that is at least 25 percent Hispanic students at the end of the award year immediately preceding the date of application for a grant. Hispanic-Serving Institutions focus on “servingness.” Servingness is a multidimensional and conceptual way to understand what it means to move from simply enrolling Latinx students to actually serving them. The institution not only serves the students, but their families and communities as well. Outreach to Hispanic students needs to begin early on to promote access, equity, excellence, and a supportive inclusive environment at CWU. Vice President Ortega gave some background information on Alianza para Latinx Advancement and Success (A’LAS), which means culturally inclusive practices serving all. There is an A’LAS council that works with the student leadership advisory group, the HSI Director, and the Executive Leadership Advisory group to discuss ideas and opportunities. There are several work groups that come and go as needed and new work groups are established as needed. It is a very fluid project. Ms. Gomez-Vilchis A’LAS focuses on experience-journey of exploring and developing an identity, servingness, culturally inclusive practices, exploring the broader elements of servingness in the context of how grants are structured while representing a community that has specific needs, and find the duality and framing the work. Next steps in becoming an HSI include developing a communication plan and website, finalizing the A’LAS charter and mission, preparing biennium funding request for grant preparation, identifying a team of experts, strengthening connection with our Centers, strengthening Yakima valley recruitment, and attending HSI conferences intentionally and strategically. Core Value 2: Belonging Goal 3: Cultivate an inclusive and welcoming campus culture that embraces diversity, that fosters a sense of belonging for all students, faculty, and staff, and that nurtures pride in the university. • Initiative 3.1: DEI Training Vice President Shelton outlined DEI learning that was done in the past, what is happening this year, and what is planned for 2024-2025. Tier One: Foundational Training for Employees is sponsored by Human Resources and the Office of Diversity, Equity, and Inclusion. It is a foundational offering that provides a basic understanding of diversity, equity, and inclusion, the related terminology, and the significance of the work. Case studies are used to identify and understand micro aggressive behavior and the related unconscious and implicit biases. Strategies and practices for allyship are provided. The course goals include defining diversity, equity, and inclusion, and identifying categories of difference. Dr. Davison summarized Tier Two training. A Diversity Advocate Workshop is included in Tier Two training. It is a required training to be a diversity advocate, and it is external to the hiring department. Diversity advocates guide search committees in inclusive hiring practices. Living Social Justice is another element of the Tier Two training. It focuses on foundational knowledge about race, diversity, identity, and intersectionality and is a critical goal to building relationships and community. Another portion of Tier Two training is Anti-Racist Emotional Intelligence. Emotional intelligence is used to deconstruct implicit biases and move toward allyship and advocacy. A digital workbook is used for independent journaling and self-reflection. Ms. Valverde shared information on current trainings that are available for employees through CWU’s online CLA system.
13 Board of Trustees Minutes July 25-26, 2024
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