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.

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) 


  • 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)


  • 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) 


  • 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)


  • 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)

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.