DEqC Mission
The Diversity and Equity Committee (DEqC)
utilizes the ombudsperson model, providing
a systematic process for faculty to clarify
situations concerning diversity and equity.
DEqC acts as an advisory committee to the
Academic Senate President and/or Council,
demonstrating a commitment to continuous
improvement in matters of fairness, respect,
diversity, and equity.
DEqC Members Fall 2013
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•
•
•
•
Rosa Arceo
Lillian Batista-Edwards
Teresa Cerda
John Kirwan
Andrew Layton
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Anthony Ongyod
Candy Owens
Edward Pohlert
Rita Soza
The Role of DEqC
as Ombudspersons
Facilitator of
informal conflict
resolution
Agent for change
(systemic issues)
Providing support,
training, coaching,
advice and via a
critical thinking
process
Making
recommendations to
ASC for improvement
of policies,
procedures, rules
improvements
• Faculty needing
guidance to resolve a
problem by
themselves may seek
DEqC assistance
Clarification
Guidance
Recommendations
• Replace emotional
reactions with a critical
thinking process
• Shine light on the root
cause
• Identify appropriate
course of action
• Re-frame the issue
• Offer instruction re
utilizing our governance
model
• Refer to HR, grievance
process, etc.
• Faculty action
• Academic Senate
Council action
• Objective: continuous
improvement in
matters of fairness,
diversity, and equity
Faculty
Presentation
Guidelines
• Demonstrate respect for
process and colleagues
• Prepare to state issues and
facts
• Present using “I” statements
• Define a satisfactory
outcome
ROUTINE PRESENTATION PATH
Faculty member
Contacts DEqC chair or member and requests
placement on next meeting agenda
Presents/processes issue with DEqC support
DEqC separately conducts issue
analysis and identifies plan
DEqC reconvenes with faculty
member OR refers faculty
member to Ad Hoc group for
more in-depth consultation
MORE CONFIDENTIAL PRESENTATION PATH
Faculty member with a more confidential or urgent issue
Contacts DEqC chair or designee and requests support
outside of meeting schedule and/or small group setting
Presents/processes issue with Ad Hoc group support
Ad Hoc group separately conducts issue analysis
and identifies plan
Ad Hoc groups reconvenes with faculty
member ,presents plan and/or agrees to
continue confidential sessions
Ad Hoc reports to DEqC adhering to
confidential requirement upon
conclusion of sessions
Strategic Support for Faculty Senate
A central “repository” of diversity and equity issues,
which may discover trends requiring Senate
attention
Enhancement of individual faculty assertiveness,
self-disclosure, conflict resolution, and problemsolving skills
Opportunity to solve problems quickly decreasing
stress and increasing morale
DEqC Organization
Full Committee
Between seven and nine
members
Membership is constituted
of faculty with mediation,
counseling, or
organizational training
Two/Three year terms
Ad Hoc Groups
Confidential
2-4 member teams
Assigned by chair or
designee consistent with:
•Expertise
•Availability
•Objectivity
What Types of
Situations/Perceptions regarding
Respect, Fairness, Diversity and
Equity Might Faculty Encounter?
What Types of Situations regarding
Respect, Fairness, Diversity and
Equity Might Faculty Encounter?
In the scenarios you’ve imagined, what
feelings might that faculty member
experience?
What Types of Situations regarding Respect,
Fairness, Diversity and Equity Might Faculty
Encounter?
In the scenarios you imagine, what feelings might
that faculty member experience?
How might those feelings influence the
outcome?
What Types of Situations regarding
Respect, Fairness, Diversity and Equity
Might Faculty Encounter?
In the scenarios you imagine, what might be the
feelings might that faculty member experience?
How might those feelings influence the outcome?
How might DEqC be helpful?