Equity Action Plan (EAP)
Divisional Plans
The Diversity, Equity and Inclusion (DEI) Strategic Plan outlines overarching strategies and actions intended to support the entire campus.
In addition to the new initiatives proposed in the plan, many established programs and offices will continue to provide foundational support and infrastructure for this work. The Office of Diversity, Equity and Inclusion oversees the implementation and evaluation of the campuswide plan.
Outlined below you will find each divisions plans for the upcoming years.
Phase I - Calendar Year 2021
Executive Leadership
- Identify DEI as a focus area of the upcoming 2022-2025 strategic plan refresh, and weave it throughout the other focus areas.
- Secure additional human and financial resources to support the operations of our Office of Diversity and Inclusion and to hire additional positions, including dedicated DEI recruiters.
- Establish a DEI annual report to celebrate progress, review metrics and identify future action steps.
- Coordinate the first annual DEI transparency workshop with the LCC Board of Trustees for the purpose of reviewing the DEI annual report.
Office of Diversity and Inclusion
- Work with our Marketing Department to enhance and diversify images and language on LCC’s website and social media to reflect potential candidates in our educational community.
- Increase the number of faculty trained through the RISE Institute.
- Increase the number of trained inclusion advocates who can serve as a voice for DEI on hiring committees across the college.
- Continue coordinating and facilitating activities and programs that will address racial injustice and promote DEI on all LCC campuses.
- Create more robust DEI metrics through the Center for Data Science to measure progress in all five key areas.
Human Resources
- Require DEI training for all employees, and engage employee leaders in further cultural competency and implicit bias training.
- Reexamine our job posting process.
- Expand the vehicles used to advertise open position by developing more robust, diverse job posting plans.
- Track candidate sourcing by role, and make sure advertising will reach a larger pool of candidates through intentional recruitment efforts in formerly overlooked communities.
- Intentionally choose diverse selection committees, and more thoroughly train our employees who serve on these committees.
- Implement a more robust orientation process for new employees to include DEI related content.
- Add a mandatory student employee orientation process, which will include DEI training.
Academic Affairs
- Join Achieving the Dream, a national network to help address achievement gaps.
Center for Teaching Excellence
- Create a more comprehensive faculty orientation process.
- Develop new, DEI-focused faculty training modules.
Student Affairs
- Designate an academic success coach to support the academic and other related needs for Black male students.
- Partner with the Office of Diversity and Inclusion to develop a more intensive training curriculum for those staff whose job responsibilities include conducting orientation activities.
- Revamp student orientation to include a stronger DEI focus.
Police Unit of Public Safety
- Identify an accrediting body for Police Unit and begin pursuit of accreditation.
Mid-Michigan Police Academy
- Begin regular conversations among our Public Safety Department, Mid-Michigan Police Academy and members of the community, including Advocates and Leaders for Police and Community Trust (ALPACT).
Phase II - Calendar Year 2022
Executive Leadership
- Provide an opportunity for Executive Leadership Team members and relevant staff to engage in National Equity Project training.
Office of Diversity and Inclusion
- Create an Equity Toolbox for Educators to support DEI activities in the classroom.
- Hold campuswide DEI focus groups with students and key community stakeholders.
- Create annual division and program DEI assessments.
Human Resources
- Human Resources Employment Professionals will host quarterly meetings with ODI for the purpose of continuously improving our selection processes.
- Enhance employee orientation processes to include activities that connect new minority employees to current employees of color through mentoring and/or job shadowing opportunities.
Academic Affairs
- Pilot and prepare to scale up the techniques learned through Achieving the Dream
Center for Teaching Excellence
- Partner with Human Resources and ODI to embed DEI within existing faculty activities such as CTE workshops and Professional Activities Days.
Student Affairs
- DEI-focused materials and resources will be incorporated into orientation materials.
- Partner with Office of Diversity and Inclusion to create cultural orientation ceremonies for new and returning students.
Police Unit of Public Safety
- Begin accreditation process.
- Establishing a process for measuring DEI metrics to ensure methods and procedure are incorporated into the standards and general orders that prevent racial discrimination and support equity polices.
- Place policies on the department website so the public can be informed.
- In partnership with the Office of Diversity and Inclusion, create anti-racism campaign entitled "We're better than THAT."
Mid-Michigan Police Academy
- Enhance student recruiting and retention strategies as well as review the academy application, interview and selection process to ensure we start each new class with dedicated, equity-minded candidates.
- Enhance the curriculum to include more situational scenarios and de-escalation techniques to give students plenty of opportunity to review and reconsider their automatic response to difficult situations.
Phase III - Calendar Year 2023
Office of Diversity and Inclusion
- Establish Community Conscious Coalitions.
- Establish a DEI grant program for underrepresented students.
Student Affairs
- Develop a DEI questionnaire to measure students' sense of belonging at LCC.
Academic Affairs
- Continue to address the equity gap using knowledge gained from Achieving the Dream and ongoing equity projects
Police Unit of Public Safety
- Complete accreditation process.
- Create a formal mentoring program to pass on training and hands-on knowledge already contained within our force.
Stay Involved
