DEIA Strategic Plan

The Newhouse School is committed to building a welcoming environment for all students, faculty and staff.

Pillar 1: Attract and retain a diverse student body, faculty and staff

Strategy:

Attract and retain diverse students, staff and faculty with a goal of reaching 30% people of color across all three populations by 2025.

Goal 1: 

Strengthen recruitment and retention of students from historically underrepresented and underserved communities and backgrounds in undergraduate, graduate, doctoral and certificate programs.

  1. Target community colleges and high schools in underrepresented communities that have communication and media curricula and programs.
  2. Establish Newhouse programming for middle school students in the Syracuse City School District.
  3. Establish summer workshops and programming for high school students from across the country.
  4. Establish graduate program pipelines for students from Historically Black Colleges and Universities (HBCUs), Historically Hispanic-Serving Institution (HHSIs), schools and colleges for women, etc. 
  5. Establish a summer orientation bridge program for Black, Indigenous, people of color (BIPOC), international and first-generation students, and students from geographically underrepresented areas.
  6. Establish and apply proven student success models geared toward BIPOC and other underrepresented groups.
  7. Establish a BIPOC alumni mentoring program.

Implementation:

Method/Metrics:

Student Recruitment and Retention

  1. Increase undergraduate BIPOC population.
    • One middle school event per academic year
    • Two high school events per academic year
  2. Increase graduate BIPOC population.
    1. Establish 4+1 memoranda of understanding (MOUs) with HBCUs, HHSIs and other institutions serving underrepresented populations.
    2. Host one in-person and two virtual events for students from HBCUs, HHSIs and BIPOC and international populations per academic year.
    3. Intentionally engage and participate in two graduate program events on HBCU and HHSI campuses.
  3. BIPOC student advising and engagement
    1. One BIPOC summer orientation series
    2. Two BIPOC advising events per academic year

Goal 2:

Faculty and Staff Recruitment and Retention

  1. Use best practices to establish recruitment and hiring guidelines that ensure the DEIA framework is applied throughout faculty and staff hiring processes.
  2. Establish and use rubrics to ensure equitable, fair and consistent criteria are used in evaluating applicants and candidates.
  3. Ensure DEIA representation on faculty search committees to promote DEIA compliance in the recruiting, interviewing and hiring of candidates.   
  4. Establish a BIPOC post-doctoral fellowship program to create pathways to tenure track positions.
  5. Establish Center for Justice, Inclusivity, Diversity and Equity and Lorraine Branham Endowed Chair to support research, teaching, etc.
  6. Establish a DEIA BIPOC and LGBTQ+ staff council.
  7. Include BIPOC and LGBTQ+ staff in DEIA professional development and programming.

Implementation:

Method/Metrics:

Faculty and Staff Recruitment and Retention

  1. Establish a faculty-in-residence program.
    1. Host one DEIA Faculty-in-Residence per academic year.
  2. Establish a faculty fellow program for faculty from HHSI and HBCUs, and international faculty.
    1. Host two faculty fellows per academic year.
  3. Establish a DEIA staff council roundtable series.
    1. Host one DEIA staff council roundtable conversation per semester.

Pillar 2: Create a sustainable environment that embraces, embodies and promotes a diverse, equitable, inclusive and accessible community among students, faculty and staff and fosters trust, transparency and belonging.

Strategy:

Build a welcoming and inclusive community that fosters DEIA and cultivates trust, transparency and belonging. Progress is assessed by a biannual climate survey (beginning December 2022), analyzing ratings from students about inclusivity in course feedback surveys, tracking bias reports and collecting faculty/staff feedback about professional development programs.

Goal 1: 

Evaluate and augment student engagement practices that cultivate community and belonging and offer supportive environments throughout the Newhouse School.

  1. Establish DEIA student subcommittees to develop and host programming celebrating aspects of the BIPOC and LGBTQ+ communities at Newhouse.
  2. Explore chartering or establishing an intergenerational, multicultural BIPOC alumni organization.
  3. Work with BIPOC alumni to support the DEIA office in providing holistic programming and resources for student recruitment, retention, graduation and job placement.
  4. Establish a BIPOC peer and alumni mentorship program.
  5. Establish an LGBTQ+ peer and alumni mentorship program.

Implementation:

Method/Metrics:           

  1. Establish a DEIA listening and learning conversation series.
    1. Host one in-person and one virtual DEIA town hall per semester.
    2. Host a series of DEIA focus groups with BIPOC Newhouse students.
    3. Host a series of DEIA focus groups with LGBTQ+ Newhouse students.
    4. Host series of DEIA focus groups with students with disabilities/special needs at Newhouse.
  2. Establish an assessment and evaluation plan to monitor the DEIA climate at Newhouse.
    1. BIPOC alumni SWOT analysis of DEIA climate at Newhouse in academic year 2022-23
    2. LGBTQ+ alumni SWOT analysis of DEIA climate at Newhouse in academic year 2022-23
    3. Alumni with disabilities/special needs SWOT analysis of DEIA climate at Newhouse in academic year 2022-23
    4. BIPOC student SWOT analysis of DEIA climate at Newhouse in academic year 2022-23
    5. LGBTQ+ student SWOT analysis of DEIA climate at Newhouse in academic year 2022-23
    6. Students with disabilities/special needs SWOT analysis of DEIA climate at Newhouse in academic year 2022-23
    7. SWOT analysis of DEIA climate in Newhouse student media and student organizations
    8. SWOT analysis of DEIA climate in Newhouse admissions
    9. SWOT analysis of DEIA climate in Newhouse academic advising
    10. SWOT analysis of DEIA climate in the Career Development Center

Goal 2:

Cultivate community and belonging and offer a supportive environment for faculty and staff throughout the Newhouse School.

  1. Establish annual bias training and professional development modules and workshops for all Newhouse faculty.
  2. Establish and use a bias reporting system and procedures in the school.
  3. Establish partnerships with professional and academic associations, such as the National Association of Black Journalists (NABJ), the National Association of Hispanic Journalists (NAHJ) and the Asian American Journalists Association (AAJA), to fund membership fees, paid internships and scholarships and underwrite research and professional development opportunities related to DEIA.
  4. Require all Newhouse faculty and staff to engage in professional development and training on bias.
  5. Establish a faculty subcommittee on DEIA to develop and host programming celebrating aspects of the BIPOC and LGBTQ+ communities at Newhouse.
  6. Feature and promote the scholarship, creative work and contributions of BIPOC and LGBTQ+ faculty at Newhouse.
  7. Partner with DEIA offices across campus to establish a funded BIPOC faculty organization to holistically support BIPOC faculty.

Implementation:

Method/Metrics:

Cultivate community and belonging and offer a supportive environment for faculty and staff throughout the Newhouse School.

  1. Establish a DEIA listening and learning series for faculty and staff.
    1. Host one in-person and one virtual DEIA town hall per semester
    2. Host DEIA focus groups with BIPOC faculty and staff
    3. Host DEIA focus groups with LGBTQ+ faculty and staff
  2. Establish an assessment and evaluation plan to monitor the DEIA climate at Newhouse
    1. BIPOC faculty SWOT analysis of IDEA climate at Newhouse for academic year 2022-23
    2. LGBTQ+ faculty SWOT analysis of IDEA climate at Newhouse for academic year 2022-23
    3. DEIA climate SWOT analysis of academic units 
    4. DEIA climate SWOT analysis of Newhouse administrative units
  3. Establish training modules and requirements to promote and provide a supportive environment at the Newhouse School.
    1. One professional development and training series to understand and combat bias in academic year 2022-23
    2. One professional development and training series to provide faculty and staff with advocacy skills in academic year 2022-23
  4. Elicit annual feedback from faculty and staff
    1. Track progress and areas for improvement in DEIA via annual survey or temperature check in academic year 2022-2023
  5. Establish faculty and staff committees on DEIA to plan events and activities to cultivate community and belonging for faculty and staff from underrepresented groups.
    1. Establish a DEIA calendar to celebrate, highlight and promote cultural awareness, community and involvement throughout the school.
    2. Host one DEIA faculty and staff council roundtable conversation per semester.

Pillar 3: Accelerate progress in and understanding of representation in media through classes, research, programs and experiences.

Strategy:

Accelerate progress in and understanding of representation in media through classes, research, programs and experiences. Progress is assessed by tracking diversity fellowships created with professional partnerships, requiring faculty to note DEIA activities as part of the salary review process and collecting demographic data on guest speakers.

Goal 1:

Ensure comprehensive approach to understanding and application of DEIA through expanded course offerings, academic partnerships and curriculum review/augmentation. (Classes/Curriculum)

  1. Comprehensive evaluation of curriculum and course mapping to ensure DEIA objectives are introduced reinforced and mastered in both the undergraduate and graduate curricula. (Assessment: Identify courses that can be used for assessment. If none exist, identify ways to address DEIA more comprehensively.)
  2. Expand course offerings and develop certificate programs that prepare students to lead in professional spaces on DEIA issues through online education and with our roster of talented diversity scholars.
  3. Invite and invest in speakers and professionals-in-residence who bring diverse perspectives to classrooms and the community.

Implementation:

Method/Metrics:

Ensure comprehensive approach to understanding and application of DEIA through expanded course offerings, academic partnerships and curriculum review/augmentation. (Classes/Curriculum)

  1. Evaluate curriculum and course mapping to ensure DEIA objectives are introduced, reinforced and mastered in both the undergraduate and graduate curricula.
    1. Review and assess all syllabi to ensure DEIA goals are reflected in courses.
    2. Conduct SWOT analysis of courses and course mapping to review DEIA learning objectives.
    3. Assess DEIA courses to evaluate and measure DEIA learning goals and objectives.
  2. Review current courses offerings, degree plans, etc. and explore pathways to prepare current and future students for career opportunities in professional spaces related to DEIA.
    1. Certificate programs that prepare students to lead in professional spaces on DEIA issues
    2. Online DEIA in media industry track/concentration
  3. Establish partnerships to facilitate collaborations through research and creative activity and faculty/student exchange experiences both internally and externally.
    1. One Newhouse DEIA event with the Syracuse University DEIA Working Group to apply and better understand intersectionality in DEIA frameworks in research, creative projects, service learning, etc.
    2. One Newhouse DEIA curricular imitative and/or MOU with one or more HBCUs or HHSIs.

Goal 2:

Research, Programs, Student and Faculty Enrichment Experiences

  1. Establish partnerships with industry organizations and associations that advance and advocate for media and DEIA for underrepresented groups.
  2. Create an annual conference that explores a DEIA issue through both scholarship and professional practice.
  3. Invite and invest in speakers and professionals-in-residence who bring diverse perspectives to classrooms and the community.
  4. Fund faculty initiatives to address equity and diversity needs in their research, creative or professional arenas and classes and/or provide funding for professors with DEIA-focused curricular initiatives. Provide grant and fellowship opportunities.
  5. Build cultural competence through experiential learning both domestically and internationally. (Establish exchange programs with HBCU and HHSI partners through the Newhouse LA, Newhouse NYC, Newhouse DC and Syracuse University Abroad programs.)

Implementation:

Method/Metrics:

Research, Programs, Student and Faculty Enrichment Experiences

  1. Establish a conference or workshop series to advance DEIA in media.
    1. Host one activity/event in collaboration and/or partnership with NABJ, NAHJ, AAJA, etc. addressing media and diversity.
  2. Establish a program that explores DEIA issues and topics through scholarship and professional practice.
    1. One DEIA scholar-in-residence
    2. One professor of practice-in-residence
  3. Newhouse DEIA professional development and workshop series
    1. Establish a roster of DEIA thought leaders to invite to the school.
  4. Fund faculty and graduate student initiatives to address equity and diversity needs through curriculum, research, creative projects, etc.
    1. Two Newhouse DEIA seed grants and fellowship opportunities
  5. Build cultural competence through experiential learning both domestically and internationally.
    1. Four HBCU and four HHSI students to engage and participate in Newhouse programs in Los Angeles, New York City and Washington, D.C., and in Syracuse University Abroad programs.