Implementation and Progress

Actions and Progress

• Action 1: Build a Renewed Office of Inclusion and Equity | COMPLETED

  Measure — How do we know we succeeded?

  • Senior Director of Office of Inclusion and Equity to be hired and office to be restructured to better support the NYUAD community.

  Status — Where are we? | COMPLETED

  • January 2021: Office restructured to ensure OIE can focus on leading and advancing NYUAD's implementation of practices and programs that foster inclusion, diversity, belonging, and equity (IDBE) in the workplace.
    • OIE leads an institutional approach to IDBE which includes strengthening the relationship with Student Life and InterCultural Education (SLICE) and the Office of the Provost.
      
  • January 2021: Office of Equal Opportunity (OEO) Officer position created and hired. This critical reporting and work is separate from OIE.
  • February 2021: The Diversity, Equity, and Inclusion Committee (DEIC) was restructured and incorporated within the OIE.
  • September 2021: Inclusion, Equity, and Action Committee was formed, with expanded representation particularly from students. Their work builds on the work undertaken by the former Implementation Committee on Race, Diversity, and Belonging and the Diversity, Equity, and Inclusion Committee.

  ¹ Accountability frameworks are a common paradigm from big consulting firms. In terms of inclusion, diversity, belonging, and equity (IDBE), several frameworks were considered, but the concepts here came from work found at the City of Portland, Oregon in the United States.

• Action 2: Provide Mandatory Training on Diversity, Race, Inclusion, and Equity to All Members of the University’s Academic and Operational Leadership Teams | COMPLETED*

  Measure — How do we know we succeeded?

  • Provide the training.
  • Provide additional training from the OIE with pre- and post-assessments to measure progress.

  ² Worthington, R. L., Stanley, C. A., & Smith, D. G. (2020). “Advancing the professionalization of diversity officers in higher education: Report of the Presidential Task Force on the Revision of the NADOHE standards of professional practice.” Journal of Diversity in Higher Education, 13(1), pp. 1-22. http://dx.doi.org/10.1037/dhe0000175

• Action 3: Offer Community-wide Training on Equity and Inclusion | IN PROGRESS

  Measure — How do we know we succeeded?

  • Seventy-five percent of staff, faculty, and students to engage in at least one internal/external IDBE workshop/training.
  • OIE will conduct pre- and post-training assessments to measure progress.
• Action 4: Participate in the Development of Required Learning Modules on Diversity, Equity, and Inclusion for NYU Students, and Require Them for Our Students at NYUAD | IN PROGRESS

  Measure — How do we know we succeeded?

  • Offerings made available for the NYUAD community through the OIE.
  • One-hundred percent of undergraduate and graduate students engage with materials.
• Action 5: Develop Better, Properly Nuanced Ways to Describe Our Campus Population in Terms of Diversity and Inclusion, So That Measures of Progress Can Be Developed | COMPLETED

  Measure — How do we know we succeeded?

  • Develop integrated HR systems that capture demographic information of NYUAD employees properly.
  • Develop a similar system for student data collection.

  ³ In order to begin the process of how we measure our campus populations, here are some tools: Be Equal - IBM, United Nations Statistics, NYUAD Diversity Data Overview Summer 2020.

• Action 6: Provide Resources to Support the Faculty’s Interest in Creating More Equitable and Inclusive Learning Environments, Including Reviews of Curricula, Syllabi, and Pedagogical Methods to Ensure a Rich Diversity of Perspectives Across Our Educational Offerings | COMPLETED*

  Measure — How do we know we succeeded?

  • Offerings made available to the NYUAD community on a regular basis.
• Action 7: Provide Resources and Venues for Faculty, Students, and Staff to Engage with Research Focused on Globally Dismantling Racism in Relation to Disciplines and Social Practices, Including a New Series of Talks, Panels, and Workshops Involving NYUAD and NYU New York Scholars of Race in Relation to STEM Fields, Social Sciences, and the Arts and Humanities | COMPLETED*

  Measure — How do we know we succeeded?

  • OIE and Diversity, Equity, and Inclusion Committee can be resources across the institution for all divisions and units to help them ensure their programming is inclusive.
• Action 8: Support the Interests of Our Black Students in Creating a Black Students Association that Would Build on the Important and Continuing Work of Africa Global, AZIZA, and the Caribbean Students Association | IN PROGRESS

  Measure — How do we know we succeeded?

  • Supporting students in the creation of the Black Student Association (BSA) and the future development of AZIZA.
  • Continuing to provide support and advisement to the Caribbean Students Association and Africa Global.
  • Affinity-based outreach and support to first-year students.
  • Providing financial support and advisement for skillbuilding opportunities and student-led projects.
• Action 9: Review Hiring, Performance Evaluation, Promotion, and Vendor Selection Policies to Ensure Equitable and Inclusive Practices Are Maintained, and a Culture of Belonging is Fostered Across the Institution | IN PROGRESS

  Measure — How do we know we succeeded?

  • A comprehensive review of all CABO processes conducted with an external vendor and/or OIE Director.
• Action 10: Expand Programs to Amplify Diversity and Mobility Among Staff at All Levels of Our Administration Through Mentoring and Training Programs, Several of Which Have Already Been Designed to be Launched This Coming Academic Year | COMPLETED*

  Measure — How do we know we succeeded?

  • Twenty percent staff engagement in mentoring program as well as involvement from all TAG (The Vice Chancellor’s Advisory Group) members.
• Action 11: Ensure Faculty and Staff Have Comprehensive Training on the University's Non-Discrimination and Anti-Harassment Policy and Complaint Procedures for Employees | COMPLETED*

  Measure — How do we know we succeeded?

  • Create a training module that is accessible through i-Learn and at least 70 percent of the community should attend. This will be included in orientations for new joiners as well.