Question #4 - What can equity look like at YSU?
Individual Responses -
- Equity should be one of an number of important values that are incorporated into the YSU Value Statement. The Value Statement, like our Mission Statement is an important foundational part of our Strategic Plan and Planning process. The Mission Statement and Value Statement both help shape our Strategic Goals. The Mission Statement is the purpose of the organization simply, but powerfully stated. The Value Statement is the "how we achieve our purpose". The Strategic Goals are the "what we do to achieve our Mission". Values should not be substituted for goals and vice versa. They are two different operational aspects of a good Strategic Plan.
- Equity already exists in many respects at YSU. But equity in terms of racial/ethnic diversity cannot be forced and is limited by the supply of diverse candidates with the required skill sets, expertise and academic credentials. By definition, these individuals are minorities, meaning there are relatively few of them. And because of this, the most talented among this group are already employed at more prestigious universities. It is therefore important that YSU not fall victim to contrived diversity that exists only in appearance but not in ability. Also, diversity of thought is also important. So many American universities have effectively prohibited free thought and idea diversity, by blocking or otherwise silencing voices that don't support a single narrative. YSU has an opportunity to distinguish itself by existing as universities truly should: forums for open thought and intellectual debate. Finally, equity in the form of employee compensation is another category that YSU can achieve. This does not simply mean paying everyone more. Instead, this means paying employees fairly, as determined by the market (which varies widely by discipline), in relation to the local and regional cost of living, within the bounds of the university's financial structures, and in the limited number of areas on which the university is (or will be) strategically focused.
- Close the gender pay gap among male and female faculty.
- Support (financially, with physical space, etc.) the women’s and gender center that has been requested by many students, alumni, community members, staff, and faculty.
- Provide funding to publicize faculty openings in less traditional job boards — specifically, boards that are particularly for candidates of diverse backgrounds. Search committees currently struggle to make financial ends meet during searches, which makes it difficult to advertise in diversity-oriented spaces.
- Even the way this question is framed illuminates that WE as an institution do not understand or prioritize equity. Equity is not an additional buzzword to add to the string of diversity and inclusion... equity is the center. Equity causes us to ask the critical question - "Inclusion into what?" If the answer is, inclusion into a broken institution that continues to replicate and even exasperate inequality by graduating students of color at significantly lower rates than white students - it is not equity and we are causing more harm than good. Diversity and inclusion are used on this campus to make us feel better but are not promoting any real change in terms of equitable output.
What can equity look like at YSU?
Dismantle a hierarchical power structure where primarily white men make all decisions.
Stop adding intervention after intervention for marginalized students and start changing our toxic institutional culture that does not put students first. Stop teaching grit and growth mindset - things needed to navigate a broken system, and start changing how we admit students, how we fund students and who we hire. You must resource these things or nothing changes. You must hire, promote and PAY voices from non-dominant perspectives!
Remove Bridges out of Poverty language and curriculum from everywhere on campus... the fact that we continue to promote this deficit model thinking is horrifying!
Hold people accountable when they aren't promoting equity.
Prioritize equity in the curriculum through active learning and inquiry-based learning. This is done by funding faculty professional development! THIS IS SO SIGNIFICANT. YSU can not program enough through Student Experience or intervene enough through Student Success to equitably serve students... YSU has to equip faculty with the tools and training needed to implement these pedagogical strategies in the classroom. This is proven over and over again in the literature and at other institutions. - Equity would include having pro-rated and fair compensation, raises and promotions for Part-time Faculty.
- A Women and Gender Resource Center (funded by the administration)
A Black Studies that is funded by the administration
Stronger protection for trans-persons on campus. - We at YSU should examine this issue from the perspective of "equity theory," and then ask ourselves whether we choose to maintain inequities in pay (for example: by gender, by full-time and part-time status, by academic discipline, etc.) that create a perception of unfairness (or guilt) among different employee groups.
For a nutshell review, here's an excerpt from Wikpedia.
"Equity theory focuses on determining whether the distribution of resources is fair to both relational partners. It proposes that individuals who perceive themselves as either under-rewarded or over-rewarded will experience distress, and that this distress leads to efforts to restore equity within the relationship. It focuses on determining whether the distribution of resources is fair to both relational partners. Equity is measured by comparing the ratio of contributions (or costs) and benefits (or rewards) for each person.
Considered one of the justice theories, equity theory was first developed in the 1960s by J. Stacy Adams, a workplace and behavioral psychologist, who asserted that employees seek to maintain equity between the inputs that they bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes of others (Adams, 1963). The belief is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization. The structure of equity in the workplace is based on the ratio of inputs to outcomes. Inputs are the contributions made by the employee for the organization." - Equity Meets Design founder Christine Ortiz states that, “equity is not a goal, a set of metrics or a checklist. It is a way of being, a mindset, a practice. Equity is a Verb. The premise of our work is this: racism and inequity (and therefore suffering) are products of design. They can be redesigned. We must recognize the creative agency we hold and the creative agency in each and every person around us. We must believe that we are all designers, and take up the task of redesigning the interactions, interventions and institutions we are all a part of to not just strive towards some ‘equitable’ end goal, but to be equity in motion.”
Prejudice, racism, misogyny and all other forms of hate are real and deeply entrenched in the fabric of our society. There is no “quick fix”. Facing the realities of the human condition and creating the real changes we desire will require a profound institutional commitment and a determination to stay the course. We all need to remain conscious in every interaction we have and every decision we make, every day and in each moment. We must personify equity in motion.
There is real pain in our country, in our region, and on our campus. We must listen. We must empathize. We must join in solidarity against the forces of hate that seek to divide us. Our default setting needs to become love. No matter your religious, spiritual or philosophical affiliation, the message is always the same: we are all one. - Equity is not only recruiting the top students but recruiting the top minority students and faculty. It's also finding out what they need instead of assuming you know what they need.
- A reflection of equity at YSU looks like cultural inclusion in the curriculum and through major event activities. Hosting events and classes that offer major accreditation at the campus is a profitable and positive effort to demonstrate equity at YSU.
Also, immersing the campus community with local creatives provides a bridge of diversity and inclusion equating to communal equity. Focus more on millennial driven issues to remain a platform for content, education, fortitude and change. - In my opinion, I think that equity can look like respect at YSU. If the students and the professors/staff members have respect for one another, then everyone's opinions and thoughts will be heard. By a superior listening and understanding what a student needs to be successful in their academic career, equity can flourish at YSU and create motivated, confident, and hard-working individuals.
- The way that we can measure equity at YSU is by looking at how much of an equal opportunity for everyone regardless of their backgrounds, race, sexuality, gender, beliefs, or where they originated.
- Equity could possibly mean increasing financial aid for all students in order for them to have the same educational and vocational opportunities.
- I believe equity can be achieved by listening to those that have expertise in the key areas being discussed. Engaging with knowledgeable faculty and staff across campus would our community to feel included in the decision making process - even if our suggestion isn't chosen. It's not clear how some big decisions are made and faculty and staff wonder why they weren't consulted when the decision directly impacts their area. Are decisions made by a select few? Gathering feedback for the strategic planning process is a great first step, but. Here are some good questions that could guide the strategic planning process that I found in a research article about higher ed leaders:
1. How will students learn in 10-15 years? How do we develop our faculty to be able to teach to these new methods?
2. What new technologies have the potential to transform our world (think about artificial intelligence, virtual reality) and how we will we adapt?
3. If we had to redesign the institution from scratch, what would we do differently?
4. What are the long-term impacts AND side-impacts of the decisions we are making?
5. What are the events, trends, and issues that will impact our institution over the next 10 years? - Valuing each student regardless of their race or background and giving equal opportunities for advancement and growth.
- From a staff perspective, equity could take this form: actively, consistently and sincerely getting input from members of the YSU Classified and Professional Administrative staff on a regular basis. This type of formal outlet for gathering input could give staff a platform, like Academic Senate, to participate in some type of "shared governance". Currently, staff have no outlet or opportunity (outside of either having a leadership role within their bargaining unit or having a progressive and innovative department head who solicits this type of input) to debate, discuss, vet or be made aware of decisions and/or strategic plans, academic or otherwise that seem to fall under this ideal of "shared governance". Unlike the Academic Senate, a staff platform would not have binding votes, but this would place us on a equal intellectual level, giving us the chance to be fully included in decisions that most of us are directly responsible for fulfilling.