways of living.

Anti-Racism: The practice of actively fighting against racism by identifying and opposing its presence at the individual, institutional, and structural levels. Thus, anti-racism highlights that it is not enough to not be racist, but rather insists that everyone do the active work of undoing racism.

Cultural Competence: An understanding of how institutions and individuals can respond respectfully and effectively to people from all cultures, economic statuses, language backgrounds, races, ethnic backgrounds, disabilities, religions, genders, gender identifications, sexual orientations, veteran statuses and other characteristics in a manner that recognizes, affirms and values the worth, and preserves the dignity, of individuals, families and communities.

Products

• Create for approval by college leadership an institutional Diversity, Equity, and Inclusion Strategic Plan aligned with the college’s Strategic Master Plan

• Provide oversight and ensure accountability for all diversity, equity, and inclusion activities collegewide

• Assess the implementation of the Diversity, Equity, and Inclusion Strategic Plan

• Monitor the development, implementation, and evaluation of standards for cultural competence for students and employees

• Provide input on institutional policies and procedures to address diversity, equity, and inclusion issues

• Focus on institutional policies and procedures to address diversity, equity, and inclusion issues and make recommendations when appropriate

• Serve as a resource for guidance and consultation regarding diversity, equity, and inclusion issues for students and employees

• Share the work of the committee with the college community

  Meeting Schedule

Meeting Schedule

Monthly during primary terms

Reporting Relationship

• College Planning Council

• The Diversity, Equity, and Inclusion Action Council will submit an annual report at the end of the academic year to Academic Senate and College Planning Council and to other committees and groups as requested. Annual reports will be archived on the council’s portal page.

Chair

Co-Chairs:

• Administrator Co-chair and Faculty Co-chair, elected by all members of the council at the first meeting of the academic year

Membership

• Co-chairs, Diversity Committee

  • Diversity Committee focuses on addressing diversity, equity, and inclusion topics related to employees and equal employment opportunity.

• Co-chairs, Equity Committee

  • Equity Committee focuses on diversity, equity, and inclusion topics related to students and student outcomes with primary responsibility for closing equity gaps for students.

• Co-chairs, Guided Pathways Steering Committee

  • Guided Pathways Steering Committee framework creates a highly structured approach to student success that provides all students with a set of clear course-taking patterns that promotes better enrollment decisions and prepares students for future success. The Guided Pathways framework also integrates support services in ways that make it easier for students to get the help they need during every step of their community college experience. Guided Pathways is designed to ensure large-scale, equitable student engagement.

• Co-chairs, Professional Development Committee

  • Professional Development Committee focuses on coordinating and aligning professional development activities to further foster diversity, equity, and inclusion for employees and students.

• Co-chairs, Enrollment Management Committee

  • Through recommendations on outreach, enrollment, and scheduling, targets and maximizes student success, access, and equity.

Date Last Revised

April 15, 2021