The Southwestern College Board of Governors is deeply committed to the development and success of all students. We value the diversity of the district’s students, faculty, staff, and campus community. We believe in the importance of honoring our history, our designation as a Hispanic-Serving Institution (HSI), and the rich diversity of our community while working towards creating an equity-focused inclusive college.
The board affirms that the district shall provide an education and work environment that is welcoming and supportive of all members of the college community, regardless of race, ethnicity, gender, disability, sexual orientation, age or religion. The environment shall be such that students and employees can learn and work together in an atmosphere that is productive and not only free from discrimination, harassment, exploitation, and hate crimes, but affirmatively empowers people of all backgrounds. We expand on this commitment in our SWC Student Access, Equity, Success and Completion Commitment Statement.
The Board will uphold the values expressed in our college mission statement ensuring that we embody and promote them as we carry out our responsibilities, hold ourselves and the Superintendent/President accountable and engage in ongoing learning opportunities to strengthen our policies and practices.
As a way to guide our policy development and decision-making process, the Board has identified the following principles as critical to upholding our institutional values:
- Community Connected
Goal 1: Inclusive Equity-Focused, Anti-Racism Campus Culture - Emphasis on Leadership
- Adopt board policies that support the development of administrative procedures requiring anti-racism and implicit bias training as a requirement for all new hires, hiring committees, Associated Student Organization (ASO) and board members.
- Monitor progress through biannual reviews and updates of key Human Resource policies and procedures using an anti-racism assessment.
- Support the strengthening of institutional accountability and implementation of tools to address racism or violations of the discrimination policy.
Goal 2: Faculty, Staff & Leadership Representation Through Hiring, Onboarding, Retention, Mentoring & Leadership Development
- Adopt policies that require diverse hiring committees and support recruitment strategies that ensure a diverse candidate pool for all open positions.
- Adopt board policies that support the development of administrative procedures promoting the hiring and retention of a diverse workforce at all levels.
- Support equitable retention strategies to develop tools, training, mentoring and other opportunities for Black, Indigenous, People of Color (BIPOC) faculty and staff.
Goal 3: Student Centered Approach
- Support the implementation and institutionalizing of Jaguar Pathways to increase access and utilization of academic and personal support for students.
- Advocate for and support the implementation of ethnic studies (i.e. African American studies, Chicano studies, Asian Pacific Islander (API) studies, Indigenous studies, and others).
- Support college programs that leverage student workforce opportunities, which may include service-learning, internships, and apprentice program.
Goal 4: Leverage Financial Power to Dismantle White Supremacy & Institutional Racism
- Review budget for opportunities to align with Board priorities and goals.
- Assess and revise current governing board policies through an equity-minded, race conscious and anti-racism lens.
- Adopt goals and actionable strategies in the District’s Diversity Equity and Inclusion (DEI) strategic plan.
Goal 5: Campus-Wide & Department-Focused Diversity, Equity & Inclusion Strategy
- Adopt a Diversity Equity and Inclusion(DEI) strategic plan.
- Ensure every department has a DEI action plan by the end of 2022.
Goal 6: Community Connectedness
- Support the strengthening of communication with surrounding neighborhoods and community to highlight the work of the campus.
- Support strategies to increase participation and presence and engage students, faculty, and staff to serve as ambassadors.
- Support strategies to partner with district BIPOC-led/owned businesses and organizations.
Governing Board Approved, December 8, 2020