“I do feel they’re important,” Earle said. “I think it’s a good first step. In some ways, the problems we had, like the staff had, are some of the same problems that I think we’re going to have with diversity and inclusion.”
In a recent announcement, the college laid out parts of the diversity action plan that are on track — such as developing a Fall 2016 campus-climate survey — and parts of the plan that are falling behind — such as developing a community review board for the Office of Public Safety and Emergency Management.
Derald Wing Sue presented on the topic of microaggressions and their occurrence in higher education as the keynote speaker at the college’s seventh annual Engaging Communities Luncheon March 8.
In Fall 2015, Ithaca College set a timeline for addressing issues regarding diversity and campus climate. Although the plan covers a timeline of roughly 2 1/2 years, Roger Richardson, associate provost of diversity, inclusion and engagement and interim chief diversity officer, said it is not realistic for all deadlines to be made.
Rankin & Associates, a third-party consulting company, presented to Ithaca College students, faculty and staff Feb. 2 regarding its plans to develop and carry out the survey.
Ithaca College instituted new guidelines for recruiting candidates from underrepresented backgrounds for new faculty positions Sept. 21, and new guidelines for staff will be implemented by mid-October.
Ithaca College is planning on administering a new campus-climate survey next fall, four years after the previous climate survey, which revealed a stark perception gap between different groups regarding diversity and inclusivity on campus.
Students, faculty, staff and administration attended a presentation hosted by the Ithaca College Student Government Association about the ongoing issue of microaggressions on campus April 25 in Textor 102 — the third of its kind and the first that administrators have attended.
