Antiracism, Diversity, Equity, & Inclusion

Strategic Plan Priority Themes

Creating equitable organizational structures by identifying and dismantling barriers such as unfair or inconsistent policies, procedures, and practices which advantage some and disadvantage others.
Using assessment tools to create a constant feedback loop between data and the design of procedures, policy, processes, and curriculum.
Re-envisioning committees, teams, campus events, and projects so that ADEI strategies (welcoming diverse perspectives, asking difficult questions like who is not represented in the room and why, who has access and who does not, disrupting status quo and welcoming innovation) are embedded and infused into all aspects of the work.

Develop systems of accountability that offer flexibility within parameters 
Codify and standardize policies, practices, and procedures
Preserve and equitably distribute the college’s resources
Develop iterative and action-oriented assessments of our organizational structures, policies, systems, and procedures to identify barriers and repair gaps for marginalized populations
Develop academic and co-curricular experiences that foster intrinsic motivation, connect to learners’ cultural backgrounds, inspire a sense of purpose, enhance learner agency, support career aspirations, and enhance world readiness.

Promoting a sense of belonging for all
Increasing pro-social behaviors across campus
Creating a campus culture and climate that fosters an institutional antiracist identity
Having courageous conversations
Caring for health and wellness
Putting in extensive effort to recruit, hire, and retain our staff, faculty, and students (e.g., mentorship, coaching, equitable search processes, and admission procedures, and taking serious bias incidents, discrimination, and harassment reporting and patterns (in consideration of all protected classes).
Engage in activities that encourage positive interpersonal interactions, such as team-building outings and exploration of personal and professional traits and work styles preferences

Create and sustain a welcoming campus environment by increasing the compositional diversity and sense of belonging of students, staff, and faculty, and cultivating diverse community partnerships
Take bold actions to increase the visibility of our antiracism commitment
Encourage the active participation of staff, faculty, and students with CC’s antiracism efforts
Foster an inclusive definition of campus educator
Engage in initiatives to promote a deeper sense of place, community, history, and institutional identity in Colorado Springs and Pikes Peak region, Colorado, and regions near or adjacent to Colorado.

Supporting (psychologically and monetarily) professional development, growth, and advancement of all community members.
Motivating all community members to engage with opportunities to strengthen their awareness (checking your privilege, recognizing power, understanding the influence of your position), knowledge, and skills
Supporting risk-taking without negative repercussions.
Encouraging involvement in institutional programming, education, and training that adds value to the quality of work and student life. Making an intentional effort to embrace our vulnerability (permission to make mistakes/ask for help).

Invest in strengthening knowledge and skills to encourage the use of assessments to inform revision and improvements.
Increase ADEI knowledge and skills for all positionalities levels and with all constituencies (faculty, staff, and students.
Enhance the use of inclusive, equitable, anti-oppressive teaching strategies so that both course content and course dynamics improve classroom climates. 
Support and encourage engagement in ongoing learning opportunities.

Report an issue - Last updated: 12/04/2023