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DEqC Mission

DEqC Mission. The Diversity and Equity Committee ( DEqC ) utilizes the ombudsperson model, providing a systematic process for faculty to clarify situations concerning diversity and equity.

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DEqC Mission

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  1. DEqC Mission The Diversity and Equity Committee (DEqC) utilizes the ombudsperson model, providing a systematic process for faculty to clarify situations concerning diversity and equity. DEqC acts as an advisory committee to the Academic Senate President and/or Council, demonstrating a commitment to continuous improvement in matters of fairness, respect, diversity, and equity.

  2. DEqC Members Fall 2013 • Rosa Arceo • Lillian Batista-Edwards • Teresa Cerda • John Kirwan • Andrew Layton • Anthony Ongyod • Candy Owens • Edward Pohlert • Rita Soza

  3. The Role of DEqCas Ombudspersons

  4. Faculty Presentation Guidelines • Demonstrate respect for process and colleagues • Prepare to state issues and facts • Present using “I” statements • Define a satisfactory outcome

  5. ROUTINE PRESENTATION PATH Faculty member Contacts DEqC chair or member and requests placement on next meeting agenda Presents/processes issue with DEqC support DEqC separately conducts issue analysis and identifies plan DEqC reconvenes with faculty member OR refers faculty member to Ad Hoc group for more in-depth consultation

  6. MORE CONFIDENTIAL PRESENTATION PATH Faculty member with a more confidential or urgent issue Contacts DEqC chair or designee and requests support outside of meeting schedule and/or small group setting Presents/processes issue with Ad Hoc group support Ad Hoc group separately conducts issue analysis and identifies plan Ad Hoc groups reconvenes with faculty member ,presents plan and/or agrees to continue confidential sessions Ad Hoc reports to DEqC adhering to confidential requirement upon conclusion of sessions

  7. Strategic Support for Faculty Senate A central “repository” of diversity and equity issues, which may discovertrends requiring Senate attention Enhancement of individual faculty assertiveness, self-disclosure, conflict resolution, and problem-solving skills Opportunity to solve problems quickly decreasing stress and increasing morale

  8. Full Committee DEqC Organization • Ad Hoc Groups • Confidential • 2-4 member teams • Assigned by chair or designee consistent with: • Expertise • Availability • Objectivity Between seven and nine members Membership is constituted of faculty with mediation, counseling, or organizational training Two/Three year terms

  9. What Types of Situations/Perceptions regarding Respect, Fairness, Diversity and Equity Might Faculty Encounter?

  10. What Types of Situations regarding Respect, Fairness, Diversity and Equity Might Faculty Encounter? In the scenarios you’ve imagined, what feelings might that faculty member experience?

  11. What Types of Situations regarding Respect, Fairness, Diversity and Equity Might Faculty Encounter? In the scenarios you imagine, what feelings might that faculty member experience? How might those feelings influence the outcome?

  12. What Types of Situations regarding Respect, Fairness, Diversity and Equity Might Faculty Encounter? In the scenarios you imagine, what might be the feelings might that faculty member experience? How might those feelings influence the outcome? How might DEqC be helpful?

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