Over the summer of 2020, university leadership commissioned the Equity Action Initiative (EAI). The EAI was a call to action to help improve the climate for and reality of equality, dignity, inclusion and belonging.
Bold measures were proposed and accepted. These proposals are designed to disrupt and root out any manifestations of racism, bigotry and implicit bias. Recommendations put forth will foster enhanced diversity and inclusion for members of FIU’s Black community as well as other groups who feel excluded from the fairness, opportunity, and equal treatment called for by our mission and values.
Every action taken will support and help make the FIU community and our world to be a better place.
Vice Provost for Diversity, Equity, & Inclusion El pagnier Hudson has discussed the university’s push for racial equality across the institution.
See the progress of individual items from the Equity Action Initiative Proposal.
Creating an executive level diversity, equity, and inclusion structure
Establishes a placement for the right senior leadership to lead the university’s Diversity, Equity, and Inclusion work in a way that disrupts the status quo, leads the charge in eradicating systemic racism and unearths inequities lurking subtly in our structure.Appointed a Vice Provost for DEI in September 2020 and created the Division of DEI and the Diversity Council in November 2020.
Reforming hiring, promotional, and performance management practices
Explores the current constructs and potential for adverse action across all hiring and promotional decisions, at each step, to identify discriminatory practices and lead to long-term, sustainable change.
Currently reviewing hiring practices and policies to identify barriers and retention policies and practices to identify systems with the potential to hel[pdisadvantage underrepresented minorities in terminations and attrition
Campus climate survey
Launch a campus climate survey to have a baseline on the feeling of belonging for Black faculty, staff, and students and inform future action plans.
Launched Belonging Survey in October 2021, garnering over 6,000 responses
Outlines initiatives intended to advance training, promote community policing, support diversity efforts, examine alternative controlling techniques, and create a more rigorous and comprehensive apparatus for reporting misconduct.Ongoing police training program to further develop their understanding of DEI.
Learners will discover key terms and definitions as well as gain a fundamental understanding of concepts related to social justice.Created Fundamentals of DEI & Manager Learning Series in Spring 2021
Tenure process review and restitution
Currently conducting a qualitative and quantitative analysis of current recruitment, retention, and promotion processes in collaboration with AWED & AIM).
Destination FIU: Expanding Pathways for Black Faculty and Students
Proposes tactics to institutionalize FIU as a destination for Black faculty and students at all levels of scholarly pursuit, including at the junior and senior faculty ranks and administrative level as well as the doctoral and undergraduate student levels.Expanded AWED’s Mentor Professor Program, hiring 5 new faculty members for the 2021-2022 academic year.
Mentoring & advocacy
Provides a framework for mentoring and advocacy of the Black constituency at FIU.
Created doctoral cohort for underrepresented minority doctoral students and launched the @FIUCASE Mentor Collective.
SAT/Standardized test reform
Examines alternative admission criteria that could be used to replace the SAT and ACT in the admissions process (presently, these high-stake examinations are required by the State University System of Florida and significant reform to eliminate these assessments as a barrier to higher education access will require long-term strategic planning). However, there are new precedents, exceptions, and alternative pathways that can be supported in the interim to increase access to students from underrepresented groups, particularly Black students.
Diversity, Equity & Inclusion in the Classroom: A Holistic Vision for Change
Outlines details for a data driven, systemic and developmental pathway toward equitable outcomes for Black students at FIU.
|Enhancing the African and African Diaspora Studies Program|
Seeks to make Juneteenth an official day of observance at FIU.Established FIU Freedom Day Celebration in 2021 as an annual tradition at FIU, along with a week-long of Juneteenth event programming.
|Community Initiative: People, processes/procurement & prosperity|
|FIU faculty senate resolution on racial, social, and community justice|
Establishing a Black Faculty Association
Creates an organization that not only advocates for Black faculty, but can provide a safe space, offering protection against racism, thus avoiding excessive mental stress and fatigue.Established the Black Faculty Association in January 2021
Green Library Equity Action Initiative
Brings together units within the FIU community sharing common goals (such as the Wolfsonian Public Humanities Lab, the African and African Diaspora Studies Program, Department of History, and the Center for the Humanities in an Urban Environment) in collaboration with the larger South Florida archival community, to transform the way regional history is preserved, give voice to those who are silenced through the historical record as it is, and provide space for a narrative more equitable, inclusive, and accessible to all.
Jewish Museum of Florida-FIU Equity Action Initiative
Presents “BLACK LIVES IN A JEWISH CONTEXT,” a virtual series of films, illustrated lectures, and interviews with scholars, historians, and clergy members around diversity and intersectionality within Judaism.Reached nearly 1,000 participants, which featured 6 complementary programs including virtual films, illustrated lectures, and interviews with scholars, historians, and clergy members.
Increase admission, student retention, and degrees awarded for the minority of the minority
Held the first DEI focused COMPASS meeting to review current rates at a granular level per each school and college, to prioritize and hold units accountable for achieving these increases
|FIU Intergroup dialogue for social justice|
Equitable Panther Procurement Initiative
Develops a diversity specific infrastructure to successfully engage with Black-owned businesses.Increased FIU’s Minority Business Enterprise spend over 4% from an average of 11.83% in FY21 to 15.93% for FY22.
Implementing a Campus Climate Support Team (CCS)
Facilitates ongoing campus climate assessments and education, reviewing bias-related incidents, and proactively addressing these occurrences on campus.