At the end of July, President Brian W. Casey delivered the inaugural report on Colgate’s diversity, equity, and inclusion (DEI) efforts to the University community.
“Even as we are addressing the significant challenges brought on by the COVID-19 pandemic,” Casey wrote, “it is important to continue to communicate to all members of the University about these crucial efforts.”
The Third-Century Diversity, Equity, and Inclusion Plan (the DEI Plan) was adopted by the institution in 2019 at the same time it published The Third-Century Plan and Sustainability Plan. In this context, the steps that Colgate is taking to combat racism are foundational to its pursuit of excellence across all areas of the University.
Administrative Changes
In accordance with the DEI Plan, Colgate has begun a national search for a chief diversity officer (CDO), who will report directly to the president and sit on the cabinet. The CDO, charged with the implementation and updating of the DEI Plan, will work across all divisions to ensure racism is addressed and equity of opportunity is ensured on campus. A new DEI Advisory Group and DEI Coordination Group will work alongside the CDO.
The DEI Advisory Group, composed of DEI practitioners from across campus, will oversee the day-to-day operations of DEI implementation and provide mutual support. It will connect departmental and student program efforts with the DEI and Third-Century plans and oversee the process by which the DEI Plan is updated and communicated to campus.
Meanwhile, the DEI Coordination Group will ensure that the University remains compliant with its legal, regulatory, and other commitments. This group will also carry information, updates, and policy decisions from the CDO to University employees.
Universitywide Initiatives
As part of its 2019–2020 review of Colgate’s residential life experience, the Board of Trustees began to consider how best to provide appropriate residential and social space for all Colgate students — particularly juniors and seniors. Colgate engaged RAMSA, WXY, and the Sasaki Group to consider current conditions for these class years, review Colgate’s past residential life studies, and survey housing and social options available at other institutions. These reviews should be completed during the fall semester, allowing for the development of long-range plans.
Colgate will also support plans for new programming and improvements in the Harlem Renaissance Center, including a dedicated Sophomore Residential Seminar associated with Hancock Commons.
New Financial Support and New Programs
Three new funds will help support DEI efforts: the Henry Livingston Simpson Fund, named after Colgate’s first Black graduate; the Alumni of Color Third-Century Fund; and the President’s DEI Discretionary Fund, created with a gift from trustee Giovanni Cutaia ’94 and his wife, Maree.
The President’s DEI Discretionary Fund has already covered peer-to-peer programming offered through the ALANA Cultural Center, summer internship funding, and financial support for applications to graduate schools and national fellowship programs for students of color.
The Partnership for Racial Progress, a group of alumni of color who seek to enhance life at the University and promote a sense of community among Colgate graduates, helped to launch the Mosaic Program Fund. President’s DEI Discretionary Fund dollars will enhance this program as well.
National Partnerships and Programs
Colgate has joined Questbridge and the Consortium for Faculty Diversity (CFD) to enhance admission efforts and help diversify its faculty. Colgate has also joined the American Talent Initiative, which works with select colleges and universities toward a goal of graduating 50,000 high-achieving, low- and moderate- income students.
The University’s first Questbridge cohort was accepted for the 2021 academic year. CFD scholars will come directly into Colgate’s classrooms through new postdoctoral fellowships.
The Board of Trustees’ DEI Steps
The Board of Trustees will provide oversight as Colgate integrates DEI principles and objectives into The Third-Century Plan.
Meanwhile, the board and its Nominating, Governance, and Trustee Development Committee are keenly focused on improving the overall diversity of membership as promptly as possible. To that end, the body has initiated a process to diversify by expanding its total membership.
Trustee development will be augmented to include diversity and implicit bias training and education. A new board DEI committee will coordinate efforts to improve the board’s diversity, operations with respect to diversity and inclusion, and those programs designed to enhance both board and University DEI efforts.
America’s colleges and universities are entering what Casey called, “a period of great trial and testing,” as the country confronts not only a pandemic but also a legacy of racism and injustice. “I believe that those colleges and universities that are willing to confront these challenges and seek to improve themselves in the face of them have the chance to ultimately meet their mission with greater purpose and commitment,” Casey said. “To do so will surely be difficult at times. Not to do so, however, is a greater risk.”