Providing online resources for search committee training
Supporting a diversity recruiter to improve diversity of candidate pools
Utilizing alumni to support recruitments
Creating more mentoring and advisement for greater student retention
Supporting more frequent career and graduate pathway workshops/events
Providing pre- and post-tenure awards for scholarship
Developing a doctoral program in Nursing
Buffalo State CollegeX
Promoting understanding of search processes/policy
Ensuring diverse candidate pools
Providing search committee bias training
Utilizing search waivers for opportunity hires
Requiring candidates to provide a diversity statement relative to teaching
Expanding outreach to HBCUs
Increasing graduate school information sessions
Supporting undergraduate research programs
Developing CSTEP program for STEM pipeline
Providing year-long orientation & related workshops
Encouraging sponsorship Women's Leadership Conference and Leadership Institute
Reviving the Diverse Faculty Association
Developing mentoring and writing circles for co-authorship
SUNY CortlandX
Expanding outlets for faculty postings and off-site recruiting
Campus wide adherence to standardized search process
Ensuring diversity of candidate pools
Publicizing Cortland’s Diverse Faculty Fellows program
Holding a SUNY URM Career Fair
Conducting a faculty survey on recruitment and onboarding experiences for new hires
Expanding recruiting partnerships
Increasing mentoring meetings to monthly schedule to build community
Efforts to build the Future Professoriate program
Empire State CollegeX
Developing pipeline initiatives such as MBA and adult learning programs
Creating a Task Force “Achieving Cultural Diversity”
Expanding outreach to groups/publications and organizations supporting diverse populations
Building a ESC PRODiG Diverse Scholars Initiative
Encouraging non-traditional adult students to explore careers in academia
Supporting research on URM faculty experience
Supporting adjuncts, through “In-Chorus” Pilot
Providing professional development for all in the academic community
Enrolling graduate students through EOP program
Providing more opportunities for ESC grads to explore career and professional school programs.
College of Environmental Science and ForestryX
Deploying a self-assessment rubric to report URM and WSTEM recruitment activities
Reviewing recruiting and hiring resources
Providing implicit bias workshops or courses (hybrid modules)
Holding summer programs in experiential learning for high school students on environmental issues
Creating new degree options in many fields
Holding faculty retreat or other immersive experiences for transformative teaching and learning
Providing access to USC Race and Equity Center training modules
Supporting CSTEP, EOP, and other .student success initiatives
Continuing ESF Science Corps.
SUNY FredoniaX
Diversify applicant pools, training search committees, evaluating candidates on commitment to diversity, and institutionalizing support of dual career couples
Identify faculty advisors to attend training on searches
Proactive recruitment of early-career URM and WSTEM faculty into the Fellows program
Robust mentoring for fellows
Re-visit the course schedule for STEM students to promote STEM retention
Promote Peer-Led Team Learning model
SUNY GeneseoX
Reviewing and revising search processes
Expanding diversity of candidate pools
Meeting 20% goal for hiring of URM faculty by 2021
Developing a Diverse Faculty Recruitment/ Relocation Fund
Creating a Climate Analysis committee
Utilizing a cluster hiring approach for Global Studies
Sustaining a welcoming climate
Providing support for mentored research and campus pipeline programs
Developing a Cultural Competency Certificate for faculty
Holding a faculty networking event to encourage research collaboration: "Faculty Connectivus"
Supporting year-long faculty orientation
SUNY New PaltzX
Engaging the campus community and alumni in diversity and inclusion
Forming a Diversity and Inclusion Council
Tracking applicants throughout the recruitment process
Expanding outreach for candidate searches
Adopting more student-centered listening groups to build student engagement
Building graduate enrollment and pipeline in Business
Engaging professional staff with distinct populations {Veterans, Disabled, LGBTQ+ and #MeToo groups)
Utilizing USC Race and Equity Institute training modules and modules from EVERFI
Supporting enrollment costs for professional development courses
Mentoring readiness plans at departmental
SUNY Old WestburyX
Developing a faculty training plan on diversity topics
Promoting Long Island's diversity and resources to attract candidates
Strengthening faculty governance
Supporting social networks for new faculty
Utilizing applicant tracking· software system
Providing career guidance in dual career situations
Discounting campus child care for faculty/staff
Tracking STEM student success and graduation rates
Expanding recruitment of diverse students, staff and faculty
Expanding outreach at national recruiting fairs and conferences, such as SREB and NCORE
Developing student pipeline to graduate school programs
Supporting undergraduate mentorship
Supporting professional development and networks for graduate business students
Supporting community and climate initiatives, such as "Black List" Day
Utilizing Common Read activity to promote engagement and understanding of cultural difference
Providing gap salary support for new hires
Supporting academic and career plans of workforce
SUNY OswegoX
Maintain equitable employment practices
Prior to Search Training, support/create plan for hire training
Renew and revitalize training for search committees
Create broader outreach and use of institutional resources for recruitment
Candidate meeting with CDIO regarding diversity and inclusion efforts on campus
Complete the update of the Search Resources Guide (SRG); continuously look for improvements
Require that all positions (100%) for management/confidential, faculty, and professional staff require separate DEI statements as part of their application package
Transition all (100%) search related forms from paper to fully electronic
SUNY PlattsburghX
Assessing hiring practices and increase diversity of candidate pools
Conducting a HERI climate survey to assess factors impacting faculty diversity
Providing ongoing diversity and inclusion training
Supporting exit surveys for faculty
Engaging alumni in campus recruitment and retention
Increasing implicit bias training
Nurturing talented students to pursue graduate opportunities
Providing greater financial support to URM/WSTEM students
Supporting membership at NFCDD for faculty mentoring
Continuing affiliation with National STEM program
SUNY PotsdamX
Determining hiring plans and hiring priorities
Providing implicit bias training and USC training from Race and Equity Institute
Supporting Inclusive search processes
Providing .support for dual career situations
Expanding student awareness of pipeline programs
Tracking graduate school enrollment
Addressing student feedback on climate
Expanded partnerships and professional opportunities through career center
Developing early college program
Reducing mentoring barriers
Supporting informal faculty gathering
Reinforcing orientation process for new faculty
Improving faculty sense of belonging
Purchase CollegeX
Providing incentives for faculty such as summer salaries and reduced teaching loads
Addressing cost-of-living barriers
Developing a faculty in-residence program supporting living learning communities
Reviewing and revising the make-up of faculty search committees
Expanding outreach to diverse publications and outlets
Continuing student cohort models (BRIDGES and Marc Star) programs
Sustaining/ increasing community college collaboration and transfer partnerships
Implementing new faculty mentoring program
Developing a more robust on boarding program
SUNY CantonX
Expanding search parameters and underscoring diversity commitment in postings
Search Committee and other topical diversity training/workshops
Coordination of trailing partner opportunities with SUNY Potsdam
Depicting positive view of North Country life
Developing new online curriculum (Example: Cybersecurity)
Funding more graduate students and/or advanced students
Assessing and implementing strategies to retain students
Providing support for faculty seeking a terminal degree
Coordinating the North Country Universities Diversity Collective for URM faculty
SUNY CobleskillX
Improving URM representation in staff and faculty
Expanding outreach at hiring fairs
Increasing the diversity of candidate pools
Analyzing search outcomes
Providing bias training
Participating in several pipeline building and retention initiatives
Developing a student retention Task Force
Redesigning student orientation
Continuing NCAA diversity program
Providing more student scholarships
Providing mentoring and online staff and faculty toolkit
Developing a diversity-focused post doc program
Farmingdale State CollegeX
Shifting recruitment locales to areas with more diverse populations
"Cluster" hiring
Expanding marketing for URM candidates
Providing training on search procedures
Adapting or partnering with the Center for Inclusive Education model at Stony Brook
Supporting NSF AGEP participants for lecturer and adjunct faculty positions
Tracking retention and student completion
Supporting new faculty with teaching support, mentorship, etc.
Developing LI regional teaching consortium
SUNY Maritime CollegeX
Expanding diversity of candidate pools
Greater marketing, including job target service with OFCCP
Succession planning for replacement positions
Supporting immigrant VISA petitions for academic rank faculty
Mandatory search training for search committee members
Utilizing affinity groups to support recruitment
Providing additional academic support services
Strengthening career services to guide professional and academic career choices
Supporting QAR appointments (onboard ship training) within faculty
Providing a formal mentoring initiative for faculty
SUNY MorrisvilleX
Establishing a visible presence of URM faculty on campus
Utilizing "Cluster" Hiring
Increasing the diversity of candidates pools
Connecting with regional partners to advertise open positions
Supporting Sheila Johnson Student Leadership Program with links to Binghamton U.
Holding Professional Development Days
Providing mentoring and new faculty/staff orientation
Adirondack Community CollegeX
Developing faculty resources as a search process guide
Creating more diverse applicant pool
Supporting greater recruitment outreach
Identifying/enrolling more pre-college students
Supporting on-going pipeline initiatives
Creating a diversity focused website and professional development resources/programs
Additional mentoring for students - particularly those in STEM disciplines
Pursuing new partnerships/programs for STEM enrollment
SUNY Broome Community CollegeX
Adopting new faculty search and hiring strategies
Monitoring candidate applications for diversity
Creating greater outreach to doctoral candidates for future faculty appointments
Enhancing partnerships with Urban League, Upward Bound and Liberty Partnership Programs
Providing search committee training
Mentoring for URM faculty
Recognition for service in tenure review
Improving retention for URM students
Dutchess Community CollegeX
Expanding recruitment advertising for targeted populations
Providing mandatory online competency training
Tracking progress on diversity indicators
Reinstatement of EEO committee
Support creation of affinity groups, such as LGBTQ
Expanding educational access opportunities through E-Tech,
Math & Science Matter and Live Your Dream programs
Reinstate peer mentoring for students
Recognize diversity commitments in tenure review
Faculty leading community diversity programs
Expanding “Ally” training throughout the campus
Erie Community CollegeX
Hiring Plan includes increasing URM workforce diversity by 10% by 2022
Marketing to reflect institutional diversity goals
Build strong partnerships with community and industry for improved pathways for students and
career awareness
Conducing a Diversity Academy and provide Race Matters Institute training
Support mentoring
Fulton-Montgomery Community CollegeX
Improving minority representation in faculty and staff searches and appointments
Supporting dual career partnerships
Conducting exit interviews
Developing a mentoring guide
Providing mentoring opportunities for graduate students, faculty and staff
Raising profile and awareness campus investments in diversity and inclusion and multicultural
events
Providing Affirmative Action/Title IX training
Planning faculty, staff and student workshops or development sessions re: diversity and inclusion
Genesee Community CollegeX
Improving the pool of diverse candidates in job searches
Strengthening regional networks and partnerships with other colleges
Sustaining a "URM Open Door Initiative," a faculty exchange program
Expanding marketing and hiring outreach through national publications
Ensuring inclusive language and campus commitment to diversity in job postings
Defining the onboarding process
Providing mandatory bias training for search committees and professional development days
Facilitating mentoring relationships
Herkimer County Community CollegeX
Supporting recruitment and retention practices for URM faculty including targeted diversity training ·Including an industry/discipline expert on search committees
Expanding outreach to national media outlets and HBCUs
Exploring ways to improve Herkimer CC campus climate and campus welcome
Working with alumni in central NY region
Collaborate with PTECH Academy and BOCES
Partnership with Future Professoriate Program at Syracuse
Continue seeking grad student interns in STEM
Hudson Valley Community CollegeX
Build a supportive and equitable workplace
Support for cluster hires
Creating inclusive language for diversity in employment advertising
Conducting exit interviews
Tasking search chair with responsibility to guide the search process and diversity challenges
Partnerships with Liberty Partnership program and area high school enrichment programs
Mentoring for STEM students through "100 Black Men" organization
Jefferson Community CollegeX
Introduce mandatory professional development such as inclusion programming
Continue to seek financial support for URM student populations
Proactive assessment of workforce diversity goals and practices
Nassau Community CollegeX
Ensuring that full Affirmative Action search process is in place
Review of Search and Selection Guide by search committee members
Circulating employment postings on sites targeting diverse candidates or "protected" classes
Collaboration on the status of a search with departmental chairs and affirmative action officer
Partnership with Stony Brook to procure URM graduate students as teaching interns/future faculty
New mentoring program and new faculty orientation program through human resources
