Tri-County Technical College created a diversity and inclusion project to address its 2012-2014 strategic plan. The project charter included delivering diversity training modules, defining an inclusion statement and principles, auditing current activities, and recommending workgroups. A survey found strengths in some programs but a need for more institutional examples and understanding of diversity. The diversity approach developed components like guiding principles, curriculum integration, and learning opportunities. Recommended workgroups would focus on areas like curriculum, professional development, and next practices. Activities proposed moving forward included student workshops, a trainer model, and workgroup implementation plans.

1. Tri-County Technical College
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2. The Task
 To create an integrated approach to
address diversity and inclusion.
 To create a cohesive group of
diversity/inclusion learning experiences
for employees and students designed to
leverage diversity as indicated in the
2012-2014 Strategic Plan.

3. A Systematic Approach
We started with a Project Charter
Prioritized Deliverables
Identified methods of approaching
tasks that demonstrate the
importance of inclusion
Gathered information and data
Analyzed Results

4. Project Charter Deliverables
1. Submit an RFP in conjunction with the
Personnel Office requesting a
professional consultant to
collaboratively work with faculty and
staff to develop a diversity module to
meet the immediate needs of the LEI
and Title III learning communities.
2. Draft a definition of diversity/inclusion
and guiding principles by researching
best practices, gathering institutional
data, and collecting stakeholder input.

5. Project Charter Deliverables,
con’t.
3. Define components of a
diversity/inclusion approach, audit
College-wide activities and events that
are available, and perform an analysis.
The approach should include a phase-
in implementation plan.
4. Recommend workgroups to develop
activities or events that are identified in
the analysis.

6. Deliverable 1
Due to Fall semester planning needs, we
provided information to Personnel in order to
request a professional consultant to
collaboratively work with faculty and staff to
develop a diversity module to meet the
immediate needs of the LEI and Title III learning
communities.
Cultural Awareness sessions for students and a
Train-the Trainer session are in place for Fall
2011.

7. AI Session
Objective 1 : To develop a diversity
statement/vision for TCTC (Deliverable
#2)
Objective 2 : To develop guiding
principles for diversity/inclusion
(Deliverable #2)

8. Inclusion Statement
Through purposeful learning opportunities
and inclusionary practices, TCTC creates
and energizes diverse communities to
maximize individual’s contributions and
foster innovation.
(Deliverable #2)

9. GUIDING PRINCIPLES STATEMENTS
(DELIVERABLE #2)
Tri-County Technical College …
 recognizes and incorporates the wisdom of its internal and
external communities.
 will endorse community building by creating opportunities to
form and nurture relationships that support internal and
external communities.
 understands the importance of valuing the whole person.
 maximizes possibilities by cultivating an environment of
mutual trust, growth, and support.
 supports the premise that an environment of collaboration
leads to innovation.
 practices inclusion by demonstrating respect for others.
 believes that diverse thought always enhances learning.
 will continually assess our progress to improve inclusion in all
aspects of the College.
 will actively ensure that our processes and procedures are
accessible and promote success.

10. Consensus Workshop Session
Objective 3: To define components of a
diversity/inclusion approach (Deliverable #3)
[Focus Question: What are some bold ideas
TCTC could implement that would make achieving
our diversity vision inevitable?]

11. Diversity Survey Results
 134 respondents
 50.4% faculty
 49.6% staff
 72.2% full-time employees
 27.8% part-time employees
 Asked 4 open response questions

12. Diversity Survey Insights
 Strengths
 We have programs that incorporate diversity/inclusion (Health Ed
division and MGT)
 Our campus community has varied experiences with aspects of
diversity/inclusion
 Faculty and staff indicate an openness to inclusion
 Learning communities seem to model inclusive principles
 Weakness
 Many don’t see the role of diversity in their class/discipline or job
 Few institutional examples of coordinated events or opportunities for
employees to learn about inclusion
 Lack of understanding of the dimensions of diversity/inclusion and how
an inclusive environment can be beneficial
 Opportunities
 Health education and management programs address diversity/inclusion
in their programs (lessons learned?)
 Activities/events exist, but purposeful coordination is needed
 More employee teamwork/relationship building

13. Components of the Diversity/Inclusion
Approach
 Develop Inclusionary Guiding Principles
 Integrate Inclusion into Curriculum
 Use Group Facilitation Methods
 Encourage and Reward Engagement
 Orient New Employees and Students to
Guiding Principles
 Create a Variety of Learning
Opportunities
 Develop and Provide Resources
(Deliverable #3)

14. Workgroup
Recommendations
 Workgroup 1: Curriculum
 Workgroup 2: Cultural Appreciation
 Workgroup 3: Professional Development
 Workgroup 4: Learning Opportunities
 Workgroup 5: Next Practices
(Deliverable #4)

15. Strategies to Carry Out Workgroup Tasks
 Inclusionary Guiding Principles
 Group Facilitation Methods
Positive Change
Structure
Inclusive
Motivating
Fairness
Consistency

16. Activities in Progress and
Proposed Next Steps
 Fall 2011
 Implement student diversity workshops
 Use a train-the-trainer model to orient a group of faculty and staff
to administer diversity workshops
 Business case for diversity delivered
 February-April 2012
 Charge workgroups with duties
 Workgroups use group facilitation methods to create activities
and timelines
 April 2012
 Groups present activities and timelines to A&E
 Fall 2012
 Begin implementation of activities

17. Diversity Workgroup
Herm Allen
Galen DeHay
Dr. Harriett Dudley
Terrence Hassan (community member)
Croslena Johnson
Dr. Lynn Lewis
Dr. Amoena Norcross
Sarah Shumpert