Justice, Equity, Diversity and Inclusion

Recommendation 1

Adopt a naming system for current and future residence halls purposefully chosen to emphasize Wofford’s common history and community.

Progress

The board of trustees created two ad hoc committees during the Fall 2021 semester to respond to issues raised in the JEDI report, an ad hoc committee on honorific space designations and an ad hoc committee on Wofford history and memory. The former was charged with developing and proposing a policy according to which proposed changes to campus spaces’ names would be considered. This ad hoc committee submitted its recommended policy language to the board at its May 2022 meeting and the final language was approved and reported to the Wofford community on July 21, 2022. The policy may be found here. OMC and facilities are developing a proposal for exterior and interior campus building signs and recognition areas. The proposal will be included in the spring 2023 R&R budget. The ad hoc committee on history and memory proposed a timeline under which the college will develop a plan for presenting its history more fully and inclusively across multiple platforms. Some of this work has already been accomplished, as is discussed more fully under Recommendation 4 below.

Recommendation 2

Allocate and raise funds for the construction of a new house or houses within the Greek Village for National Panhellenic Council (NPHC) fraternities and sororities, and for support of the activities and functions of these organizations. Address inequities in policies in the use of these spaces.

Progress

The college has not allocated or raised funds for the construction of a new house or new houses for NPHC fraternities and sororities. Instead, college personnel have been working first to revive inactive chapters of Kappa Alpha Psi Fraternity, Inc., and Omega Psi Phi Fraternity, Inc., and to bring two sororities, Alpha Kappa Alpha Sorority, Inc., and Delta Sigma Theta Sorority, Inc., back to campus. The college is pleased to report that it has made progress in reviving both fraternities. The sororities’ national organizations are not establishing new chapters at the time of this update’s completion. We will explore reviving these organizations as soon as we are able to do so. Space needs will be evaluated on an ongoing basis.

Next Steps

• Audit policies and practices and continue efforts to secure National Panhellenic Council (NPHC) chapters on campus.
• Campus Life and Student Development (CLSD) will invite presidents and leaders of the diversity council organizations to the risk management training session with the college attorney so all fraternity and sorority presidents complete the same training.
• Moving forward, the Campus Life and Student Development (CLSD) staff will uphold transparency in how the Meadors Multicultural House is reserved for programs and events to promote greater student engagement among students and National Panhellenic Council (NPHC) organizations.

Recommendation 3

Construct new buildings and safe spaces dedicated to the support of current and future diverse student populations, groups, and their organizations and review current policies that regulate usage of student spaces.

Progress

While the college currently has no plans to construct new buildings as suggested in this recommendation, Wofford has taken steps to address AMS House scheduling concerns mentioned in the recommendation’s rationale. The college recently launched its new online events management and room reservation system, SKEDDA, which should make space reservation far easier. Chartered student organizations may use college facilities for no cost. Spaces that are popular for student events include, but are not limited to, the Tony White Theater, the McMillan Theater, the game room, the Ben Johnson arena, the Galleria, the Pavilion at Wightman Hall, the Richardson Pavilion in the Stewart Johnson Greek Village, the courtyard behind JJR Hall, Shipp Hall Lounge, the mall between Shipp and DuPré Halls and the rooms in Burwell. Students find these to be safe spaces.

Recommendation 4

Establish a Wofford History and Memory Committee tasked with the development and implementation of projects.

Progress

An ad hoc Wofford History and Memory Committee was created in Spring 2022. The committee’s members are Dr. Dwain Pruitt, Chief Equity Officer; Dr. Tracy Revels, Professor of History and Laura and Winston Hoy Professor of Humanities; Rev. Dr. Ronald Robinson, Perkins-Prothro Chaplain and Professor of Religion; and Dr. Phillip Stone, College Archivist. This committee collaborated on the creation of a new online college history, available here. The Office of Equity, Diversity, and Inclusion (OEDI) has secured grant funding supported by the Council of Independent Colleges and Lily Endowment Inc. to produce a history of Black faculty, staff, and students at Wofford. This project will be published in 2024 to commemorate the sixtieth anniversary of the college’s desegregation. This will be the first of a series of oral history projects leading up to a proposed new institutional history to commemorate the college’s 175th anniversary in 2029. OEDI is also taking the lead on history programming. OMC has worked with students, the archivist and others to create a walking history memory and place video tour, available here. Stories about the tour and the students who participated in the research and appeared in the video have been included in the Summer issue of Wofford Today and in the Conquer & Prevail e-newsletter. The tour is on the Wofford website and has been featured in social media. OMC also developed decals with QR codes that link to the tour. These decals have been placed on signs throughout campus. OMC has also developed a series of celebratory banners for the light poles on campus that celebrate the college’s “firsts” and other special traditions. A story featuring these banners is in the Winter 2022 issue of Wofford Today. The banners will be placed on campus during special events including Family Weekend, Homecoming and Commencement.

Recommendation 5

Create a position of campus historian or historian of the college.

Progress

The college has not yet appointed or hired a Campus Historian or Historian of the College. This work continues to be performed by the college archivist, special collections staff in the Sandor Teszler Library, and members of the ad hoc Wofford History and Memory Committee.

Recommendation 6

Increase Black, Indigenous and People of Color (BIPOC) and other forms of diversity in faculty, staff and administration.

Progress

Wofford is an institutional member of the National Center for Faculty Development and Diversity. NCFDD offers “on-demand access to the mentoring, tools, and supported needed to be successful in the Academy.” During the Fall 2022 semester, Wofford joined the Consortium for Faculty Diversity. Consortium participation will allow Wofford to consider applications for dissertation and post-doctoral fellowships from scholars whose hire would serve to increase its ethnic and racial diversity. Furthermore, OMC works with Human Resources to edit and post-employment opportunities to Wofford.edu with the following language:

EEO STATEMENT Wofford College values diversity within our students, faculty and staff and strives to recruit, develop and retain the most talented people. Wofford College does not discriminate in employment on the basis of race, color, creed, religion, sex, sexual orientation, transgender status, gender identity, age, national origin, disability, veteran status or any other legally protected status in accordance with applicable federal, state and local laws. For information about Wofford’s Title IX compliance, visit wofford.edu/administration/title-ix. It is the policy of Wofford College to provide reasonable accommodations for qualified individuals with disabilities for employment. If you require any accommodations to participate in any part of the hiring process, please contact HumanResources@Wofford.edu.

In addition, in marketing the college, OMC works to be inclusive and authentic in its representation of the Wofford College student body, faculty, staff and alumni. The Office of Human Resources provided information on the faculty and staff’s demographic profiles. These data are presented as a baseline against which change and/or progress will be measured.

Recommendation 7

Restructure academic advising.

Progress

Dr. Carol Wilson will also be stepping down from her role as Coordinator of Advising in summer 2023. The Provost’s Office is currently beginning a search for a full-time staff member who will serve as Director of Advising beginning in July 2023.

Recommendation 8

Enhance general education and major curricula with increased course content related to race, ethnicity and legacies of colonialism.

Progress

In Spring 2022, an ad hoc faculty committee led by Dr. Anne Catllá, Associate Provost for Curriculum and Co-Curriculum, was tasked with designing a race and ethnicity general education requirement and with assessing and reframing the college’s Cultures and Peoples requirement. The committee proposed learning objectives and outcomes for Cultures and Peoples, to be re-designated Global Experience & Perspectives, and a Diverse U.S. Experiences & Perspectives requirement that would allow students to explore diversity in United States across a number of categories. These proposals have been forwarded to the General Education Transformation committee, which has developed an overall new general education program for the faculty’s consideration. The new general education program will receive a faculty vote during Spring 2023.

Recommendation 9

Increase infrastructure support for the FYI program.

Progress

The FYI Program and first-year orientation programs are supported by the Campus Life and Student Development (CLSD) and the Office of Student Success. These programs are woven seamlessly together from the process of selecting a qualified and diverse pool of orientation staff members in the spring, throughout the fall semester, and ending at the conclusion of the first academic year. FYI 101 instructors undertake content and pedagogical training each summer. Weekly meetings are held throughout the fall semester to provide needed support and assistance. All instructors were invited to receive a stipend for completing online diversity training through the Gardner Center Institute’s Teaching and Learning Academy.

In addition, the Office of Student Success has been able to fund five FYI 101 instructors to the First Year Experience conference hosted by the National Resource Center for The First-Year Experience and Students in Transition. Additional funding to support a rotating schedule of 4 instructors per year would be beneficial.

Recommendation 10

Expand ongoing assessment and professional development to work toward greater equity in the academic majors.

Progress

Funded by Wofford’s $250,000 Arthur Vining Davis Foundation grant, faculty teams in 15 academic departments have engaged in in-depth study of seven years of DFWI rates in courses in their majors, with special attention to courses that serve as entry points into majors or courses within the major that all students must take. After faculty teams identified problematic areas in their DFWI data, they completed equity-related professional development workshops via the John N. Gardner Institute. Finally, the teams then submitted reports to the Provost’s Office outlining curricular and pedagogy-related next steps to address the problematic areas in their departmental DFWI data.

The Provost’s Office is working to identify appropriate training programs for department chairs. Two chairs have been funded to participate in one potential program; they will provide feedback on the utility of the program once they have completed it.

Recommendation 11

Revive the Wofford Gospel Choir; support and sustain it.

Progress

The Wofford Gospel Choir is currently considered inactive as it has no faculty/staff advisor. Its previous advisor left the college for another professional opportunity.

Recommendation 12

Ensure financial needs are met for laptops and course supplies.

Progress

1. All Gateway Scholars (20 per year – Pell-eligible or DACA-protected) are provided with a MacBook Air in the summer before their first year of college.
2. As funds allow, MacBook Airs are provided to students who are Pell eligible or DACA protected who are not able to purchase their own. There is not enough funding to advertise this program; however, all requests have been met for the last three years.
   
   Funding was originally available through the Jolley Student Success grant, and the college has committed to continuing the grant funding (for this and other related needs) now that the grant has ended.
   
   Generally, the Dean of Student Success or Assistant Dean of Student Success are notified of a student who does not have access to a laptop by faculty members, academic or student affairs staff members, or coaches or someone in the athletic administration.
   
   All coaches have been made aware of this program, all new faculty are made aware of the program, and all academic advisors are made aware of the program.
3. For student athletes who have not filed a FAFSA or who are not Pell-eligible, Elizabeth Rabb can often find NCAA funding to fund a laptop. In these cases, the Office of Student Success provides the laptop to the student and funds are transferred from an appropriate athletic budget.

Laptops are available to any student on a short-term loan basis through the Office of Student Success. Any student needing access may complete the laptop loaner form and receive a laptop within 24 hours (as available). Dr. James Stukes runs this program and rarely runs out of available laptops.

• The Terrier Supply Closet provides basic course supplies for any student facing financial difficulty. The Supply Closet is accessible through a door-swipe with a Wofford student ID.
• In addition to food, personal hygiene supplies, and other items, the Supply Closet is always well-stocked with paper, pens, pencils, notebooks, binders, and flash cards. The Supply Closet was accessed over 390 times in the Fall 2022 semester. Funding from generous donors has been more than sufficient to meet any needs for course supplies.
• In addition, the McGehee Book Fund provides book assistance to students who are not capable of purchasing their course texts. In the semesters where the fund was not sufficient to meet needs, the Lawton Student Success Discretionary Fund has been able to cover any difference needed.

OMC works with Philanthropy + Engagement to share stories of students who have benefited from alumni/parent giving. We have taken over the alumni social media accounts as well and are working to boost engagement so we can do our part to increase donations.

Recommendation 13

Create equitable access to on-campus Interim courses.

Progress

The college aspires to make on-campus Interim courses for students available to students regardless of financial need. Discussions about how to make this possible are ongoing.

Recommendation 14

Create structures to ensure best practices for intercultural engagement in study-away Interim courses; once those structures are in place, create equitable access to one study-away (including study-abroad) Interim for all students.

Progress

Preliminary steps have been taken to ensure that expense does not deny Wofford students access to study abroad opportunities. The college has ten travel grant assistance funds, as well as scholarships that support Interim travel and study exclusively. The list of travel grant assistance funds may be found here. Information about Interim travel grants may be found here. The Experience Wofford program is being implemented with the hope that it may contribute to the goal of guaranteeing financial support for students with demonstrated financial need to participate in one travel/study Interim during their four years at Wofford.

Recommendation 15

Encourage coaches, advisors and the Office of International Programs to collaborate so that student-athletes who desire to study abroad can do so.

Progress

The Office of International Programs continues to support any student who wishes to study abroad, including student-athletes. In 2018 (prior to the JEDI recommendations), the OIP began partnering with Athletics and the Career Center to create and support the LevelUP program. Since the program’s inception, 18 LevelUP student-athletes have studied abroad supported by over $72,000 in LevelUP funding alone. Two more are slated to study abroad this spring, including a senior football player.

In addition to the LevelUP program, the OIP has intentionally designed processes and initiatives to support student-athletes. Accordingly, we have:

• Eliminated the need for students to apply for travel grants via a separate application. Students are now automatically considered for travel grants as part of the standard study abroad application process.
• Included student-athletes among those “underrepresented” in study abroad when reviewing candidates for travel grants. In our ongoing effort to increase participation among underrepresented groups, we have allocated additional funding to target student-athletes, first-generation college students, students of color, and Pell recipients.
• Encouraged Pell-eligible student-athletes to apply for the Gilman International Scholarship and subsequently mentored them throughout the application process.
• Hosted an annual student-led event in partnership with ODI/OEDI focused on the BIPOC experience abroad.
• Worked with an external DEI consultant to assess policies, programming, and procedures as they impact underrepresented groups.
• Given presentations on the value of study abroad to various LevelUP cohorts and encouraged them to meet with OIP staff to discuss possible program options.
• Identified additional program options to accommodate specific training schedules.
• Identified additional program options to accommodate student-athletes majoring in a language who are unable to study abroad for a full semester.
• Advocated for additional funding to support those who are unable to study abroad for a full semester.

Recommendation 16

Create more equitable pathways to internships.

Progress

The Career Center is seeking to restructure the current stipend program to place more emphasis on increasing the stipend amount awarded per student, prioritizing recipient need when making award determination.

Recommendation 17

Create more equitable pathways to other student development and pre-career opportunities.

Progress

In addition to developing internship strategies, the Career Center provides one-on-one student appointments and programming to help all interested Wofford students develop professional outreach skills and offer professional skills enhancement opportunities. These programs include job shadowing, informational interviews, practicums relevant to their desired major and/or career choice and undergraduate research opportunities.

Recommendation 18

Increase amount and consistency of community engagement in the curriculum.

Progress

Community engagement on the part of Wofford’s students, faculty and staff continues to expand. The curriculum is the province of the faculty. While faculty are increasing the amount of community engagement in their courses, that is appropriately being done on an individual basis, although it is encouraged by the Office of the Provost. Currently, a faculty/staff group is meeting to discuss how community engagement might “count” in the calculation of student workloads.

Recommendation 19

Provide support to ensure public research and community-engaged research are practiced in ways that promote equity and uplift the Spartanburg community.

Progress

Through the Center for Community-Based Learning, the College now requires students who will be participating in community-based work to complete a registration form indicating the work they will be doing in the community. The document also lists seven safety practices for students participating in such work.

Recommendation 20

Develop a strategic plan for diversity recruitment and enrollment for 2022-26.

Progress

Admission and Financial Aid continue to evaluate, update and implement elements of the Strategic Enrollment Plan for 2026. The most significant changes in 2022 were recalibrating the application evaluation rubric to provide greater equity for students who apply without testing, offering to pay for travel and accommodations for accepted underrepresented students to attend The Main Event(s) and hosting a college planning event in coordination with the Citizen Scholars Institute for local high school students. In Fall 2021, the college enrolled the largest percentage of underrepresented students ever at 24% of 459 first year students, but did not continue this progress in Fall of 2022 as the percentage of underrepresented students fell to 18% of 507 new students.

OMC continues to work closely with Admission to develop marketing materials and social media posts to share the increased opportunities. OMC proactively shares student stories designed to help students underrepresented in higher education see themselves here.

Recommendation 21

Plan, implement and assess first-year orientation each year with special attention to Justice, Equity, Diversity and Inclusion (JEDI) concerns.

Progress

The FYI program, academic advising, and Student Success teams were all an integral part of the institution’s most recent Quality Enhancement Plan (QEP) mandated by the Southern Association for Colleges and Schools Commission on Colleges. The college submitted a cumulative assessment report documenting the successful achievement of all objectives.
Specific changes of interest to the JEDI report:

• Over 30% of FYI 101 sections in the Fall 2022 semester were taught by BIPOC instructors holding masters or doctorate degree. This diversity of instructors is the largest of any department on campus.
• The FYI 101 leadership team replaced the existing diversity module with a module on Implicit Bias and Antiracism. This module was updated in 2021 by the College’s new Chief Equity Officer, Dr. Dwain Pruitt, to ensure that the content was appropriate and in alignment with the goals of the JEDI report.
• At the request of the Title IX Coordinator, all Get Inclusive/Voices for Change modules were integrated into the FYI 101 curriculum in the Fall 2021 semester. These modules include Identity and Inclusion, Hazing and Bullying, Consent, Alcohol and Other Drugs, and Mental Well-Being.
• In coordination with the Title IX Coordinator, the FYI 101 curriculum added resources on bystander intervention and personal responsibility. These resources include a video presentation by community partners such as the Safe Homes Rape Crisis Center and Spartanburg Regional Hospital System.

While not a specific request of the original JEDI report, the Office of Student Success plans to host two individuals from other colleges to review the FYI 101 curriculum and the orientation program. Currently in discussion with the Provost, the review will take place in the Spring 2023 term.

Recommendation 22

Increase staffing and support for Accessibility Services and revise relevant policies.

Progress

In 2023, CLSD seeks to hire a consultant to conduct an Americans with Disabilities Act (ADA) campus audit and create a long-range plan, prioritizing any action items that may be discovered.

Recommendation 23

Enhance Campus Union’s ability to represent all students.

Progress

Campus Union has created a standing Diversity, Inclusion, and Anti-Racism Committee. This committee’s charge is “to encourage a more diverse and inclusive environment on campus” in partnership with campus offices. The Office of Inclusive Engagement and the Office of Equity, Diversity, and Inclusion began conversations with the current chair during the Fall 2022 semester about sponsoring a series of Spring 2023 cultural events.

Recommendation 24

Establish a Justice, Equity, Diversity and Inclusion student fund.

Progress

This recommendation called for the establishment of a unique fund to support “the continuation of anti-racism efforts on campus including programming for student organizations and collaborative efforts with faculty and staff.” Both the Office of Equity, Diversity, and Inclusion and the Office of Inclusive Engagement provide financial and programmatic support for Diversity Council organizations. Since Fall 2021, these offices have supported programming by BSA, LGBTerriers, Minorities in STEM, OLAS, WAAPI, and WARC in addition to planning events for heritage and history month observances.

Recommendation 25

Increase support for Wofford’s counseling services.

Progress

The counseling staff is in the process of hiring a full-time counselor. Our goal is to have a new staff member in place shortly after we move back into the renovated Wellness Center. One of our goals reported to VP for CLSD is to increase the budget line for staff development and education. The counselors must complete CEUs in order to renew their licenses.

Recommendation 26

Establish a student health care coverage option for uninsured students.

Progress

At this time, this has not been accomplished. A new committee needs to be reestablished to review and present options to the cabinet and the board for approval.

Recommendation 27

Title IX and Bias Reporting: (a) Provide additional resources to the Title IX and Bias Incident reporting efforts; (b) implement structures to allow for consistent, effective and clear processes for problematic behavior that does not fall within the definitions of prohibited conduct within the current policy guidelines; (c) require annual training of all employees in Wofford’s Title IX and Bias Reporting policies and procedures.

Progress

Title IX has received significant focus since September 2021. Its web page has been completely redone and additional community resources, including an FAQ that walks interested parties through the entire Title IX process, have been created. The web page now also features a resource brochure, more information about community OEDI has also created new explanatory printed materials. The Office of Title IX has increased the number of trainings it offers and OEDI will be hiring a third person whose primary responsibilities will be in Title IX and educational outreach programming. OEDI is investigating how peer institutions handle inappropriate behaviors that violate our community expectations, but do not rise to the level of a policy violation under the college’s Nondiscrimination and Anti-Harassment Policy. Such behaviors are currently adjudicated under the Code of Student Rights and Responsibilities.

Recommendation 28

Conduct an external review of the Office of Human Resources and all institutional policies and practices related to hiring and confidential personnel matters to ensure that emerging risks and issues of concern are identified and addressed.

Progress

President Samhat hired Shannon Knupp as Interim Director of Human Resources. She began her work on July 11, 2022. As an expert in Human Resources, Ms. Knupp evaluated the strengths and weaknesses of the office and made recommendations to President Samhat on policies, programs, services and staffing that can be implemented. During the Fall 2022 semester, the college hired Courtney Dobbins as Assistant Director of Human Resources to continue the HR staff’s development.

Recommendation 29

Create three annual awards for Justice, Equity, Diversity and Inclusion (JEDI) work.

Progress

The college already awards three annual diversity awards. The first award is called the Eric Marshall AMS Legacy Award. It used to be called the AMS Legacy award, but it was renamed in 2010 in memory of Eric Marshall, Wofford Class of 2007, who passed away suddenly. The Eric L. Marshall ’07 AMS Legacy Award is given to a senior of color who emulates Marshall’s leadership, sincerity, pure servant’s heart, trustworthiness, honesty, citizenship and love for humankind.

The other awards are The Wofford Diversity and Inclusion Awards. One of these awards is given to a Wofford student, and the other one is given to a faculty or staff member for having raised awareness about diversity, equity and inclusion in order to promote greater understanding and appreciation within the college community.

Recommendation 30

Continue justice, equity, diversity and inclusion work: (a) Establish an advisory committee on Justice, Equity, Diversity and Inclusion (JEDI) issues on campus; (b) continue research and reporting from Justice, Equity, Diversity and Inclusion (JEDI) Committee’s data.

Progress

This recommendation proposed the creation of an advisory committee to “assist the [Chief Equity Officer’s] transition to a new institution” and to “[w]ork with the [Chief Equity Officer] on accountability and follow-through on the JEDI Committee recommendations.” The Chief Equity Officer asked student leaders, faculty and staff members, and alumni to serve in advisory capacities during the 2021-22 academic year. Emphasis was to be placed on JEDI Recommendation #1 and the question of space naming. Once the board of trustees formed an ad hoc committee to create a space naming policy, however, the advisory committees’ envisioned task was no longer necessary. Dr. Pruitt and Dr. Samhat have discussed the formation of a new faculty and staff advisory committee. A list of possible committee members has been prepared and submitted.