Resources and Files
What is a Division Equity Plan?
An Equity Plan is a strategic response to institutional barriers through organizational cultural transformation. The initiative looks at the internal and external needs of the department or division in the areas of equity, social justice, diversity, and multicultural education and responds with a strategically aligned approach.
Initiatives should have a short and long-term focus, as well as very specific goals and objectives. It should also be easily measurable and tied to the college's overall mission and institutional core competencies. In terms of implementing the initiative, the entire division or department - from the top down - should be held accountable for implementation and the overall success.
How is this plan different from a Student Success Equity Plan (SSEP)?
Our Educational Master Plan states that we will “Improve the student success rates of all ethnic, gender and disability groups for all major indicators of student outcomes so that they will be comparably high with no more than 5% variance between each group”.
The Student Success Equity Plan is intended to help guide our student engagement and pedagogical praxis as well as aid us in working together toward this common goal. It should be strategically aligned with the division or department’s boarder equity plan and updated annual. This report should serve as a critical lens for assessing successes and reporting data in the annual program review.
What does it entail?
Equity Core Teams
Equity Core teams are groups of 4 -5 people within each division representing various perspectives and departments. These teams consist of individuals deeply committed to institutional equity and social justice praxis. This group will work together on guiding the equity planning process within their division. Specifically, the equity core team will focus on the following:
Each division will have flexibility and choice regarding the areas of equity, social justice, and multicultural education to focus on as well as format, structure, and process of engagement. Moving forward, each division is asked to commit to updating their student equity plans annually, conducting every five years a much deeper equity strategic plan and climate assessment. The goal is to support the campus community in not only closing the racial and teaching achievement gap/opportunity gap but to also deepen our sense of cultural humility and develop skills for helping each person, and especially, our most vulnerable students, faculty, and classified professionals thrive.
Divisional Equity Liaisons
The role of diversity equity liaison is being created to formalize a partnership and institutional linkages between the Office of Equity, the Equity Action Council, and De Anza’s 16 divisions. The divisional liaisons will serve on both their division equity core team as well as the Equity Action Committee. They will provide invaluable insight and guidance regarding divisional concerns, challenges, implementation successes, and effectiveness of campus equity and social justice efforts.
The divisional equity liaisons –in partnership with their equity core team- will also support their respective divisions in completing, implementing, and evaluating their annual equity plans. Equity liaisons’ will work closely with their dean, EAC, and Office of Equity to identify critical areas of growth and help guide strategic planning efforts related to these equity plans.
Resources and Files
Instructions for filing out and submitting the 2010-11
Student Services Annual Program Review Update
Annual Program Review Update 2010-11
Student Services Planning & Budget Team
Contact: Laura Watson