Lead Responsible Party
Rob Hradsky, Vice President for the Student Experience
The University has now opened four additional counselor positions (and has hired four counselors in the past year who self-identify as people of color). Three of our existing counselors speak multiple languages.
For the open positions, the University agrees to be attentive to experience and training in mental health issues of marginalized communities. They will be hired before the fall 2020 semester begins. New and current counselors will attend, as is currently the practice, at least five on-campus events and trainings on diversity and inclusion each year. The University will carefully work to identify appropriate enhancements to diversity and inclusion training for counselors.
The University's faculty hiring plan will continue to include emphasis on enhancing diversity.
December 2020 and January 2021
- In reaching the University’s commitment of 32 clinical staff in the Counseling Center, the following progress has been made: The University has 32 clinical positions in the Fiscal Year 2021 budget. There are 30 positions filled, including the five new positions committed to by the University. The associate director of diversity and inclusion began in January. Of the remaining two replacement positions, one is being allocated to add a native healer to the clinical staff in fulfillment of the Indigenous student concerns.
October and November 2020
- In reaching the University’s commitment of 32 clinical staff, with current offers as of Jan. 4, the Barnes Center will have all five of the newly committed positions in place. Fifty percent of the staff identify as white, and 50 percent of the staff identify as a person of color. Six staff members speak an Asian language, and at least two staff members speak Spanish. There are two replacement positions to be filled.
- The University has 32 clinical positions in the FY21 budget; there are 27 staff hired or offers accepted. There are five vacancies: three due to transition of staff this summer, with ongoing recruitment; one ongoing recruitment of an associate director of diversity with clinical experience; and one position to be created in response to indigenous student concerns. Since last spring, Counseling staff members have attended over 80 training sessions.
- Change Lead Responsible Party to Andrew R. Gordon, Senior Vice President and Chief Human Resource Officer
Since the spring, 10 counseling positions have been hired and/or offered to begin in time for the fall semester. These positions include, but are not limited to assistant director, staff therapists, staff psychologist, and graduate and post graduate positions. The new hires and offers represent a diverse array of backgrounds and identities, including by race, languages spoken, sex, gender and gender identity, and sexual orientation. Counseling staff have also completed additional training sessions, including anti-racism training, racial disparity and COVID-19 training, trauma-informed care related to race, and how to offer inclusive programming.
- In January, counseling staff attended NASPA Strategies conference with sessions on racism and mental health, LGBTQ support, trauma informed campus communities, and relationship violence in black communities on PWI campuses.
- Spring semester therapy groups in counseling include two therapy groups for students of color, one therapy group for international students and one therapy group for LGBTQ identified students.
- The Barnes Center will be able to provide tele therapy to students on the Aetna insurance plan, which includes therapists who speak multiple languages and represent multiple identities.
- Screening and interviews continue for multiple positions in the Barnes Center. The University continues to be attentive to candidates with experience and training in mental health issues of marginalized communities.
- On Feb. 12 and 13, Cory Wallack, executive director of the Barnes Center at The Arch presented information on a protocol to elevate mental health of marginalized communities and sought collective feedback and input from the Campus Engagement Committee on Health and Wellness. Committee members agreed to a follow-up meeting in the coming weeks to discuss further.
- The University continues to prioritize the recruitment and retention of staff of color, as well as underrepresented groups on campus. While final hiring decisions are made at the unit level, the Office of Human Resources (HR) employs a diverse and highly experienced talent acquisition team to partner with campus, providing guidance on proactive recruitment strategies to attract diverse and inclusive candidates and coaching hiring managers on recognizing and overcoming implicit bias. HR is striving to increase the diversity of the University’s candidate pool by taking proactive steps and expanding its outreach efforts to engage with a broader network of potential employees.
- A recent example of the success of these efforts is the hiring of over 90 full-time residential community safety officers and coordinators. HR partnered with the Department of Public Safety, Office of Community Engagement, Marketing and Communications, and over 12 local community organizations to implement a successful recruitment campaign. Over 50 percent of these new hires are people of color or members of an underrepresented group on campus.
- In addition to proactive recruiting through LinkedIn and other digital and online specialized recruitment resources, HR is also leveraging technology to reach a more diverse audience in its advertising of faculty and staff positions. Currently, all of the University’s faculty and staff open positions are posted and distributed to broad job sites, such as Indeed, Chronicle of Higher Education and Higher Ed Jobs, in addition to approximately 60 niche sites that are designed to attract diverse populations, such as The Black Perspective, Campus Pride, Hispanic Today, Women in Business and Industry, US.jobs Disability, Think Beyond the Label, USA Cares, Military Spouse Connections and VetCentral.
- The Offices of Human Resources and Equal Opportunity, Inclusion and Resolution Services will continue to more regularly and actively monitor the progress of hiring and retention initiatives focused on increasing workforce diversity, identifying successful strategies and utilizing the results to shape and inform future initiatives.
- Four additional counseling positions were created and posted (December 2019). Applicants are being screened and interviews are expected to begin the week of Jan. 27.
- The Barnes Center is working with the Office of Human Resources to be attentive to experience and training in mental health issues of marginalized communities
- Barnes Center supervisors attended “Supervision with a Diversity, Equity and Inclusion Lens,” on Jan. 22. Dr. Jamie Washington presented.
- Additionally, the University is seeking to hire an associate director for diversity and inclusion for the Barnes Center by next fall.
- The University has expanded its diversity training for all faculty and staff, including the Midwinter Diversity, Equity, Inclusion and Accessibility advanced institute on Jan. 9. Five topical Inclusive Teaching and Learning workshops for faculty will be offered in 2020. A student advisory group will be established to participate in training development.
- The Office of Faculty Affairs is working with academic leadership to include references to these and other mandatory trainings and professional development in new faculty appointment letters by March 15. A new clause in staff offer letters requiring diversity training within 30 days of hire has been instituted.
- Along with other resources already in place for diversity hiring, the newly created Diversity Opportunity Hires initiative will bolster faculty diversity by increasing funding aimed at competitive recruitment of faculty from underrepresented minority groups. The University will provide resources necessary to attract faculty members from underrepresented groups in its cluster hires and signature hires initiatives.