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.

  • 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.

  • 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.


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

  • 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
       
  • 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 (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.   

     

    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 curated a list of possible statements from which one will be selected. DDIE will share the selected statement by summer 2022.

     

    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.  This information will guide how KSU refines and expands its First-Gen offerings.

     

    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 has a draft of the handbook prepared. Next steps are to review it with other related units (Division of Global Affairs and Faculty Affairs). An appropriate digital home will be set up for the material upon completion.

     

    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

    The DDIE website currently houses lists of targeted recruitment resources. Efforts are underway to add to those lists and make them into a searchable database in spring 2022. Human Resources has been in ongoing discussions regarding best practices for advertising positions and will make available supporting materials and trainings on their website. HR also currently has certain tools that identify high-impact recruitment outlets.

     

    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

    Such training has historically been offered through DDIE or Diversity Liaisons within academic units. DDIE will continue to be the purveyor of this training, though through a standardized online format. The Division is currently sourcing this training. Human Resources and UITS will work with DDIE to track completion of the training. This training module should be made available in AY 2022-2023.

     

    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 findingsSupport 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 subsequent years will be fully vetted in summer 2022 for implementation in AY 2022-2023. Once this process is complete, this section will be updated.

    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

    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.

     

    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

    Purpose/Impact

    This recommendation focuses on how best to support search committees and promote equitable hiring practices.

     

    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

    Purpose/Impact

    This recommendation builds upon other CETL-DDIE oriented recommendations, looking for additional ways to develop instructional expertise and supports.

     

     

    19.     Convocation/Sophomore Experience Speaker

    Description

    Convocation Speaker/Sophomore Experience Activities

    Subcommittee

    Students

    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.

     

    20.     Curriculum Infusion of Race

    Description

    Infuse race as appropriate into existing courses across all disciplines.

    Subcommittee

    Curriculum

    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.

     

    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

    Purpose/Impact

    This recommendation will be implemented when a permanent CDO is appointed.

     

    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

    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.

     

    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

    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.

     

    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

    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.

     

    25.  Postdoctoral Fellowship

    Description

    Offer postdoctoral fellowships to attract and engage diverse pools of candidates as researchers and postdoctoral instructors.

    Subcommittee

    Faculty

    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.

     

    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

    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.

     

    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

    Purpose/Impact

    The recommendation seeks to ensure that all staff receive equitable pay and opportunities.

     

    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

    Purpose/Impact

     This recommendation seeks to increase student involvement, especially the diversity of those voices, in planning programming at KSU.

     

    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

    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.

     

    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

    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.

     

    31.  University Concerns Page

    Description

    Highlight the University Concerns Page

    Subcommittee

    Students

    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.

     

    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

    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.

     

    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.

     

  • 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.

 

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