Please enable JavaScript.
Coggle requires JavaScript to display documents.
DEI Efforts, Process, Procedure, and Outcome - Coggle Diagram
DEI Efforts, Process, Procedure, and Outcome
Jobs tailored for specific candidates
DEI not in job description
Baruch reflects society's inclusiveness
DEI workshops not followed up
DEI training place for white learning
Changing mindsets difficult
Compensation/motivation for DEI work with staff
Contradicting positions on equity
DEI is nobody's job
Concerns not met
Participation in DEI beyond job description
Failed previous DEI initiatives
DEI not just during crisis
DEI Process, Procedure, or Outcome
DEI Not part of Organizational Culture
Performative statement
Performative DEI work
Performative inclusiveness
Skepticism on DEI efforts
Need more communication about different multicultural groups and events
Staff of color take lead on DEI initiatives
Little conversation regarding diversity and equity
Took students to make BLM
Hopelessness on impacting change
Lack of Assessment
Need to know how well support programs work
Lack of reporting mechanism for racism complaints
Lack of Training
Unclear about identity groupings
Leadership needs training in equity
Mentorship program didn't work
Reports aren't change
Need an ombudsperson on DEI
Need institutional policies for racist acts
Need more DEI events, training
Need more spaces to talk about DEI
No Institutional Support for DEI
Equity focused programs are relegated to "boutique" status
Equity focused work not funded
DEI as voluntary individual work
Lack of leadership on diversity issues
No Institutional Supports for DEI
No training for staff in equity support for diverse students
No institutional support for individual efforts at community
No budget for equity
No time for DEI work
Much harder to walk the talk on DEI
No time to do DEI work
DEI efforts done by those without power
No resources for equity
No will to make good offers to BIPOC candidates
Official statements against racial violence seem passive
One training does not make culture change
Past DEI efforts went no where
Previous leadership ignored DEI questions
Pushback to creating DEI programs
Room for improvement on DEI
Staff more diverse than faculty
Statements not enough
Tired of no changes
Internalized norms of status quo as acceptable
Faculty should know statistics on faculty and student diversity
Passive approach to DEI
DEI not their responsibility
Prioritizing white comfort
Defense of the status quo
Value diversity but expect conformity
Administration didn't see a diversity problem