East Stroudsburg recognizes that we need to create an environment where our students see themselves in the people who serve them.

Representation is important to creating a sense of belonging and identity development for our students. Further, we believe that a diverse workforce allows us to be innovative and creative in our every day practices. The sub-goals connected to this initiative provide an opportunity for intentional recruitments strategies, continuous learning and development, and supportive engagement.


Sub-goal #1: Implement Inclusive Excellence Training Program

Supporting the Learning and Development IE Scorecard

Complete

Strategies

  • Connect community partners to offer training.
  • Develop program schedule to start Fall 2020.
  • Create website for training program and offer virtually.
  • Promote program at various meetings.

Results

The training program was created in response to the outcry from faculty, staff, and students who wanted to see more opportunities for professional and personal development related to diversity, equity, and inclusion topics on a continuous basis. The program launched in Fall 2020 with over 20 training and workshop topics offered by faculty and staff. The topics are diverse and relevant to the current local, regional, and national climate.


Sub-goal #2: Collaborate with 6 external organizations to establish a pipeline for faculty of color

Supporting the Access and Equity IE Scorecard

In Progress

Strategies

  • Attend recruitment events for doctoral candidates and professionals of color.
  • Faculty searches remain open until pool is diverse.

Sub-goal #3: Develop a mentoring program for faculty and staff of color

Supporting the Access and Equity IE Scorecard

Complete

Strategies:

  • Develop proposal to share with Provost and get support from President's Council.
  • Recruit potential faculty and staff mentors.
  • Meet with existing mentoring program coordinators.
  • Send mentors and mentees questionnaire.

Results

The Diversity and Inclusion Mentoring program was created to support the university’s strategic goal to recruit and retain diverse, innovative, and exemplary faculty and staff of color. The mentor program assists in welcoming new employees to campus and creates a network of individuals who serve as resources. The program launched Fall 2020 by matching 9 new and second year faculty to mentors.


Sub-goal #4: Develop and implement faculty and staff hiring committee process

Supporting the Access and Equity IE Scorecard

In Progress

Strategies

  • Develop proposal to share with President.
  • Share with President’s Council.
  • Invite colleague from Lehigh University to provide training on implicit bias and faculty recruitment program. 

Inclusive Excellence Scorecard Definitions

  • Access and Equity: Attention to compositional numbers and status, reduction of barriers to participation, and success levels of faculty, staff, and students
  • Diversity in the Formal and Informal Curriculum: Inclusion of diversity content in courses, programs, and experiences across the various academic programs and in the social dimensions of the campus environment
  • Campus Climate: The development of a psychological and behavioral climate supportive of all students, staff, and faculty
  • Student Learning and Development: The acquisition of content knowledge about diverse groups and cultures and the development of cognitive complexity

Source: Williams, D. A., Berger, J. B., & McClendon, S. A. (2005). Toward a model of inclusive excellence and change in postsecondary institutions. Washington, DC: Association of American Colleges and Universities.

Contact Us

For more information or to get involved with the Committee, please email Cornelia Sewell-Allen.

Contact Information

Campus Address
Reibman Administration Building
Phone:
(570) 422-3463
Fax:
(570) 422-3410 (Fax)
Title of Department Leader
Assistant Vice President, Campus Life & Inclusive Excellence
Name
Cornelia V. Sewell-Allen
Phone:
(570) 422-4017