Board Charges

CEDI is charged annually by the President (in consultation with the President’s Cabinet and College Council) to attend to issues of particular import to the community. The Leadership Board meets bi-weekly during the academic year to make progress on these charges.

These issues may be drawn from work related to campus climate, diversity, and inclusion that is happening across the College. This annual charge helps to give CEDI leadership clarity and flexibility. Progress is reported periodically to the College Council, and an Annual Report is submitted at the end of each academic year to Tuesday Group and posted on CEDI’s website for the sake of clarity and transparency.

2023-2024 Charge

During fall term and winter break, CEDI (Community, Equity, Diversity, and Inclusion) reviewed its role and considered a new approach in order to support the work of Vice President for Inclusion, Equity, and Community (VPIEC) Dina Zavala. This work highlighted the importance of thinking of Carleton as an ecosystem where IDE work is embedded in many different parts of the community, with the interconnections being more or less visible in different contexts.

CEDI developed three components for the 2023-24 charge:

  1. Community building. CEDI will identify and work to support current groups on campus that promote diversity and equity. CEDI will promote collaboration and cooperation across siloed efforts and across student, faculty, and staff groups. (IDE Plan Objective 4.2.1) 
  2. Communicating progress toward implementing the IDE plan. CEDI will support the VPIEC in developing a strategy to convey progress toward the goals in each of the five outcome areas of the IDE plan, with particular attention to how to differentiate messaging for different constituencies on campus. (IDE Plan Objectives 1.3.3 and 5.3.1).
  3. Creating coalitions and building capacity. CEDI will support the VPIEC in identifying and activating individuals and groups that have similar IDE interests and advise on the coordination of activities and professional development toward a common set of goals. The responses from last year’s departmental reports and work unit conversations will inform this work. (IDE Plan Objective 5.2)

As CEDI works to meet its charge this year, the group will highlight opportunities for continuing professional development and evaluate its composition and structure with a focus on ensuring all constituencies have channels for contributing their perspectives to CEDI’s efforts (IDE Plan Objective 1.1.3). By the end of the 2023–24 academic year, CEDI will report to College Council about desired changes to its structure going forward.

CEDI Co-chairs Dina Zavala, vice president for inclusion, equity, and community; and Melissa Eblen-Zayas, professor of physics

Charge Archives

2022 – 2023 Charge

CEDI plays a special listening and hortatory role (part of the “conscience” of the College), being broadly attentive to concerns about community, equity, and diversity on campus and raising issues that are not being addressed elsewhere on campus. This group gives voice to student, faculty, or staff concerns and strives to be proactive, educative, and communicative. When appropriate, CEDI helps to coordinate and connect the many efforts supporting diversity and inclusion on campus.

As many individuals and groups at Carleton are engaging in antiracism initiatives at this time, as well as implementing aspects of the Community Plan for Inclusion, Equity, and Diversity.  CEDI also has a particular role to support and promote these efforts, in addition to creating and leading opportunities for the community to come together to address issues of campus climate.  CEDI’s charge for 2022-23 includes the following:

  1. Assess input collected about the 2021-22 antiracism training for faculty and staff and report findings to the campus community.  Identify the most salient topics and structures to propose the next stage of antiracism training for faculty and staff in 2022-23 and inform relevant aspects of IDE plan implementation.  Work with Human Resources to plan and execute a required training component.  Leverage learnings from the staff/faculty anti-racism training to inform and support the development of analogous programming for students. 
  2. Support implementation of the Community Plan for Inclusion, Diversity, and Equity (IDE), through gathering input and information, identifying resources, and advising relevant campus constituencies, with a particular focus on: 
    • Strategy 1.1.3–Reconsider the role and function of Community Equity Diversity Inclusion (CEDI) and its relationship to the IDE office.
    • Strategy 1.2.3–Develop and provide ongoing antibias racial education for all campus groups and stakeholders, including students, faculty, staff, trustees, and alumni leadership.
    • Strategy 1.2.4–Develop clear and transparent procedures to support the community concern process.
    • Strategy 2.3.5–Using an IDE lens, provide professional development and support to department heads, supervisors, and managers to effectively supervise, professionally develop, and retain staff.
    • Strategy 3.1.4–Establish priorities to allow for and recognize staff participation in professional development or committee work pertaining to IDE-specific initiatives. Develop strategies for allowing work time for staff development in the area of IDE.
  3. Participate in the hiring and onboarding process for a new chief diversity officer for Carleton.  Engage with the CDO and with the President’s Cabinet and College Council about the appropriate future role for CEDI under this new structure.  
  4. Support dialogue to enhance the engagement of the campus in conversations and activities that build community.
    • Explore how to gather resources, events, and activities on antiracism and promote these opportunities through the Community of Belonging website.
    • Support and foster staff, faculty, and student engagement in antiracism conversations.
    • Support and foster staff efforts to develop community and belonging informally and formally, and consider approaches to addressing the faculty/staff divide.
    • Proactively communicate with the campus community about IDE-related initiatives.
  5. Continue to monitor emerging issues and help the President’s Cabinet and the campus community respond in proactive ways.  Help better understand current climate issues (details about which may arise through consortial surveys or other data or CEDI’s efforts to listen for and receive input) and consult with the President’s Cabinet on appropriate responses.  Periodically assess current conditions of issues addressed through previous Action Team or Subcommittee work.

2021 – 2022 Charge

CEDI plays a special listening and hortatory role (part of the “conscience” of the College), being broadly attentive to concerns about community, equity, and diversity on campus and raising issues that are not being addressed elsewhere on campus. This group gives voice to student, faculty, or staff concerns and strives to be proactive, educative, and communicative. When appropriate, CEDI helps to coordinate and connect the many efforts supporting diversity and inclusion on campus.

As many individuals and groups at Carleton are engaging in antiracism initiatives at this time, CEDI also has a particular role to support and promote these efforts, in addition to creating and leading opportunities for the community to come together to address issues of campus climate.  CEDI’s charge for 2021-22 includes the following:

  1. Report to campus constituencies on the assessment of 2020-21 antiracism training for faculty and staff, trustees, and alumni leaders.  Drawing on the feedback from the assessment and further focus group conversations, determine the most salient topics and most inviting structures to propose for a next stage of antiracism training for faculty and staff for spring term 2021-22 Work with Student Life to gather information about current initiatives to address student antiracism education and solicit input about what students would like to see for such a training.
  2. Provide expertise, engagement, and support for the Inclusion, Diversity, and Equity (IDE) planning effort.  Serve as a resource and valuable participant in the planning effort; assist in disseminating plans for community feedback during winter term and in sharing the final plans, once approved.
  3. Convene conversations of campus stakeholders to explore the question of how to respond to conflict in our campus community, when it occurs.  Explore the sorts of situations that occur and the educational frame and mechanisms that might be considered for addressing concerns.
  4. Support dialogue to enhance the engagement of the campus in conversations and activities that build community.
    • Serve as gatherer of resources, events, and activities on antiracism and communicating these out to the community.
    • Support and foster staff, faculty, and student engagement in antiracism conversations.
    • Support and foster staff efforts to develop community and belonging informally and formally.
    • Proactively communicate with the campus community about IDE-related initiatives.
  5. As always, continue to monitor emerging issues and help Tuesday Group and the campus community respond in proactive ways.  Help better understand current climate issues (details about which may arise through consortial surveys or other data or CEDI’s efforts to listen for and receive input) and consult with Tuesday Group on appropriate responses.  Periodically assess current conditions of issues addressed through previous Action Team or Subcommittee work.

2020 – 2021 Charge

CEDI plays a special listening and hortatory role (part of the “conscience” of the College), being broadly attentive to concerns about community, equity, and diversity on campus and raising issues that are not being addressed elsewhere on campus. This group gives voice to student, faculty, or staff concerns and strives to be proactive, educative, and communicative. When appropriate, CEDI helps to coordinate and connect the many efforts supporting diversity and inclusion on campus.

As many individuals and groups at Carleton are engaging in anti-racism initiatives at this time, CEDI also has a particular role to support and promote these efforts, in addition to creating and leading opportunities for the community to come together to address issues of campus climate.  CEDI’s charge for 2020-21 includes the following:

  1. Oversee the development of required anti-racism training for faculty and staff, trustees, and alumni leaders, through the support of the Tuesday Group-appointed Project Manager and Human Resources staff.  Assist in evaluating the first year of this training program, which has emerged from the work of the CEDI Action Team on Anti-Racism Training over the summer 2020.
  2. Provide expertise, facilitation, and support for the Inclusion, Diversity, and Equity (IDE) planning effort endorsed by the Board of Trustees in August.   Serve as a resource and valuable participant in the planning effort.
  3. Continue the two Action Teams that began their work last year:
    • An Action Team to assess the experiences of Carleton’s Low Income/ First Generation students to identify areas where attention is needed to create more equitable opportunities; and
    • An Action Team to consider how best to address the desire by some students to learn additional financial literacy skills.
  4. Support dialogue to enhance the engagement of the campus in conversations and activities that build community.
    • Serve as gatherer of resources, events, and activities on anti-racism and communicating these out to the community.
    • Support and foster staff, faculty, and student engagement in anti-racism conversations.
    • Support and foster staff efforts to develop community and belonging informally and formally.
  5. As always, continue to monitor emerging issues and help Tuesday Group and the campus community respond in proactive ways.  Help better understand current climate issues (details about which may arise through consortial surveys or other data or CEDI’s efforts to listen for and receive input) and consult with Tuesday Group on appropriate responses.  Periodically assess current conditions of issues addressed through previous Action Team or Subcommittee work.

2019 – 2020 Charge

  1. Post and publicize the completed diversity resource cataloguing project.
  2. Help reconnect the campus community with the Low Income First Generation assessment and report from May 2016 and the initiatives that have stemmed from that process. Raise awareness about resources available and support efforts to expand financial literacy opportunities for students.
  3. Increase CEDI’s visibility through campus outreach and work with Carleton’s governance structures:
    • Model ways of leveraging constituency representatives on committees to understand these groups’ perspectives and to strengthen communications with constituency groups.
    • Serve as a resource for community members and governance bodies that are creating programs or taking actions that reflect the College’s ambitions for community, equity, and diversity.
    • Partner, in a consultative role, with Student Life, the Dean of the College, External Relations, the Vice President and Treasurer, and the President in developing dialogue initiatives across campus.
  4. Assist, as needed, with implementing recommended changes stemming from the spring 2019 employee survey and be attentive to campus climate for staff as new ideas are considered and recommendations implemented.
  5. Support dialogue and other convocation and common time-related efforts to enhance the engagement of the campus in conversations and activities that build community.
  6. Continue to assist with campus communications about actions taken to address issues raised in the 2017 Bathrooms Action Team Report.
  7. As always, continue to monitor emerging issues and help Tuesday Group and the campus community respond in proactive ways. Help better understand current climate issues (details about which may arise through consortial surveys or other data or CEDI’s efforts to listen for and receive input) and consult with Tuesday Group on appropriate responses.

2018 – 2019 Charge

  1. Increase CEDI’s visibility through campus outreach and work with Carleton’s governance structures. Model ways of leveraging constituency representatives on committees to understand these groups’ perspectives and to strengthen communications with constituency groups. Serve as a resource for community members and governance bodies that are creating programs or taking actions that reflect the College’s ambitions for community, equity, and diversity. Partner, in a consultative role, with Student Life, the Dean of the College, External Relations, the Vice President and Treasurer, and the President in developing dialogue initiatives across campus.
  2. Complete the diversity resource cataloguing project by compiling and publishing online a report that offers students, faculty, and staff some examples of diversity initiatives at Carleton and directs community members to places they can go to access similar types of resources. The report should also draw upon the information collected in 2017-18 to identify places for synergies between efforts and advice on areas where duplication might be avoided.
  3. Host the first year of the website inventorying bias incidents of concern to the broader campus.
  4. Follow up on Common Time/Convocation Action Team recommendations, in coordination with the Convocation Committee.
  5. Assess the size and composition of the CEDI Leadership Board now that the new structure has been in place a couple years, with particular attention to the role of ex officio members.
  6. Assist in monitoring and communicating actions taken to address issues raised in the 2017 Bathrooms Action Team Report.
  7. As always, continue to monitor emerging issues and help Tuesday Group and the campus community respond in proactive ways. Help better understand current climate issues (details about which may arise through consortial surveys or other data or CEDI’s efforts to listen for and receive input) and consult with Tuesday Group on appropriate responses.

2017 – 2018 Charge

  1. Continue to develop and publish an online map/catalog of diversity resources available to our community. The objective of this project is to look synoptically across all we’re doing at the College, finding opportunities to connect efforts, address gaps, and identify places where efforts can be coordinated to increase effectiveness and efficiencies. As its primary audience, CEDI will convey to campus constituencies these resources, opportunities, and potential partnerships. Further dialogue will be needed to determine how this map would be of value or service to secondary audiences.
  2. Partner, in a consultative role, with Student Life, the Dean of the College, External Relations, the Vice President and Treasurer, and the President in developing dialogue initiatives across campus. 
  3. Consider ways of using community time (common time, convocation) and visiting speakers to advance a goal of building and sustaining community.
  4. Advise the Tuesday Group on how best to collect and share information about specific incidents reported to the College (such as graffiti) more broadly across campus in ways that can be helpful and contribute to campus dialogue.
  5. Assist in monitoring and communicating actions taken to address issues raised in the 2017 Bathrooms Action Team Report.
  6. Continue to track progress on current inclusion initiatives announced in the June 2016 campus communication, which stemmed from community conversations.
  7. Serve as a resource for community members and governance bodies that are creating programs or taking actions that reflect the College’s ambitions for community, equity, and diversity.
  8. As always, continue to monitor emerging issues and help Tuesday Group and the campus community respond in proactive ways.

2016 – 2017 Charge

  1. Develop and publish an online map/catalog of diversity resources available to our community.
  2. Help consider ways that Convocation can be leveraged to bring to campus a diverse set of viewpoints from a variety of perspectives. Recommend ways of engaging the community in public discourse stemming from the ideas presented.
  3. In concert with the Dean of Students and External Relations, develop ideas for connecting students with the upcoming elections and movements subsequent to them. How can students become active and find their voice on issues of key concern to them?
  4. Track progress on current inclusion initiatives announced in the June 2016 campus communication.
  5. As always, monitor emerging issues and help Tuesday Group and the campus community respond in proactive ways.