Divisional Action Update

Initial Goals

  • Increase the number of Black and African American students, faculty, staff, and leadership
  • Create communication structures that allow for continuous monitoring of the state of Black CSULB
  • Interrogate our practices to ensure that we offer equitable opportunities for all to be successful, to advance, and to contribute.

COMPLETED/COMPLETED SOON
updated December 3, 2020


President, Executive Team, Commissions, Research Group, AS Climate Committee and Others

  • Disseminate/study results of the campus survey and engage group discussions to inform impactful action steps. (12/20-S21)
  • Administration/others complete Moving Beyond Bias Training (10/20) and a key group attend "Train-the-Trainers" sessions. (12/20)
  • CSULB, Mayor/Port of Long Beach, LBCC and LBUSD collaborate to bring an equity focus to Long Beach Promise 2.0 partnership. (F20/Ongoing)
  • Prioritize representation of diverse faculty/staff on special projects of the President, Provost, administration, campus/college/unit. (F20/Ongoing)
  • Diversify all CSULB boards. (Ongoing)

Provost/Enrollment Services and VP DSA

  • Enrollment Services/University Outreach & School Relations develop better coordination to increase Black/underrepresented enrollment: 
    • Aggressively follow up with accepted students to increase yield. Enrollment Management/Admissions discussing intentional collaborations.
    • Increase targeted recruiting in schools with high populations of Black/underrepresented students & critically examine and creatively enhance means of relationship-building in diverse communities and schools. (Office of Outreach & School Relations has developed a Black Student Outreach Fall 2021 Recruitment Plan featuring outreach to organizations, community colleges, schools, parents and community orgs.)
    • Enhance tracking system/dashboards of Black/URM students throughout college bound pipeline (access, retention, graduation). (S20)
    • Investigate a more holistic approach to admissions/criteria. (Beach Pathways increased from 200 to 400 with enhanced holistic process.)

Provost/AVPs/Deans/AS/and Others

  • Discuss and plan for new Ethnic Studies courses and requirements. (F20/S21)
  • Black Business Strategies (BBS) collaboration identifies Black Businesses to participate in a sustainable business consulting program. (F20)
  • Partner with AS/Deans to create an RTP process that enables faculty to build on unique talents in teaching, practice, service & research. (F20)
  • Continue to identify and implement evidence-based high impact practices to improve student success. (Ongoing)
  • Challenge and create incentives for COE, CHHS and CED to increase Black/underrepresented candidates in Doctoral programs. (Ongoing) 

VP DAF 

  • Ensure that cultural centers—the President’s highest facilities priority—are clearly reflected in the 10-year campus master plan. (F20)
  • All MPPs complete implicit bias/cultural competency/anti-racist training. 
    (All Managers, 2 modules, 3 weeks each, 1/21-4/21)
  • Deliver enhanced holistic professional development to employees around diversity, equity and anti-racism. (In progress)
  • Implement regularized 360 evaluations for managers on a determined schedule. (Beginning discussions)
  • Identify ways to better prepare staff for advancement opportunities. (In progress)

VP DSA

  • Repurpose a position to create a full-time coordinator for the Black Resource Center. (10/20)
  • Create division-wide equity and inclusion task force and inclusion/anti-racist strategic plans. (10/20)
  • Further diversify CAPS staff to ensure that counseling is delivered by those who share life experience of clients. (2 diverse staff hired)
  • Explore a residential housing theme in Africana Studies. (Ongoing)
  • Enhance involvement of BSU and Black/Africana Studies to determine priorities and actions. (F20) 

URD

  • Implement the “Catalyst for Change” scholarship for anti-racism and social justice and additional fundraising priorities. (10/20)
  • Fundraise for scholarships, including those that support internships and studies in social and racial justice. (Ongoing)
  • Division Implicit Bias Training. (12/20)

VP IT

  • CSULB, with faith-based and City partners, donate used serviceable computers to community centers to bridge the digital divide. (F20)
  • Continue laptop and hot spot programs to reduce the digital divide (F20-S21) 
  • CSULB established a long-term donation program with Human IT, a LB non-profit organization recommended by the City of Long Beach, to donate used serviceable computing equipment and computer parts to students and families of low-income in the City of Long Beach (Ongoing) 

Police Service

  • Form a diverse and representative Community Engagement Board. (F20)
  • Create dashboards for disaggregated reporting of use of force, stop/detain events, other metrics prioritized by the Community Board. (F20)
  • Complete Principled Policing Training focused on procedural justice and implicit bias training delivered by the Center for Criminal Justice. (F20)
  • Utilize 21st Century Policing Crosswalk Tool to evaluate implementation (full/partial/yet-to-be) of best practices and share publicly. (F20)
  • Continue Carotid Restraint Hold ban. (S20)

INITIAL WORK IN PROGRESS
updated December 3, 2020


President, Executive Team, Commissions, Research Group, AS Climate Committee and Others

  • Enhance dashboards of the State of Diverse CSULB—faculty and staff diversity—making disaggregated hiring, retention, and advancement data available for study to ensure equitable search/evaluation processes. (S21)
  • Collaborate with faith-based and alumni mentors to increase student retention and also to support faculty and staff. (Ongoing)
  • Organizational changes to create a more direct line of communication for equity/diversity, racism/bias for employees and students. (Ongoing)
  • Take a more proactive approach to appointing Black faculty/staff to interim leadership opportunities to gain career experience. (Ongoing)
  • Explore increased investment in: (Ongoing)
    • Beach Pathways, LB Promise, and Upward Bound
    • Increased staffing in OMA, Men’s Success Initiative, Women and Gender Equity Center.
    • Cultural competency and/or anti-racist training for students, staff and faculty.
    • Enhanced mentoring for diverse students and critical support offices/staff such as EOP and Success Center.
    • Action research grants to reduce the opportunity gap.
    • Recruiting and funding diverse Leadership Fellows and Data Fellows.
    • RSCA funding for important research related to systemic racism on campus and the experience of diverse students at The Beach.
    • Black Beach Day, Black Consciousness Conference, unique SOAR experience, Black cultural events, conferences, programs and speakers.
    • Summer and first year experiences and early connections to campus cultural organizations.