To meet our goals, we will form multiple working groups, some of which will focus on our student-facing work, and others that focus on our behind-the-scenes personal and staff development. Working groups will have a specific focus and discrete duration (e.g., February – June 2021).
At present, these are the groups that we anticipate running within the next calendar year, but timing may shift depending on bandwidth within the office and in order to align with broader initiatives across campus.
In-Progress:
The following working groups are in progress as of March 2021 and the identified goals are expected to be completed by July 2021.
On-boarding and Baseline Education Working GroupIn ProgressIdentify and make recommendations that will cultivate an anti-racist team culture change through our onboarding process and ongoing education support.
Strategic Plan Review Working GroupIn ProgressIdentify and recommend new/revised language for our strategy documents with an eye towards ensuring our goals for an anti-racist culture change are embedded within these core documents.
Forthcoming:
The following groups are expected to launch in 2021 and are working to accomplish their identified goals in 2022.
Programming review / audit working groupForthcomingIdentify and recommend a process for the SSO to engage in an audit of current programming/work to identify opportunities to reduce institutional or structural racism, and increase equity and inclusion.
Student/Staff Consultation Practices Working GroupForthcomingIdentify, recommend, and implement best practices for consultation with students from equity-deserving groups, including racialized students.
Equity Deserving Data Collection Working GroupForthcomingAlign plans for data collection about equity-deserving groups with guidance from central administration.
Hiring and HR Best Practices Working GroupForthcomingIdentify and make recommendations to ensure that SSO hiring and student recruitment practices are aligned with Human Resources to ensure hiring managers have tools to reduce bias in the hiring process.