Butte College Diversity Committee works collaboratively with our diverse campus and local communities to establish a learning and working environment that is inclusive and equitable. We do this by honoring diverse identities and educating our community, identifying and responding to existing and emerging equity issues, and analyzing and recommending institutional change based on relevant research practices.
The Diversity Committee works to promote an inclusive community that embraces all aspects of diversity among administrators, students, faculty, and staff. In order to raise awareness toward this goal, the committee: A. Provides events, workshops, and trainings on campus B. Funds faculty, staff, and students to attend diversity trainings and workshops off campus C. Makes recommendations to faculty, staff, and administration on diversity-related topics D. Makes diversity and inclusion-related recommendations to campus committees, departments, and governing bodies D. Represents the college in outreach activities involving the community The committee revised it's Mission on January 2018 and defined it's vision and Values. It also developed a 3 year strategic plan. Below are its Vision and Values: Vision: In order to dismantle the historical structures of oppression, we promote social justice by inspiring an educated, aware, and accountable community of allies. Values: � Difference � Equity � Allyship � Inclusion � Representation � Awareness
Diversity Days Speakers and Event Costs
Due to COVID 19 and the sudden move to a completely online environment as of March 2020, we had to cancel our Diversity Days events for April 2020. We were able to bring some of the proposed speakers back for the event this spring, though we also changed our plans to focus more on anti-racism. We also changed the name of the event to Decolonize!, prompted primarily by student feedback, which suggested that Diversity Days made it sound too much like a celebration or "cultural tourist" approach to Diversity, instead of the intense, thought-provoking work we were actually doing in the various talks and workshops, to decolonize our minds and create real change on our campus. Though we were not able to use these funds last year, we're finding that even in the online environment, we're going to come in right at our budget, and we're still not sure whether or not we'll be face to face in the spring, so we're going to ask for the same budget amount as the costs, especially for keynotes, have increased.
Also, some of this budget has been used to offset the costs of other requested funding for the Diversity Speaker Series, primarily, as well as to partner with CSU, Chico to bring Dr. Ibram Kendi to our campuses on April 14, which will include an hour follow-up conversation with students, with equal representation from both schools. This is a tremendous opportunity for our students, and since we didn't have to cover catering costs and keynote speaker honoraria were lower for Zoom webinars, we were able to take on this additional expense. We were also able to help help support Dr. Debra Crumpton coming to speak at our campus for Black History month, which was one of the few events for heritage months directly supported by the District (at least in part).
In terms of the benefit, we've seen more participation in the online events this year so far than we've ever seen in the past, averaging around 100 participants (they used to average around 20 to 30), so the potential effects of this increased participation on our campus culture is immeasurable. The amount of participation also signals a change in campus culture following George Floyd's murder and an increased demand for events that help us conceptualize and begin working on anti-racism and increasing equity on our campus. As we have in the past, we will collect surveys from participants during Decolonize! to better reflect specific impacts of these events in next year's unit plan. We don't have that data for this year, since we had to cancel Spring 20. We are also planning to start conducting surveys to assess the impact of the Diversity Speaker Series events.
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Based on our Strategic Plan, our goals for this year were as follows:
August 2020 to May 2021
Goal 1: Collaborate with Student Life to develop a student training in being an effective, active committee member, and the value of a diverse voice by May 30, 2021.
Goal 2: Actively recruit at least two equity-minded faculty to serve on the following: Academic Senate, Curriculum Committee, BCEA Union, and PFA Union by December 20, 2020.
Goal 3: Assess the impact of Diversity Committee efforts on the above goals and make necessary refinements by December 20, 2020.
And we had an unment goal from the previous year that rolled over to this year, and still has not been realized.
Goal 2: Develop equity-minded on-boarding orientation training for all new employees by May 30, 2020.
In part, our inability to achieve this goal is the result of Human Resources being so overwhelmed and having other more pressing priorities when it comes to divesifying hiring processes and procedures. But we've also encountered a lack of broad institutional support. We're working to bring together a coalition comprised of all the major areas of onboarding for new faculty and to begin work on a comprehensive and collaborative (as well as consistently applied) onboarding plan for new faculty and staff.
We have fulfilled all of our goals for 2019/20 with the exceptions of gaining more diversity of representation in the unions, though we are currently working in collaboration with both faculty unions on adding equity-minded and culturally-responsive teaching components to the new contracts or as MOUs.
In addition to these annual-specific goals, we state in our mission that we will continue to "work collaboratively with campus and local communities" and "establish a learning and working environment that is inclusive and equitable" (all of our requests below). We also note that it is our mission to educate our community (the education campaign, speaker series, and Decolonize!), identify and respond to existing and emerging equity issues (the adult changing table request), and analyze and recommend "institutional change based on relevant research practices," which is advice we've shared with groups like the Academic Senate, Guided Pathways, Facilities Master Planning, and Educational Master Planning all year. We're currently researaching policies and procedures other campuses use to screen course outlines from DEI and anti-racist lenses to share with our Curriculum Committee. As a committee, we accomplish quite a lot at little financial cost, and we're hoping our college recognizes that.
Strategy 1 - Operating Budget for IDEA Officer
We are delighted that our college is currently in the process of hiring an Inclusion, Diversity, Equity, and Anti-racism Officer position for our campus, though we are concerned about the broad description of responsibilities given to this position.
We take our role in supporting this position quite seriously, and we can't imagine how the person in this position will be able to fulfill even some of the following representative duties without a budget:
1. Provides leadership in the areas of anti-racism, diversity, equity, and inclusion in accordance with the Butte College Mission Statement and Values.
2. Champions and promotes an inclusive institution that honors and embraces social equity and makes recommendations on how to maximize anti-racism, diversity, equity, and inclusion efforts across the District.
3. Responds to identified needs to maintain an intentional and sustained focus on achieving anti-racism, diversity, equity, and inclusion.
4. Maintains currency on state and federal legislation related to equity, diversity, inclusion, and non-discrimination and develops or recommends policies that ensure equity in compliance with all legal requirements.
5. Creates a Bias Incident Response process for the District in collaboration with Title IX Coordinator and BIR Taskforce.
6. In conjunction with Professional Development and Human Resources, develops, implements, and provides institutional employee training (onboarding and ongoing) to promote cultural understanding and competency and a climate of equity and inclusion.
7. Serves on the Professional Development Steering Committee to ensure that diversity, equity, and inclusion is embedded in all professional development offerings; works with other committee members to evaluate professional development activities and improve offerings based upon continuing evaluation.
8. Consults with academic departments in creating culturally relevant curriculum development and instructional practices and support academic administrators and guide faculty in the development of culturally responsive, equitable, and inclusive curricula, courses, and teaching practices.
9. Works directly with VP of Instruction, the instructional deans, and with faculty-led committees and attends Learning Council meetings to ensure that DEI is always considered during decision-making.
10. Provides guidance and feedback to the Guided Pathway initiative on how its efforts can best maximize diversity, equity, and inclusion.
11. Collaborates with the EEO Officer and Human Resources in implementing the EEO Plan; Serves on the EEO Advisory Committee.
12. Serves as the Co-Chair of the Diversity Committee.
13. Collaborates with the Student Equity Office in implementing the Student Equity Plan and serve on Student Equity and Achievement Program Advisory Committee (SEAPAC) and Work with institutional researchers and SEAPAC to gather and disseminate data on college equity gaps and the qualitative data that helps explain their causes.
14. Works in conjunction with Institutional Effectiveness in policy analyses and organizing and developing necessary annual reports of the college's effort in recruitment, retention, and successful completion of underrepresented student populations.
15. Assists in developing systems of accountability for reaching diversity and equity goals and objectives.
16. Consults with the Title IX Office on issues related to anti-racism, diversity, equity, inclusion, and compliance with California Community College, Title IX, and EO policies, regulations, and procedures.
17. Develops identifies, and disseminates educational materials related to anti-racism, diversity, equity and inclusion to faculty, staff, and students.
18. Acts as Butte College’s representative when attending conferences and communicating with federal or state agencies. May serve on a variety of District committees as directed.
19. Serves as a consultant and subject matter expert to administrators, faculty, staff, and students on matters related to anti-racism, diversity, equity, and inclusion.
20. Performs related duties as assigned by the President.
We’re also concerned that the existing Diversity and Student Equity budgets might be tapped for this additional work, and this amounts to robbing from DEI work on our campus to give to DEI work on our campus, and we’re hoping that’s not the assumption among our leadership.
Strategy 2 - Supporting Decolonize! and Related Events: Speakers, Workshops, Trainings, and Initiatives on Campus
We are asking that our campus continue to support Decolonize! (formerly Diversity Days) as it has done in the past.
Butte College’s Strategic Initiative 6 - Enhancing a Culture of Inclusiveness – emphasizes community “by actively promoting an environment that celebrates the uniqueness of each individual. The campus climate is characterized by diversity, understanding, mutual respect, and inclusiveness.” The Diversity Committee supports four vital aspects of this initiative: 1) Educating the campus and community that diversity is shaped and informed by many characteristics including but not limited to ability, age, culture, education, ethnicity, gender identity, language, religious beliefs, sex, sexual orientation, and socio-economic status; 2) Assisting in Hiring and retaining a diverse workforce; 3) Creating and sustaining programs, projects, and events that promote a greater understanding of diversity; 4) Developing annual reports that describe the results of diversity efforts and ensuring campus discussion of college progress.
The Diversity Committee is intimately involved in all aspects of this strategic initiative, including EEO planning and implementation, outreach to minority populations, and providing the members of the campus community exposure to a myriad of diversity-related issues via activities during Decolonize! and throughout the year.
Additionally, Item 2 in the CCC Chancellor's "Call to Action" asks that our college host open dialogue and review campus climate, and the Decolonize! events together with the feedback we collect from those events are one of the only ways our college consistently does both of these things.
In the aftermath of yet another year of violence committed against black and brown folks, this time, better documented in all its egregiousness, as well as several backlash movements and increased violence against LGBTQ+ identities, in particular, black transwomen, and the additional violence and harrassment faced by Asian Americans in the aftermath of COVID 19, and following upon the few campus climate survey comments that we have been able to access, it is apparent, more than ever, that our campus has work to do in creating rigorous and open campus dialogue about discrimination, microaggressions, implicit bias, and privilege in ways that are intersectional and consistently assessing the impacts of the spaces we create.
Historically Diversity Days (now called Decolonize!) has provided such a space on our campus, combining both celebrationa and empowerment of intersectional historically minoritized identities and holding frank conversations about the changes we need to make every day and every space that space of empowerment on our campus. Though we know times are tough, we ask that our leadership recognize the mindfulness and purposefulness of these spaces we've created for many years now at our institution, and that we continue to make these spaces a priority.
Strategy 3 - Diversity Speakers Series
The Committee seeks to continue its Diversity Speakers Series, which has been a great success in what is now its third year and especially in the online environment, averaging around 60 to 90 attendees for each event. We are asking for additional funding, so we don't have to depend on Equity funding for this series to support at least four speakers each year (two each semester).
For many years, minoritized faculty and staff and allies on campus had requested that the Diversity Committee work on expanding the Diversity Days style offerings and the reflection they inspired to more consistent events throughout the year. The Diversity Speaker Series and our Informational Campaign have been our response to these very valid requests. Diversity and inclusion needs to be something our campus actively values and makes visible year round, not just for a week in the spring. Over the past two years, the speaker series has covered important LGBTQ+ issues, including the legacy and current status of HIV/AIDS, homophobia, transhpobia, coming out, trans pride, unhoused peoples (both local and state/national), trans identities in history, media, and politics, the prison industrial complex, immigration, trauma, healing, and many more. Our speaker last semester, Alok, gave one of the most inspiring presentations many of us have witnessed at a time when our campus culture needed that energy most. This semester, our speakers cover a broad range of topics from intersectional perspectives:
Cameron Awkward-Rich is a black queer and trans poet whose work speaks to the lived experience of marginalization and the realities of hope (We just held this event on February 17, and we had over 90 participants, about a third of whom were faculty and another third members of the community--these events are getting better publicity and turning into one of the few spaces that bring together faculty, staff, students and members of the community on our campus).
Mateo Presente is an alum of Chico State and change maker who currently works for a non-profit organization called Black and Pink which supports LGBTQIA2S+ people and people living with HIV/AIDS impacted by the prison industrial complex.
Finally, Kao Kalia is author of “The Song Poet” in which she highlights the challenges and struggles of her family when immigrating to the U.S. and facing racism.
The funding we get for these important events only supports the speakers and not all of the labor that goes into promoting them, creating contracts, and so on, which members of the Diversity Committee carry out in addition to their regular job duties. We are also going to institute an online survey mechanism, so we can better measure the impacts of these events, but if the communication on the chat, the demand for recordings so folks can share them with colleagues who couldn't be present, and the increased numbers of people in attendance are any indication, these events are having a profound impact on our campus culture.
Strategy 4 - Educational and Informational Campus Campaign
The Committee seeks to implement each semester an educational and informational campaign focused on issues of diversity, equity and inclusion. For example, in fall 2020, in collaboration with CSU Chico, the Diversity Committee sponsored a "We're A Culture NOT A Costume" Poster campaign, which we adapted to an online environment, sharing digital posters via email and on social media. Posters were disseminated throughout the campaign and also on various Social Media sites.
This spring, we are again taking our poster campaign online and posters will be disseminated virtually for Women's History Month and Asian and Pacific Islander Month. Posters were circulated via social media for Black History Month, but were not shared via district announcements or email due to a mix-up in communication.
Whether we are online or face to face next year, we hope to continue this very powerful education campaign, though being online means this requires no funding. We are projecting a possible face to face environment in spring 2022 and thus asking for some funding to help print the posters for that semester.
For many years there has been a request that the Diversity Committee expand it focus beyond Diversity Days by highlighting important topics, speakers and events throughout the year. In January 2018, the DC's three year strategic planning committee prioritized collaborating and partnering to identify and disseminate at least one diverse educational, informational campaign per semester as a goal for the academic year.
Strategy 5 - Install an Adult Changing Table and Necessary Facilities in the ARTS Building
In our ongoing collaboration with facilities, we'd like to support their request to install an adult changing table and lift and make the necessary facilities changes to accommodate this space in the ARTS building.
Our original ask came from students and staff. They wanted to know if there was any way we could include an adult changing table and lift in the locker rooms and/or in the Student Center bathrooms or preferably both. The rationale behind having these in the locker rooms was that it would allow students with disabilities to use the showering facilities there as well, if necessary. And the Student Center is right in the middle of campus, making it more convenient for students who might have to use these facilities in between classes. Facilities responded that after assessing those spaces, it was simply not feasible for them to make the necessary changes to install a changing table in the locker rooms or in the Campus Center, but they had found a space in the ARTS building, which would accommodate the necessary changes and had the required space. We see very few students with physical disabilities on our campus, and this, to us, is a powerful sign that we are not an accessible, welcoming space for them. We believe these changes would go a long way to making our campus more welcoming and possible to manage for students with physical disabilities and potentially bring in more enrollments and help us better retain these students as well.
A Committee meeting room
Student Equity Funds
| Original Priority | Program, Unit, Area | Resource Type | Account Number | Object Code | One Time Augment | Ongoing Augment |
| Description | Supporting Rationale | Potential Alternative Funding Sources | Prioritization Criteria | |||
| 1 | Diversity Committee | Personnel | $0.00 | $10,000.00 | ||
| We are delighted that our college is currently in the process of hiring an Inclusion, Diversity, Equity, and Anti-racism Officer position for our campus, though we are concerned about the broad description of responsibilities given to this position. | We take our role in supporting this position quite seriously, and we can't imagine how the person in this position will be able to fulfill even some of the following representative duties without a budget: 1. Provides leadership in the areas of anti-racism, diversity, equity, and inclusion in accordance with the Butte College Mission Statement and Values. 2. Champions and promotes an inclusive institution that honors and embraces social equity and makes recommendations on how to maximize anti-racism, diversity, equity, and inclusion efforts across the District. 3. Responds to identified needs to maintain an intentional and sustained focus on achieving anti-racism, diversity, equity, and inclusion. 4. Maintains currency on state and federal legislation related to equity, diversity, inclusion, and non-discrimination and develops or recommends policies that ensure equity in compliance with all legal requirements. 5. Creates a Bias Incident Response process for the District in collaboration with Title IX Coordinator and BIR Taskforce. 6. In conjunction with Professional Development and Human Resources, develops, implements, and provides institutional employee training (onboarding and ongoing) to promote cultural understanding and competency and a climate of equity and inclusion. 7. Serves on the Professional Development Steering Committee to ensure that diversity, equity, and inclusion is embedded in all professional development offerings; works with other committee members to evaluate professional development activities and improve offerings based upon continuing evaluation. 8. Consults with academic departments in creating culturally relevant curriculum development and instructional practices and support academic administrators and guide faculty in the development of culturally responsive, equitable, and inclusive curricula, courses, and teaching practices. 9. Works directly with VP of Instruction, the instructional deans, and with faculty-led committees and attends Learning Council meetings to ensure that DEI is always considered during decision-making. 10. Provides guidance and feedback to the Guided Pathway initiative on how its efforts can best maximize diversity, equity, and inclusion. 11. Collaborates with the EEO Officer and Human Resources in implementing the EEO Plan; Serves on the EEO Advisory Committee. 12. Serves as the Co-Chair of the Diversity Committee. 13. Collaborates with the Student Equity Office in implementing the Student Equity Plan and serve on Student Equity and Achievement Program Advisory Committee (SEAPAC) and Work with institutional researchers and SEAPAC to gather and disseminate data on college equity gaps and the qualitative data that helps explain their causes. 14. Works in conjunction with Institutional Effectiveness in policy analyses and organizing and developing necessary annual reports of the college's effort in recruitment, retention, and successful completion of underrepresented student populations. 15. Assists in developing systems of accountability for reaching diversity and equity goals and objectives. 16. Consults with the Title IX Office on issues related to anti-racism, diversity, equity, inclusion, and compliance with California Community College, Title IX, and EO policies, regulations, and procedures. 17. Develops identifies, and disseminates educational materials related to anti-racism, diversity, equity and inclusion to faculty, staff, and students. 18. Acts as Butte College�s representative when attending conferences and communicating with federal or state agencies. May serve on a variety of District committees as directed. 19. Serves as a consultant and subject matter expert to administrators, faculty, staff, and students on matters related to anti-racism, diversity, equity, and inclusion. 20. Performs related duties as assigned by the President. We�re also concerned that the existing Diversity and Student Equity budgets might be tapped for this additional work. |
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| 2 | Diversity Committee | Personnel | 11_099_110_1_676000 | $0.00 | $25,000.00 | |
| Supporting Decolonize! and Related Events: Speakers, Workshops, Trainings, and Initiatives on Campus | Butte College�s Strategic Initiative 6 - Enhancing a Culture of Inclusiveness � emphasizes community �by actively promoting an environment that celebrates the uniqueness of each individual. The campus climate is characterized by diversity, understanding, mutual respect, and inclusiveness.� The Diversity Committee supports four vital aspects of this initiative: 1) Educating the campus and community that diversity is shaped and informed by many characteristics including but not limited to ability, age, culture, education, ethnicity, gender identity, language, religious beliefs, sex, sexual orientation, and socio-economic status; 2) Assisting in Hiring and retaining a diverse workforce; 3) Creating and sustaining programs, projects, and events that promote a greater understanding of diversity; 4) Developing annual reports that describe the results of diversity efforts and ensuring campus discussion of college progress. The Diversity Committee is intimately involved in all aspects of this strategic initiative, including EEO planning and implementation, outreach to minority populations, and providing the members of the campus community exposure to myriad diversity-related issues via activities during Decolonize! and throughout the year. Additionally, Item 2 in the CCC Chancellor's "Call to Action" asks that our college host open dialogue and review campus climate, and the Decolonize! events together with the feedback we collect from those events are one of the only ways our college consistently does both of these things. In the aftermath of yet another year of violence committed against black and brown folks, this time, better documented in all its egregiousness, as well as several backlash movements and increased violence against LGBTQ+ identities, in particular, black transwomen, and the additional violence and harrassment faced by Asian Americans in the aftermath of COVID 19, and following upon the few campus climate survey comments that we have been able to access, it is apparent, more than ever, that our campus has work to do in creating rigorous and open campus dialogue about discrimination, microaggressions, implicit bias, and privilege in ways that are intersectional and consistently assessing the impacts of the spaces we create. Historically Diversity Days (now called Decolonize!) has provided such a space on our campus, combining both celebrationa and empowerment of intersectional historically minoritized identities and holding frank conversations about the changes we need to make every day and every space that space of empowerment on our campus. Though we know times are tough, we ask that our leadership recognize the mindfulness and purposefulness of these spaces we've created for many years now at our institution, and that we continue to make these spaces a priority. |
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| 3 | Diversity Committee | Personnel | 11_099_110_1_676000 | $0.00 | $22,000.00 | |
| Supporting Diversity Speaker Series | The Committee seeks to continue its Diversity Speakers Series, which has been a great success in what is now its third year and especially in the online environment, averaging around 60 to 90 attendees for each event. We are asking for additional funding, so we don't have to depend on Equity funding for this series to support at least four speakers each year (two each semester). For many years, minoritized faculty and staff and allies on campus had requested that the Diversity Committee work on expanding the Diversity Days style offerings and the reflection they inspired to more consistent events throughout the year. The Diversity Speaker Series and our Informational Campaign have been our response to these very valid requests. Diversity and inclusion needs to be something our campus actively values and makes visible year round, not just for a week in the spring. Over the past two years, the speaker series has covered important LGBTQ+ issues, including the legacy and current status of HIV/AIDS, homophobia, transhpobia, coming out, trans pride, unhoused peoples (both local and state/national), trans identities in history, media, and politics, the prison industrial complex, immigration, trauma, healing, and many more. Our speaker last semester, Alok, gave one of the most inspiring presentations many of us have witnessed at a time when our campus culture needed that energy most. This semester, our speakers cover a broad range of topics from intersectional perspectives: Cameron Awkward-Rich is a black queer and trans poet whose work speaks to the lived experience of marginalization and the realities of hope (We just held this event on February 17, and we had over 90 participants, about a third of whom were faculty and another third members of the community--these events are getting better publicity and turning into one of the few spaces that bring together faculty, staff, students and members of the community on our campus). Mateo Presente is an alum of Chico State and change maker who currently works for a non-profit organization called Black and Pink which supports LGBTQIA2S+ people and people living with HIV/AIDS impacted by the prison industrial complex. Finally, Kao Kalia is author of �The Song Poet� in which she highlights the challenges and struggles of her family when immigrating to the U.S. and facing racism. The funding we get for these important events only supports the speakers and not all of the labor that goes into promoting them, creating contracts, and so on, which members of the Diversity Committee carry out in addition to their regular job duties. We are also going to institute an online survey mechanism, so we can better measure the impacts of these events, but if the communication on the chat, the demand for recordings so folks can share them with colleagues who couldn't be present, and the increased numbers of people in attendance are any indication, these events are having a profound impact on our campus culture. |
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| 4 | Diversity Committee | Personnel | $0.00 | $500.00 | ||
| Educational and Informational Campus Campaign | The Committee seeks to implement each semester an educational and informational campaign focused on issues of diversity, equity and inclusion. For example, in fall 2020, in collaboration with CSU Chico, the Diversity Committee sponsored a "We're A Culture NOT A Costume" Poster campaign, which we adapted to an online environment, sharing digital posters via email and on social media. Posters were disseminated throughout the campaign and also on various Social Media sites. This spring, we are again taking our poster campaign online and posters will be disseminated virtually for Women's History Month and Asian and Pacific Islander Month. Posters were circulated via social media for Black History Month, but were not shared via district announcements or email due to a mix-up in communication. Whether we are online or face to face next year, we hope to continue this very powerful education campaign, though being online means this requires no funding. We are projecting a possible face to face environment in spring 2022 and thus asking for some funding to help print the posters for that semester. For many years there has been a request that the Diversity Committee expand it focus beyond Diversity Days by highlighting important topics, speakers and events throughout the year. In January 2018, the DC's three year strategic planning committee prioritized collaborating and partnering to identify and disseminate at least one diverse educational, informational campaign per semester as a goal for the academic year. |
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| 5 | Diversity Committee | Facilities | $51,385.00 | $0.00 | ||
| Install an Adult Changing Table and Necessary Facilities in the ARTS Building | In our ongoing collaboration with facilities, we'd like to support their request to install an adult changing table and lift and make the necessary facilities changes to accommodate this space in the ARTS building. Our original ask came from students and staff. They wanted to know if there was any way we could include an adult changing table and lift in the locker rooms and/or in the Student Center bathrooms or preferably both. The rationale behind having these in the locker rooms was that it would allow students with disabilities to use the showering facilities there as well, if necessary. And the Student Center is right in the middle of campus, making it more convenient for students who might have to use these facilities in between classes. Facilities responded that after assessing those spaces, it was simply not feasible for them to make the necessary changes to install a changing table in the locker rooms or in the Campus Center, but they had found a space in the ARTS building, which would accommodate the necessary changes and had the required space. We see very few students with physical disabilities on our campus, and this, to us, is a powerful sign that we are not an accessible, welcoming space for them. We believe these changes would go a long way to making our campus more welcoming and possible to manage for students with physical disabilities and potentially bring in more enrollments and help us better retain these students as well. |
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