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Diversity Initiatives Update

Human Resources and Public Safety

October 16, 2002

Item #5: Staff diversity training year one assessment and recommendations

Staff Diversity Training Improvements:

Following year one assessment as reported in July, several improvements were made to the staff diversity training program.
  • The evaluation tool was redesigned to more directly relate to stated learning objectives, not just training effectiveness, and is in use as of this year’s first training session (September 18, 2002).
  • A system has been developed for following up with workshop participants at one- and three-month intervals to reinforce behavior learned during the training sessions. One-month follow-up is approaching for the September 18 class and will include how skills learned and knowledge gained from the training have been used since the session. Additional tips will be provided to reinforce utilization of the concepts. Similar follow up will occur again at the three-month mark.
  • It was decided that the addition of a video entitled Understanding our Biases and Assumptions to the training sessions, as noted in the July report, would interrupt the interactive flow that has proven valuable in the sessions. Instead, an interactive game called "Reincarnation" was introduced that helps participants more closely identify with opposite gender and different ethnicities by requiring them to "become" a different gender or ethnicity and respond to questions in that role.
  • The trainers worked with the DiversiTeam consultant to add real/timely examples to the curriculum, such as the black face incident, to clearly illustrate the relevancy of the training for SU.
  • HR has scheduled a meeting later this month with DPS to discuss development of a diversity skills training program for front line DPS supervisors to supplement the general sessions and help them model appropriate behaviors for those supervised.

Public Safety Diversity Training Initiatives:
  • Approximately half of the 62 Public Safety staff have already completed staff diversity training. The rest are scheduled to complete the training by the end of spring semester 2003.
  • As noted in the July report, an additional training opportunity for DPS personnel was identified through Auburn University at Montgomery's Southern Poverty Law Center and the Federal Law Enforcement Training Center. Nineteen key DPS staff are completing the online course, Introduction to Hate and Bias Crimes this week. Ten more are enrolled in the next session, beginning later this month. In addition, those who completed the first session will participate in the pilot of an advanced course on the topic next semester through AUM.
  • DPS continues to seek ways to enhance diversity training opportunities and reinforce diversity concepts. During the AUM online training, DPS learned of numerous web site resources and their programs. The DPS crime-prevention coordinator, who is also a member of TAB, will work with the DPS director on finding community programs from these sources to implement. For example:

    • The online site NABRE (Networking of Alliances Bridging Race and Ethnicity) offers free registration on its bulletin board/chat room Forum on Racism, a nationwide exchange of ideas and opinions. The director has registered to participate and has made her staff aware of this site.
    • DPS is hosting an informal lunch October 19 at DPS headquarters in Sims Hall for Latino students from La Lucha and other organizations, arranged through OMA. This coincides with Hispanic Heritage Month, and the concept is loosely based on a Pennsylvania Chamber of Commerce program called It's Time to Talk, found at tolerance.org on the web.

  • DPS has been researching best practices of universities/municipalities for reinforcing diversity through community policing, and incorporating relevant elements in daily work. A draft of a hate crimes/bias-related incident response procedure for DPS was developed, based on a model policy of the Department of Justice, IACP (International Association of Campus Police), and NOBLE (National Organization of Black Law Enforcement Officers). DPS staff are reviewing the procedure to provide input/suggestions, and input from the dean of students, OMA, and TAB is also being sought. DPS hopes to finalize the procedure by November 2002.
Item #7: Plans to supplement federal reporting requirements to facilitate more complete reporting to campus.
  • As reported in July, additional information on hate/bias incidents was included in the DPS safety brochure that was published in the September, and will be included annually.
  • A focus group comprising TAB members and students associated with OMA is planned this semester to discuss reporting and related diversity topics.