Organizational and professional development focused on issues of diversity, inclusion, and equity

2016 Update

Progress was made this academic year to enhance professional development focused on diversity and inclusion.  Administration designated $25,000 from college dollars to offer eight culturally responsive trainings/workshops to  employees and students. Approximately, five hundred fifty employees attended these opportunities.  Additional participant data will be collected and examined summer 2016.  In addition, Century ran two cohorts of SEED (Seeking Educational Equity and Diversity). This nine month training series focuses on personal growth and awareness of our own biases and assumptions around areas of difference.  Also offered were two cohorts of Century's Institute for Culturally Responsive Pedagogy (ICRP) facilitated by Century's own faculty trainers.  The thirty hour Institute is based on an anti-racist framework and focused on examining the system of education, culturally responsive teaching and classroom practices, and culminated in an action based project beginning with the revision of one's syllabi and/or work area policies. Based on AtD cohort data, the College experienced an increase of 0.1 percentage points in term to term retention between Fall 2013-Spring 2014 and Fall 2014-Spring 2015, from 81.6% to 81.7%.   Nearly all racial/ethnic groups exhibited a slight increase in retention with the exception of white students. We believe SEED and ICRP are two major strategies contributing to the decrease in our opportunity gap, and creating a more culturally responsive institution for all of our students.


2015 Update

Our data has shown improvement in persistence of many of our marginalized student groups.  For example,  persistence among African American students increased nearly 10 points. This increase narrowed the gap between African American and White students to 4.5 points.

As excited as we are with this progress, many at the college see the need to continue to focus our professional development and organizational structure on student success and issues of equity. We believe the narrowing of the achievement gap was a result of some of the intentional efforts listed below:

* Diversity and Equity Training focused on becoming a Culturally Responsive Institution. This inludes Culturally Responsive Pedagogy and Culturally Responsive Service.
*President Anderson reiterated a campus commitment to closing the Achievement Gap by 2020.
*Training for Administrators focused on becoming anti-racist leaders. This included each Administrator taking the Intercultural Development Inventory (IDI).
*Training has been offered to department supervisors on being culturally responsive. This included each Supervisor taking the Intercultural Development Inventory (IDI).
*Continued focus within units/departments on student data and student success during college professional days.
*Continued offering of S.E.E.D (Seeking Educational Equity and Diversity); nine-month long professonal development opportunity; over 140 faculty, staff, and administrators have particpated in S.E.E.D to date
*Creation and implementation of  an “Institute for Culturally Responsive Pedagogy”. Two cohorts of Century faculty have participated in the Institute in the past eighteen months. The college has made a commitment to institutionalize this program by having Century faculty become in house trainers.
*Development and implementation of an Equity Competency Assessment; each unit/department within the college will take the assessment and develop action plans based on areas of growth determined.
*The percent of diverse hires is improving.  The Director of Human Resources with our Chief Diversity Officer have bolstered the search process through pool certification and more closely monitor final hiring decisions and seek specific justifications where we find missed opportunities.  It is also required for HR to meet with every search committee prior to the beginning of the search.
*Creation and implementation of a financial literacy training for frontline staff, student services staff and faculty to better understand and help our students.

Century continues to work with vigor on very intentional strategies to reduce and eliminate the achievement gap.


2013 Update:

Planning and implementation of the Fall 2012 Opening Days; setting the tone for the year and building on the Spring 2012 All-College development day work on equity and deeper conversations around race. This day set the stage for further conversations across campus, and provided numerous development opportunities for faculty to engage specific issues of equity, diversity, and inclusion.

Planning and implementation of All College Data Day; working toward developing a culture of evidence and providing work time for departments to review critical data elements relating to their work. In most cases, particularly in academic and student services units achievement gap data was in the forefront. The college set up a sharepoint site for the event and all documentation was loaded in the site and programmatically gathered for purposes of review and evaluation. Review of the departmental and institutional data was intended to lead into preparation of departmental Student Success Action Plans.

Planning and Implementation of All College Celebrate Century Day; Along with an overview of college-wide data related to employee opinions of college climate, all departments were provided time to work on sharepoint templates developed to ensure consistency in gathering Student Success Action plan departmental information.

Development of an 18th month calendar: Working with the variety groups included in the Team an all-inclusive calendar has been drafted for review and revision this spring/summer. The college has access to an online learning management system (STARS) that will be used to promote the calendar, provide registration and document attendance and tracking for the planned sessions. The College organizational and professional development efforts will be centered around diversity, inclusion, and equity over the next four years, with the intention of expanding our shared understanding of diversity, inclusion, and equity, improving our ability to meet the needs of our changing and increasingly diverse student body, and deepening the our engagement with local communities of color.



ID 15851

To contact this college about this intervention, take note of the ID above, ID #15851, and then fill out the intervention contact request form

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