Presidential Task Force on Race Reporting

Convened in July 2020, the Presidential Task Force on Race (PTFOR) seeks to address collectively the racial challenges and opportunities for change that are present at Kennesaw State University. A total of 32 recommendations were divided with 15 implemented in the 2021-2022 academic year (referred to as Year 1) and the remaining 17 to be implemented in 2022-2023 (Year 2). The first visualization shows overviews of the current recommendations in progress ("Overview 2021-2022") while the second visualization ("Action Steps") lays out the individual steps for each recommendation and their status. Full reporting on the PTFOR – its charge, progress, and membership – can be found after the visualization. 

DDIE invites the KSU community to share feedback through a short form and to submit any questions they may have.

• Charge

  On July 1, 2020, Kennesaw State University (KSU) former President Pamela Whitten and Provost Kathy Schwaig commissioned the Presidential Task Force on Race (hereafter referred to as Task Force) to address collectively the racial challenges and opportunities for change that are present at KSU. Following extensive research and discussion, the Task Force identified unique and specific recommendations in response. These recommendations outline actions designed to improve the environment on campus and lead to meaningful change for the KSU community and beyond.

  The Task Force was originally chaired by former KSU Chief Diversity Officer (CDO) Dr. Sylvia Carey-Butler and is currently chaired by Interim CDO Dr. Sonia Toson. Comprised of a diverse group of students, faculty, and staff representing perspectives from across our two campuses, as well as other key constituents, the Task Force effectively brought together a broad range of experiences and interests.

  KSU recognizes that any type of inequity is unacceptable, and while the university is committed to equity at the intersection of a variety of differences, race serves as the primary focus of this task force at this time. The principles involved in this work apply beyond race to other underrepresented groups as well. It is our intent that this work grows and expands beyond the current Task Force, resulting in an enhanced culture of equity and belonging at KSU.

• Organization and Process

  The Task Force organized five subcommittees (Curriculum, Faculty, Policies and Procedures¹, Staff, and Students) to focus on specific themes and develop responsive recommendations related to race at KSU. Throughout summer and fall 2020, members of the larger Presidential Task Force on Race met twice a month to discuss the committee’s charge and receive updates from each subcommittee. Subcommittees met on a weekly basis during this time.

  To understand the experiences of underrepresented students, faculty, and staff at KSU, the Task Force collected a vast amount of data and feedback to guide its work. Members conducted twenty-five listening sessions from August through October 2020. These sessions were attended by students, faculty, and staff from organizations and offices across campus, including Department of Career Planning and Development, the Division of Student Affairs, Facility Services, Faculty Senate, the KSU Black Alumni Society, the Office of Alumni Relations, the President’s Cabinet, and University Dining. The Task Force analyzed the feedback from these sessions and used the insights to inform recommendations. Campus stakeholders not included amongst the focus group participants were also provided with the opportunity to submit concerns or recommendations via the Division of Diverse and Inclusive (DDIE) website. Task Force members reviewed primary and secondary resources and documents that were provided by the Commission on Racial and Ethnic Diversity (C.O.R.E.D), Faculty Senate, KSUnited, DDIE, the Office of Research, and Registered Student Organizations (RSOs).

  The subcommittees reviewed this body of information to define several specific, actionable recommendations responding to KSU needs. DDIE worked diligently in summer and fall 2021 to audit the entire set of recommendations holistically for efficiency and feasibility. This process involved an analysis of each, developing action steps, scanning for redundancy, defining timelines and budgets, and identifying appropriate oversight. Certain recommendations were consolidated for administrative efficiency due to overlapping or complementary actions. The subcommittee co-chairs aided in this process, providing additional edits and clarifications. A total of six recommendations were combined with or satisfied by others, bringing the total to 32 recommendations for implementation.

  Based on logistics and feasibility, these 32 recommendations were scheduled for phased approach, which will be carried out over a two-year period. Fifteen recommendations were scheduled for implementation in Year 1 (AY 2021-2022). The remaining seventeen items will continue to be vetted and put into place in Year 2 (AY 2022-2023). This phased approach allows KSU to ensure the success and sustainability of each recommendation while building a strong foundation for continued action.

  In November 2021, President Schwaig and DDIE staff conducted individual meetings with cabinet members to review Year 1 recommendations related to their divisions. The feedback from these meetings allowed DDIE to evaluate further feasibility, clarify timelines and budgets, and assign the work to specific personnel. As of December 2021, all required personnel had been informed of the recommendations, and the Year 1 recommendations were completely implemented as of January 2022.

  In summer 2022, KSU will move into Phase III of the Task Force to implement the remaining recommendation and plan for the sustainability of this work. DDIE will repeat the audit process, meeting with key administrative divisions and assigning the remaining recommendations to specific personnel with timelines and expectations attached.

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  ¹Recommendations submitted by the Subcommittee on Policies and Procedures were later incorporated into applicable other subcommittees to increase efficiency.

• Three Areas of Change

  The resulting recommendations aligned with three dominant areas of change, which are interlinked and together create an interdependent and far-reaching set of actions.

  1. Institutionalizing DEI: To generate progress in race-related matters and the overall culture of KSU, diversity, equity, and inclusion (DEI) best practices must be built into the institution. Specific recommendations seek to solidify diversity, equity, and inclusion as an institutional priority. This institutionalization is accomplished through the introduction of new DEI practices, awareness of existing practices and supports, and increased resources to carry out DEI work, including support for those doing the work. Institutionalization also guarantees the long-term sustainability of this effort

  • Year 1 (2021-2022)
    Year 2 (2022-2023)
  • DDIE Development Officer
    Campus Learning Community for Search Committee Practices
  • Division-Level Diversity Liaisons
    Diversity Plan and Communications
  • Grant Application
    Diversity Report Cards
  • Job Advertising Protocols
    Staff Equity in Hiring, Positions, and Salary
  • Online Training for Search Committees
    University Concerns Page
  • P&T review
     
  • Policies and Procedures for Reporting Redress
     
  • Title VII and Title IX Training
     
  • Unrest Responses
     

  2. Advancing Expertise and Competencies: Everyone at KSU has a role to play in this transformation. These recommendations provide opportunities for faculty, staff, and students to increase their knowledge and skills so that they can be agents of this change. These recommendations also call upon existing expertise in service to the overall mission of the PTFOR and to make clear the value of this work.

  • Year 1 (2021-2022)
    Year 2 (2022-2023)
  • Designated DEI Faculty Fellow
    Annual Conference
  • Faculty Training for Including Race in Courses
    CETL Targeted Programming
  •  
    Curriculum Infusion of Race (All Disciplines)
  •  
    Expert Engagement
  •  
    General Education Course on Race
  •  
    Postdoctoral Fellowship
  •  
    University-Wide Collaboration
  •  
    Racial Progress Project
  •  
    Support for Race-Informed Teaching

  3. Cultivating an Inclusive Environment: These recommendations focus on programs and practices that create or strengthen spaces for inclusion and belonging. New programs will be designed to reach target groups while existing groups will be resourced. Additional voices will be brought in to contribute to campus events and programming, thereby ensuring that those experiences speak to the diverse interests of this community.

  • Year 1 (2021-2022)
    Year 2 (2022-2023)
  • Diversity and Inclusion Statements
    Convocation/Sophomore Experience Speaker
  • First-Generation Student Initiative
    Student Input for Programming
  • International Faculty Handbook
    Student Participation
  • Minority Affinity Group Support
     
• Recommendations

  For the following summaries of each recommendation, the Description is generated directly from the reports created by the PTFOR subcommittees, thereby recognizing the original work. Additional information is provided in the Purpose/Impact section, and the Status section notes generally how the recommendations have been implemented, including necessary adjustments. The subcommittee origin is also noted as well as the office with oversight and their partners in this work.

  For more up-to-date progress reports, see the regularly updated visual on the DDIE website.

  • Year 1 Recommendations
  • Year 2
  • Incorporated Recommendations
  • Additional Recommendations

   

  Year 1 (2021-2022) Recommendations

   

  1.     DDIE Development Officer
  Description	Assign a development officer to the Office of Diversity and Inclusion to solicit private funding for equity, diversity, and inclusion initiatives at KSU.
  Subcommittee	Faculty
  Oversight	Division of University Advancement
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	The goal is to increase the amount of financial resources available that can support DEI work and programs at KSU. Such resources will extend DDIE’s reach and ability to foster a deeper cultural transformation.
  Status	As of fall 2021, University Advancement has appointed a current development officer to work with DDIE. In the next academic year, the partnership will be reviewed to determine if additional support is needed.

   

  2.     Designated CETL Faculty Fellow
  Description	Provide faculty with training and education on opportunities to appropriately include race in their courses. The university should also explore the opportunity to appoint a designated faculty fellow to the Center for Excellence in Teaching and Learning (CETL) to spearhead the programming and scholarship associated with this initiative.
  Subcommittee	Curriculum
  Oversight	Center for Excellence in Teaching and Learning
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	This recommendation will add additional expertise to CETL and bring in a person dedicated to cultivating race-related curriculum development. This fellow’s focus will help interested faculty develop competencies to teach about and discuss race more confidently.
  Status	CETL and DDIE crafted the call for this fellow, which has been named the CELT Faculty Fellow for Inclusive Excellence (Race-Focused). The two units envisioned an ongoing call, funding permitting, that would shift affinity focus according to KSU’s needs. This first iteration will focus on race, in line with the Task Force charge. Applications for this fellow were accepted through an extended deadline of April 10; however, no one applied. The fellowship will be revisited in AY 2022-2023 with the application going live in spring 2023.

   

  3.     Diversity and Inclusion Statement
  Description	Diversity and Inclusion Statement in Syllabi of University Courses
  Subcommittee	Students
  Oversight	Division of Diverse and Inclusive Excellence
  Partners	Faculty Affairs
  Purpose/Impact	DDIE will recommend a general interdisciplinary D&I statement, which will be made available to KSU faculty for use in their syllabi. The inclusion statement will allow faculty who use it to signal to students their intention to cultivate open dialog and engage in challenging yet necessary conversations. The statements help solidify KSU’s commitment to creating an inclusive and informed community.
  Status	DDIE has developed the statement, which can be found on the DDIE website.

   

  4.     Division-Level Diversity Liaisons
  Description	Establish division-level diversity liaisons to serve as a point of access for cultivating racial diversity awareness and best practices, facilitating a sense of belonging, and providing confidential support for staff at all levels to safely share any grievances or experiences of discrimination and microaggressions without fear of retaliation.
  Subcommittee	Staff
  Oversight	Division of Diverse and Inclusive Excellence
  Partners	Selected Divisions
  Purpose/Impact	DDIE currently works with Diversity Liaisons representing KSU colleges; this recommendation calls for the extension of that program to administrative divisions. Liaisons serve as a DEI resource for their divisions and further DDIE’s impact by creating and executing a strategic plan that meets needs within that division.
  Status	DDIE identified five units to serve as an initial cohort of division liaisons: Academic Affairs, Faculty Affairs, Student Affairs, Office of Research, and Human Resources. DDIE has solicited nominations for these liaisons, and these individuals will begin to serve in spring 2022. During that semester, they will work with the Diversity Curriculum Specialist in DDIE to complete training and to develop strategic plans for their divisions. While Liaisons support the DEI needs of their divisions and colleges, they are not charged with handling grievances.

   

  5.     Faculty Training for Including Race in Courses
  Description	Provide faculty with training and education on opportunities to appropriately include race in their courses. The university should also explore the opportunity to appoint a designated faculty fellow to the Center for Excellence in Teaching and Learning (CETL) to spearhead the programming and scholarship associated with this initiative.
  Subcommittee	Curriculum
  Oversight	Center for Excellence in Teaching and Learning
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	CETL and their newly appointed Faculty Fellow for Inclusive Excellence (Race-Focused) will design a series of courses to help faculty develop necessary knowledge and competencies for incorporating race in their courses. Faculty can participate in any individual workshop(s) or complete a series for a micro-credential.
  Status	CETL and DDIE were going to develop the menu of courses over summer 2022 once a Faculty Fellow was selected. Without a Fellow, CETL and DDIE are discussing alternative ways to offer such trainings in the 2022-2023 academic year.

   

  6.     First-Generation Student Initiative
  Description	Implementation of First-Generation Student Retention Initiative / Implementation of First-Generation College Student Information Sessions for University Faculty and Staff
  Subcommittee	Students
  Oversight	Associate Vice Provost for Student Success
  Partners	Division of Diverse and Inclusive Excellence, Student Affairs
  Purpose/Impact	Currently, KSU has First-Gen First, a program that supports first-generation students, and several units have additional first-generation programming. The goal with this recommendation is to review current supports and introduce additional or centralized programming as necessary. The Presidential Task Force on Student Success is looking at this topic as part of its work, as well. The recommendation will require reviewing current programs, identifying best practices for this type of program, adjusting the current structure, and implementing any new supports and programming. This recommendation will require training key groups such as advisors and faculty on how to work with first-generation students successfully.
  Status	DDIE is working with different teams to review current offerings, gather data, and explore similar programs at other institutions. In late spring/summer 2022, KSU enlisted external experts as part of a broader assessment of student success who also reviewed first-generation student data and programming. Personnel changes and hiring have resulted in a new team supporting this initiative. DDIE will continue working with this team throughout AY 2022-2023.

   

  7.     Grant Application
  Description	Develop an annual expectation that each college will submit one equity, diversity, and inclusion-focused grant under the leadership of their respective Faculty Diversity Liaison.
  Subcommittee	Faculty
  Oversight	Office of Research
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	The goal is to increase the amount of resources available to fund DEI-related work and especially support scholarly activity in this area.
  Status	Given the existence of programs within the Office of Research that already support faculty grant development as well as the particular charge of Diversity Liaisons (see the “Division-Level Diversity Liaisons” recommendation), it was determined that this recommendation should focus on acquiring the expertise necessary for successful institution-level diversity grant applications. With this in mind, the Office of Research initiated a search for a grant writer with such expertise. The individual onboarded in spring 2022 and will in part work with faculty applying for collaborative, interdisciplinary grants in this space.

   

  8.     International Faculty Handbook
  Description	Develop an interactive guide or handbook to assist international faculty at KSU.
  Subcommittee	Staff
  Oversight	Human Resources
  Partners	Division of Diverse and Inclusive Excellence, Division of Global Affairs, Faculty Affairs
  Purpose/Impact	The goal is to provide international faculty – and staff as well – information that supports their particular employment needs.
  Status	Human Resources completed the handbook and developed a digital version accessible through the Division of Global Affairs website.

   

  9.     Job Advertising Protocols
  Description	Establish institutional protocols to uniformly advertise faculty positions in strategic external publications and venues.
  Subcommittee	Faculty
  Oversight	Human Resources
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	Multiple recommendations focused on recruitment and retention efforts. Developing new job advertising supports will work to increase the diversity of applicant pools, which will translate to a more diverse workforce at KSU. The action steps focus on creating a searchable database of targeted recruitment sources, as well as exploring social media advertising best practices.
  Status	DDIE, Human Resources, and Faculty Affairs discussed available tools and needs for search committees. This information has been put together on a dedicated webpage and provides additional guidance on inclusive hiring practices and available supports. DDIE developed a searchable database of targeted recruitment resources, which will help search committee chairs and hiring managers identify additional advertising possibilities.

   

  10.  Minority Affinity Group Support
  Description	Establish a peer mentoring program for minority faculty to support their retention and progression at KSU.
  Subcommittee	Faculty / Staff
  Oversight	Center for Excellence in Teaching and Learning
  Partners
  Purpose/Impact	The goal is to form communities to support minority faculty at KSU and to provide a space for discussing minority faculty issues.
  Status	CETL has formed and launched three mutual mentoring groups (MMGs): BIPOC Faculty, International and Global Faculty, and Parents in Academia. As part of the Task Force, additional funding will be provided to support the groups’ activities in the 2022-2023 academic year.

   

  11.  Online Training for Search Committees
  Description	Develop mandatory online equity, diversity, and inclusion training for all search committees at KSU.
  Subcommittee	Faculty
  Oversight	Human Resources
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	Inclusive hiring training offers an opportunity for search committees to develop specialized competencies and ensure respectful treatment of all applicants. Given that search committees are the first point of contact between KSU and applicants, it is critical that their efforts reflect best practices.
  Status	DDIE has chosen a digital training product and is working with UITS to get it into place. The module will be made available in spring 2023.

   

  12.  P&T Review
  Description	Periodically review P&T data trends to evaluate the success of minority faculty and to provide support to ensure the success of minority faculty.
  Subcommittee	Faculty
  Oversight	Human Resources
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	The challenges for BIPOC faculty advancement are widely known, and review of KSU’s P&T data is an opportunity to determine if there is a systemic issue here. This is also an opportunity to make clear KSU’s support for BIPOC faculty and continue to remove challenges.
  Status	As of December 2021, key administrators reviewed promotion and tenure data from the past five years (2016-2021) to determine if there are any significant trends. A final report provides a high-level overview of the findings. Support is currently provided through our institutional membership in the National Center for Faculty Development and Diversity (NCFDD). NCFDD provides on demand access to mentoring, tools, and support needed for faculty members to be successful in the academy.

   

  13.  Policies and Procedures for Reporting and Redress
  Description	Ensure all policies and procedures provide clear guidelines for KSU staff on how to report and seek redress for racial issues.
  Subcommittee	Staff
  Oversight	Office of Institutional Equity
  Partners	Legal Affairs, Division of Diverse and Inclusive Excellence, Human Resources
  Purpose/Impact	The KSU community needs to know how and where to report issues when they arise. This recommendation seeks to make sure that staff – as well as faculty – know these procedures.
  Status	The Office of Institutional Equity provides information on processes and procedures for reporting and seeking redress for racial issues Faculty members, staff, or students may submit a report alerting designated staff to racial incidents violating KSU or USG policy.

   

  14.  Title VII and IX Training
  Description	Formal education for students, faculty, and staff regarding Title VII (for race) and Title IX training, sexual harassment, and assault trainings.
  Subcommittee	Staff
  Oversight	Office of Institutional Equity
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	Reviewing and updating as necessary the training opportunities ensures that the KSU community understands these laws, know associated procedures, and can act appropriately if ever in a related situation. Knowledge and compliance means a safer and more inclusive campus.
  Status	Title IX training is mandatory for all students, faculty, and staff. The Office of Institutional Equity provides Title VII training upon request. OIE is currently reviewing options to provide Title VII training in digital format. DDIE is working with OIE to make sure that Title VII and Title IX information is easily accessible and appropriately linked throughout the KSU website.

   

  15.  Unrest Responses
  Description	As appropriate, develop culturally responsive statements in response to unrest in a timely manner.
  Subcommittee	Staff
  Oversight	Office of Strategic Communications and Marketing
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	The goal of this recommendation is to review policies for responding to racially motivated events. The recommendation raised concerns regarding how messages are crafted and communicated.
  Status	Kennesaw State University has a detailed internal crisis communication plan in place that is activated for any campus crisis, including those involving racial issues. The plan is fluid, and the Chief Diversity Officer is an integral member of the university’s crisis communication team and does assist with responses to racially motivated crises.

   

  Year 2 

  The recommendations for Year 2 were fully vetted in summer and early fall 2022 for implementation in AY 2022-2023. DDIE convened all personnel with whom this next wave would rest in November 2022, though work began on certain recommendations prior to this. 

  16.     Annual Conference
  Description	Establish an annual KSU Equity, Diversity, and Inclusion Conference to provide a venue to advance this work regionally and nationally.
  Subcommittee	Faculty
  Oversight	Radow Institute for Social Equity (RISE)
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	The purpose of establishing an annual Equity, Diversity, and Inclusion conference is to develop insight from colleagues committed to advancing diversity, equity, and inclusion. The conference can be designed to foster increased collaboration between researchers and practitioners in Diversity & Inclusion (D&I) as well as to establish D&I Research as a field of academic and applied study. The conference can also serve to generate new ideas and share resources in a collaborative space where professionals from across the campus (USG campuses & world) attend and engage to expand our understanding of how we can foster an inclusive and diverse work/learning environment and bring best practices into our organization and support a culture of inclusion.  The conference will provide attendees the opportunity to reflect on their position on the KSU campus (or home campus) and in the community and their impact on others, particularly as it relates to issues of equity and inclusion.  The conference should be open to faculty and students.
  Status	RISE will hold a race-focused conference in the latter half of March. Additional details will be shared with the KSU community in early spring 2023.

   

  17.     Campus Learning Community for Search Committee Practices
  Description	Develop a campus learning community around search committee practices that promote equity, diversity, and inclusion at KSU.
  Subcommittee	Faculty
  Oversight	Division of Diverse and Inclusive Excellence
  Partners
  Purpose/Impact	This recommendation focuses on how best to support search committees and promote equitable hiring practices.
  Status	DDIE will work with the Diversity Liaisons to organize a learning community focused on search committee practices. This will be a chance to discuss common concerns and share best practices and experiences. DDIE is also exploring the possibility of providing stipends to participants.

   

  18.     CETL Targeted Programming
  Description	Develop targeted programs through CETL to foster minority affinity groups and equity, diversity, and inclusion focused learning communities.
  Subcommittee	Faculty
  Oversight	Center for Excellence in Teaching and Learning
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	This recommendation builds upon other CETL-DDIE oriented recommendations, looking for additional ways to develop instructional expertise and supports.
  Status	DDIE and CETL will determine additional programming to offer in spring 2023.

   

   

  19.     Convocation/Sophomore Experience Speaker
  Description	Convocation Speaker/Sophomore Experience Activities
  Subcommittee	Students
  Oversight	Student Affairs
  Partners
  Purpose/Impact	This recommendation is an opportunity to engage with local or regional D&I leaders and have their expertise excite and inspire the students at these major events.
  Status	Convocation is a Presidential Event, with a committee chaired by the VP for Student Affairs that shapes and suggests the flow of the event for the President's approval. The committee is typically diverse in membership and seeks the input of a diverse array of students. Attention is also paid to the diversity of the speakers, both visible diversity and diversity of experience.  FLIGHT represents a new opportunity to build DEI conversation into major student events. A diverse student advisory committee will be formed to participate in planning along with Student Affairs' new Department of Engagement and Belonging. Organizers welcome all suggestions on how to highlight diversity and inclusion in such programming.

   

  20.     Curriculum Infusion of Race
  Description	Infuse race as appropriate into existing courses across all disciplines.
  Subcommittee	Curriculum
  Oversight	Academic Affairs
  Partners	Division of Diverse and Inclusive Excellence, Registrar
  Purpose/Impact	The infusion of race across disciplines opens up an opportunity for all programs to envision how race can be a part of their curriculum. The exact form and purpose will depend largely on the discipline and so this work will require extensive support and cooperation.
  Status	DDIE has been working with Academic Affairs to identify race-focused courses at KSU and determine the best way to share this information with students.

   

  21.     Diversity Plan and Communications
  Description	Develop a diversity plan for KSU to evaluate the progress towards specific goals regarding action steps taken to alleviate racial issues and increase accountability.
  Subcommittee	Staff
  Oversight	Division of Diverse and Inclusive Excellence
  Purpose/Impact	This recommendation will be implemented when a permanent CDO is appointed.
  Status	A permanent CDO should be hired in spring 2023, at which point work can begin on this recommendation.

   

  22.     Diversity Report Cards
  Description	Establish a diversity report card to outline specific goals and outcomes to be used to measure each division’s progress toward achieving strategic goals that address the racial diversity of their respective units.
  Subcommittee	Staff
  Oversight	Division of Diverse and Inclusive Excellence
  Partners	Various offices across campus
  Purpose/Impact	This recommendation identifies the need to gauge progress on DEI practices and programing throughout KSU. Additional research is being conducted on such tools used at other institutions.
  Status	DDIE has completed the design of the Diversity Scorecard and will share the results with senior leadership. The goal is to test the proposed scorecard in spring 2023.

   

  23.     Expert Engagement
  Description	Engage the expertise of equity, diversity, and inclusion subject experts and researchers to help guide best practices at KSU.
  Subcommittee	Faculty
  Oversight	Division of Diverse and Inclusive Excellence
  Partners
  Purpose/Impact	The recommendation identifies faculty with high impact practices and an active interest in DEI work. By recognizing such efforts, KSU can demonstrate how it values those contributions and supports their expansion or emulation.
  Status	DDIE is exploring options for tracking DEI activities in Watermark and highlighting successful practices across the university.

   

  24.     General Education Race Course
  Description	Create a course dedicated to the topic of race that can serve as an option within the university’s general education curriculum.
  Subcommittee	Curriculum
  Oversight	Academic Affairs
  Partners	Division of Diverse and Inclusive Excellence, select faculty
  Purpose/Impact	This recommendation calls for the creation of an optional general education course that offers interested students a chance to develop a deeper understand of race.
  Status	After conversations with Academic Affairs, it was determined that introducing a minor focused on race would be more feasible. DDIE is working with Academic Affairs to make this happen. Faculty experts on this topic are helping to design this proposed minor path.

   

  25.  Postdoctoral Fellowship
  Description	Offer postdoctoral fellowships to attract and engage diverse pools of candidates as researchers and postdoctoral instructors.
  Subcommittee	Faculty
  Oversight	Radow Institute for Social Equity (RISE)
  Partners	Office of Research
  Purpose/Impact	The goal of this recommendation is to bring in additional expertise on diversity/race-related research, which also works towards R2 Roadmap goals. Having this opportunity regularly will distinguish KSU as an institution that values such research and fosters its development. The Office of Research has confirmed that it can fund the initial year for such a postdoc. Additional funding will need to be secured for future years.
  Status	RISE and the Office of Research developed the post-doctoral position and after a national search have selected a researcher. That person began at the start of spring 2023.

   

  26.  Racial Progress Project
  Description	Implement an anti-racism project to study and contribute to dismantling systems of racism. To be known as the Racial Progress Project (RPP), this initiative should be led by the [Division of Diverse and Inclusive Excellence] and utilize the content expertise of C.O.R.E.D. and CETL. The conceptual framework for RPP should be comprised of the following three components: Educating, Listening, and Collaborating.
  Subcommittee	Curriculum
  Oversight	Radow Institute for Social Equity (RISE)
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	The RPP will bring together materials focused on teaching race in various disciplines across campus. By bringing together such materials, faculty are provided a solid foundation for building race into their courses. The units involved will also organize a series of speakers to share their expertise on campus.
  Status	RISE is taking the lead in developing this repository. Plans are in place to apply for grants to support this work as appropriate materials and space are identified.

   

  27.  Staff Equity in Hiring, Positions, and Salary
  Description	Conduct an assessment of staff equity through Human Resources to evaluate hiring practices, positions, and salary disparities by race as well as the impact of disparities on racial equity among staff at various levels.
  Subcommittee	Staff
  Oversight	Human Resources
  Partners
  Purpose/Impact	The recommendation seeks to ensure that all staff receive equitable pay and opportunities.
  Status	Work has been ongoing with this effort. More on HR’s progress on this matter can be found on its website.

   

  28.  Student Input for Programming
  Description	Ensure student voices are heard when designing and developing programming for students of color and other marginalized populations.
  Subcommittee	Students
  Oversight	Student Affairs
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	This recommendation seeks to increase student involvement, especially the diversity of those voices, in planning programming at KSU.
  Status	Student Affairs and related offices have several opportunities currently in place and in the works to solicit input and amplify diverse voices.

   

  29.  Student Participation
  Description	Offer a “diversity” badge based on programs attended or a certificate as incentive for participation. / Track student participation in DEI programs/events.
  Subcommittee	Students
  Oversight	Student Affairs
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	This recommendation offers students an opportunity to develop their own DEI skills through a badge program. By attending specially designated events and additional training or workshops, students can distinguish themselves as possessing a unique interest or skillset.
  Status	DDIE is working with Student Affairs (Cultural and Community Centers in particular) to develop a student badge for engagement with diversity-related events and trainings. The team is looking to see how OwlLife can be used to accomplish this.

   

  30.  Support for Race-Informed Teaching
  Description	Increase support through CETL and the [Division of Diverse and Inclusive Excellence] and for faculty teaching courses involving race.
  Subcommittee	Faculty
  Oversight	Center for Excellence in Teaching and Learning
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	The goal is to build more supports for faculty whose teaching focuses on race. The recommendation calls for different professional development opportunities as well as support for developing goals related to race in their FPA.
  Status	DDIE is discussing ways of tracking DEI work in Watermark as well as offering additional training with CETL.

   

  31.  University Concerns Page
  Description	Highlight the University Concerns Page
  Subcommittee	Students
  Oversight	Legal Affairs
  Partners	Division of Diverse and Inclusive Excellence
  Purpose/Impact	To review the current Concerns page and determine what improvements are needed for reporting concerns, following up on cases, and promoting the use of the Concerns page.
  Status	Legal Affairs has hired a new Director for Risk Management and Data Privacy; this person will oversee the Concerns portal. DDIE will meet with this individual in early spring 2023.

   

  32.  University-Wide Collaboration
  Description	Collaborate with any future institutes within the university dedicated to issues of race and diversity to engage equity, diversity, and inclusion guest scholars, artists, and leaders in special curricular and campus programming (i.e., equity, diversity, and inclusion lecture series).
  Subcommittee	Faculty
  Oversight	Division of Diverse and Inclusive Excellence
  Partners
  Purpose/Impact	The goal with this recommendation is to raise the profile of different centers and programs that engage with diversity and inclusion, while encouraging greater activity among their faculty and students.
  Status	KSU has many practices and bodies in place that support collaboration between different units and audiences. Diversity Liaisons ensure that units have strong DEI practices in place. Presidential commissions offer individual involvement opportunities. Other PTFOR recommendations will establish or promote other opportunities for collaboration.

   

  Incorporated Recommendations

  The following recommendations have been either incorporated or satisfied by other recommendations.

  33.     Faculty Recruitment/Retention
  Description	Follow national innovative hiring guidelines to recruit diverse faculty and engage high-impact equity, diversity, and inclusion practices to retain minority faculty.
  Subcommittee	Faculty
  Status	Other recommendations spoke to the same set of concerns, specifically online training for search committees and job advertising protocols. Given the overlap, it was determined that this recommendation was satisfied by others.

   

  34.     Bi-Annual Anti-Racism Symposium
  Description	Host a bi-annual anti-racism symposium to showcase KSU faculty, staff, and national scholars presenting on race.
  Subcommittee	Curriculum
  Status	Two recommendations for conferences or symposiums came out of different subcommittees. It was determined that only one such event is necessary at this time. The Annual Conference recommendation therefore synthesizes these calls and will begin planning for such an event.

   

  35.     Diversity Liaison on the Provost Office
  Description	Identify a liaison for faculty equity, diversity, and inclusion initiatives in the Office of the Provost (i.e., Associate Vice President of Faculty).
  Subcommittee	Faculty
  Status	The Division-Level Diversity Liaison recommendation provides an opportunity to appoint someone for the Provost’s Office as well as the major units under that division.

   

  36.     CETL-DDIE Collaboration
  Description	Increase collaboration between the Office of Diversity and Inclusion and CETL to support equity, diversity, and inclusion focused professional development opportunities for faculty.
  Subcommittee	Faculty
  Status	Given the number of recommendations focused on DEI programming within CETL, much of which DDIE will have a role in creating, it was determined that this recommendation as written was satisfied. The continuation of these programs will ensure CETL and DDIE’s ongoing collaboration.

   

  37.     Minority Faculty Peer Mentoring
  Description	Establish a peer mentoring program for minority faculty to support their retention and progression at KSU.
  Subcommittee	Faculty
  Status	CETL currently supports multiple minority mutual mentoring groups (MMGs); they are dedicated to BIPOC Faculty, Parents in Academia, and International and Global Faculty. Groups are already in place, and under the revised Minority Affinity Group Support recommendation, the MMGs will receive financial support for their activities.

   

  38.     International Faculty Affinity Group
  Description	Create an affinity or support group for international faculty.
  Subcommittee	Staff
  Status	CETL currently supports an International and Global Faculty mutual mentoring group (MMG), which satisfies this recommendation.

   

  Additional Recommendations

  There were two recommendations made that were not attached to specific committees. 

   

  39.    Office of Diversity and Inclusion Name Change
  Description	The Office of Diversity and Inclusion should change its name to “The Division of Inclusive Excellence and Diversity” to better capture the current and future work of this office.
  Status	As of summer 2021, the Office of Diversity and Inclusion was redesignated as the Division of Diverse and Inclusive Excellence (DDIE).

   

  40.     Bartow Land
  Description	Address challenges associated with the controversial Bartow land accepted by KSU in 2008.
  Status	Through the direction of President Whitten, the Bartow land gift was transferred to the county in February 2020.

• Members

  The Division of Diverse and Inclusive Excellence sincerely thanks all that served on this task force. Your contributions will be the foundation continued growth and meaningful change at Kennesaw State University.

  • Full Name
    Position²
    Subcomittee
  • Dr. Sylvia Carey-Butler
    Dr. Sylvia Carey-Butler
    Faculty
  • Michael Aniagboso
    Student Diversity Ambassador
    Curriculum
  • Claire Beaudro
    Career and Internship Advisor
    Students
  • Ryan Cotton
    President of the National Pan-Hellenic Council and member of Zeta Phi Beta Sorority, Inc.
    Students
  • Joe Handy
    President and CEO at National Black MBA Association
    Faculty
  • Dr. Todd Harper
    Associate Professor of English
    Faculty
  • Jancarla Hernandez
    Student Activities Coordinator – Marietta campus
    Curriculum
  • Dr. Arvin Johnson
    Associate Professor of Educational Leadership
    Faculty
  • Ashley McDonald
    Graduate Research Assistant and student in the Master of Science in Integrative Biology program 
    Staff
  • Lesley Netter-Snowden
    Assistant Vice President of Campus Services
    Staff
  • Nicole Phillips
    Associate Director of Student Advocacy and Part-Time Instructor of Integrative Studies
    Staff
  • Dr. Ivan Pulinkala
    Dean of the College of the Arts
    Faculty
  • Donna Reddix
    Director of the Office of Institutional Equity and Title IX Coordinator
    Curriculum
  • Dr. Benjamin Scafidi
    Director of the Education and Economics Center and Professor of Economics
    Policies and Procedures
  • Edward Stephens
    Assistant Vice President for Public Safety and Chief of Police
     
  • Jordan Stevenson
    Director of Student Recruitment
    Students
  • Orie Thornton
    Human Resources Business Partner Manager
    Policies and Procedures
  • Dr. Sonia Toson
    Interim Chief Diversity Officer; Director of Diversity Relations for the Coles College of Business and Associate Professor of Business Law
    Curriculum 
  • Andrew Vasquez
    Student Fraternity representative member of Kappa Alpha
    Policies and Procedures
  • Breana Ware
    Assistant Legal Counsel
    Policies and Procedures
  • Jessica Watkins
    Undergraduate Athlete for Women’s Track and Field and Vice President of the Student Government Association
    Students
  • Dr. Chi Zhang
    University Ombuds and Associate Professor of Information Technology
    Students
  • Dr. Tristan Glenn
    Associate Professor of Special Education and Director of Call Me MISTER at KSU
    Curriculum 
  • Dr. Christina Scherrer
    Professor and Chair of Industrial and Systems Engineering
    Curriculum 
  • Dr. Kadian Callahan
    Professor of Mathematics Education and Assistant Dean for Faculty and Student Success in the College of Science and Mathematics
    Students
  • Antremeka Knight
    Assistant Vice President of Budget and Planning
    Staff
  • Dr. Ronald Briggs
    Associate Vice President of Student Affairs and Dean of Students
    Students
  • Dr. Gloria Laureano
    Senior Associate Vice President of Student Affairs 
    Students
  • Revi Woody
    Student Representative, Office of Diversity of Inclusion
    Students
  • Kenny Randolph
    Division of Global Affairs
    Students
  • Maya Parr
    Student Representative 
    Students
  • Keoni McKeever
    Student Representative 
    Students
  • Duane Manns
    Public Safety
    Students
  • Dana Levin
    Student Representative 
    Students
  • Jeff Chastine
    College of Computing and Software Engineering
    Students
  • Dr. Corrie Davis
    Assistant Professor of Educational Research
    Curriculum 
  • Dr. Brian Culp
    Professor and Interim Department Chair Department of Health Promotion and Physical Education
    Curriculum 

  ---

  ²Positions listed reflect the position held at the time of service.