In February, 2021, President Kenneth Long shared a message with the campus community,
announcing his commitment to creating a campus environment free of discrimination,
harassment, and racism.
President Long also continues to acknowledge the tremendous work already being done
by the various Diversity, Equity, and Inclusion (DEI) committees and teams at ESU, especially the many students, faculty, and staff
who are working on DEI initiatives.
He also indicated that he would do all he can, as President, to improve the climate
of our campus so that we may all embrace a University that we can be proud of, that
is welcoming to everyone on our campus, and is a place Where Warriors Belong.
President Long’s 10 Action Items
1) Current Employee Training
Complete and Ongoing
Faculty and staff will be required to participate in Diversity Equity and Inclusion
(DEI) and anti-bias training this semester.
As of March 22, 2021, 67% of employees have completed the DEI Online Training. Managers
are following up with employees who did not complete the training. Updates will be
available July 1.
As of Feb 17, 2021, the following number of employees have participated in 1 or more
D & I Workshops:
Fall 2020: 217 employees
Spring 2021: 189 employees
In March, 97 non-represented employees participated in a Centering DEI @ ESU workshop
facilitated by College Code Inc.
2) New Student Training
Complete and Ongoing
New students will be required to participate in DEI and anti-bias training.
Anti-bias education was provided to all new and transfer students during Warrior Induction
Weekend.
All new and transfer students received information on how to complete the EVERFI DEI
Online Training in August, and 37.5% of them completed the training.
In Fall 2020, 40% of new students completed the EVERFI DEI Online Training.
The university is exploring options to increase completion rates.
3) Data Transparency
Complete and Ongoing
The university will review institutional data in order to identify, evaluate and publicize
areas where greater diversity is needed and make them hiring priorities in future
University searches.
During the period, the University developed reports to show employee demographic data
by select employee groups: Faculty, Police, Coaches and Administrators/Staff. This
modification permits internal and external stakeholders to track and identify progress
in our efforts to further diversify university personnel.
Gender Diversity
Personnel
Male
Female
Unknown Gender
Faculty
48.6%
51%
0.33%
Staff
45%
54.6%
Police
71.4%
28.5%
Coaches
63.6%
36.3%
Racial Diversity
Personnel
White
Black
Hispanic / Latinx
Asian
Other*
Faculty
77%
5.6%
3.6%
12%
0.66%
Staff
66.7%
12.1%
16.2%
1.9%
3.17%
Police
57%
21.4%
21.4%
Coaches
75%
18%
3%
3%
* Other includes American Indian / Alaskan, Hawaiian / Pacific Islander, 2 or more,
and Unknown Race.
Data is currently being reviewed and formatted, please check back regularly for updates.
4) Diverse Hiring
Complete and Ongoing
The university will strongly pursue hiring efforts of ESU's faculty and staff to mirror
the diverse composition of our student enrollment, consistent with ESU's comprehensive
plan.
During this quarter, seven diverse employees were hired out of eight full-time, permanent
appointments. One was Hispanic/Latinx, one was Two or More Races, and five were females.
During this quarter, three diverse employees were hired out of 18 full-time, permanent
appointments. One individual identified as Hispanic/Latino, one as Black/African American,
and one as two or more races.
The list of diverse professional organization has and will continue to be updated
and used to advertise new position searches.
ESU collaborates with organizations such as the Southern Regional Education Board
and the Black Doctoral Network to recruit diverse faculty.
8) University Policies
Complete and Ongoing
University policies will be developed and updated to specifically address acts of
racism, bullying, discrimination, harassment, and disruption of the institution’s
mission.
This policy establishes guidelines to facilitate engagement in expressive activity
and designates areas for expressive activity for University community members and
the public.
Non-Discrimination & Harassment Policy
Currently Under Review
This policy outlines the reporting process of a claim of a discrimination / harassment
/ sexual harassment / retaliation complaint made by an employee.
Academic Disruption Policy
Currently Under Development
This policy defines disruptive academic behavior which may interfere with any educational
activity or environment and which may disrupt an orderly classroom, teaching process,
or learning function.
9) Incident Reporting
Complete and Ongoing
The Bias, Discrimination and Prejudice Incident Reporting System will be publicized
at the start of each semester.
As of March 29, 2021, 3 incidents have been reported to the Community Restoration
Team
10) Annual Report
Complete and Ongoing
An annual report will be disseminated to the campus community on the university’s
progress toward addressing DEI issues.
Completion Date: The annual report will be completed in December 2021 and will be shared with the
campus community in January 2022 with other quarterly updates.
As of March 22, 2021, 67% of employees have completed the DEI Online Training. Managers
are following up with employees who did not complete the training. Updates will be
available July 1.
As of Feb 17, 2021, the following number of employees have participated in 1 or more
D & I Workshops:
Fall 2020: 217 employees
Spring 2021: 189 employees
In March, 97 non-represented employees participated in a Centering DEI @ ESU workshop
facilitated by College Code Inc.
2) New Student Training
Complete and Ongoing
New students will be required to participate in DEI and anti-bias training.
Anti-bias education was provided to all new and transfer students during Warrior Induction
Weekend.
All new and transfer students received information on how to complete the EVERFI DEI
Online Training in August, and 37.5% of them completed the training.
In Fall 2020, 40% of new students completed the EVERFI DEI Online Training.
The university is exploring options to increase completion rates.
3) Data Transparency
Complete and Ongoing
The university will review institutional data in order to identify, evaluate and publicize
areas where greater diversity is needed and make them hiring priorities in future
University searches.
During the period, the University developed reports to show employee demographic data
by select employee groups: Faculty, Police, Coaches and Administrators/Staff. This
modification permits internal and external stakeholders to track and identify progress
in our efforts to further diversify university personnel.
Gender Diversity
Personnel
Male
Female
Unknown Gender
Faculty
48.6%
51%
0.33%
Staff
45%
54.6%
Police
71.4%
28.5%
Coaches
63.6%
36.3%
Racial Diversity
Personnel
White
Black
Hispanic / Latinx
Asian
Other*
Faculty
77%
5.6%
3.6%
12%
0.66%
Staff
66.7%
12.1%
16.2%
1.9%
3.17%
Police
57%
21.4%
21.4%
Coaches
75%
18%
3%
3%
* Other includes American Indian / Alaskan, Hawaiian / Pacific Islander, 2 or more,
and Unknown Race.
Data is currently being reviewed and formatted, please check back regularly for updates.
4) Diverse Hiring
Complete and Ongoing
The university will strongly pursue hiring efforts of ESU's faculty and staff to mirror
the diverse composition of our student enrollment, consistent with ESU's comprehensive
plan.
During this quarter, seven diverse employees were hired out of eight full-time, permanent
appointments. One was Hispanic/Latinx, one was Two or More Races, and five were females.
During this quarter, three diverse employees were hired out of 18 full-time, permanent
appointments. One individual identified as Hispanic/Latino, one as Black/African American,
and one as two or more races.
The list of diverse professional organization has and will continue to be updated
and used to advertise new position searches.
ESU collaborates with organizations such as the Southern Regional Education Board
and the Black Doctoral Network to recruit diverse faculty.
8) University Policies
Complete and Ongoing
University policies will be developed and updated to specifically address acts of
racism, bullying, discrimination, harassment, and disruption of the institution’s
mission.
This policy establishes guidelines to facilitate engagement in expressive activity
and designates areas for expressive activity for University community members and
the public.
Non-Discrimination & Harassment Policy
Currently Under Review
This policy outlines the reporting process of a claim of a discrimination / harassment
/ sexual harassment / retaliation complaint made by an employee.
Academic Disruption Policy
Currently Under Development
This policy defines disruptive academic behavior which may interfere with any educational
activity or environment and which may disrupt an orderly classroom, teaching process,
or learning function.
9) Incident Reporting
Complete and Ongoing
The Bias, Discrimination and Prejudice Incident Reporting System will be publicized
at the start of each semester.
As of March 29, 2021, 3 incidents have been reported to the Community Restoration
Team
10) Annual Report
Complete and Ongoing
An annual report will be disseminated to the campus community on the university’s
progress toward addressing DEI issues.
Completion Date: The annual report will be completed in December 2021 and will be shared with the
campus community in January 2022 with other quarterly updates.
