Actions Against Bias

Our community is not isolated from the larger context of the ongoing national struggle against bias in its many forms. While we cannot always keep these repugnant events from occurring in our midst, we are committed to excellent education, training, and response to incidents of bias, bias crimes and hate crimes on campus. The University has worked over many years to continuously add to its array of resources, protocols and policies and to assure that response is sensitive, caring, and transparent. Our response will be ever-changing and improving, tailored to the incident, the changing culture and developments in student affairs practice, but strives to uphold the mission and values of our University, which call each of us to welcome and respect one another.

Bias-Related Incidents and/or Hate Crimes Policy: The University's policy regarding bias-related incidents and/or hate crimes is included in the Student Handbook and disseminated to the entire community at the beginning of each semester. For students, the policy is enforced through the student conduct process with all bias-related incidents and/or hate crimes policy violations handled by the Dean of Students and the Department of Public Safety.

Bias/Hate Crimes Frequently Asked Questions (FAQ): A document answering frequently asked questions related to bias/hate crimes and how to report these incidents is available on the Student Affairs website and disseminated to the entire community at the beginning of each semester. 

Bias Incident Resource Group (BIRG): The Bias Incident Resource Group is comprised of administrators within the division of student affairs at Fordham University. Consistent with Fordham's mission and commitment to diversity, the purpose of the group is to promote an environment of care, inclusion, respect and moral reflection. Following a bias related incident, BIRG engages and empowers all members of the community through mutual education, support, and shared dialogue. 

Confidential Online Reporting System: A confidential online reporting system was created on the my.fordham.edu portal for Fordham community members to report non-emergency incidents. 

Internal Bias Response Protocol: Student Affairs' bias response protocol was developed to integrate and coordinate the work of the multiple Student Affairs departments and programs that respond to bias/hate crime incidents. This protocol includes the convening of the University's Emergency Management Team to assure that clear and accurate information is shared and coordinated among all areas of the University.

Staff Hiring: The Division of Student Affairs is committed to a hiring process that seeks to recruit and hire a talented and diverse pool of candidates for positions at all levels of the Division and in all departments.

New Staff Orientation Program: The New Staff Orientation is a one day program welcoming new staff in the Division of Student Affairs. The program consists of sessions focused on history: life of St. Ignatius, history of Jesuit education, and history of Fordham University and Fordham Athletics. There are also sessions about the structure of the division, our mission statement, and expectations. In addition, the program includes bias crime reporting and response training for all new staff and we also conduct annual refresher bias response training for all staff in September. New Staff Orientation occurs two to three times per year depending on the number of new staff hired during the course of the year.

Divisional Staff Training: Student Affairs requires all full-time and part-time staff to participate in a Divisional Training Day each semester. The topics for the training days vary, but are focused on issues related to our students and how staff in the Division of Student Affairs can best serve students. Diversity and inclusion has been the main topic for numerous mandatory Divisional Staff Training Days including our most recent training days in Spring 2016 (Next Steps: Incorporating Diversity and Inclusion in our Everyday Work) and Fall 2015 (Whose Job is Inclusion and Why Aren't We There Yet?).

Civility Core Programming Session (required for all new undergraduate students): In August 2014, a required core program was developed for all new freshmen centered on the concept of civility grounded in the Jesuit principles of cura personalis and men and women for others. The program is designed to include elements of Ignatian pedagogy of context, experience, reflection, action and evaluation. The program includes interactive activities and a video conveying a unified campus message about civility, respect, expectations and resources. Video link:http://digital.library.fordham.edu/cdm/ref/collection/VIDEO/id/695

Diversity Assessment in Student Affairs Department Assessment Presentations: All departments in Student Affairs are required to include assessment metrics related to diversity programs and initiatives in the annual Department Assessment Presentations that take place each June.

Training and Workshops: The department facilitates diversity training and workshops with a number of student leaders and a growing number of administrators at both Rose Hill and Lincoln Center every academic year. Many of the training sessions occur in August before the academic year starts, however, many other requests come in during the year. Some student groups include: Resident Assistants, Orientation Leaders, Commuter Assistants/Freshman Mentors, Ram Van Drivers, Global Transitions Assistants, Rose Hill and Lincoln Center Ambassadors (tour guides) and Global Outreach Leaders.

Diversity Peer Leaders: The DPL program is a leadership opportunity for undergraduate students designed to enhance and increase their knowledge and awareness on the many facets of diversity and social justice, and their impact on the Fordham community and beyond. These students are trained to engage the community in dialogue around a variety of topics on social justice and issues of oppression intended to encourage intercultural communication and exchange. There is a weekend long training in the fall and a one day training in January.

LGBT and Ally Network of Support: This program promotes an understanding, acceptance, and appreciation of our lesbian, gay, bisexual, and transgender (LGBT) students that is rooted in the Jesuit tenet of Cura Personalis and the principle that all persons should be treated with dignity and respect, which is explicit in Catholic teaching. The program is open to the entire Fordham community (students, faculty and staff). One training session takes place on each campus during both the fall and spring semesters (five-hour training over two days on each campus each semester).

Racial Solidarity Network: This program will provide an opportunity for the Fordham community to increase empathy, awareness, and understanding around the complexities related to race and the unique lived experiences people share as racial and ethnic beings. A pilot of the program will occur during Spring 2017 (one five-hour training over two days at each campus). The program will formally launch in 2017-2018.

Sustained Dialogue Series: Sustained Dialogues provide an opportunity to bring together community members on a regular basis to engage in thoughtful and authentic exchange on a variety of topics in order to name and transform their world. In our dialogues, we provide an open and inviting space for reflection and the enhancement of self-awareness, knowledge, critical thinking and communication skills.

Deeper Dialogue Series: Deeper Dialogues function as a way to bring together Fordham University members in a welcoming and intimate space to dialogue about a variety of topics dealing with diversity and social justice, (for 2017 and moving forward, they will each have an umbrella focus connected to race and identity: "Whiteness," "BiRacial/MultiRacial," "Colorism," etc.). The Deeper Dialogues are designed in three weekly sessions for an hour each with the same group of 10 participants (on average) discussing a main topic.

Cultural Heritage Programming: The department collaborates with student clubs, resident assistants, and other departments across the university to collaborate on a variety of cultural programs each year. Many revolve around cultural month celebrations: Latino Heritage, LGBT History, Black History, Women's History, etc. along with occasional collaborations for Interfaith programs. One large collaborative effort within Student Affairs is the Diversity Leadership in a Global Society Conference and Diversity Networking Banquet held during the spring semester with Career Services.

Additional Diversity Collaborations

Global Transitions: Diversity workshop with incoming international students (started fall 2015).
PRISM LGBT Retreat: Collaboration with Campus Ministry (Four retreats to date, once a year).
Alumni Relations: Assistance with the formation of Rainbow Rams (LGBT Alumni affinity group) and the reformation of the Alumni of Color group (formal name TBD).
Office of Admission: Yearly meetings with staff about collaboration efforts.

Orientation Leader (OL) Training on Diversity: 5 of approximately 35.5 total training hours

Office of Multicultural Affairs (OMA) Diversity Training Session (3 hours): the longest single session in OL training. Counseling and Psychological Services assists in joint training for OLs in facilitating freshman small group conversations on the challenging topics of diversity and inclusion, sexual misconduct and gender-based discrimination covered in the Every Student Has a Voice Session. Orientation Leader Training Neighborhood Service Project (2 hours): data collection on streetside trees in the surrounding neighborhood. The preservation of green spaces is an important element of urban renewal, especially as lower-income communities generally have less access to green space and the important environmental, physical and other benefits that green spaces provide. A letter writing campaign to support a local women's shelter for those recovering from sex trafficking. In keeping with one of four aspects of the Student Formation Jesuit Heroic Leadership model, OLs worked with the "Write More Love Letters" organization. The group supports individuals suffering from mental illness. Student Formation developed the 2016 Orientation Program Values Statement focused on respect, openness, celebration of diversity, and willingness to learn. This annual Values Statement was shared with the freshman class at the Orientation Opening Ceremony and discussed at the new Every Student Has a Voice session.

Orientation Sessions for Freshmen Related to Diversity: 8.5 hours of approximately 21 hours

Candelighting Opening Ceremony (1 hour): since Fall 2012 this now-traditional opening to Orientation has focused on the core Jesuit Catholic and Mission-related values of respect for difference, civility, and inclusion in the Fordham student community.

Dean of Students' Welcome (30 minutes: at Summer, Fall, and Transfer/January Orientations): covers the Jesuit educational tenets, the Missions of the University and Student Affairs, and community standards including the core expectation that Fordham students respect the dignity of all others in the community, including those who are different from them.

12 Steps Toward Accepting Diversity with Mohamed Bilal (1 hour): "Former MTV Real World star and diversity consultant Mohammed Bilal has helped thousands of people move beyond the mere tolerance of difference. His "12 Steps Toward Accepting Diversity" is a fun, interactive presentation sprinkled with scholarship, hip-hop, and self-reflective narratives that equip the participant with easy, valuable, and powerful tools for appreciating the wondrous diversity around us."

Every Student Has a Voice (2 hours): "Join your orientation groups to explore and discuss various issues that may face you or a friend in your time at Fordham. Learn about how to make your time at Fordham a safe and enjoyable one." Monologues performed by Orientation Leaders dramatizing real world case studies and covering issues related to diversity, sexual misconduct, sexual identity and discrimination.

Hot Topics: Healthy Relationships (1 hour): mandatory Title IX/Campus Assault and Relationship Education training session covering gender discrimination. "New relationships are going to be an important part of your transition to college. How will you make healthy, responsible choices and avoid high risk behavior in social settings and in meeting new people? This interactive, inclusive and realistic session with guest presenters Marshall Miller and Dorian Solot begins the conversation. Get practical advice to make sure your relationships are based on safety, respect and responsible decision making."

Dean of Students' LGBT and Ally Reception (2 hours): in partnership with the campus LGBT student organization, this session invites incoming students to connect with other students, administrators and resources at the University.

Multicultural Reception (1 hour): hosted by the Office of Multicultural Affairs, this session invites all students and particularly students of color and other diverse identities to meet with students and staff at the University and connect with resources and other new students.

Orientation Leader (OL) Training on Diversity: 3.5 of approximately 24 total training hours

Office of Multicultural Affairs Diversity Training Session (3 hours) and a 20 minute session conducted by the Associate Director in the Office of Student Leadership and Community Development. Counseling and Psychological Services assists in joint training for OLs in facilitating freshman small group conversations on the challenging topics of diversity and inclusion, sexual misconduct and gender-based discrimination covered in the Real World Fordham Session. The Associate Director facilitates a 30-minute session on gender bias and first impressions/perceptions of students. The session begins with a brief, 3 page vignette/skit read by two OLs highlighting statements emphasizing how gender bias can affect both men and women. The Associate Director then facilitates a debrief conversation with the OLs.

Orientation Sessions for Freshmen Related to Diversity: 5.5 hours (of a total of approximately 18 hours)

12 Steps Toward Accepting Diversity with Mohamed Bilal (1 hour): "Former MTV Real World star and diversity consultant, Mohammed Bilal, has helped thousands of people move beyond the sheer tolerance of difference. His "12 Steps Toward Accepting Diversity" is a fun, interactive presentation sprinkled with scholarship, hip-hop, and self-reflective narratives that equip the participant with easy, valuable, and powerful tools for appreciating the wondrous diversity around us."

Real Talk (1 hour): A performance by Orientation Leaders dramatizing real world case studies and covering issues related to diversity, sexual misconduct, sexual identity, prescription drug misuse, body image and discrimination. The performance is followed by a discussion led by an OL with the small groups that meet each day during the 3-day Orientation.

LGBT and Ally Reception (2 hours): in partnership with the campus LGBT student organization, this session invites incoming students to connect with other students, administrators and resources at the University.

Multicultural Reception (1 hour): hosted by the Office of Multicultural Affairs, this session invites all students and particularly students of color and other diverse identities to meet with students and staff at the University and connect with resources and other new students.

While multiple elements of the course syllabus (called modules) touch on diversity, inclusion and civility, four sections are the main focus.

Being Part of the Fordham Community Module: Students explore what it means to be part of a large and multi-faceted community and they establish that membership in a community comes with rights and responsibilities that come with membership. Students examine a number of concepts led by the instructors and student assistants: what it means to be an "Open Community" (A college or university is a place where different ideas are discussed and debated and where civility is powerfully affirmed), a Just Community (A college or university is a place where the sacredness of the person is honored and where diversity is aggressively pursued), and a Caring Community (A college or university is a place where the well being of each member is sensitively supported and where service to others is encouraged), to name a few.

Introduction to Social Justice Module: Students explore the connection between the University's mission, social justice, and community service. They begin to examine their level of competency with social justice issues and how these issues affect the world in which we live. Students identify ways they can incorporate social justice into their everyday life. Activities include a Privilege walk and reading the Kolvenbach, S.J. articleThe Service of Faith and the Promotion of Justice in American Jesuit Higher Education.

Leadership in a Global Society Module: Students are introduced to the concepts of social and personal identity, and begin to explore their own identities. They are given the opportunity to explore the meaning and value of diversity, and its relevance to their undergraduate experience here at Fordham and as global citizens. Students begin to expand the ways in which they think about difference, inclusion, and respect for the perspectives of others.

Values and Ethics Module: Students construct their own understandings of values and ethics and create connections between their values and ethical decision-making skills. Students will be able to recognize the impact of values and ethics as a community.

12 hours of 85.5 hours

Office of Multicultural Affairs Diversity Training Session: 3 hour session to educate and prepare Resident Directors to train Resident Assistants in this area.

Campus Assault and Relationship Education (CARE) Training: 4 hour training on Title IX/Campus Assault and Relationship Education covering RD staff role in addressing campus gender discrimination.

Rose Hill Residential Life Book Club: 5 meetings throughout Fall semester with a book discussion related to diversity and inclusion connecting to Resident Director position responsibilities related to the experience of students of color on campus, educational program, and response to bias incidents. (Total of 5 hours)

12 hours out of 101.5 hours total

Office of Multicultural Affairs Diversity Training Session (3 hours): session meant to help staff get to know and identify OMA staff, explain how Residential Life staff can work with OMA to support students, list the programs and resources that OMA offers, train staff on how to program on diversity and on how to have difficult conversations around diversity topics including privilege.

In-Hall Training: 30 minutes follow up training in each residence hall to follow the main session for the entire staff conducted by OMA.

Behind Closed Doors (3.5 hours): includes a scenario about residents telling racist or homophobic jokes in a public setting. Each scenario lasted 20 minutes and there were 12 scenarios for the new RAs.

Campus Assault and Relationship Education Training: 5 hour total training on Title IX/Campus Assault and Relationship Education covering RA staff role in addressing campus gender discrimination.

Lincoln Center Resident Assistant Staff Diversity-Related Training

17 hours out of 86 hours total

Office of Multicultural Affairs Diversity Training Session: 4 hour session on diversity topics and facilitating small group conversations and interaction.

The Student Population and the International Student Experience (1 hour): presentation by RD.

Ethics Session (1 hour): presentation by RD.

Supporting Our Students Session (1.5 hours): presentation by RD.

"Behind Closed Doors" (Simulations)Session (7 hours): role play scenarios to practice working with students on counseling concerns, which include scenarios related to diversity and inclusion. Counseling and Psychological Services staff facilitated the session to prepare the RAs/RFMs before the role plays and RD staff facilitated the role plays and debriefed after their completion.

Session on Programming for Diverse Student Populations (1 hour): presentation by RD.

Campus Assault and Relationship (CARE) Education Training: 1.5 hour total training on Title IX/Campus Assault and Relationship Education covering RA/RFM staff role in addressing campus gender discrimination.

In-service RA/RFM continuing education programs on diversity topics during the fall, spring, and January training: 1.5 hours for fall and spring and 2 hours during January training.

Resident Assistant and Resident Freshmen Mentor Staff Diversity-Related Education Programming Requirement: each of 95 Resident Assistants at Rose Hill and 41 Resident Assistants and Resident Freshmen Mentors at Lincoln Center are required to complete one diversity education program per semester.

2.5 hours out of 24 hours total

Office of Multicultural Affairs Diversity Training Session: 1.5 hour session including self awareness training and exploration of the intersections of student gender, racial, sexual and other identities in various contexts relevant to the CA position.

Campus Security Authority/Campus Assault and Relationship Education Training: 1 hour training on Title IX/Campus Assault and Relationship Education covering staff role in addressing gender discrimination.

Lincoln Center Commuter Freshmen Mentor Staff Diversity-Related Training: 4.5 out of 44 hours total

Office of Multicultural Affairs Diversity Training Session: 1 hour session. In this session, CFMs will understand the impact that social identities (including race, class, and first-generation status) have on the freshman commuter experience in order to build relationships with freshman commuter students. CFMs will learn the power of language and how sometimes what you intend to express is not how it is received by others.

The Freshman Diary: Understanding & Responding to First Year Student Needs: 1 hour session. In this session, CFMs will identify the challenges facing first-year college students (including issues surrounding sexual identity, religious identity, racial and ethnic identity, mental health, academic expectations, social expectations, etc.) in order to better address their freshman commuters' needs. CFMs will demonstrate skills appropriate for responding to the needs of first-year students, and identify appropriate resources on campus.

Campus Security Authority/Campus Assault and Relationship Education Training: 1.5 hours training on Title IX/Campus Assault and Relationship Education covering staff role in addressing gender discrimination.

Freshman Year Formation Diversity Module: information included above under New Student Orientation.

United Student Government, Campus Programming Board, Commuter Students Association, Residence Halls Association Diversity Month: the month of November is devoted to student-led programming on diversity, civility, and inclusion, a collaboration between advisers in Student Involvement and Residential Life, Campus Activities Board, Residence Halls Association, Commuting Students Association, and the United Student Government.

Diversity Month Video 2016:https://www.youtube.com/watch?v=iT4vg7pxaRQ

Rose Hill Fordham University Emerging Leaders Program (FUEL): a semester-long program meeting one hour per week to conduct leadership skills training and discussion. FUEL consists of workshops, interactive sessions, and networking opportunities and is marketed to freshmen and sophomores. In 2016, 24 students graduated from the program. One session specifically on the topic of inclusion and was facilitated by the Office of Multicultural Affairs.

Rose Hill Student Organizations: 22 student organizations supported by the Office for Student Involvement in partnership with United Student Government have diversity and inclusion as a substantive part of their mission. Some of these organizations are the most active on campus. Through their activities, Rose Hill is immersed in a variety of events, both large and small scale. Examples include academic club-organized mentoring and tutoring events, support to cultural clubs hosting documentary nights with discussion, celebratory nights commemorating holidays, educational excursions, and invitations to speakers.

Freshman Year Formation Diversity Module: information included above under New Student Orientation.

Diversity Dinner: Since Fall 2015, at the beginning of each semester, the Office for Student Involvement with support from the Office of Multicultural Affairs works with cultural clubs to host a dinner to which all new students of color are specifically invited to meet upper-class students of color. All new students are encouraged to attend, but special invitations are sent based on the ethnicity students indicated on their application to the university. The upper-class students talk informally over dinner about getting involved with clubs and other resources they found helpful on campus as a student of color on a predominately white campus.

Fordham Advocates Cultural Enrichment (FACE): The Office for Student Involvement and the Office of Multicultural Affairs jointly sponsor this week-long series of programs that focus on diversity and multiculturalism, typically in March.

Lincoln Center Fordham University Emerging Leaders Program (FUEL): a semester-long program meeting one hour per week to conduct leadership skills training and discussion. FUEL consists of workshops, interactive sessions, and networking opportunities and is marketed to freshmen and sophomores. In Spring 2016, 42 students graduated from the program. One session specifically on the topic of inclusion and was facilitated by the Office of Multicultural Affairs.

Lincoln Center Student Organizations: 12 student organizations supported by the Office for Student Involvement in partnership with United Student Government have diversity and inclusion as a substantive part of their mission. Some of these organizations are the most active on campus. Through their activities, Lincoln Center is immersed in a variety of events, both large and small scale. Examples include celebratory nights commemorating holidays, educational excursions to events and sites throughout NYC, and forums and discussions on campus.

Diversity Training: Training for Career Services staff took place in Summer 2016, conducted by the Office of Multicultural Affairs.

Diversity Leadership in a Global Society Conference: Career Services and the Office of Multicultural Affairs work collaboratively to plan an annual, full-day conference focused on diversity in the world of work. The conference is designed to provide workplace information to a diverse group of students who would like to engage in conversations about diversity and how intersections of identity affect the work environment. The conference will be celebrating its fifth year in March 2017. Opening remarks by Fr. McShane and confirmed employer workshops for 2017 are with KPMG, Deloitte, EY, PwC, Google, and WABC. The theme for this year's conference is -- Finding common ground in the World of Work -- discovering the threads in our global community that connect us through the arts, sciences, business innovations and entrepreneurism. This year's conference will ask employers to present workshops that focus on the importance of incorporating global diversity to achieve common ground for the betterment of not only the individual employer/employee but for the communities they serve.

Diversity Networking Banquet: This annual event is designed to provide networking opportunities for our increasingly multicultural and diverse student populations and prospective employers. The Diversity Networking Banquet is a unique experience that provides highly motivated students, with multicultural backgrounds, the opportunity to network with accredited employers.

Multicultural Suicide Prevention/Awareness Brochures: These brochures were developed to enhance community understanding and awareness of the mental health needs of diverse student groups in order to reduce their suicide risk.

Weekly Multicultural/Diversity Seminar for Postdoctoral Fellows: Weekly seminars on various aspects of diversity and multicultural counseling that are facilitated by internal staff or an outside speaker.

Didactic Seminars for Externs: These seminars take place 3-4 times per semester on intersections of diversity, multiculturalism, social justice, and mental health.

Ongoing Clinical Supervision and Training for Staff on Diversity and Mental Health: Clinical supervision for staff and trainees attends to the interplay between inter-group, intercultural and intra-psychic dynamics.

Digital Wellness Newsletter: This newsletter focuses on diversity and mental health and can be found at this link: https://www.fordham.edu/downloads/file/5355/newsletter_6_-_spring_2016

LGBT Staff Training: Ongoing LGBT training for entire staff on sexual health presented by the Montefiore Oval Clinic on Sexually Transmitted Infections (STIs) Excellence and the New York City Anti-Violence Project.

Interpretive Services: These services are utilized at RH and LC to communicate medical needs to international students whose first language is not English.

Staff Hiring: Hiring of clinical staff who have personal knowledge and understanding of the Chinese culture.

Diversity Training for Student Staff: Student staff members are required to attend a diversity training session with the Office of Multicultural Affairs that is offered biannually to accommodate staff turnover. The session focuses on issues related to Ram Van drivers and office staff, ranging from communication skills/techniques to appropriate radio choices.

Diversity Training for Administrative Staff: All administrative staff members are required to attend both the LGBT and Ally Network of Support and the Racial Solidarity Network training offered by OMA.

Diversity and inclusion are the backbone of the company contracted to provide food and services to customers on the Fordham campus; Aramark. Their vibrant workforce is essential to their success and our success on campus. Worldwide, Aramark employs more than 270,000 unique people in different cultures around the world and each one of their employees is unique. At Fordham and around the world, Aramark pushes to make sure the workplace is reflective of the diverse nature of the communities and customers it serves.

On campus, over 270 people are employed in dining services. The department desires people with different abilities, backgrounds, experiences, and orientations to come to Aramark at Fordham and be successful. The goal is to encourage a culture that appreciates people's differences and similarities.

The diversity and inclusion programs and initiatives are focused on three areas:

• Workforce: The goal is to hire, retain, and develop people with different backgrounds that reflect the communities that are being served.
• Workplace: The department strives to create a workplace culture that values and leverages differences among people and drives innovation through inclusion.
• Marketplace: we partner with diverse suppliers and community organizations so we can deliver culturally relevant products and services.

We also have a number of resource groups available to our employees, giving them access to like-minded people with similar backgrounds and interests, including:

• Aramark young professionals
• Aramark PRIDE
• Women's Business Resource Network
• Aramark Salute (Veterans)
• Impacto Hispanic Employee Resource Group
• Rising Sun Indigenous Employee Resource Group
• Aramark's diversity and inclusion efforts have been recognized by many notable organizations like:
• The Human Rights Campaign
• Diversity Inc.
• Black Enterprise Magazine
• CAREERS & the disABLED Magazine
• LATINO Magazine

Promoting Diversity and Inclusion through University-Wide Diversity Efforts: Collaboration between the Department of Athletics and the Office of Multicultural Affairs to increase diversity programming with student athletes; collaborated with Rose Hill's Campus Activities Board for Diversity Month (i.e. hosted Michael Sam program)

Promoting Diversity and Inclusion through Creation of Committees or Councils: Continue to encourage racial/ethnic minority and female representation on the Student-Athlete Advisory Council; create a gender equity and diversity committee comprised of administrators, coaches, and student-athletes.

Promoting Diversity and Inclusion through the involvement of outside organizations: Senior Associate Athletic Director accompanied three female student-athletes to the Athlete Leadership Connection on October 8th hosted by the Women's Sport Foundation and is working with a member of the organization to host an event on campus in for the spring semester; working to increase staff membership in Minority Opportunities Athletic Association (MOAA); working to increase staff membership in National Association of Collegiate Athletic Women Administrators (NACWAA).

Promoting Diversity and Inclusion through Recruitment, Hiring and Retention: Continuing to encourage coaching staff members to actively recruit racial/ethnic minority student-athletes, provide a well-publicized job opening with encouragement for racial/ethnic minorities and females to apply, publish position announcement in publications/websites of organizations that serve underrepresented populations (i.e. MOAA and NACWAA), continued commitment to hiring female coaches for female sports.