December 2020 Meeting Summary

Task Force on Diversity, Equity and Inclusion 

The task force met December 9, 2020. Members of the committee in attendance virtually, were: 

  • Edwin Bah
  • Martin Camacho
  • Cammie Dean
  • Monique Fields
  • Ruby Garrett
  • Victoria Hurtt
  • Delores Jackson
  • Jamilah Kangudja
  • Adam Lei
  • Marcos Lopez
  • Oku Okeke
  • Mario Ramirez
  • Judy Salazar
  • Mendelson Seaman
  • Tiffany Stewart
  • Diann Taylor

 Ex Officio Members 

  • Suzanne Shipley
  • Keith Lamb
  • Marcus Jones

Subcommittee updates. The timeline for subcommittee work was reviewed, including a target date of 3/30/2021 to have a completed draft set of recommendations ready to share with Faculty Senate, SGA and Staff Senate prior to final submission to the Board of Regents in May. The two subcommittees that have been actively meeting provided updates. 

  • Campus Culture. This group is currently going through the process of prioritizing 19 recommendations drafted over the past month. A “top ten” set of recommendations should be ready to submit to the Action Plan Subcommittee next week.
  • Human Resources. This subcommittee has drafted five recommendations, primarily related to how we distribute job postings and the hiring process itself.

Consultant Nehrwr Abdul-Wahid recommended the committee focus on outcomes (as opposed to “activities”) in the process of considering and evaluating the recommendations. “Separate the why from the what.” He also suggested considering intercultural development profiles in the course of identifying appropriate actions and training/development processes. 

The CampusLabs platform, currently used for assessment purposes in the Student Affairs division, was recommended as a hub for tracking progress on the final DEI action plan. 

Small group discussion. Task force members spent 10 minutes discussing desirable outcomes for DEI efforts being considered currently. Key takeaways included the following. 

  • Wanting to see a faculty/staff that reflects the very diverse student population.
  • MSU community members feeling empowered where DEI is concerned.
  • Using data to inform decisions and having clear metrics for success.
  • Increased participation of all students, including white students, in MOSAIC programming and events coordinated by culturally-based student organizations.
  • A Wichita Falls that is more welcoming and relatable for potential MSU faculty/staff.

Defining success for DEI efforts at MSU. Abdul-Wahid reviewed two models for providing structure to task force recommendations. 

  • Success as an outcome of bolstering existing capacity and eliminating/minimizing interference.
  • Diversity as an iterative cycle involving three critical factors: Vision, Practice and Policy. 

Group Development Plan. Per Abdul-Wahid, the task force members will benefit from an exercise appropriate to our group profile results from the Intercultural Development Inventory. As such, we will work in pairs to research and share information on the historical context of DEI work at MSU. This “homework” will be due two weeks before the next large group meeting.