link Commit to Structural Changes

Activist Angela Davis delivers a lecture at Mission College.

Implement Actions of Equity Plan

Call to Action: 

  • Focus the campus to implement specific actions called for in the Equity Plan
  • Provide sufficient resources and staffing to coordinate and support our anti-racism and equity work
  • Audit training and requirements for recruitment, hiring, and evaluation for equity in the process, for increasing representation, and for identifying social-justice minded candidates.

Call to Action

Progress Report

Commit to Structural Changes
2020-2021 Actions Status
1. Hire an UMOJA counselor (target Spring 2021) to support the development and implementation of an UMOJA program.
  • UMOJA counselor hired. An English faculty position to support UMOJA is in-process to be hired for Fall 21. The college is waiting on state approval for its application to formally implement UMOJA. If approval delayed, the college will move forward with planning an alternative program until approval is received.
2. Review the organizational structure and college budgets to increase personnel and resources in support of equity and support of student basic needs and within the Office of Student Equity and Success.
  • The Presided announced a commitment to an ongoing Administrative support position for the Office Student Equity and Success. An interim position was hired late Fall 2021.
  • A comprehensive budget summary was developed, leveraging resources across sources and identifying dedicated funds for equity work. College leadership committed to providing ongoing funding.
  • VPSS and President reviewing an organizational restructure at the administrative level.
3. Implement a finalized SEA Council structure which includes a primary function to monitor progress and support goals and actions within the Student Equity Plan and Call to Action framework.
  • SEA Council identified defined workgroups. Workgroup structure will be revisited following Spring term for effectiveness and alignment with identified priorities. With re-launch of Guided Pathways, opportunity to revisit alignment and structure within college governance structure.
4. Create a communication plan and progress report for sharing progress and challenges on a recurring basis.
  • Still to do: Figure out where to place updates on a website in the spirit of transparency. All updates and resources can be added onto this page. All resources, training links, status reports, etc. can be included on a webpage. Equity office and EC will take lead on this, in collaboration with Marketing.
5. Create a dedicated webpage that highlights the campus’ commitment and progress towards creating an anti-racist and equity-minded community and which serves as a home for resources and information.
  • To be created in Spring 2021; to be administered by the Office of Student Equity and Success in consultation with Executive Cabinet. The Office of Student Equity and Success is working with the Marketing Department to come up with a draft site in late March. The site should be completed by the end of the Spring term.
6. Add inclusive and anti-racist messaging on campus, including “Be the Change” and “Black Lives Matter.” 
  • “Be The Change” lettering installed in prominent location in front parking lot.
  • Diversity walk language will debut as part of the opening of the Central Plaza in late Spring 21.
  • College President has committed to prominently placing “Black Lives Matter” on campus. In process to identify artists for potential mural on campus center as supported by BAE.
  • Preparations for community opportunity to add to mural in late Spring 21.
  • Longer term: identify other messaging to display on campus (acknowledge our history, Ohlone Tribe, represent other communities on campus.)
  • Future activity: Schedule another Diversity Walk, in which representatives from different communities physically walk the campus and identify areas to enhance messaging or remove barriers.
  • Funding identified to update to website front-page to revise our front page experience with an emphasis on visuals/imagery that allows us to be more responsive/flexible with website updates.
    • Will include placement of Equity Video prominently on front page.
7. Add inclusive and anti-racist messaging in prominent locations on the college website and in social media. 
  • Marketing has been tasked to increase presence on webpage and social media. Next steps to be determined.
8. Coordinate with District Human Resources and the District EEO Advisory Council to review and update policies and practices related to recruitment, hiring, and retention to increase representation from historically underrepresented and marginalized communities, address systemic barriers, and promote candidates with a social justice and equity perspective.
  • The WVMCCD offers a mandatory Screening Committee EEO Training for all members of a hiring committee. The training is entitled, “Hiring the Best While Developing Diversity in the Workplace: Legal Requirements and Best Practices for Screening Committees.” 
  • The District EEO/Advisory Council has created a 2020-201 Goals & Action Plan to re-evaluate the district’s hiring process through an equity lens.
  • Mission College faculty, classified professionals and managers who sit on this Council are involved with this plan. The goals are as follows:
    • Goal #1: Establish the baseline.
    • Goal #2: Set a diversity target.
    • Goal #3: Identify and recruit. EEO monitors.
    • Goal #4: Assess marketing campaign and job announcements.
    • Goal #5: Conduct a review of current recruitment procedures.
  • In Fall 2020, District HR has identified and recruited EEO Monitors among District HR staff to sit on hiring committees towards the prevention of race and color discrimination in hiring.
    • EEO monitors now sit on all full-time faculty and administrator recruitments. EEO monitors also participated in a webinar training in Spring 2021. The training was recorded and will be used for future EEO trainings. 
  • In all Mission College full-time job applications, an equity-based question is now included in the requisition specific questions section.
  • Mission College hiring committee chairs have been encouraged to include equity-based interview questions as part of the 1st and 2nd level interviews.
  • The President and VPI are convening a meeting of active hiring committees to share perspective and expectations for committees around equity and opportunity in determining finalists to continue to second round interviews.
9. Develop an ongoing cycle for campus climate assessment using the student, faculty, and classified/administrator assessment instruments provided through the Equity Leadership Alliance.
  • Mission College will conduct the Community College Survey of Student Engagement (CCSSE) in Spring 2021.
    • A Race/Ethnicity Pilot Survey will be included to help understand students’ experiences with racism, inclusion, and belonging at Mission College.
  • As a member of USC’s CA Community College Equity Leadership Alliance, Mission College plans on participating in the National Assessment of Collegiate Campus Climates in Fall 2021.
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