As our national conversation about racial injustice continues, we too, at Loyola, continue to think and act in ways to dismantle systems of oppression. Below we have identified various areas of action. This is by no means an exhaustive list of opportunities for change, but it outlines our immediate, mid-, and long-term action steps, which are designed to provide a campus roadmap to guide diversity, equity, and inclusion initiatives. We regard this list and these steps as a living process—one that sets a course but remains responsive to campus needs and priorities as they arise. We are guided by our mission and planning deliberately for the future. Together, we will build a more just Loyola.
Loyola completed the drafting of the University’s Diversity Equity, and Inclusion Strategic Plan and launched it in Fall 2020.
Immediate Action Steps
Invest in Diversity and Inclusion Training for Students
We have invested in EVERFI diversity and inclusion training. This program will help students develop skills and learn key concepts related to identity, bias, power, privilege, and oppression. All undergraduate students will complete the program prior to their arrival on campus in January.
Enhancing cultural relevance in DSS
The DSS office will launch a multi-step plan to improve connections, diminish barriers, and facilitate the provision of culturally relevant supports and services to students.
Bias Reporting Process
Student voices will be included in the bias reporting process through the expansion of a student board. Student applications for membership are being accepted. Policy was updated to enhance clarity and transparency. Website was updated to include a flow chart and data on prior incidents.
Active listening to students, alumni, faculty, staff, and administrators
University leaders are engaged in active listening to understand the issues and concerns of members of the community.
Form Diversity, Equity, and Inclusion Alumni Advisory Board
The office of alumni engagement and office of equity and inclusion are partnering in the creation of a diversity, equity, and inclusion alumni advisory board.
Launch “Voices on Equity: A Lunchtime Series with Loyola”
Created for the Loyola and greater Baltimore communities, this lunchtime webinar series features members of the Loyola community and others.
Incorporate racial justice and anti-racism initiatives more fully into Messina
- 120 Faculty, mentors, and student leaders who work with first-year students requested a free e-book, Ibram X. Kendi’s How to be an Antiracist, to support their personal journey with this work.
- A module on anti-racism was developed for use in Messina enrichment sessions. Racial justice was also incorporated into the mandatory Bystander intervention enrichment session for all first-year students.
- Integrated Teaching Grants will focus on diversity, equity, and inclusion this year and several breakout sessions on diversity, equity and inclusion were offered during our August workshops.
- 7 of our 9 events scheduled for this semester (with Messina as the sponsor or co-sponsors) explicitly discuss diversity, equity, and inclusion.
- Messina’s Diversity, Equity and Inclusion webpage, which is now live, explains all of Messina’s initiatives and holds our office accountable.
Integrate anti-racism into SGA curriculum and training
SGA students will participate in training based on the book, So You Want to Talk about Race?
Offer diversity reading groups online
This program saw the highest number of participants ever in the Fall 2020 semester.
Create Support Spaces
Create group affinity spaces, including Black Minds Matter, an affinity space for Black students to discuss wellbeing in the face of racial injustice, and the Loyola Black Student-Athlete Coalition (BSAC), which has started meeting this semester.
Create Accountability Spaces
Biweekly meetings, facilitated by two staff of the Counseling Center, are occurring for students to learn about white accountability for dismantling racism.
Train management in inclusive hiring practices
Administrators and staff are instructed in these areas in Mission Driven Leadership and other programs.
Recruit and retain ALANA faculty
Beyond the Hires Strategies have been implemented within departments and schools, and retention data are monitored annually.
Department Chair trainings will include guidance on creating culture and climate of belonging and auditing for equity issues at the departmental level.
Eliminate application fee for all first-generation applicants
Create empowering and safe student spaces
The Counseling Center is running Empower groups throughout the summer and additional programming will be created throughout the year.
Launch SA4SJ (Student-Athletes for Social Justice)
Student-Athletes for Social Justice (SA4SJ) is dedicated to transforming the climate for Loyola University Maryland student-athletes, coaches, staff and administrators by developing and creating a more inclusive environment, with a focus on the Black Lives Matter movement, LGBTQ+ communities, and other marginalized groups. Our vision is to support and advocate for marginalized groups on our campus, while educating members of the Loyola community that do not identify with these groups.
Applications currently being accepted
Update Evergreen Training Curriculum
In August, Evergreens participated in a more in-depth training that included videos, short readings, mini quizzes, and reflections with clear examples to highlight dynamics of privilege, identity and bias. Student Engagement will continue to review and revise training as needed.
Mid-Term Action Steps (2020-2021)
Re-establish the Diversity, Equity, and Inclusion Advisory Board
Student government leadership and the office of equity and inclusion are partnering to re-establish the diversity, equity, and inclusion advisory board. This board will serve as an important link between undergraduate students and the President’s Council on Equity and Inclusion.
Provide opportunities for faculty to demonstrate excellence in E&I
E&I reporting will be universal across annual department reports. E&I accountability and goal-setting questions will be university on annual faculty reviews.
Fall 2020-Summer 2021
Analyze student persistence and success
Analyze student persistence and success in particular undergraduate majors; disaggregate data by race/ethnicity for intended major/major change and for intro courses grades (DFW) in STEM and in Sellinger concentrations.
Resume the Black Faculty, Administrator, and Staff Association (BFASA)
The CEIO will call a meeting in Fall 2020 to relaunch the BFASA. A group leader and updated charge will be identified at the fall meeting.
White Colleague Accountability Groups
Create space for white faculty, administrators, and staff to engage in reflection and anti-racist work.
A semester-long space with weekly to biweekly meetings is occurring for white and white-passing faculty, administrators, and staff to engage in reflection and anti-racism work. Participants also meet weekly with their own three-person accountability group for additional reflection and commitment to action.
Revise performance evaluations to include accountability toward University DEI goals
Equity & Inclusion Faculty Fellows program
E&I Fellows will focus on two projects in 2020-21:
- Gather best practices in having difficult conversations about anti-oppression in the classroom and train faculty; gather best practices in peer-to-peer training and empowerment for faculty to engage in anti-oppression work on campus.
- Integrate information and proposals on diversity designated courses to make appropriate changes and integrate anti-oppression pedagogy widely in the curriculum.
The Fellows have been selected and the cohorts have convened.
Increase number of Baltimore City residents in the undergraduate population
Develop enrollment strategy to enhance the yield of Baltimore city public, charter, and catholic high school students.
Longer-Term Action Steps (2021-2023)
Conduct Equity Audits
A three-year equity audit plan has launched this fall. Equity audits in each division will be centered on policies and practices with the aim to eliminate disparities in student, faculty, staff, and administrator performance and success.
Continuously challenge ourselves to infuse curriculum with diversity, equity, and inclusion.