Integrate and sustain engagement with the principles of IDE, including the full diversity of perspectives, experiences, and intellectual contributions of historically underrepresented voices

Objectives: 4.1 / 4.2 / 4.3

Objective 4.1 Integrate the work of historically underrepresented scholars into the curriculum and employ diverse approaches, readings, classroom experiences, and departmental offerings.

Strategy 4.1.1

Review the Institutional Learning Outcomes and the Graduation Requirements to ensure that they reflect the values of inclusion, diversity, and equity, and propose changes or additions as needed.

  • (Proposed) Responsible Party: Education and Curriculum Committee
  • Process: Report on findings delivered to the faculty with recommendations (May 2023), recommendations approved and implemented (May 2024)

Strategy 4.1.2

Designate specific IDE curricular development funds to foster engagement and innovation when designing or redesigning curricular offerings, especially at the departmental level or across departments and programs, and also for individual faculty. A review of funding levels on a yearly basis to determine if funding levels are sufficient for need.

  • (Proposed) Responsible Party: Provost in consultation with Faculty Curricular Planning Committee
  • Process: Extend commitment for current funding through the duration of the 10-year plan, with funds increasing for identified needs (December 2022).

Strategy 4.1.3

Review current approaches to faculty mentoring and faculty development, including pedagogy and IDE-related content knowledge, and determine adequate staffing and resources for the Learning Teaching Center (LTC) and modify as necessary.

  • (Proposed) Responsible Party: Provost, in consultation with the LTC Director and Chief Diversity Officer.
  • Process: Recommendations for a revised Advisory Committee presented and approved (September 2022), recommendations for faculty development curriculum and resources presented and approved (May 2023).

Strategy 4.1.4

Strengthen the commitment to and stability of the Africana studies program and consider its conversion to a department with dedicated faculty lines and appropriate resources.

  • (Proposed) Responsible Party: President, Provost, Africana Studies Program Director, and Faculty Curricular Planning Committee.
  • Process: Work with the Program Director on development, including staffing and resources (May 2023).

Strategy 4.1.5

Review the capacity of current faculty to deliver curricular offerings that reflect and support a robust commitment to the values of inclusion, diversity, and equity using findings to prioritize future hires, including the possibility of cluster hires and targeted hires at the junior and senior level.

  • (Proposed) Responsible Party: Provost and Faculty Curricular Planning Committee
  • Process: Review of curricular capacity completed and hiring recommendations proposed (September 2024).

Strategy 4.1.6

Explore the creation of a Center for Race, Gender, Indigeneity, and Social Justice, and its potential role as an intellectual hub for current and future innovation in forwarding Carleton’s IDE-curricular goals and commitment.

  • (Proposed) Responsible Party: President and Provost, in consultation with Faculty Curricular Planning Committee and appointed working group with faculty, staff, and student representatives.
  • Process: Working group formed to explore the mission of such a center and determine features, functions, and resources needed (September 2023), recommendations presented (September 2024).

Objective 4.2 Increase faculty, staff, and students’ ability and opportunity to engage in dialogue, share their experiences and perspectives, and listen to understand others’ experiences and perspectives.

Strategy 4.2.1

Host campus events regularly during which community members can engage in conversation and dialogue with one another across groups, focusing on a broad spectrum of perspectives and positions.

  • (Proposed) Responsible Party: Chief Diversity Officer in coordination with other relevant departments and programs.
  • Process: Design ongoing program for dialogue across difference, with input from campus constituents, to provide a minimum of two campus events per term; this could include modifying existing formats (like Convo, Winter Term Dialogue) and adding new events, possibly utilizing Common Time (September 2023).

Strategy 4.2.2

Encourage and support innovation in and more opportunities for dialogue among people who have different experiences and perspectives in both the academic curriculum and the cocurriculum.

  • (Proposed) Responsible Party: Provost, in consultation with the Education and Curriculum Committee, faculty and academic support professionals; Student Life, in consultation with the Chief Diversity Officer and other appropriate offices.
  • Process: Education and Curriculum Committee and Student Life will each bring forward at least two recommendations (May 2024 first recommendations, May 2025 second recommendations).

Strategy 4.2.3

Establish funding and logistical support that encourages student leaders to gather on campus and to participate in conferences and coordinate with peers on other campuses in discussions of IDE initiatives and work.

  • (Proposed) Responsible Party: Student Life, in consultation with Carleton Student Association (CSA) and other student organizations.
  • Process: Dedicated fund and process/guidelines to administer the fund created (September 2023).

Objective 4.3 Recognize, value, and reward work done by community members related to IDE.

Strategy 4.3.1

Explore new and enhanced options for recognizing student IDE work, including academic credit via independent studies and on-campus internships, student fellowships, a cocurricular transcript, awards for community-building efforts related to IDE, paid student work positions, and the development of e-portfolios.

  • (Proposed) Responsible Party: Student Life, Education and Curriculum Committee, Fellowships Office, Career Center, and other offices as needed.
  • Process: Create and advertise two new opportunities in the first two years of the IDE plan (September 2024), followed by the development, announcement, and operationalization of at least three further types of opportunity over the first five years (September 2027).

Strategy 4.3.2

Undertake a broad review to understand how staff and faculty work is accounted for and rewarded to ensure equity-minded workloads that take into account individual talents, work circumstances, and career stages with a commitment to take action as needed.

  • (Proposed) Responsible Party: Tuesday Group, Faculty Affairs Committee, Human Resources, in consultation with the Chief Diversity Officer.
  • Process: Recommendations presented (September 2023), policies and guidelines adopted by the Tuesday Group on how to define IDE work and make it integral to the work of the entire faculty and staff with the goal of ensuring equitable contribution and reward to the work of IDE (January 2024).

Strategy 4.3.3

Include commitment to IDE principles, expectations, and experiences as part of the faculty and staff hiring process, as well as part of the review and promotion process.

  • (Proposed) Responsible Party: Human Resources, Provost, in consultation with Faculty Personnel Committee, Faculty Affairs Committee, SAC, Forum.
  • Process: Policy and guidelines established for how IDE work is considered in the process of hiring, review, and promotion, including the option to submit letters from students, faculty, and staff specifically about IDE service (September 2024).

Goal 5: Measurable Improvement

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