Barriers:

• CSU is large and decentralized, making consistent and coordinated change a challenge
• Bias and social networks can influence recruitment, annual and promotion and tenure evaluation
• Minoritized women experience bias based on both race or ethnicity and gender
• Department leaders need additional support and tools to pursue DEI goals

Goals:

• Recruitment:
  • Adapt STRIDE program to fit within and leverage existing CSU structures
• Retention:
  • Improve equity of annual review, tenure, and promotion processes
  • Strengthen and expand existing exit and retention data collection and analysis
  • Improve community and support through Advocates & Allies model
• Leadership:
  • Support consistency, transparency and DEI goals of leadership

Activities:

• Recruitment:
  • Adapt the STRIDE handbook for enhancing diversity in CSU faculty searches
  • Adapt existing faculty search evaluation rubrics to incorporate STRIDE DEI items
  • Develop college and departmental search training series to include the following STRIDE materials: Search is a Verb, 10 Best Practices, and Managing the Visit
• Retention:
  • Develop a Promotion and Tenure chair and committee member training program
  • Develop a mixed-methods approach for understanding attrition and retention
  • Recruit Advocates to participate in existing FIIE or other programs to train-the-trainer
  • Incorporate P&T training into existing institutional required training structure
  • Incorporate COACHE survey to the existing retention/exit interview structure
  • Adapt interview protocol and create data analysis protocol to support concurrent mixed methods approach
  • Advocates recruit and train Allies through FIIE and other training programs
• Leadership
  • Integrate DEI efforts into evaluation of deans and department chair/heads.
  • Adapt the FIIE training specifically to create a CHIIE for department chairs/heads
  • Develop a reward application structure to encourage early participation in CHIIE

Outcomes:

• Recruitment:
  • Increased number of minoritized and non-minoritized women applying for and making it through first round of faculty searches.
  • Increased proportion of underrepresented people on the faculty at CSU.
  • DEI efforts are uniformly incorporated into a greater number of departmental P&T processes (i.e., given a specific weight).
• Retention
  • Increased number of underrepresented faculty members awarded promotion and/or tenure.
  • Institutionalized climate survey & interview data collection, analysis, and response process
  • Minoritized and non-minoritized faculty, including women, can identify allies and support structures.
• Leadership
  • Leaders feel more urgency and are supported in the implementation of DEI efforts.

Strategic Impacts:

• Transformed culture that acknowledges and incorporates diversity, equity, and inclusivity practices
• Established a welcoming and supportive climate for all CSU faculty
• Institutionalized structures to support and promote DEI efforts
• CSU is an institution that uses evidence-based practices for achieving gender equity