The Equity Leader Presentation to BAR Academy, October 17, 2018 Rosie Rimando-Chareunsap, President of South Seattle College

Intros About your presenter Please introduce yourself Name, Institution & Role What brought you here?

Definition of Terms Equity: WHY Diversity: WHO Inclusion: HOW

Definition of Terms: EQUITY Refers to WHAT the goal is, what we hope to create Difference between Equality & Equity “Shoes” example Merriam-Webster: : justice according to natural law or right; specifically : freedom from bias or favoritism

Definition of Terms: DIVERSITY Diversity refers to WHO we hope to create equity for Diversity is your demographics and includes: Races Ethnicities (not the same as above) Genders & Gender Identities Many, many other identities

Definition of Terms: INCLUSION Refers to HOW we hope to achieve equity Strategies and approaches that seek to include with intention (goes further than simply “create access”)

Definition of Terms: IMPLICIT BIAS “attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner” http://kirwaninstitute.osu.edu/research/understanding-implicit-bias/ EVERYONE has them Develop over a LIFETIME Can be unlearned through DEBIASING Leader’s responsibilitiy is to develop self-awareness and actively seek education and experiences that reduce bias

Why is “EDI” important work, especially for leaders?

Why does this matter to BAR? My thoughts, as you develop your career in Administrative Services The functions you oversee: Facilities: Historically, physical environments communicate exclusion (as in ADA compliance) Processes and Policies: These are not color-blind, they can have differential impact which deserves review, can protect preserve implicit bias (see upcoming example) Safety and Security: Where inequity becomes very visible (as in law enforcement and #BlackLivesMatter) Diversity of the field (BAC/VPAs) Diversity of Administraive Services divisions Photo of segregation signage, as example of the physical environment enforcing exclusion.

Diversity across SBCTC system employee groups Personnel of Color Other Personnel Not Reported Total All Employee Groups 20% 78% 2% 100% Classified 28% 71% 1% Exempt 25% 74% Faculty (PT/FT) 16% 83% Source: https://www.sbctc.edu/colleges-staff/research/data-public/faculty-and-staff-data-dashboard.aspx  Selected “Disaggregate by Race/Ethnicity:Of Color”, 2017-2018

Why does this matter to BAR? My thoughts, as you develop your career in Administrative Services The functions you oversee: Facilities: Historically, physical environments communicate exclusion (as in ADA compliance) Processes and Policies: These are not color-blind, they can have differential impact which deserves review, can protect preserve implicit bias (see upcoming example) Safety and Security: Where inequity becomes very visible (as in law enforcement and #BlackLivesMatter) Diversity of the field (BAC/VPAs) Diversity of Administraive Services divisions What are your (better informed) thoughts? Photo of segregation signage, as example of the physical environment enforcing exclusion.

Case from the Field: Leadership Challenge Complaint by custodial employees to local NAACP chapter Request to meet by NAACP leadership with college leadership College cited confidentiality in personnel matters Organization held press conference just off campus, reached out to students and attended campus events Broader campus community members joined in the concern, and surfaced other concerns Campus brought in training and support for the area that had concerns, personnel shifts occurred Cabinet held “listening sessions” with various affinity groups Leadership continued to meet with NAACP leaders

Case from the Field: Policy Security Dept. proposed use of tasers at an urban college campus, where non-student security concerns were rising Some were supportive, some were concerned Weighing between need to keep campus safe in an increasingly insecure environment, vs. risk management of liability (uncontrolled effects) or unqualified use of force VPA spoke with faculty, student groups, others (with mixed reviews) Brought it to Cabinet for discussion, and applied Racial Equity Toolkit (framework through which to assess unintended racial imapcts of a policy or practice Quickly decided to withdraw proposal, upon study of impacts of use of force on communities of color

Discussion and/or questions

Areas where you can develop your leadership to contribute to equity Understand and implement equititable hiring practices Look for unintended impact Understand that you are part of a system that is biased, seize opportunity to acknowledge and improve on that Understand that everyone possesses implicit bias, and choose to understand yours and work on debiasing techniques Attend to the diversity of your teams and your colleagues, seek to be more inclusive and intentional

Resources: Professional & Personal Development Your colleagues on campus: Chief Diversity Officer or Multicultural programming leader Intercultural Development Inventory (IDI, internationally normed resource for developing cultural competency) Racial Equity Toolkit (utilized by City of Seattle and Puget Sound Education Service District) Multicultural Interviewing Rubric (developed by SBCTC colleagues) Harvard Implicit Bias assessment https://implicit.harvard.edu/implicit/ There is already good work being done on your campuses, seek it out!