Antiracism Commitment

Goal 2: Establish antiracism, equity, and inclusion as foundational to our community expectations

 

Goal 2 Current Commitments:

  • Review and revise college policies, procedures, handbooks, and practices
  • Review and revise the college mission and core values
 

Because racism is systemic and institutional, we will critically examine our outcomes, policies, handbooks, procedures, practices, and daily operations to find areas where inequities, bias, and injustice are embedded.

This work has started and will continue with a lens to see where policies, procedures, and guidelines contribute to or maintain racial hierarchies, pose a threat to racial justice, hinder our efforts toward greater diversity and inclusion, or foster bias. Policies, procedures, handbooks, and practices will be updated to ensure they support and do not thwart the antiracism initiative.

This goal will include a review and revision of the college mission and our core values to ensure that they communicate our priorities in this realm.

Parties accountable: Board of Trustees, president, provost, dean of the faculty, vice president/ dean of students, vice president for communications, associate vice president for institutional planning and effectiveness, and the new diversity and inclusion team members.

Progress Stories

ADEI = Antiracism, Diversity, Equity, and Inclusion

ADEI = Antiracism, Diversity, Equity, and Inclusion

CC Pilots Diversity, Equity, Inclusion, and Justice Indexing Tool

CC Pilots Diversity, Equity, Inclusion, and Justice Indexing Tool

Assessing Student Conduct Policies

Assessing Student Conduct Policies

CC Adds Caste to Nondiscrimination Policy

CC Adds Caste to Nondiscrimination Policy

Looking Back, Moving Forward: Supporting Antiracism at Colorado College

Looking Back, Moving Forward: Supporting Antiracism at Colorado College

CC Joins Liberal Arts Colleges Racial Equity Leadership Alliance

CC Joins Liberal Arts Colleges Racial Equity Leadership Alliance

Assessment of Student Conduct Policies

Assessment of Student Conduct Policies

Report an issue - Last updated: 01/17/2023

In Progress

  • 2011 to 2020, students of color increased from 18% to 27.1%
  • 2011 to 2020, international students increased from 5.8% to 8.4%
  • 2012 to 2020, staff of color increased from 20.1% to 23.7%
  • 2012 to 2020, faculty of color increased from 18.3% to 28.8%
  • 2011 to 2020, trustees of color increased from 6% to 33%
  • 2011 to 2020, women trustees increased from 26% to 39%
  • Mentoring Alliance Program for early career faculty 
  • Building/rebuilding trust and relationships with students and student organizations
  • DEI leadership positions - created and recruited 
  • Student developmentally appropriate and capacity building program suite 
  • Senior faculty hiring initiative to increase diversity, diversify the curriculum
  • Collaboration with the Butler Center and Bridge Scholar Program to increase outreach 
  • Inclusive computing collaboration with Butler Center

Ongoing

  • Member of the Liberal Arts Colleges Racial Equity Leadership Alliance
  • Academic/Administrative Department/Program Annual Antiracism Work Reports
  • Individualized faculty development support
  • DEI development program for faculty searches
  • Equity & Power course development program; General Education program
  • Riley Scholars-In-Residence Program
  • Position announcements, diversity statements, and equal opportunity employer statement
  • DEI leadership team meetings with departments, committees, and employee/student groups
  • Started the Colorado Pledge, making CC more affordable to Colorado families 
  • Equity audit of the staff handbook and staff policies 
  • Faculty Handbook Review Process (includes a Faculty Handbook Review Task Force and support from an outside consultant)

Completed

  • Established “CC Conversations”
  • Colorado Springs Police Department liaison contract review
  • Established the Stroud Scholars Program for pre-college, local students
  • Received Sachs Foundation gift for Black students pursuing careers in education
  • Armstrong Quad renamed Tava Quad to honor ancestral lands
  • Equity Audit: review of the non-personnel, college-wide policies
  • Academic Chairs and Directors Development Program
  • Elections 2020 in classrooms and panel discussion
  • Antiracist Pedagogies and the General Education Program Workshop
  • Antiracism in Field Study Workshop Series
  • Writing Instruction Workshop
  • Equity audit of staff recruitment procedures and processes
  • Equity audit of the faculty handbook 
  • Equity audit of the student handbook 
  • Antiracism Evaluation Tool covering personnel, policies, practices, assessment
  • Orienting the Butler Center to student development
  • Antiracism Plan Oversight Committee
  • External review of racism at CC; and established Antiracism Implementation Plan
  • 45% of all honorary degrees awarded from May 2012 to August 2019 were to people of color
  • $1 million gift from Susie Burghart '77 for accelerating CC's antiracism work
  • Approximately $7 million spent on ADA improvements
  • Naming of key spaces - Tava Quad, Collins House, Salazar House, etc.
  • Gender-neutral bathrooms
  • Founded the Butler Center
  • Expanded Outdoor Education to include more inclusive programs
  • Added Living Learning Communities on Indigenous Peoples and LGBTQ+
  • Adopted a smudging policy
  • Increased the diversity of counselors in the Counseling Center
  • Adopted a pronoun and preferred name practice
  • Established the Wellness Resource Center
  • Added financial aid for blocks abroad
  • Added/enhanced block break programming
  • Increased meal plan dollars for students on financial aid
  • Centralized funding opportunities for students
  • Created financial literacy program in financial aid for Bridge Scholars
  • Repurposed 22 laptops for yearlong checkout to students in need
  • Started the Student Opportunities and Advising Hub
  • Made Race, Ethnicity, and Migration Studies a major
  • Made Indigenous Studies a minor
  • Added an elder-in-residence and diversity and inclusion specialist
  • Established the Africana Intellectual Project
  • Increased resources and tenure-track faculty in Southwest Studies, Feminist and Gender
  • Added a test-optional policy
  • Joined QuestBridge; enrolled more than 150 QuestBridge students across four classes
  • Raised nearly $70 million for need-based financial aid since 2014
  • Raised first endowment for Bridge Scholars Program, endowment resources for student
  • Increased outreach and partnership efforts with community-based organizations 
  • Doubled the fly-in budget for underrepresented students to attend programs
  • Removed the application fee for applying to CC
  • Funded the Bridge Program early arrival through $400 grants to offset early arrival to campus
  • Added transgender benefits to health insurance
  • Started Excel@CC, and added diversity and inclusion training for staff and faculty
  • Added the Presidential Leadership Awards program, including one for diversity and inclusion
  • Held first-ever diversity-related virtual-reality experience for faculty and staff 
  • Hired a curator of the Southwest Art Collection for the Fine Arts Center
  • Received $1.2 million grant to bring visiting Indigenous artists to campus
  • Launched Untold Stories of students, alumni, and employees from marginalized social groups
  • Added acknowledgement of the original inhabitants of the land upon which CC sits 
  • Hosted affinity reunions supporting marginalized groups 
  • Created a more accessible CC alumni travel program 
  • Established affinity based student support and mentoring programs
  • Established Antiracism Book Club
  • Established “Dismantling Hate: An Education Series Toward Understanding & Action”

NOTE: some of these progress points may apply to multiple goals.