Institutional Diversity

Institutional Considerations for Equity and Inclusion During COVID-19 

The Senior Leadership Team and the Institutional Diversity Action Committee (IDAC) fully support the guidance and recommendations provided by the Bias Emergency Response Team (BERT), as we come together to emphasize our commitment to a just and compassionate world, even, and especially, during times of crisis.

1. Reject racism, sexism, xenophobia, and all hateful or intolerant speech, both in person and online. Be a “positive bystander” and discourage others from engaging in such behavior. 

2. Do not use terms such as “Chinese Virus” or other comments which cast either intentional or unintentional projections of hatred toward Asian communities. Refer to the virus as either “COVID-19” or “coronavirus” in both oral and written communications. 

3. Recognize the disparities that Black and Latinx/a/o communities are challenged by during COVID-19. Not all individuals within these communities are dealing with the same challenges, but on a national level, COVID-19 is disproportionately impacting Black and Latinx/a/o people. 

4. Address inequities in access to technology, hardware, and software. Ask faculty, staff, and students about their level of access to technology. Use that information to inform the technology choices for your courses, meetings, and programs. 

5. Ensure web and other aspects of accessibility for students for various learning, processing and hearing abilities when using online learning or remote instruction. Check out our Knowledge Base resources to create a more accessible classroom: BlackBoard Ally and Checking for Accessibility in Documents  

6. Help people to speak up. Remote meetings keep us connected, but video conversations can make it challenging for some participants to speak up. Pay attention to participants’ body language or unmuting of themselves. 

7. Be inclusive and remember that everyone has different circumstances. Continue to lead with courage in people’s presence and in their absence. Do not resort or revert to unkind discussions about people, individuals, or groups who may not be in your immediate social circle.

8. Be patient with one another during email, text, and video conversations. Be kind and understanding regarding expectations. Relax expectations that can be impositions, such as demanding business attire for online video meetings or classes, or penalizing participants in online classes for wearing casual attire or turning off their video. Be mindful that people may be operating without needed resources, or access to many material items and services. Keep your focus on the overall goal of the meeting. 

9. Remember to practice self-care! Pay attention to your mental health, manage yourself before managing others, and make time for your physical and emotional needs. 

Our Commitment to a Diverse and Inclusive Community

At Stonehill College, we believe in the inherent dignity of each person and are committed to nurturing and valuing a culture where differences are openly shared and affirmed. As mutual respect is a cornerstone of educating the whole person, we aspire to build and maintain an honest, just and compassionate community. Stonehill aims to empower each of its members to challenge and support one another and to embrace our human solidarity, which we understand as essential to inclusivity.

Honoring human difference in its many forms is the responsibility of everyone at the College, both individually and collectively. As such, we will work together to address inequities and contribute to a more just world.

Increasing the diversity of our community is an active priority. We have developed, and will continue to expand and refine, engaging programs, practices and experiences that promote a culture of belonging.

To learn more about the many ways in which the College demonstrates its ongoing commitment to our community and to social justice efforts both within and far beyond our campus, please visit our Diversity Resources page.

Institutional Diversity Action Committee

Led by the President and Assistant to the President for Institutional Diversity/ Director of Intercultural Affairs, the Institutional Diversity Action Committee (IDAC) is charged with prioritizing and monitoring the implementation and progress of the recommendations and plans set forth to enhance and demonstrate the College’s commitment to diversity, specifically related to ethnically and racially underrepresented groups. The IDAC provides coordinated, consistent and cohesive leadership for the College to assess and achieve institutional diversity goals. By promoting shared vision, responsibility, and accountability, the IDAC will engage faculty, staff, and students in action to create an inclusive community.

Core Tasks of the IDAC:

• Define measurable goals for recommendations and plans 
• Determine assessment measures for recommendations and plans 
• Determine a timeline for recommendations and plans
• Determine resources needed for the initiatives outlined in the plan 

2018-2020 Institutional Diversity Action Committee (IDAC) Plan

The comprehensive plan provides shared language and summarizes the various initiatives under each of the following pillars:

• Pillar I: Senior Leadership & Institutional Governance
• Pillar II: Workplace Inclusion & Learning
• Pillar III: Academic & Curricular Excellence
• Pillar IV: Student Recruitment, Development & Retention

Read the summary of the IDAC plan. The comprehensive IDAC Plan can also be accessed via myHill under the Planning Tab. This living document will be updated and shared each semester. 

Bias Education Response Team & Bias Incident Response Protocol

In keeping with the Stonehill College Mission Statement we strive to provide a learning, working and living community free from hate, discrimination, harassment and intolerance.

The purpose of the Bias Incident Response Protocol (“Protocol”) is to establish how Stonehill College defines bias incidents and hate crimes and to describe the function and purpose of the Bias Education Response Team (“Team”). The Team’s responsibilities include considering and recommending responses to reports of bias incidents, as well as serving an educational role in helping to cultivate community values of inclusion, civility and mutual respect.