2025

• Accessibility Task Force: convene regular meetings for the accessibility task force; the task force will assess and report findings to the DEIA+ Committee
• DEIA+ Newsletter: create a monthly communication highlighting office updates and spotlighting selected training opportunities from the Vision Resource Center specific to managers/supervisors/confidentials, staff, and faculty
• Employee Recognition: develop and establish processes and activities to acknowledge outstanding staff members
• One Book, One College: introduce employees to a school-wide book pertaining to technology and innovation

2024

• Accessibility Series: hands-on workshops (six) educating employees on the basics of accessible documents, providing space and time for attendees to convert their own existing materials into accessible, ADA-compliant files
• Accessibility Task Force: The DEIA+ Committee developed and proposed a task force to assess and provide recommendations to the diversity, equity, inclusion, and accessibility + committee for accessibility efforts moving forward.
• Black Faculty and Staff Association: established the first employee resource group and hosted a campus event for Black History month
• Campus Tours: facilitated tours during the start of semester to introduce new and long-time employees to the student centers across campus and the resources provided to unique student populations
• DEIA+ Committee: identified the professional learning faculty coordinator as co-chair for the committee
• Employee Resource Groups: began identifying staff for leadership roles in employee resource groups
• Employment Application: in conjunction with human resources, updated information listed on the college's job search website to include a "call to action," the college's commitment to DEIA+, student and employee demographics, specialized services and programs, noncredit education, and the college's core values
• Equal Employment: partnered with human resources to revise administrative procedure AP 7100 Equal Employment Opportunity and board policy BP 7101 Nondiscrimination (currently moving through the shared governance process for review)
• Equidox: collaborated with technology and computer services (TeCS) to procure the online remediation tool, Equidox, for college-wide staff access
• Hiring Process: in conjunction with human resources, developed sample action-based hiring interview questions, accounting for transferable skills, and categorized by skill set
• Research and Data: conducted student and employee interviews
• Speaker Series: hosted guest speakers to present a variety of lectures on cultural identities and allyships for Black, Latinx, Asian American, LGBTQ+, and formerly incarcerated student populations
• Student Discussion Groups: analyzed collected data from previously facilitated student discussion groups, in tandem with the office of institutional research, planning and effectiveness
• Vision Resource Center: identified the Vision Resource Center as the central hub to track employee training, giving employees access to systemwide professional growth opportunities, which includes diversity, equity, inclusion, and accessibility topics

last updated November 5, 2024

2023

• Campus Equity Walks: employees voluntarily participated in two campus tours to identify areas which can be more "inclusive," focusing on accessibility and signage/messaging
• Data and Donuts: four sessions where in-person and Zoom attendees reviewed DEI survey reports from students and employees
• DEIA: identified needs for DEIA+ and professional learning
• "Do the Work": launched cultural competency cohorts facilitated by Nickawanna Shaw, former dean of language arts and library
• DSPS: collaborated with disabled student programs and services to identify accessibility needs for the college
• Employee Resource Groups: identified funding for rollout and implementation of employee resource groups including Asian-Pacific Islanders, Black, Indigenous, Latinx, LGBTQ+, military, Southwest Asian/North African, and disabled employee populations
• Equal Employment Opportunity (EEO) Plan: in conjunction with human resources, worked on drafting an EEO plan with an emphasis on DEIA+ efforts/practices, utilizing a new template from the Chancellor's Office and disaggregated employee data
• Equitable Hiring Practices: Thirty members from various constituency groups attended regular training through the USC Race and Equity Center Hiring Institute to learn more about equitable hiring practices. They developed recommendations that were submitted to human resources for consideration and implementation.
• Human Resources: partnered with human resources to update minimum qualifications related to serving a diverse academic population, with DEIA questions included in all interview panels
• Land Acknowledgement: developed the college's land acknowledgement
• Mobile App: updated to include locations for commonly used services and resources on campus and locations for all-gender restrooms, water refill stations, hygiene products, and lactation stations
• Professional Learning: integrated a redesigned professional learning program that reports to the DEIA+ office
• Racial Climate Survey: partnered with institutional research, planning and effectiveness to distribute the USC Race and Equity Center's National Assessment of Collegiate Campus Climates Survey
• Secretary: hired a full-time administrative secretary II for the DEIA+ office
• Student Discussion Groups: worked in conjunction with IRPE and SEAP to form and conduct student groups, addressing the needs/concerns of disproportionately-impacted student populations, including developing a training for facilitators to lead discussions/collect data; five focus groups were completed with additional outreach being conducted in the coming year
• Website: established a DEIA+ website

2022

• Accessibility: began providing closed captioning for videos posted on Citrus College social media accounts
• CCCApply: updated and expanded the "Needs and Interest" question to better connect new students with specialized services and programs that meet their needs (i.e. Black Scholars, Guardian Scholars, Men of Color, Pride Center, Rising Scholars, etc.)
• DEIA+ Committee: formed the college's DEIA+ Committee (a standing committee of Steering), and created a committee website
• Director: hired the DEI director
• Gender: added legal gender nonbinary (X) to all internal benefit documents in places where gender is requested; expanded the "Legal Information Change" form to allow students to update/correct student files to reflect their legal gender to female, male, or non-binary
• Grade Books/Rosters: updated to automatically reflect a students' chosen names
• Graduation Application/Diplomas: revised the application and process to include students' chosen names
• Rising Scholars: awarded grant to assist with planning and implementing services specifically for incarcerated or formerly incarcerated students
• Surveys and Assessments: collected DEI student and employee surveys, and developed/finalized the first collegewide survey to assess DEI
• Video: posted short video showing students how to add or change their chosen/affirmed/preferred name on their account
• Zendesk: created article to inform students how to add or change their chosen/affirmed/preferred name on their account

2021

• Director: created the director of DEI job description and approved by the board of trustees
• Equity: graphic developed to illustrate the definition of "equity"
• Gap Analysis: comprehensive review of major college plans, board policies, and administrative procedures
• Language: developed language for how the college defines diversity, equity and inclusion

2020

• Commitment: Citrus College Administration established and supported their commitment to diversity, equity and inclusion
• DEI Task Force: formed the task force and its website

last updated November 5, 2024