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 guide and hold the institution accountable in the integration of diversity, equity, and inclusion into all aspects of the work at Clackamas Community College.

DEI Committee Charter

DEI Committee Membership Application

The DEI Committee has 17 members representing students and employees.  The committee has appointed, assigned, and at-large positions.  Appointed and at-large positions are selected through an application process.  Applications are reviewed by the DEI Committee co-chairs and appointments are made by the college President.

Current openings on the DEI Committee:

• One full-time faculty position
• One part-time faculty position
• One classified position

Subcommittees are aligned with priorities and goals identified in the 2020 DEI Strategic Plan. Subcommittees create an opportunity for members of the college community to engage in implementation of the DEI Strategic Plan. 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 Diversity, Equity, and Inclusion Committee was formally charged to lead this effort. The College hired consultants to support this work in winter quarter 2019. The College community, under the leadership of the DEI Strategic Planning team, executive leadership of Dr. Tim Cook, President, and the College's Leadership Cabinet, participated in a year-and-a-half long process to generate the DEI Strategic Plan.

The plan offers insight into the current strengths and areas for improvement for the College as related to Diversity, Equity, and Inclusion. The Strategic Priorities and accompanying goals and objectives have been identified through an inclusive and rigorous process of data collection from students and employees through, visioning, asset-mapping, a climate survey, and focus group engagements as part of the planning process.

The plan has identified Student Success, Belonging, Empathy and Respect as guiding values related to Diversity, Equity, and Inclusion. Three Strategic Priorities with accompanying goals and objectives were developed to focus on the following areas:

1. Build the foundation needed to create and sustain a diverse, equitable and inclusive culture at CCC.
2. Identify and eliminate equity gaps for students.
3. Align instructional culture with principles and practices of equitable and inclusive teaching and learning.

The recommendations outlined in the DEI Strategic Plan are expected to be fully implemented over a three-year period, ending in 2023.

• DEI Strategic Plan
• DEI Strategic Planning Progress Report

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.

Supporting Marginalized Students During COVID-19 (recorded webinar)

How to Access the On-Demand Training:

1. Go to https://paperclipcomm.adobeconnect.com/pafeptf4le6b
2. Enter the Room Passcode when prompted: AtRisk33120
3. Click View Recording
4. Refer to the On Demand Instructions Sheet for further instructions if needed