Dismantling Systemic Racism

Clerc Center Equity Plan

Phase 1:

Through an equity lens and using an inclusive process, review, and redesign:
- Recruitment and retention practices
- Administrative leave practices
- Employee discipline practices
- Hiring timelines and communications
- “Probationary” period
Engage Social Justice Committees in redesign of HR processes and in shaping the posting and position design for the hiring of the HR Coordinator position
Host listening sessions with BIPOC employees and former employees
Formalize Social Justice positions with stipend to ensure the work is systemic and continues

Phase 2:

Conduct comprehensive job description and certification/licensure review (align with Gallaudet HR Redesign); include social justice and equity competencies in all job descriptions
Create employee demographic dashboard

Phase 3:

Phase 1:

Design and implement Phase 1 of interim mentorship program, including researching training for mentors
Redesign temporary employee positions to support growth
Invest in spaces to support BIPOC employees including support groups / affinity groups

Phase 2:

Design robust mentorship and “Grow our Own” programs for all position levels within the organization
Explore “Career Ladder” options in all areas of the organization to build skills and resumes for future promotion
Review Employee Relations Council and consider alignment/partnership with social justice committees and/or IE Ambassadors; Formalize ERC with bylaws and University recognition as shared governance group

Phase 3:

Phase 1:

Review/Revise class placement process
Review/Revise IEP attendance practices
Establish working group: Student Code of Conduct and student discipline referrals
Determine feasibility/implement virtual tutoring center
Establish year round schedule for guest speakers and presenters to celebrate heritage months and successes of BIPOC employees and families
Implement active recruitment strategies and program design for BIPOC students for academic teams based on plans developed by Social Justice Committees in AY 2019-2020 – Math Competition, BOTB, Academic Bowl, etc.
Be proactive in identifying high and low performing students by analyzing assessment data and develop an appropriate intervention to meet their needs; Establish a process for parents or teachers/staff to submit a concern or observation
Identify support groups and/or affinity groups desired by students and establish (e.g. LGBTQIA, Asian Deaf, etc.)

Phase 2:

Review access issues with After School Program due to transportation availability
Develop de-escalation procedures for situations involving law enforcement/DPS

Phase 3:

Explore partnerships with Gallaudet’s Black Student Union, Latino Student Union, etc. to improve representation in the classroom and mentorship for students (NOTE: Delayed due to COVID/remote instruction)
Review progress and establish next phase of Equity Plan