A Plan for Equity and Inclusion at St. Olaf
2019
Develop and sustain an inclusive, culturally-competent community that intentionally engages, uplifts and celebrates all diversity; removes barriers to full participation in the St. Olaf community and to a St. Olaf education; provides opportunities for students and faculty and staff members to thrive at St. Olaf; and holds all members of the St. Olaf community accountable for the realization of this plan.
1. Ensure the development of an inclusive, culturally-humble and culturally-competent community.
a. Provide regular, on-going education and training.
b. Provide specialized training for hiring managers, supervisors, and advisors, and for students and faculty members engaged in off-campus learning.
c. Communicate visible and credible messages of belonging in the college’s signature events, and in spaces and public artwork.
2. Intentionally engage and uplift all diversity so as to enrich learning, student life and worship, community organizations and events, and work at St. Olaf.
a. In the curriculum and classroom setting, explore and engage with diversity and related social, political, religious, and/or cultural dynamics where appropriate.
b. Enhance opportunities for inter-faith and inter-religious partnerships and events.
c. Expand opportunities for intentional and informed engagement between those of dissimilar backgrounds, identities and viewpoints.
d. Explore issues related to the complexity of our identities through enhanced programming of existing centers and through collaborative programming among them.
3. Ensure that students, staff, and faculty have support and opportunities to thrive at St. Olaf and beyond.
a. Strengthen and advance a culture of inclusion through the development of networks and affinity groups, orientation of new community members to promote connections;
identify points of welcome.
b. Invest in robust advising and academic support services.
c. Further under-represented students’ post-baccalaureate preparation through vocational and scholarship/fellowship programming.
d. Enhance support systems to retain under-represented members of the tenure-track faculty and staff.
4. Identify and revise policies, processes and practices that present barriers to education and work.
a. Eliminate any institutional barriers to the full participation of students in high-quality co-curricular programs and activities, so that the racial, ethnic, and gender
composition of these programs and activities is similar to that of the student body as a whole (an existing goal of the St. Olaf Strategic Plan).
b. Examine campus-wide communications, policies, processes and practices; gather user feedback.
c. Examine personnel processes for faculty and staff, including hiring, training and development, performance and tenure and promotion reviews for elements of bias.
d. Collaborate with the local community on matters touching on the needs of students and employees as Northfield residents as these involve issues related to diversity.
5. Hold ourselves accountable for the success of the plan through assessment, reporting, action, and celebration.
a. Gather and regularly review and evaluate information from the community about the campus climate. Draw on existing reporting such as that linked to bias and harassment
to identify issues needing additional attention on a unit-level or college-wide basis.
b. Incorporate candidates’ contributions to diversity, equity, and inclusion in hiring decisions and personnel, tenure and promotion reviews.
c. Regularly report to the college community on progress toward achieving the goals of the Plan for Equity and Inclusion.
d. Celebrate the contributions of alumni, faculty, staff, and students who enhance equity and inclusion at the college.
e. Review and revise the plan annually.
Appendices
Introduction to the Plan
Goal 1
Goal 2
Goal 3
Goal 4
Goal 5
Updated 08/20/19