Provide support for managing diversity on campus
Action Taken
- Created a diversity office to coordinate and lead Brown’s diversity efforts
- Reviewed and strengthened diversity training programs
- Created a committee to address campus climate issues
- Completed a discrimination and harassment policy
- Piloted a diversity development plan with Department of Public Safety
- Expanded the duties of the director of Disability Support Services to encompass students, faculty, and staff; created new position to assist the director
- Created and filled new position of faculty ombudsperson
- Rolled out training on new discrimination and harassment policy
- Competed for and won a $3 million NSF grant to support women faculty in the sciences
- Established the Campus Access Advisory subcommittee of the Diversity Advisory Board
- Increased number of programs on diversity in residence halls
- Created LGBTQ Resource Center in 2004
- Designated some residence hall bathrooms as gender neutral
- Established LGBTQ subcommittee of Diversity Advisory Board
- Appointed Dean for Orientation and Diversity Initiatives in Office of Campus Life and Student Services
- Increased number of minority peer counselors in residence halls
- Increased funding for programming in the Third World Center, Sarah Doyle Center, LGBTQ Resource Center
- Revamped Diversity Training Program for student leaders
- Launched faculty development program
- Surveyed department chairs about faculty development needs
- Expanded Third World Center Leadership Development Program
- Created position of Coordinator of Disability Support Services
- Established ombudsperson position as permanent
- Surveyed student communities to identify areas of need for diversity support and programming
- Established sexual assault advisory board for review of policy, services, and new initiatives
- Launched 24-hour sexual assault response phone line
- Secured funding for new position of Sexual Assault Response and Prevention Coordinator
- Established emergency child-care program for faculty and staff
- Expanded sexual harassment training for administrative staff
- Developed a program of peer and staff support specifically for students who are first in their family to attend college
- Expanded diversity training for staff through monthly discussions with student panels and invited speaker events focused on aspects of the student experience
- Created Family Friendly Policies Web site
- Conducted accessible parking study
- Created new Facilities Management advancement opportunities, including Trades Summer Program
- Celebrated fifth year of LGBTQ Resource Center with programming involving students, faculty, staff, and alumni
- Documented contributions by OID to leverage support for student activities related to diversity across the campus
- Established new application system to process the requests for support
- Normalized amounts granted to appropriate resources more equitably across the community
- Reconstituted and updated the Diversity Advisory Council
- Created workgroups for committee action
- Admissions
- Student success
- Completion
- Co-sponsored nearly 40 student activities and events related to diversity
- Reviewed multiple providers for selection of an on-line training resources for sexual harassment/discrimination prevention training for faculty and staff
- Launched new Diversity Training Series and trained 300+ employees
- Revised Staff Discrimination, Harassment, and Sexual Harassment policy
Action Needed
- Review and enhance resources for conflict resolution
- Expand use of a model for a staff diversity development program
- Establish a monthly forum to discuss campus climate
- Propose opportunities for faculty to engage in conversations about diversity issues in the classroom
- Propose vehicles for addressing the role of diversity in the residential life system
- Select and implement an on-line sexual harassment prevention training program for the campus community
Responsible
- Vice President for Human Resources
- Associate Provost and Director of Institutional Diversity