Diversity, Equity and Inclusion

In October 2017, Clackamas Community College (CCC) embarked on a formal journey to create a welcoming environment for students, employees and community members with the establishment of the Diversity, Equity and Inclusion Committee. The Diversity, Equity and Inclusion (DEI) Committee is a college-wide committee with diverse representation from across the institution.

The purpose of the DEI Committee is to assist the institution in developing a comprehensive strategic diversity plan focusing on the following three categories:

• Diversity in the student body
• Hiring and retention of diverse staff
• Diversity training for employees

DEI Committee Charter

DEI Committee Membership Application

The DEI Committee has 17 members, representing all employee groups and students. The committee has appointed, assigned, and at-large positions. Appointed and at-large positions are two-year terms, selected through an application process and appointed by the College President. 

Application requests are shared with the associations and the college as a whole.  Associations are encouraged to support the participation of association members. Associations are a part of the application process for appointed positions. Applications for appointed positions are received by associations and at least two applications are forwarded for review. 

Applications are reviewed by the DEI Committee co-chairs and the college president.

Current openings on the DEI Committee:

• One full-time faculty position
• One classified position
• Two at-large positions (positions are for individuals from systemically non-dominant populations)

In addition to the 16-member Diversity, Equity and Inclusion Committee, members of the college community may participate on a subcommittee. Inquiries about subcommittees should be directed to diversity@clackamas.edu.

• Employee Resource Group: The Employee Resource Group Subcommittee will review and approve employee resource/affinity groups.
• Human Resources: the HR Subcommittee works to ensure diversity, equity and inclusion in talent acquisition, training opportunities and employee retention.
• Marketing and Communications: the DEI Marketing and Communication Subcommittee will work closely with the College Relations and Marketing Department to review future college communications through a diversity, equity and inclusion lens.
• Resources/Library: This subcommittee focuses on gathering and building resources on diversity, equity and inclusion and works with the library to make these resources accessible. This subcommittee may also make recommendations or host events for interacting with the resources (e.g., hosting a book club).
• Strategic Plan: The Strategic Plan Subcommittee will work closely with the diversity, equity and inclusion consultants to review the collected data summaries and to develop the Strategic Plan. This subgroup will keep the college community informed and engaged with plan development, as well as keeping the Diversity, Equity and Inclusion Committee up to date on its progress.
• Training: The training subcommittee will provide diversity, equity and inclusion training for students, staff, faculty and administration via different platforms.

The College Board of Education has identified diversity, equity and inclusion, as a top priority. To continue developing CCC as a diverse, equitable and inclusive community and to better integrate these priorities into each aspect of college operations, CCC will develop a strategic plan focused on DEI.

Developing the plan is a comprehensive process involving assessment and input from the entire college community. To effectively develop a comprehensive equity and inclusion plan for the institution, the college has contracted with a consulting firm, Global Leadership Solutions, LLC, and Transcend Consulting Group, LLC, to work hand in hand with the CCC community to help support plan development. They were selected after a thorough request for proposals (RFP) process conducted by members of the DEI committee in conjunction with the college.

GLS and TCG, in coordination with the DEI Committee, spent winter and spring term of 2019 engaging with students, staff, faculty, and administration to capture the current state of the college, as well as collecting ideas on how to become a more inclusive and culturally competent community.

• Frequently Asked Questions

Visioning Sessions Summary

In April 2019, approximately 136 student and employee participants engaged in four three-hour interactive development sessions, which offered opportunities to acknowledge and affirm the college’s strengths and assets while chartering a direction for the future to better serve diverse students. This experience represented a critical first step in collectively identifying and developing a desired future, as well as articulating important values and priorities that inform the strategic planning process and in setting strategic goals and outcomes for the college. Additionally, participants were asked to co-cultivate DEI definitions, vision, value statements, and institutional priorities.

• Vision Statements Summary
• Visioning Values and Priorities
• Asset Mapping

Survey Analysis Summary

The campus climate survey was part of the discovery and environmental scan process to create a baseline understanding of conditions and issues related to DEI at CCC. Survey development began in January 2019 as a collaborative effort between the College DEI Strategic Planning Committee, Office of Institutional Research, and CCC College Leadership, and assessed different aspect of the college climate, belonging, engagement, treatment, access and success. The survey was disseminated electronically to all students, faculty, staff and administrators in April 2019. A total of 520 participants returned their surveys.

Focus Groups Summary

Survey data results were used to generate probing and clarifying questions for more intensely focused conversations with key campus stakeholders. In May 2019, consultants worked closely with the DEI Committee to develop, finalize and facilitate a total of 12 focus groups—five focus groups were designated for students, and seven focus groups were designated for employees. Each focus group represented a broad spectrum of compositional diversity, based upon key trends emerging from diverse groups and their overall experiences at CCC.

DEI Strategic Planning Progress Report 

This progress report summarizes data and key findings of the environmental scan process.

• DEI Strategic Planning Progress Report

DEI Strategic Plan Feedback Session

The Diversity, Equity and Inclusion (DEI) Strategic Plan Subcommittee will be holding a series of feedback sessions. The feedback sessions are an opportunity for the college community to provide direct feedback on the draft DEI Strategic Plan goals and objectives.

• Draft DEI Strategic Priorities, Goals and Objectives

Employee resource groups (ERGs) are voluntary groups of employees that organize to provide an opportunity for members of non-majority groups to formally gather and be recognized, and to engage in the diversity and inclusion efforts occurring at the college. ERGs are focused on engagement and retention for employees and are designed to support members of underrepresented or minority groups (e.g. race, ethnicity, gender, sexual orientation, ability, etc.).

For more information, please download the Employee Resource Group form or email diversity@clackamas.edu.

Active Employee Resource Groups at CCC

Kaleidoscope

The mission of Kaleidoscope at Clackamas Community College is to build and maintain a positive work environment and to support the growth, development, and visibility of and resources for gender and sexuality minority professionals and students at CCC. This will be accomplished through activities such as networking, mentoring, educational and professional programs, community service, multicultural events, direct action, and diversity awareness.

Please contact Esther Sexton at esther.sexton@clackamas.edu for meeting times and events or if you have any questions.