DEI Town Hall - Q&A

Yes. Please see action item "Articulate, Educate and Train ....and use Metrics to Track Progress."

How does any of this work align with our various accreditation bodies within the institution? There is a saying in higher ed…. what get’s measured gets done. One of the things I would like to learn more about is how we are measuring progress, movement and achievement? And doing so by using various methods of assessment, not just qualitative?

In this draft version of the plan we did not include evaluation of each action item since we are continuing to adjust them with your feedback. However, we agree that measuring our progress and outcomes will be essential to the success of this plan. A more deliberate evaluation strategy will be released with the final plan in September.

I love the idea of the DEI institutes, and the Critical Race studies… I am wondering if we have a method by which we can also inculcate inclusive/social justice thinking in all disciplines, including the hard sciences, engineering, mathematics etc. There is some risk in assuming that DEI work belongs primarily in the Human sciences don’t you think?

We agree that DEI work should not be solely the work of one part of campus, though some units have a more natural connection to it such as Arts, Humanities, and Social Sciences. ODEI will be working with faculty, staff, and students in the natural sciences and engineering to identify ways to incorporate it into their work as well.

ODEI is actively involved in conversations to make this happen and is one of the priorities for the coming year. See the "Advance faculty diversity and provide professional development, training, and formal mentorship opportunities" action item which includes building the university’s critical race and ethnic studies curriculum and its commitments to its Indigenous initiatives and work to become the premier institution in the Rocky Mountain West for Black and Indigenous studies.

ODEI will be working to develop pipeline and cluster hire programs to provide minoritized candidates a pathway to tenure long term positions at DU. The proposed "ODEI Fellow" program will be available to current DU employees.

Please see the Action Items: "Educate, Train, and Articular on the Unifying Philosophy" and "Facilitate Substantive Discussion on Antiracism."

The decision to hide unanswered questions feels very paternalistic and not at all about “care” - instead it feels like silencing. How did you all come to the decision to hide unanswered questions?

Seeing as DEI work evokes a spectrum of feelings for people, we wanted to make sure that hateful language did not make its way into the public Q&A and cause further harm to minortitied communities. This is why we have posted the questions and answers here so that we can address your important questions thoughtfully.

If you have more questions, please reach out to inclusion@du.edu. We also request your feedback until Friday, 8/28/20.

Give Your Feedback

Thanks for this presentation; it’s encouraging to think of this work becoming systemically supported. Is there a place where we can refer to Tom’s PowerPoint?

A recording of this town hall is on www.du.edu/equity where you can refer back to the draft DEI Action Plan.

Please see action items, "Lead chancellor and leadership engagement tours," "Support and provide resources to address the lived experiences of Black Community Members at DU," and "Advance Faculty Diversity and Provide Professional Development."

This would be an issue to address with the Faculty Senate.

How will the university work to combat the unintentional consequences of good intentions, i.e. the negative consequences of progress, that often come with DEI initiatives such as creating an increasingly polarized community of "us vs. them" (i.e. those of minoritized identities vs. those deemed oppressors) and in which people's locus of control is shifted further to the external, undermining a person's autonomy and feeling of personal control?

The action item "Articulate, educate and train on DU's unifying philosophy" will be designed for all of DU's community to deeply understand human difference as well larger systemic and institutional barriers that exist.  It provides a common framework that builds upon DU's 20+ years of work in this area and reinforces our values of inclusion.

Not sure if it would fit under “Incident Management” or some other area, but I wonder if a group within the constellation you summarized could work toward a protocol for interfacing/dealing with conservative, big money-backed “student” groups like Turning Point USA. Such groups are designed to cultivate provocations in tension with antiracism and diversity initiatives on college campuses. It’d be nice for students and faculty to have plans in place for navigating events, etc. fostered by those groups.

This is a complex question and part of the answer will lie in the active engagement of the faculty senate, the DEI steering committee and the ways DU collectively as a community engages complex political questions.

Given the precarious economic situation that universities find themselves in, DU being no exception, what resources have been dedicated to these specific initiatives and actions items? Is there budget allocated to each of these items?

Answered in during the town hall by Chancellor at 47:42.

Town Hall Recording

Answered in during the town hall by Chancellor at 47:42.

Town Hall Recording

Will the ODEI office and related offices, IRISE, DULCCES, + get the funding ($), support ( Admin + BOT backing), and staff they need to accomplish the outlined actions items? As they stand now they are underfunded, under supported, and understaffed.

Answered in during the town hall by Chancellor at 47:42.

Town Hall Recording

The Office of Diversity, Equity and Inclusion will be creating RFP's to operationalize some of these action items and will work with the Office of Student Affairs and Inclusive Excellence to ensure there are opportunities for student engagement.

How does DU plan to address the issue of accessibility/cost as it pertains to DEI? Our price point for tuition puts a DU education is out of reach for many minoritized peoples. Are we going to continue to market ourselves as a white, elitist university? Or are we committed to finding solutions to address accessibility and diversifying our student body, faculty and staff?

Continued collaboration with the Office of Admissions and Financial Aid and Advancement will help us get better data to target more precisely our DEI priorities in this regard. This is one of the greatest challenges for many private schools.

It seems that a lot of folks don't understand the ways in which Supreme Court decisions constrain using minoritized status as a criterion for hiring and advancement. It might be that, odious as these constraints may be (largely limiting the impact of more expansive legislation), we'd have more effective conversations if people understood more fully what is really possible. Should we have concerted efforts to inform people of the current landscape of affirmative action law?

The Supreme Court has consistently held that DEI initiatives are part of the unique mission of institutions of higher education. In this regard, the nuances of the nuances of the law, do boldness and creativity in achieving our vision.

Things like who writes position descriptions and announcements, who chairs and serves on searches are critical to consider. Homophily has definitely been a significant issue at DU in the past.

The action item, "initiate and oversee campus-wide division-level DEI strategic planning and coordination" is designed to systemically address these challenges.

Would it be possible to get a "report card" on where the university stands it terms of its response to the John Evans committee recommendations (2014) and the follow-up "Strategic Recommendations of the Task Force on Native American Inclusivity: Sustainable Development of a Native American Community Presence at the University of Denver."

The new DEI portal will have an Indigenous initiatives page and will highlight progress made vis-a-vis the Evans Report and subsequent commitments to date. After consultation with the indigenous community, it was agreed that all current and future action needed to be prioritized in close coordination with the Native American Community Advisory Board (NACAB). The NACAB will be meeting to set priorities this Fall.

DU demographic data can be found on the Institutional Research Website here: https://www.du.edu/ir/factbook/enrollment.html

You can sort data using a variety of markers, including race/ethnicity and gender.

Yes, ODEI is in conversation with Indigenous leaders on campus about this tension.

You have mentioned the Native American Task Force. When will that group begin meeting and what can we expect to come from that work this year?

The Native American Community Advisory Board will reconvene early in fall quarter. They will likely discuss where the Indigenous flags will be displayed on our campus and other thoughts and concerns of the board members.

Thank you for mentioning the disability community - we have affinity groups for women, LGBTQIA but do people notice there is nothing set for Accessibility and inclusion?

The action item, "initiate and oversee campus-wide division-level DEI strategic planning and coordination" is designed to connect on a campus wide-scale where this work and support is already happening. The goal is to understand the success and challenges of those doing this work and learn how to support as part of systemic DEI thinking that takes into account intersectionality. See also action item for "Chancellor and leadership engagement" with minoritized communities, that includes women and LGBTQ+.

Historically the DEI office only served people of color as diverse. Will the changes include initiatives to serve women, LGBTQIA, and differently abled?

Yes, the plan seeks to be more intentional by incorporating intersectionality.

The framework of intersectionality is mentioned throughout the presentation. However, you only mention race-based initiatives. This is incredibly important, but what about minority groups in regards to religion, gender, gender-identity, sexual orientation, accessibility and more?

The action item, "initiate and oversee campus-wide division-level DEI strategic planning and coordination" is designed to connect on a campus wide-scale where this work and support is already happening. The goal is to understand the success and challenges of those doing this work and learn how to support as part of systemic DEI thinking that takes into account intersectionality. See also action item for "Chancellor and leadership engagement" with minoritized communities. This includes those who have been minoritized beyond race.

Why are there no groups that recognize intersectionality? They all appear to be Black/Brown/Indigenous which sounds hollow. Intersectionality was mentioned at the beginning of the presentation, but is not reflected in creating safe spaces for groups that experience difficulty in their intersectionality.

The action item, "initiate and oversee campus-wide division-level DEI strategic planning and coordination" is designed to connect on a campus wide-scale where this work and support is already happening. The goal is to understand the success and challenges of those doing this work and learn how to support as part of systemic DEI thinking that takes into account intersectionality.

Please see the action items connected to "Facilitating Substantive Discussions on Antiracism" and "Black Excellence at DU."

The action item, "initiate and oversee campus-wide division-level DEI strategic planning and coordination" is designed to connect on a campus wide-scale where this work and support is already happening. The goal is to understand the success and challenges of those doing this work and learn how to support as part of systemic DEI thinking that takes into account intersectionality.

Please see the action item to "Articulate, educate, and train on DU's unifying philosophy." As it is connected to the larger work of DEI, many age discrimination complaints are investigated by the Office of Equal Opportunity.

Do you want to continue linking LGBTQ+ work? When a marginalized group is not mentioned in a major release of DEI work, I find that troubling. LGBTQ+ individuals still face oppression, and this work is not done yet.

The action item, "initiate and oversee campus-wide division-level DEI strategic planning and coordination" is designed to connect on a campus wide-scale where this work and support is already happening. The goal is to understand the success and challenges of those doing this work and learn how to support as part of systemic DEI thinking that takes into account intersectionality.

Given that DU is a PWI, if the ODEI office expands to include LGBTQA and differently abled individuals, how would you prioritize minoritized folks, Black, Indigenous, People of Color, who hold those identities but further marginalized because of their race? My concern is if that office expands that way the office would then primarily serve folks with white identifies. Is this something you've considered?

Great question. our community understand the systemic and institutional salience of discrimination and inequality at DU. This will continue and will continue to be enhanced in the action items: "Facilitating Substantive Discussions on Antiracism" and the "Black Excellence at DU."

What about DU's transgender and LGBQ community which have experienced high levels of physical violence of DU? Why are they not prioritized and mentioned in this plan? That is not intersectional.

The action item, "initiate and oversee campus-wide division-level DEI strategic planning and coordination" is designed to connect on a campus wide-scale where this work and support is already happening. The goal is to understand the success and challenges of those doing this work and learn how to support as part of systemic DEI thinking that takes into account intersectionality.

What are some ways that intersectionality is going to show up in actionable steps and actionable demonstration? Especially for Black queer folks, Queer folks of color.

The action item, "initiate and oversee campus-wide division-level DEI strategic planning and coordination" is designed to connect on a campus wide-scale where this work and support is already happening. The goal is to understand the success and challenges of those doing this work and learn how to support as part of systemic DEI thinking that takes into account intersectionality.

Answered in during the town hall by Chancellor at 53:30.

View the answer in the town hall here

The action item, "initiate and oversee campus-wide division-level DEI strategic planning and coordination" is designed to connect on a campus wide-scale where this work and support is already happening. The goal is to understand the success and challenges of those doing this work and learn how to support as part of systemic DEI thinking that takes into account intersectionality. See also action item for "Chancellor and leadership engagement" with minoritized communities, that includes women.

Answered in during the town hall by Chancellor at 53:30.

View the answer in the town hall here

The plan only mentions faculty in the section titled "Advance faculty diversity and provide professional development, training, and formal mentorship opportunities" - this is why I asked about staff who are not faculty. Will the plan incorporate staff who are not faculty in the action step of diversifying the employees at DU, or does this come later on after faculty?

Two action items are important in regards to this question. The first is the "Initiate and oversee campus-wide division level diversity, equity and inclusion strategic planning." There is an expectation that staff are fully part of this plan, which would include training, professional development, and strategies, pathways, best practices to diversify the staff ranks. The second action item is is the "Implementation of the Intercultural Development Inventory." This is a tool that will be available to all staff.

Does this plan incorporate any action items regarding promoting minoritized staff from entry-level roles? Will LGBTQIA identity and other data be collected to assess progress on moving minoritized staff/faculty in higher level roles?

This work will fall under our DEI Recruitment, Retention and Professional Development work. This will also be supported though collaborative efforts between ODEI and Talent Management Strategy. We will monitor the metrics and reporting on minoritized employee movement.

Yes, we are focusing on staff and faculty movement, retention and support.

How will DU support students who continue to go to BLM protests in Denver and the surrounding area? Will the University consider providing the extensions that were given for finals spring quarter in the future?

The division of Student Affairs and Inclusive Excellence will support students through the Cultural Center, Student Outreach and Support, and the Health and Counseling Center. Changes to finals will be determined on a case-by-case basis.

In response to a student petition, DU said they “pledge to help our students with fundraising in support of these causes” (referring to BLM). What steps has the University taken to fulfill this promise?

DU Advancement will be a key partner in supporting this work. DU's non-profit status prevents the university from fundraising for other non-profits. However, we are working with Advancement to fundraise for DU related projects such as IRISE and Indigenous Initiatives.

I think this plan is a step in the right direction for the institution. Thank you to all who helped put it together! I do feel that this plan is lacking opportunities for the graduate student population that is frequently overlooked in central initiatives. What is the plan for engaging the larger graduate student population in DEI work happening at the university?

The action items "Initiate and Oversee Campus Wide-Division level DEI strategic planning" and "Establish a DEI Steering Committee" have deliberate expectations for student engagement, participation, and collaboration.

We will work on developing processes for graduate students--and all campus community members--to get involved in these initiatives, including the Graduate Student Research Team.

Yes, several student groups were invited to share and provide input into the creation of the plan. We will continue to engage student groups across campus as we build and finalize the plan.

This has not been determined at this time. We will work on developing processes for students--and all campus community members--to get involved in these initiatives.

The Cultural Center will be an important partner in this action plan. Specifically, we will need their partnership in working with students--both undergrad and graduate.

The EverFi Module for Diversity, Equity, and Inclusion asks students to take a personal perceptions survey and several quizzes after each module. The modules include training on identities, power, privilege, oppression and creating a culture of respect. You can find more information here: https://crimsonconnect.du.edu/nsfp/discoveries-online/

We did not actively seek out input from these key community members in creating this drfat of the plan. Thank you for bringing this to our attention and we will connect with our Veterans Services Director to request this feedback as we complete the final plan.

This is a key area of the work, to identify and locate all of the DEI work happening across campus and bringing them all together for purposes of efficiency, leveraging synergy, and promoting the efforts across the University.

Can you provide opportunities for those of us who wish to be more involved campus-wide, but who may find that opportunities coming through units are controlled (or at least parceled out) by deans/department heads and/or the same people within those units?

We will develop plans for campus-wide involvement and work to ensure those from parts of campus that have historically not been involved in this work to get involved. Stay tuned.

Since DU has been in the business of Diversity and Inclusion for the past 20 years, what has worked and why aren't we further in this area? Also, from past experience, the most successful programs have targeted numbers that everyone can see how we are meeting goals and expectations.

The action item "Conduct a Comprehensive Review" of past climate reports, workgroups, etc. is designed to directly address this question.

DU formally eliminated its mascot in 1998.

The tennis pavilion was not named after Benjamin Stapleton, Sr., the former mayor of Denver who had ties to the KKK. The pavilion was named in honor of his son, Benjamin, Jr., by his son's wife, Katie Stapleton. 

I am curious whether we have ever done a robust, multi-week DEI training for our Board of Trustees. On Native history and ongoing issues like the “Pioneer,” it seems that we could potentially make faster progress with a better-trained Board. Would we be willing to do that?

Great suggestion! We agree that there are opportunities for robust engagement of the BOT with this work.

What about mandatory training for all faculty, staff and students? If we don't have common language, how can these discussions/conversations happen?

Mandatory training for all DU communities is part of the action plan. See action item "Institute baseline, mandatory training and continued professional development for administration, faculty, staff and students." As Provost Clark shared, faculty training has already launched for the upcoming year and we will be working on building and hosting trainings in a variety of modalities over the course of the next year.

Who will be conducting this training? I'm not sure which is better - outside experts that don't have connection to DU and thus can state what is real OR those who are in DU and can be nuanced so the message can be received.

In some cases, we will parter with outside organization such as EverFi. In other cases, such as with faculty training, we have experts in the Office of Teaching and Learning who have already been taking on this work. Our work this year will be to scale this work for all DU community members.

Many thanks to the panelists for their hard work and insights in drafting this DEI action plan and hosting this virtual town hall! There are action plan items that point to specialized areas, such as the Intercultural Development Inventory (IDI) and assessment and faculty development. What opportunities for collaboration will be available among these working groups for folks on campus with expertise such as the OTL, INTZ, etc.?

Thank you for helping us connect the dots with skill sets that we already have here at DU. We have already started the process of connecting with IDI experts on campus to advance this action item.