https://www.gvsu.edu/inclusion/taskforce1

https://www.gvsu.edu/inclusion/taskforce2

https://www.gvsu.edu/inclusion/taskforce3

https://www.gvsu.edu/inclusion/taskforce4

https://www.gvsu.edu/inclusion/taskforce5

https://www.gvsu.edu/inclusion/taskforce6

https://www.gvsu.edu/inclusion/taskforce7

1. Expand structured learning assistance programs across departments. Update: The university has successfully expanded its Structured Learning Assistance (SLA) programs across departments. This fall 2024, GVSU is offering 54 SLA sections, with 49 more planned for winter 2025. Additionally, 8 Peer-Assisted Learning (PAL) sections and 4 embedded tutoring sections will be available in both the fall and winter semesters. Academic Affairs Division will assess the impact of these initiatives to guide future resource allocation.
2. Invest in expanded resources in the Office of Multicultural Affairs (OMA). Update: The Division of Student Affairs has added a dedicated Director to lead OMA and will continue to evaluate staffing needs.
3. Enhance the RA curriculum to improve connections between students and campus resources. Update: Implemented and ongoing across many areas of student support.
4. Increase collaboration with student organizations to ensure authentic representation. Update: Work already underway through the Marketing and Communications with engagement from student task force members.
5. Develop a first-year experience course tailored for BIPOC student success. Update: This year, the university is running multiple FYE pilots, including 1YLC, EDH 181 for Oliver Wilson Scholars, BUS 101, and Voyage options. These groups have been working together on a shared set of student learning outcomes and coordinated assessment.

The following recommendations are in progress following summer efforts of the task forces. They require additional and ongoing work.

1. Implement mandatory DEI training as part of new employee onboarding. Update: A virtual training was released to all employees in 2023 and participation is being tracked by the Division of Inclusion and Equity. Components have been added to new faculty orientation. Additional discussion needed.
2. Create DEI positions in each college or formalize accountability for DEI commitments. Update: Every college either has a person whose portfolio includes DEI leadership and/or a committee. All divisions and colleges have representatives on the I&E Activation and Accountability Team. Additional discussions on coordination and communication will be helpful.
3. Increase visibility and accessibility of student support resources. Update: Increased attention in Res Hall bulletin boards, Laker Dock, and email messaging planned. Additional discussion and work plans needed.
4. Develop and certify additional DEI learning and development offerings. Update: Ongoing.
5. Require supervisors to engage in a certain number of DEI training hours annually. Update: Ongoing discussions to explore feasibility and accountability. Additional work plan development needed.
6. Increase student participation and representation in faculty and staff hiring processes. Update: I&E is exploring training and engagement opportunities for students through the Inclusion Advocates program. Students participated in the hiring of the new Vice President for People, Equity, and Culture. Some areas regularly include students and others are very open to doing so. In CLAS, for example, units have been inviting students to the open presentations, setting up student-focused lunches with candidates, etc., and asking students who engage to fill out the evaluation form that everyone participating in the search fills out to inform the committee's recommendations. A work plan to develop guidance and process for engagement is needed.
7. Strengthen the AALT student engagement cohort connected to DEI work. Update: Ongoing with expanded stipend positions available for students this academic year.
8. Use high-engagement tools like social media to improve communication with students. Update: The Branding Task Force will become an advisory body for the Marketing and Communications areas to continue to advance this recommendation.
9. Ensure appropriate students of color representation in all university branding and communication efforts. Update: The Branding Task Force will become an advisory body for the Marketing and Communications areas to continue to advance this recommendation.
10. Establish a transition plan for the Branding Task Force to become an advisory group. Update: Underway

The following are areas where task force members and administration agree and efforts are being or will be advanced. Some are underway and others require work plan development.

1. Develop and implement a comprehensive peer mentorship program; Enhance peer-to-peer mentoring with targeted support for underrepresented students; Collaborate with the Honors College and OMA to create a peer-to-peer mentorship program. Note: Work plan should consider an inventory of current efforts.
2. Establish a process for linking advising alerts with housing directors. Note: Coordination among divisions needed in work plan.
3. Extend responsibilities of peer leaders for Black Excellence programming throughout the year. Note: Plan to pilot this year.
4. Establish physical and emotional community spaces for Black and BIPOC resident advisors (RAs). Note: Work plan needed.
5. Review downtown spaces to create more private and enclosed areas for support services. Note: Work plan needed.
6. Establish a system for ongoing feedback and evaluation of student participation in hiring. Note: Include in overall student engagement in the employee hiring process work plan.
7. Include culturally responsive questions in mid-semester and end-of-semester surveys. Note: Plans to pilot.
8. Implement DEI workshops for department unit heads to enhance leadership. Note: Discussions underway in Provost's Office.
9. Create formal safe spaces for students to give direct feedback to faculty about classroom climate. Note: Campus Climate Reporting system already exists. Exploring other opportunities can be advanced through work plans.
10. Implement a QR code system to increase event visibility and engagement. Note: Work plan needed.
11. Centralize event promotion through a comprehensive online platform. Update: Work plan needed.
12. Develop surveys to assess the effectiveness of student engagement initiatives; Convene student focus groups to review communication strategies. Update: Work plan needed.

The following recommendations require more discussion to understand intended outcome, to ensure alignment with inclusive and best practices, and/or to determine prioritization because of resources required. 

1. Create a Multicultural Assistants program inspired by successful models at other universities.
2. Invest in three additional FTE positions in the Office of Multicultural Affairs (OMA).
3. Improve equitable access to quality and affordable health care for students of color.
4. Seek investment in 1-2 additional FTEs for OMA staff downtown.
5. Develop a system for supervisor accountability in promoting an inclusive environment.
6. Prioritize tenure-track faculty for first-year courses to promote inclusivity.
7. Pilot and evaluate culturally responsive teaching practices through faculty evaluations.
8. Create an ongoing scholars/fellowship course series for students, faculty and staff to engage in deep learning about Inclusion and equity and to apply that knowledge to the GVSU community/system. (was not discussed by task force fully)