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Courageous Conversations about Equity at Century College Ron Anderson, President Linda Baughman-Terry, Counselor Nickyia Cogshell, Chief Diversity Officer Thursday, February 7, 2013. Listening to the voices of our students. Our Equity Journey. Local Context: A Decade of Change. - PowerPoint PPT Presentation
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Courageous Conversations about
Equity at Century College
Ron Anderson, PresidentLinda Baughman-Terry, CounselorNickyia Cogshell, Chief Diversity Officer
Thursday, February 7, 2013
Listening to the voices of our students
Our Equity Journey
Local Context: A Decade of Change
Then and Now: 2002-2012
• Aging population• Increased populations of color
and households where English is not the first language
• Significantly increased poverty• Increased unemployment
Then and Now: 2002-2012• Significant enrollment growth (32%)• Significant growth in College
employees and budget• Cost of tuition has doubled
($178.56/credit)• The State of Minnesota continues to
divest in higher education, shifting the burden to students
Demographic Shifts
Racial Category Fall 2006 Fall 2010
American Indian/Alaskan 54.4% 38.5%
Black/African American 52.5% 45.0%
White 62.4% 64.4%
Asian/Pacific Islander 60.9% 73.0%
Hispanic 53.2% 64.7%
First Term of Enrollment: Successful Course Completion
Achievement Gaps
Fall 2009 to Fall 2010 Fall 2010 to Fall 2011
Students of Color 62.1% 60.7%
Pell Eligible 64.8% 62.8%
First Generation 64.9% 63.2%Combined
“Underrepresented” 66.1% 63.2%
ALL STUDENTS 67.7% 66.2%
Second Fall Persistence and Completion(cohort based)
Achievement Gaps
Fall 2007 to Spring 2010
Fall 2008 to Spring 2011
Students of Color 31.1% 33.0%
Pell Eligible 31.4% 35.2%
First Generation 37.0% 33.2%Combined
“Underrepresented” 34.2% 35.6%
ALL STUDENTS 39.9% 40.8%
Third Spring Completion Rate – Graduation or Transfer (cohort based)
Achievement Gaps
Planning Activities/Data• CCSSE survey results reviewed (Fall
2009)• Four work groups formed: – First Year Academies/Advising– Success in Gateway Courses– Developmental Education/Student Success
Courses– Employee Development Centered on
Student Success
• Course level success data reviewed(Fall 2010)
• Creation of Student Success Action plans for each program, department, discipline and unit (Fall 2010)
• Action plans implemented (spring 2011)
Planning Activities/Data
• Attended the Entering Student Engagement Institute (ESEI) Spring 2011
• SENSE survey results used for planning
Planning Activities/Data
Key 2010 SENSE Survey Results
• Kick off for ATD in Seattle (summer 2011)– Light bulb moment
– Commitment to equity by college leadership • Reframing opportunity
– Lead to formation of core team, data team, and advancement teams
Planning Activities/Data
Academic Interventions • Three years of optional academic
interventions:– Learning communities– Optional student success courses– Reading 0080 mentoring project (intrusive
advising)– Reading 0090 mentoring project (intrusive
advising)
Academic Interventions• Current Interventions for 2012-2013
– 70 of sections of learning communities–Mandatory New Student Seminar for students
who place into developmental reading (1,300 students)
– Intrusive advising is component of NSS
Data point: 67% of students in NSS in Fall 2012 were students of color
Student Support Interventions
• Tutors linked-to-classes (2011-2012)– 275 course sections covered
– 3,350 students served
Brother to Brother (B2B)
Cultural Change• Broadened involvement and shared
responsibility• Equality versus Equity• Listening to our students’ voices• Listening to our own voices• President’s Commitment to
Diversity and Inclusion
Establishing Safety
• Guiding Principles for Deeper Conversations about Equity, Inclusion, and Diversity
Raising Awareness
Century Race Card Conversations
Century Race Conversations
http://centuryraceconversation.project.mnscu.edu/index.asp
A Developmental Approach • Systemic and Developmentally
Appropriate• Data Driven • Multidimensional• Multidirectional • Integrated
Deeper Conversations about Equity, Diversity, and
Inclusion Learning Goals• impact individual
development/cultural competence • foster community building through
engagement and meaning making • offer opportunities for critical
reflection and application
Deepening Our Work• Conducting a baseline assessment • Creating a systematic and
developmentally appropriate professional development opportunities
• Implementing cultural competence training for managers, supervisors, and administrators
• Revising Human Resource policies and practices
Global Lessons Learned
• Importance of establishing guiding principles
• Consistent and clear modeling by leadership
• Clear messaging about focus
Global Lessons Learned • Sensitivity to academic calendar• Response to controversial topics • Students want to talk about race
The “aha” moments never end…
Personal Reflections
• Linda• Nickyia • Ron
Learning fromone another
Listening to the voices of our faculty and staff
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