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Policies & Procedures
- AP 0-01 ACC Procedure Process
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- AP 3-10 Employment Selection Procedure
- AP 3-10a Employment Standards Faculty Instructors
- AP 3-10b Faculty And Instructor Qualifications
- AP 3-20 Due Process Faculty
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- AP 3-31a Evaluation Administrative Professional And Technical Staff
- AP 3-44 Faculty Professional Development Award
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- AP 3-55 Faculty Salary Plan
- AP 3-60 Transitional Retirement Program
- AP 3-80 Faculty Rights Responsibilities And Workload
- AP 3-81 Chairs Rights And Responsibilities
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- AP 3-125g Web It Accessibility Plan
- AP 3-150 Employee Code Conduct
- AP 3-160 Travel and Relocation Assistance for Finalists and New Hires
- AP 4-25 Tuition Classification Appeal
- AP 9-09 Requirements for Certificates and Degrees
- AP 9-30 Curriculum Development
- AP 9-47 Instructional Program Review
- AP 16-60a Protocol for Non-Commercial Expressive Activity on Campus by the General Public
- AP 16-60b Protocol for Vending and Solicitation on Campus
- AP 16-60c Protocol for Posting and Bulletin Boards on Campus
- AP 19-30a Tobacco and Smoke Free Campus
- Classified Leave Sharing Program
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ACC Equity Statement
We welcome and value the identities and experiences of our students, staff, faculty, and surrounding communities. We seek to engage and support historically marginalized groups whom higher education has traditionally failed to serve. We work to foster an equitable and inclusive learning and work environment that supports our students and employees through professional development, programming, reflection, and transformational change of ACC practices, procedures, services, and teaching. We collectively commit to holding ourselves accountable to our equity goals through assessing these efforts with multiple strategies that include voices of those impacted by this work.
Inclusive Excellence Council
The Inclusive Excellence Council leads and supports the diversity, equity, and inclusion practices at Arapahoe Community College as outlined in the Inclusive Excellence Strategic Plan. The council will provide resources, assessment, training, and guidance to close equity gaps amongst student and employee populations from historically marginalized identities. The council serves as a brave space for engaging in critical and courageous conversations as it relates to DEI, justice, power, and privilege. We foster a shared sense of belonging and community for council members.
ACC's Inclusive Excellence Council seeks to connect our campus culture and behavior to our values of Inclusivity and Diversity. We do this through:
- Promoting practices that support diversity, equity and inclusion of all employees and students
- Partnering with Human Resources in the creation and sustainability of an inclusive campus culture
- Supporting professional development that works to establish an inclusive campus culture
- Coordinating responsive programming to address social issues that concern our diverse student body
- Creating equity-oriented reflection and action that uses institutional data to identify barriers to our community's success
College Equity Plan
Arapahoe Community College remains dedicated to diversity equity and inclusion and is continuing to put action towards this commitment. The Inclusive Excellence Council Executive Leadership Team has recently developed a College Equity Plan for the college. This plan is in direct alignment with the current 2020-2025 college strategic plan. The goals outlined within the plan are informed by the Inclusive Excellence Framework that was developed by the Association of American Colleges & Universities (Toward a Model of Inclusive Excellence). These goals address closing student equity gaps and creating a college environment where students and employees feel a sense of belonging, are supported, and are valued. The goals and actions within the plan are informed by current student success data, employee demographic data, and recent campus climate survey and focus group results. The actions within this plan will provide guidance for the institution to embed diversity, equity, and inclusion in the classroom, in support of students, and in ACC practices and procedures.
Upcoming Inclusive Excellence Council Meetings
- Friday, October 21 - 10am - noon
- Friday, November 18 - 10am - noon
- Friday, December 16 - 10am - noon
- Friday, January 20, 2023 - 10am - noon
- February 17, 2023 - 10am - noon
- Friday, March 17, 2023 - 10am - noon
- Friday, April 21, 2023 - 10am - noon
- Friday, May 19, 2023 - 10am - noon
- Friday, Jun 16, 2023 - 10am - noon
If you are interested in joining IEC or attending an IEC meeting, contact becky [dot] quade [at] arapahoe [dot] edu (Becky Quade) for a Zoom link.
Committee Participation Expectations:
- Members can expect to have 5-7 hours/month of time committed to serving
- Some committees may experience more work than others depending on the needs of the college at various points of the semester or year.
Committee Chair Duties and Responsibilities:
- Understand the charge of the committee and implement a structure that leads to the creation and implementation of committee goals.
- Lead / chair committee meetings at minimum one time per month
- Keep committee members and Inclusive Excellence Council leadership informed of meeting times and agenda items
- Deliver updates and reports during Inclusive Excellence Council monthly meetings
- Serve on the Inclusive Excellence Council Leadership Team
- Demonstrate high level knowledge, understanding, and skill in equity, diversity and inclusion
- Dedicate at minimum 5-10 hours per month to Council work
Access and Equity Committee
Chair: Lisa Matye Edwards
Utilize demographic data to examine, track, and report experiences and outcomes for students from historically marginalized populations
Campus Climate Committee
Chairs: Lisa Christiansen and Vicki Aycock
Assess and respond to gaps in regards to equity and inclusion in practice, procedures, processes, and culture at ACC
Equity-Mindedness in the Classroom Committee
Chairs: Courtney Kuntz and Lance Rubin
Develop culturally responsive pedagogy resources and support faculty with diversifying the curriculum.
Human Resources Committee
Chairs: (J.) Hope and Mary Cima
Focus on the systematic practices that lead to growth, development and accountability as it relates to equity and Inclusive Excellence.
Student Learning and Development Committee
Chairs: Jennifer Jones
Provide opportunities for students to acquire the content knowledge about groups from historically marginalized populations and support the development of learning about systemic oppression and how to interrupt it to create welcoming and equitable work and learning environments
ACC Affinity Groups
ACC has created opportunities for employees with historically marginalized identities to gather and support each other through shared experiences, professional development and educational programming. As a part of the institution’s commitment to diversity, equity, and inclusion, it is important for ACC to foster a sense of belonging for individuals who have historically been discriminated against in the workforce and in education. We pride ourselves on creating a sense of belonging for students and employees. Please check out the current available groups to join for folks who self-identify within one or more of these groups. If you would like to start an affinity group please contact Quill Phillips at quill [dot] phillips [at] arapahoe [dot] edu.
Asian Pacific Islander Desi American Affinity Group (APIDA)
To encourage conversation about what it means to be Asian Pacific Islander Desi American (APIDA) at ACC. To advocate for an open space for ACC community on campus where critical dialogue and action take place to dismantle racial, social and cultural systemic oppressions. To foster critical consciousness by developing intentional programs aimed at liberating the voices of marginalized groups and the campus community by empowers transformative learning by using approach that promotes and validates intersectional identities and experiences.
To empower and support those with an Asian Pacific Islander Desi American (APIDA) connection throughout Arapahoe Community College with the goal of creating a socially just learning environment, and supporting institutional racial and social justice initiatives that ensure APIDA representation on campus ;that is inclusive and affirming.
- Supporting Asian Pacific Islander Desi American (APIDA) staff
- Building sense of community and belonging for APIDA staff
- Providing an outlet to hear APIDA staff voices
- Providing community discussion and gathering with cultural focus activities and opportunities
- Possibility of including students later on
If you are interested in joining this group, please apidaemployeeaffinity [at] arapahoe [dot] edu (contact the )apidaemployeeaffinity [at] arapahoe [dot] edu (Asian Pacific Islander Desi American (APIDA) Group).
Black / African American Affinity Group
To serve as a support system and resource group among ACC African American/Black employees that encourages networking, professional development, and promotes positive cultural affirmations.
- Serve as a support system for all Black/African American ACC employees.
- Encourage career and personal development through informal, peer to peer mentoring.
- Support the Multicultural student group at ACC.
- Promote cultural awareness through the occasional cultural programming and events.
- Pamela [dot] Thompson [at] arapahoe [dot] edu (Pamela Thompson), Director of Allied Health, 303.797.5098
- Jaime [dot] Treadwell [at] arapahoe [dot] edu (Jaime Treadwell), Career Forward Workforce Navigator, 303.797.5608
For more info and accommodations: please email blackafricanemployeeaffinity [at] arapahoe [dot] edu ().
Employee Disability Affinity Group
To support ACC employees on issues related to physical and mental disabilities, through open discussion in a judgment-free environment, and through outreach with the ACC Community.
Create an inclusive environment for ACC employees with physical and mental disabilities where they feel championed, recognized, and represented.
If you would like to join, contact the celia [dot] norman [at] arapahoe [dot] edu (Employee Disability Affinity Group (EDAG)).
Latinx Faculty and Staff Association
La Asociación de Profesores y Empleados Latinos de Arapahoe Community College (ACC Latinx Faculty and Staff Association) los invita cordialmente a nuestras juntas y eventos.
Esta es nuestra misión y nuestros valores:
Empoderamos a los profesores y empleados latinos de ACC a través de oportunidades culturales, personales, profesionales y de desarrollo. Nos esforzamos para crear un ambiente de apoya que fomente la inclusión y la equidad en ACC.
- Alimentar y hacer crecer las relaciones compartiendo experiencias sociales, de servicio, y profesionales.
- Fortalecer nuestra voz colectiva al tiempo que ACC abraza la diversidad, la inclusión, y la equidad.
- Promover el conocimiento sobre la cultura latina.
- Colaborar con los diversos departamentos de ACC para promover la diversidad.
Tenemos juntas mensuales, y con agendas muy variadas.
Para mas información y/o ser parte de la asociación, contacte a Verónica Chávez y/o Cynthia Villegas. veronica [dot] chavez [at] arapahoe [dot] edu, cyntha [dot] villegas [at] arapahoe [dot] edu.
The ACC Latinx Faculty and Staff Association extends an invitation to those of you who identify as Latino or Hispanic, to join us at an upcoming meeting or event.
We empower ACC's Latinx faculty and staff by providing cultural, personal, and professional development opportunities. We strive to create a supportive environment that fosters an inclusive and equitable college.
- Nurture and grow relationships by sharing social, service, and professional experiences
- Strengthen our collective voice as ACC embraces diversity, inclusion, and equity
- Promote Latino cultural awareness
- Collaborate across the college to promote diversity
We have monthly meetings with varying agendas.
Contact Veronica Chavez (veronica [dot] chavez [at] arapahoe [dot] edu) and / or Cynthia Villegas (cynthia [dot] villegas [at] arapahoe [dot] edu) or latinxaffinitygroup [at] arapahoe [dot] edu for more information and to join the association.
LGBTQ+ Affinity Group
To support ACC Employees that identify in the LGBTQ+ community through open discussion in a judgment-free environment, and through outreach with the ACC community.
Create an inclusive environment for ACC's LGBTQA+ employees where they feel championed, recognized, and represented.
If you would like to join, contact Anna Super at lgbtqemployeeaffinitygroup [at] arapahoe [dot] edu.
IEC Training Opportunities
Equity-Minded Teaching Academy
Arapahoe Community College continues to be dedicated to implementing the Inclusive Excellence framework and has recently created a new strategic plan that includes strategic directions of Equity and Inclusion and Excellence in Teaching and Learning. Expected outcomes identified within these two strategic directions include the implementation of culturally responsive pedagogy, diversifying the curriculum, and equity-minded professional development. The Diversity in the Curriculum sub-committee of the Inclusive Excellence Council, which is made up of full-time and part-time faculty members, program chairs, department chairs and directors, the director for the Center for Professional enrichment, and the chief inclusive excellence officer, have recently developed a structured format to engage faculty and instructors in learning about equity-minded and culturally responsive pedagogy.
The purpose of engaging in this type of professional development is to increase academic success and retention of all students and close equity gaps in student course pass rates and grade distribution between students of color and white students. This professional development opportunity will be modeled from the Community College of Aurora’s Equity in Instruction Leadership Academy (EILA). Upon completion of EILA, faculty members who participated in CCA’s EILA program saw their student success rates increase by nearly 25% from 66.4% pass rate to a 91% pass rate after just two years of implementing equity-minded practices. Faculty members also saw their student success gaps nearly close between Latinx, and White students going from a 16.2% gap to a 3.1% gap, and a 9.7% gap between Black and White students to a 1.3% gap. The proven success of this type of professional development will benefit ACC students and will contribute to making ACC a more equitable and inclusive institution. It will be expected of all full-time faculty at ACC to participate in this Equity-Minded Teaching Academy over the next five years to create sustainable change for equity. The information below details the process of selection, compensation, structure, and content of the professional development program.
Process and Structure
The Academy will be offered in the fall, spring, and summer semesters. Outside of the pilot year of 2021-2022, there will be two cohorts offered for the fall and spring semesters and one cohort offered over the summer semesters. There will be a total of nine three-hour sessions that will be offered virtually, or in-person depending on the guidelines of ACC and needs of the participants.
To participate in the Academy, all participants must be teaching within the same semester and have taught at ACC for at least one academic year. The Academy will be open to part-time instructors, but it is not expected for every part-time instructor to participate. Department and program chairs will work with their faculty and instructors to determine who should participate in each academic year based on schedules and availability by no later than April 15th of every year and will communicate selections to the director of the Center for Professional Enrichment.
Participant Commitment: Up to 52 hours total
- Nine three-hour meeting sessions
- Five- seven hours of one/one meetings with peers and academy facilitators
- Homework for each session, ranging from one-three hours/week
- Full-time faculty will have the option to receive release time for 3 credits or take an overload of 3 credits.
- Part-time instructors will receive the hourly rate for the 52 hours of participation
- Completion of the academy can be counted towards activity hours for any level of the Master Teaching Certificate or Instructor Advancement Program.
ACC will contract a facilitator from CCA to conduct the pilot group for the 2021-2022 academic year along with a current ACC faculty member with prior knowledge and experience in equity-minded teaching. Upon completion of the pilot cohort, a participant who has demonstrated increased knowledge of equity-minded teaching, willingness to make significant changes in their practice, and proficient facilitator skills will be asked to serve as a co-facilitator for the 2022-2023 year. Selected facilitators will be expected to complete a facilitator training prior to the start of the academy.
Cohorts will be facilitated with two facilitators. One facilitator will take on the lead-facilitator role and the other will take on the mentor role. The lead facilitator will coach the mentor through the content, structure, and facilitation skills. Facilitators will meet one on one with participants prior to the start of the Academy and multiple times throughout the academy, to discuss classroom observations, syllabi review, and additional protocols informed by the University of Southern California’s Center for Urban Education and Center for Race and Equity. The mentor will take on the lead-facilitator role the following year and then begin to coach a new mentor.
Facilitator & Mentor Commitment: Up to 83 hours total
- Full-day facilitator training
- Facilitating 9 three-hour meeting sessions
- Six individual 1-hour meetings with five participants
- Preparation and meeting debriefs
- Full-time faculty facilitators will receive a course release of five credits or an overload. To ensure quality facilitation, facilitators will maintain a total load of no more than 18 credits.
- Part-time instructor facilitators will receive the hourly rate for the 83 hours of facilitation.
Session Descriptions and Learning Outcomes
Session 1 (BCC Week)
- Participants will learn about expectations of the academy
- Build community and learn about previous experiences of the academy
- Understand classroom observation protocol
- Increase knowledge of common language used when engaging in equity-minded teaching practices
Session 2 (week 2 of semester)
- Provide feedback to cohort mates on classroom observations
- Create a feedback survey for students based on classroom observations
- Examine language of success and identify race neutral language
Session 3 (week 4 of semester)
- Examine language of success
- Identify strengths and opportunities from student survey results
- Understand social identity and group membership associated within identities
- Facilitators share data, begin conversation on equityzing the data-give article for homework
Session 4 (week 6 of semester)
- Identify how the cycle of socialization impacts individual perceptions and assumptions related to marginalized identities and how to interrupt the cycle to support students
- Discuss student success data article,
- Review student success data
- Understand second classroom observation protocol
Session 5 (week 8 of semester)
- Identify racialized experiences in classrooms
- Identify which data sets to focus on for the next semester
- Address power dynamics between teacher/student
- Understand how to code language from classroom observations
Session 6 (week 10 of semester)
- Deconstruct understanding of racialized classroom experiences
- Understand syllabus review protocol
- Engage in self-reflection of academy experiences and explore areas of change and opportunity
Session 7 (week 12 of semester)
- Provide feedback to cohort mates on second classroom observations
- Understand assignment task deconstruction protocol
Session 8 (week 14 of semester)
- Identify how to review and revise syllabi to create an inclusive and supportive environment for students
- Identify class assignment revisions that are clear, student centered, and equity-minded
Session 9 (week 15 of semester)
- Engage in self-reflection of participation and impact of the academy
- Create action plan based on data and academy experiences
Equity Training Series Description
This training program will support increase knowledge, awareness, and skills regarding equity, diversity, and inclusion concepts and practices that can support and affirm the success and identities of students and employees. The training will consist of 6 workshops for three hours each. Each workshop will be scaffolded and will require prep work and/or homework to do in between sessions. These sessions will be held once or twice a month, depending on the needs of the cohort. Please refer below for the description of each workshop and the outcomes for each one.
Outcomes of Inclusive Excellence (IE) Training Program:
- Provide employees with knowledge, skills, awareness, and resources to create and maintain an inclusive, welcoming, and equitable environment.
- Develop leaders across multiple divisions and departments at ACC who advocate for equitable practices, policies, and environments.
- Implement practices in the roles of ACC employees to equip them with using equity in decision making, in professional development, and in service.
Training Workshop Descriptions
Exploring the Foundation
The purpose of this training program will be covered during this first workshop to provide participants with a comprehensive understanding of changing demographics, addressing the equity gap, and creating welcoming and inclusive environments. Participants will explore connections between and commitment to equity and ACC and examine the concept of inclusive leadership. Participants will explore and define common language and begin to reflect on their professional and personal contributions to diversity, equity, and inclusion.
- Understand the concept and commitment of ACC
- Identify strengths and improvements of Inclusive Leadership
- Identify changing national and Colorado demographics at community colleges
- Connect the concept of diversity to leadership and interactions
Social Identity Awareness
Participants will explore social identities of themselves and others (gender, class, age, race, nationality, sexual orientation, gender identity, ability, and religion). They will also discuss how social identity and perceptions of those identities impact the work environment and interpersonal interactions in the workplace.
- Understand social identity and group membership associated with each.
- Examine social messaging and how it impacts the work environment.
- Identify how the cycle of socialization impacts individual perceptions and assumptions and how to interrupt the cycle.
This workshop will examine language that is oppressive and can unintentionally be harmful to individuals from historically marginalized identities. Participants will learn about microaggressions and gain strategies of best practice to engage inclusive conversations.
- Educate participants on best practices when using inclusive language.
- Build knowledge of microaggressions and their hidden power structure and assumptions.
- Understand the difference between a person’s intent versus the impact it may have on an individual or an organization.
- Create strategies to engage in more inclusive conversations.
This workshop will allow participants to understand the concept of implicit bias and examine how implicit bias influences decisions, guidelines, and interactions with students and colleagues. Participants will have the opportunity to examine strategies to interrupt bias particularly in decision making.
- Explore the concepts around unconscious/implicit bias and its formation.
- Examine one’s own background/experiences and biases and how they influence perceptions and behavior.
- Identify the differences between stereotyping, bias, and prejudice.
- Identify skills needed to interrupt unconscious/implicit bias.
Exploring Systemic Oppression and Critical Race Theory
During this workshop participants will have the opportunity to learn about the historical oppression experienced by different groups and understand the present-day indicators of common isms such as racism, sexism, homophobia, and xenophobia. Participants will also learn about critical race theory in higher education. Participants will then have an opportunity to think critically about their individual contributions to oppression and gain strategies to combat systemic oppression.
- Understand and identify different isms that impact groups.
- Analyze how different isms have contributed to oppressive systems and structures in higher education.
- Examine how members of dominant groups benefit from oppressive structures.
- Identify strategies from Critical Race Theory to examine and analyze ACC policies, processes, and practices.
Equity in Action
This workshop will empower participants to use the equity impact assessment to implement change and embed equity-mindedness in their roles. Participants will have the opportunity to practice navigating difficult but productive and effective conversations with their colleagues by identifying equity detours in order to create and maintain welcoming, equitable, and inclusive environments.
- Understand and demonstrate action techniques that will address and interrupt exclusive and oppressive behaviors.
- Identify strategies to respond to equity detours and dialogue blockers when trying to create inclusive environments.
- Create personal action plans with specific tools individuals will use in their work with others.
Inclusive Excellence at ACC Timeline
- 2013? 2014?) – ACC’s CDIP held Diversity Dialogues and a Diversity Day Events
- Presentations on Bias
- Presentation on Inclusive Syllabi
- An all-college presentation on ACC’s achievement gap
- Worked with HR to ensure protections for the employees working towards equity and inclusion on campus
- Worked with HR to revise the hiring process, including supporting their work on a presentation around implicit bias in the hiring process
- CDIP changed name to IEC
- First-Gen branding
- DACA Support Presentation
- Inclusive Syllabi Training
- Rewrote Diversity and Inclusion Statement
- Wrote initial Recognition of Land Statement
- Worked with the library to create a Diversity and Inclusion resource section
- Establish a relationship with the Northern Arapaho Business Council
- ACC officially adopts the inclusive excellence framework
- IEC forms committee in alignment with the IE framework + Human Resources
- Began Pronoun Training and Email Signatures
- Partnership Agreement signed with the Arapaho Nation
- All college Presentation by Kathy O’bear
- IEC shifted to a joint training/professional development and work group
- LGBTQIA+ and LatinX Employee Affinity Groups
- January - Women’s Affinity Group Created
- February - Inclusive by Design Course began running
- CIEO Position Created (FY 21) & Budget Expanded
- March - Campus Climate Survey Distributed
- June - CIEO position filled
- June - Solidarity with Black Lives Matter Event & Statement released
- July - Equity Training Series launched with the College Leadership team
- November - More Employee Affinity Groups created including Asian American & Pacific Islander, Black & African American, Employee Disability Affinity Group, LGBTQ Employee Affinity Group, & Latinx Faculty & Staff Association
January - IEC moved to having a leadership team instead of co-chairs under the CIEO
January - Equity Training Series continues with 19 members of IEC
January - Student Government Association adds an Inclusive Excellence Officer position
February - Campus Climate Findings Presentation
March - IEC opened training/professional development to the entire college
April - Campus climate follow up focus groups conducted
Arapahoe Community College prohibits all forms of discrimination and harassment including those that violate federal and state law, or the State Board for Community Colleges and Occupational Education Board Policies 3-120 or 19-60. The College does not discriminate on the basis of sex/gender, race, color, age, creed, national or ethnic origin, physical or mental disability, veteran status, pregnancy status, religion, genetic information, gender identity, or sexual orientation in its employment practices or educational programs and activities. Arapahoe Community College will take appropriate steps to ensure that the lack of English language skills will not be a barrier to admission and participation in vocational education programs.
The College has designated Angela Johnson, Human Resources Director, as its Affirmative Action Officer/Equal Opportunity Coordinator/Title IX Coordinator with the responsibility to coordinate its civil rights compliance activities and grievance procedures. For information, contact Angela Johnson, Human Resources Director at 5900 S. Santa Fe Drive, Littleton, CO 80120, telephone 303.797.5715.
You may also contact the Office for Civil Rights, U.S. Department of Education, Region VIII, Federal Office Building, 1244 North Speer Boulevard, Suite 310, Denver, CO 80204, telephone 303.844.3417.