Short presentation for fall 2017 "State of the University" meeting.

1. Office of Diversity, Inclusion and
Community Engagement
(DICE)
2017-2018
MILLIE GONZALEZ, CHIEF OFFICER OF DIVERSITY, INCLUSION AND COMMUNITY ENGAGEMENT
CHON'TEL WASHINGTON, DIRECTOR INCLUSIVE EXCELLENCE INITIATIVES
COLLEEN COFFEY, DIRECTOR COLLEGE ACCESS AND COMMUNITY ENGAGEMENT
ERIKA REYES, SENIOR ADVISOR, COLLEGE PLANNING CENTER
ROXANA MARRERO, EXECUTIVE ASSISTANT, OFFICE DICE

2. Why is Diversity and Inclusion
Important in Higher Education?
 Changing demographics and educational trends: population is becoming more ethnically and racially diverse.
 Political and legal threats to diversity: legal and political challenges to affirmative action and diversity will force leaders in
higher education to do more in their commitment to diversity. In response, leaders will need to implement new programs and
policies to demonstrate viability and vibrancy of diversity in education.
 Emergence of a global knowledge-based economy: college educated individuals will need to have the ability to interact with
citizens from other countries.
 Persistent society and educational inequities: persistent disparities along social, racial, ethnic, and gender lines present an
on-going challenge to hire education.
 The educational and business case for diversity: research has shown that diverse learning environments lead to more
creative and capable students. America’s future hinges on creating a workforce capable of thriving in a diverse global economy.
(From Strategic Diversity Leadership,
Damon A. Williams)

3. Inclusive Excellence Strategic Plan -
refresher
The foundation of the strategic plan for inclusive excellence include:
 the mission of the university: organizing institutional efforts that facilitate and contribute
to the preparation of our students living in a culturally diverse world
 the core values of the university: specifically of global stewardship and inclusive
collaborative community
 the Massachusetts Board of Higher Education Equal Opportunity, Diversity and
Affirmative Action Plan (“EOP”): plan for state colleges and universities to prohibit and
prevent discrimination and harassment of all forms
 a broad definition of diversity based upon multiple social identities
 inclusive excellence focus areas (access & equity, climate, diversity in the curriculum/co-
curriculum, intercultural learning and development, community and civic engagement)
 collective impact supports sustainable change (How? Through a common agenda,
shared assessment, mutually reinforcing activities, continuous communication, and
backbone support organization)

4. A Broad Definition of Diversity
Three Dimentional Model of Higher Education Diversity (Adapted from “Advancing Scholarship
for the Diversity Imperative in Higher Education: Editorial,” by R.L. Worthington)
Acknowledging multiple social
identity characteristics, in
these core areas and in these
groups

5. DICE Ready for Fall 2017!
Our Office will:
 Support our students through mentoring, events, training and co-curricular activities at the CIE
 Nurture diversity and inclusion in the curriculum through our Widening the Circle faculty cohort
 Get our neighboring high school ready to apply to college and give them guidance
 Prepare for high school students to study at FSU in the spring through our dual enrollment program
 Form a taskforce to study persistence, retention and engagement of our male students of color
 Select climate surveys for students, faculty and staff to learn – are they engaged? How can we do better?
 Partner with Council of Diversity and Inclusion (CDI) to fund projects
 Launch a book group, engage with our community partners, and meet our alumni of color
 Look forward to hear Angie Thomas, author of The Hate You Give, speak at FSU in the spring
Want to learn more about DICE? Visit our blog! https://fsudice.blogspot.com/