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Strategic Priorities & Objectives

Expand, foster, and celebrate diverse faculty and staff at all levels, with a focus on groups that are traditionally underrepresented in academia

Strengthen the quality of our graduate and professional programs to provide a high-quality student experience throughout the college

Support, enhance, and communicate excellence in research by the CSH community as a whole

Increase first-year student retention, transfer student retention, and sense of inclusion among CSH students, particularly those who identify as students of color, first-generation students, low-income students, and LGBTQIA+ students

Expand CSH capacity and programs for students interested in health-related careers

Re-conceptualize and strengthen the work being done by our various science and health focused Centers and Institutes to reinforce transdisciplinary education, research, collaboration, and engagement in service to society

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CSH Diversity, Equity, and Inclusion Committee

Permanent committee on Diversity, Equity and Inclusion (DEI) with representation from all units across the college and includes staff, faculty, and student voice. (7/1/2020)

Imminent training and support needs of the college around anti-racism, creating space for dialogue and action
Plan for FY21 DEI data collection and dissemination (track faculty, staff, and student diversity representation across CSH but also climate survey)
Adopt a Shared Governance framework in CSH
Promote teaching and curriculum expectations related to DEI
Strengthen Faculty evaluations, promotion and tenure process through a DEI lens.
Review the CSH hiring process through a DEI lens
Bridge local college DEI efforts back to DePaul University administration

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10^th Anniversary Celebration

Virtual Lunch with the Dean

October 19, 2021

Noon-1:00 PM

The Role of Shared Values and Vision in Creating a Highly Effective Learning Community

Strategic Priorities

Special Guest:

Mark Laboe

Associate VP, Mission and Ministry

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Barriers to Creating a Culture of DEI

Sustaining Diversity-Equity-Inclusion

Commitment

Vision

Core Values

Culture

Enriches educational experiences
Promotes personal growth
Strengthens academic community and work environment
Effective use of the talents and abilities of all
Improves communication and thought processing skills
Creates tolerance and acceptance
Create leaders
Better preparation for the workforce

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10^th Anniversary Celebration

Virtual Lunch with the Dean

November 15, 2021

Noon-1:00 PM

Advancing Diversity,

Equity, and Inclusion

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Achieving the Vision

Approach DEI work as mission critical

Prioritize and institutionalize DEI as core competency

Identify and build on past and current success
Require an ongoing commitment to research and assessment
Asking hard questions
Understand that crisis may further expose unaddressed inequities and be prepared to address them effectively
Redefinition of leadership

Inclusive Approach
Seeking to engage diverse talent, inspire innovation, and thrive in the future

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The College of Science and Health �Summer Leadership Development

Summer 2022

Day 1: Positive, Productive and Healthy Culture
Day 2: Recruitment, Retention and Development of Faculty and Staff
Day 3: Managing Difficult Situations
Day 4: Academic Programming & Resource Management

Summer 2021

Day 1: Resilient Leadership
Day 2: Using Data Strategically in Pursuit of Excellence and Innovation
Day 3: Addressing Difficult Situations
Day 4: Financial Health & Sustainability

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Using the Rubric

PULSE Diversity, Equity, and Inclusion (DEI) Rubric

Curriculum

The curriculum includes high impact practices and other inclusive pedagogies.
Course materials are intentionally made available to all students.
Racially diverse perspectives are represented in the curriculum.
Instructors address, and students learn to recognize biases in the practice of science.

Assessment

Student success metrics data are disaggregated to determine the success of specific populations to address the issues of underrepresentation in STEM
Assessing perceptions of equity and inclusion (climate data) are part of the department’s data set.

Faculty Practice/ Faculty Support

Faculty awareness of the terminology/ history of institutional racism in higher education, particularly in STEM.
Faculty engage in professional development opportunities on such topics as antiracism, equity, inclusion, and culturally responsive teaching (CRT).
Faculty are given opportunities to engage in various types of work that promote antiracism and serve as leaders at the college in this area.
The department has opportunities for faculty to develop mentoring skills that are inclusive of PEER students.

Climate for Change

To reduce bias, academic policies are reviewed and modified through the lens of equity and inclusion for PEERs.
The department utilizes a holistic approach to recruit, retain, and advance PEER faculty during their career.
The department strives to ensure equity for all department members with particular attention to the intersectionality of marginalized identities with PEER identities.

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College of Science and Health Comprehensive Student Success and Retention Initiative (CSH-CSSRI)

Retention and Inclusivity Taskforce/Initiative

Focus Group Work

Interventions to enhance students’ sense of inclusion and belongingness

College of Science and Health Student Ambassadors

Jump Start Programming

CPS high school juniors of color

Summer STEM immersion program

Senior year, the same students will enroll in CSH courses for which they will earn bridge credit, HS and DePaul

First Year Experience

Cooperative, inclusive, and student-centered pedagogy across the college

Science and Health Student Success and Retention Course

Mentoring and SI Program for first-year STEM Students of Color

Course Based Undergraduate Research Experience

Integration of hands-on undergraduate research experiences within strategic barrier courses/majors to promote student engagement in their STEM studies, increase understanding of the field of study, and enhance practical skills

Reimagining the Career-Changer Post-Bac Program

Expand enrollment in the Post-bac Program

Day/Evening/Remote course sections w/ in-person labs

Programming to build community

Service based learning and shadowing opportunities

Funding to off-set MCAT prep

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What is done or being done?

Anti-racism statement

CSH Climate Survey

Temperature of environment to grasp a better understanding of our present, future, and potential diversity and inclusion performance
Focus Groups

CSH has been assessing the staff and faculty evaluation processes in order to foster accountability, highlight achievements and to keep DEI efforts as an integral part of our work at DePaul

Review and updating of Selection Guidelines for Local Academic Unit Leaders
Best practices in searches and hiring
Integrating DEI processes and practices

Webpage where DEI data, best-practices and events can be shared transparently with the entire CSH community and beyond.

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CSH DEI Webpage - Prioritized Visibility

Webpage where DEI data, best-practices and events can be shared transparently with the entire CSH community and beyond.

Dean’s Message – Commitment to DEI
Anti-racism statement

Our DEI Strategic Action Plan Goals are guided by our DEI priorities and institutional goals. We take a systematic approach in how we track and monitor progress to ensure a sustained and collective commitment towards:

Creating a more inclusive and equitable college and campus community
Recruiting, retaining and supporting a more diverse college and community
Promoting and supporting inclusive teaching, scholarship and professional development

Proposed: CSH DEI Strategic Action Plan Dashboard

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What is done or being done?

Ten simple rules for building an antiracist lab - V. Bala Chaudhary & Asmeret Asefaw Berhe
“Women in Science and Health: Creating a Legacy”

William J. Degutis Women in Science and Health Lecture Series

Understanding and Supporting the Emotional Health of Black Children Presentation and Discussion

DIIG Award for Environmental Science for Grant proposal entitled, "Undergraduate Peer Mentorship Pilot Program." (Faculty: Christie Klimas and Bala Chaudhary

Virtual Lunch with the Dean - CSH Personnel – Framework for the Future

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Conceptual Framework �CSH Faculty and Staff for the Future

Conceptual framework that operationalizes the work commitment of a highly effective CSH faculty and staff member throughout their tenure

Prioritizes student learning and scholarly activity along with committing to a high level of public service that has transformative impact beyond the academy

Four critical areas that undergird the Faculty for the Future framework:

Alignment with DePaul and CSH Missions

Commitment to promoting DEI

Commitment to Accountability
Professional Contribution
Student Centered

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CSH DEI Advocate�Cricel Molina de Mesa

•The Diversity Advocate will work directly with the Dean to ensure that the workload is manageable, given other constraints on the Advocate’s time. There will also be consultation with advocate’s department chair/program director .

•Meet quarterly (at minimum) with the Associate Provost for Diversity Equity, and Inclusion. These meetings serve to ensure coordination with other University and College efforts and groups. Routinely inform the College of Science and Health of campus programming and initiatives associated with DEI.

•The DEI Advocate would chair the college DEI strategic priority committee.

•The advocate will provide support to diverse faculty in the College of Science and Health, by being a resource to help them navigate the various University systems.

•Provide a safe and confidential environment for diverse faculty to express issues and concerns, provide opportunities for faculty to discuss diversity issues that affect faculty success, and promote an atmosphere of support and acceptance.

•Inform the Dean of issues that may be impacting diverse faculty.

•Serve on the CSH Faculty Ambassador team. The Faculty Ambassadors provide support and mentorship to our CSH Student Ambassadors, who, through various activities and interventions, work to enhance diverse CSH students’ sense of inclusion and belongingness. The Diversity Advocate will work with the faculty ambassadors to ensure that interventions support diversity, equity, and inclusion.

•Work collaboratively with the Associate Dean for Faculty Affairs to encourage best practices with faculty searches and to assist with College-wide reporting of demographic data associated with faculty hires.

•The Coordinator for Faculty Affairs will provide administrative support to the DEI Advocate

•DEI Advocate will receive 1 TE release and stipend

•Use summer as planning and development time for academic year DEI initiative(s)

Prioritized Visibility

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Using the Rubric

PULSE Diversity, Equity, and Inclusion (DEI) Rubric

Curriculum

The curriculum includes high impact practices and other inclusive pedagogies.
Course materials are intentionally made available to all students.
Racially diverse perspectives are represented in the curriculum.
Instructors address, and students learn to recognize biases in the practice of science.

Assessment

Student success metrics data are disaggregated to determine the success of specific populations to address the issues of underrepresentation in STEM
Assessing perceptions of equity and inclusion (climate data) are part of the department’s data set.

Faculty Practice/ Faculty Support

Faculty awareness of the terminology/ history of institutional racism in higher education, particularly in STEM.
Faculty engage in professional development opportunities on such topics as antiracism, equity, inclusion, and culturally responsive teaching (CRT).
Faculty are given opportunities to engage in various types of work that promote antiracism and serve as leaders at the college in this area.
The department has opportunities for faculty to develop mentoring skills that are inclusive of PEER students.

Climate for Change

To reduce bias, academic policies are reviewed and modified through the lens of equity and inclusion for PEERs.
The department utilizes a holistic approach to recruit, retain, and advance PEER faculty during their career.
The department strives to ensure equity for all department members with particular attention to the intersectionality of marginalized identities with PEER identities.

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CSH Case Exemplar �

Before we began...

"Critical Shortage" Profession
Job Outlook 29% (much faster than average)
92% Caucasian, 8% BIPOC
Average GPA of students admitted to a graduate SLP program ~3.8 with top 10% GRE scores
Typically 300-500 applicants for 25-40 spaces within a graduate program

Climate for Change

Wholistic Admissions
Donation- Based Clinic

Curriculum & Assessment

Anti-Racist Curriculum
BESSC-SLP

Faculty Practice/Support

Reflective Teaching
"Providers who Teach" Model

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Opened donation- based clinic in September 2021
Developed community partnerships with local hospitals and Chicago Public Schools to develop referral pipelines.
Obtained grant funding to deconstruct social barriers to accessibility (e.g. transportation, materials etc.).
Students complete 4 internship rotations
100+ hours of direct service delivery at no cost to clients.
Services Provided include:

Prevention & Screenings
Comprehensive Evaluations
Innovative Treatment

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Mission begins with Us

Grounded in the Vincentian tradition and urban character of DePaul University, the Master of Science degree in the Speech Language Pathology Program prepares speech-language pathologists to meet the diverse and urgent needs of the Chicago community and beyond with a special concern for those who are most underserved and those who are most vulnerable.

Our program graduates students with sufficient breadth and depth of knowledge, clinical skills, professional practice competencies, clinical reasoning, cultural fluency, and empathy for their practice. Using evidence-based and ethical practice, graduates use their knowledge and skills to foster meaningful communication for their clients and serve as leaders in the profession.

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How does this show up in our classrooms?

Syllabus Standardization

CSH Anti-Racism Statement

Documentation of What is being done in CSH and What must be done at CSH

DePaul SLP Program Diversity Statement

Coursework Components

Intentional books and periodicals highlighting DEI within the field of SLP

Projects, assignments, case histories illustrating the structural racism, inequities and disparities within SLP and solutions to ameliorate these issues

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BESSC-SLP

Bilingual English-Spanish Specialization Certificate (BESSC-SLP)

Purpose

To academically and clinically prepare future bilingual SLPs with the needed knowledge and evidence-based practices to equitably serve the needs of Latinx families and their children with communication disorders

Curriculum: Includes Mission of Advocacy, Language Justice, Equity, and Community

Academic Coursework (11 cr hrs)
Clinical Experiences (120 hrs)
Service Learning (Global)
Community Based Learning Projects

The Bilingual English-Spanish Specialization Certificate (BESSC-SLP) arose from the mere need to begin a pro-active and progressive movement in the field and in the state of IL.

Although the demographics of the United States is becoming more diverse, the field of speech- is predominately White, female and monolingual English speaking.

These changing demographics in the US urged SLP to be prepared to serve a more culturally and linguistically diverse population, and to make connections linking local and global concerns.

We as a program recognized the insufficient quantity of Speech Language Pathology professionals in the field prepared to serve culturally and linguistically diverse individuals and witnessed the national need from our state professional organization. With IL not only ranking as one of the top 10 states in the country with a large Latino population, but also Chicago ranking as number 6 of the top 15 metropolitan U.S. city areas where Latinos reside it was proposed to create a certificate that would not only serve this population but also prepare our students to serve this population need.

The BESSC certificate incorporates both academic and clinical experiences and encompasses the mission of advocacy, language justice, equity, and community embedded across the curriculum. Courses such as research to practice in bilingual speech language pathology which examines implementation of current professional and legal policies, procedures, and ethical issues to cultural responsiveness in Bilingual SLP, assessment and intervention, to embedding community based learning projects and to global service learning courses in other countries such as Colombia. All are aspects at the core of the BESSC certificate.

Courses are required for all students seeking the BESSC-SLP certificate; however, these are courses that are open and encouraged for all students in the SLP program in order to advance issues of equity, inclusion, and cultural responsive practices.

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Hiring

Reconciliation

Research

Curricula

Development

Assessment

Evaluation

Coordination

Actualizing equity-mindedness that intentionally evaluates practices and interrogates policies through a diversity-conscious lens

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