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Inclusive Excellence Resources
The Inclusive Excellence Resources page serves as a place for the ACC community to find important tools to support in their equity work. From defining the terminology, professional development opportunities, and equity updates to ACC to books, articles, and podcast recommendations and more, we'll provide you ways you can get started or continue / improve your equity practices.
Inclusive Excellence Terminology
You may or may not have heard these terms at ACC. Find out what they mean.
Understanding that in the past, people of color and those who have been historically marginalized have not have the same access to higher education. When a person has permission, the equitable ability to fully approach, understand, obtain or retrieve all aspects of our college, there is access.
Groups of people who share an identity or background that gather together, formally and informally, to build community and hold space. An affinity group gives members of a shared identity an opportunity to spend time in a space where their cultural experiences, both healthy are harmful, are commonly understood and affirmed, and where their can backgrounds can be celebrated. In gathering without the presence of those in dominant identities, where affinity group members’ voices can be heard without feeling the need to teach or explain, this fulfills a communal need for those who have not historically had spaces created for them.
To view different (ethnic) groups as equal in all their differences and to view inequities between different racialized groups as a problem of policy (From How to be Anti-Racist- pg 64). Anti-racism is the practice of identifying, challenging, and changing policies which engage or sustain racism. In doing this, power is redistributed and dispersed in a more equitable manner among racialized groups (groups who have been negatively impacted by racism).
Differences of groups, characteristics, and individual identities of people. This includes but not limited to race, sexual orientation, gender identity, ability, sex, age, religion, veteran status, national origin, ideas, geographic location, and political affiliation.
A commitment to creating opportunities for historically marginalized groups to gain fair and just access to and participation in educational, social, cultural, and political experiences and positive outcomes without sacrificing their identities. This is a focus on getting students and employees what they need rather than treating everyone the same with the recognition that not everyone is accessing education from an equal standpoint due to systemic and historical disparities.
A frame in which to identify and address patterns of inequities in student and employee outcomes. This frame focuses attention on institutional practices, policies and processes that create barriers to student and employee success rather than solely on the work of the individual. This framework requires awareness of social and historical exclusionary practices to inform equitable changes needed to address outcome gaps among students and employees of different identities. Equity-mindedness requires practitioners to be accountable for these outcomes.
Historically Marginalized Populations
Refers to groups of people in the U.S. context, who have historically experienced intentional and unintentional oppression that has limited their access to be able to fully thrive in all sectors of society regarding education, housing, healthcare, environment, legal systems, and the marketplace that has resulted in disparate outcomes. These groups include but are not limited to (people of color, women, the LGBQTI+ population, people who are non-binary, non-U.S. Citizens, people with disabilities, people from low-income backgrounds, people whose second language is English).
Intentional and on-going engagement from all members of the community with a focus on the people whose voices have historically been left out of college operations, decisions, culture, and practice due to their marginalized identities and societal disparities. When inclusion is present, there is a high value placed on including these voices, their experiences, and perspectives to inform practices, processes, and policies.
An institutional commitment to create an environment in which excellence is more expansive for students, faculty, staff, and the community. For the institution to be excellent, practitioners must focus on embedding equity, diversity, and inclusion into practices, procedures, and culture in support services, curriculum, and classrooms. Efforts go beyond diversity in recruiting, admissions and hiring, but are embedded throughout the organization.
The outcome of fair and equitable access, opportunity, and treatment which allows someone to achieve their full potential in all aspects of life and society, including but not limited to education, career, health, and housing. As societal institutions, structures, and systems have not been historically setup for the benefit of all, justice is a goal for which to strive. In order for justice to be achieved, the voices of and input from historically marginalized populations must be heard and validated, and an awareness by and advocacy from those in dominant social identities must be realized.
Access to resources, opportunities, psychological safety, and power that is more readily available by nature of one’s dominant social identities. Such access is not earned or received based on merit, rather is granted or given based on those identities. People are often unaware of the advantages and benefits they are receiving, and have received over the course of their lives, and may experience discomfort in developing awareness of their privilege. Some individuals who benefit from the status quo may actively work to maintain the structures by which they receive privileges. It is important to understand that privilege does not mean one’s life is free of challenge and struggle, yet their overall experiences occur within a framework setup to provide them with benefits whether or not they are aware of them, and whether or not they are currently accessing them.
The negative and harmful impacts, both compounding and cumulative, that are experienced by historically marginalized populations in all facets of our societal structures. Systemic oppression may be formally present as written in policies and procedures or informally present by unwritten rules and practice. Regardless of initial intent, system oppression exists and creates disadvantages throughout our institutions.
Trainings, Events, Professional Development Opportunities
Equity in Action Symposium
On behalf of the Inclusive Excellence Council, we would like to present an inaugural opportunity to celebrate the diversity, equity, and inclusion work that has taken place at the college over the last year. Equity is not a thing, but rather a process, practice and relationship that is embodied in our everyday labor as staff, teachers and leaders. This year, the Inclusive Excellence Council at ACC is hosting a virtual symposium bringing together the ACC community across estates to showcase ongoing work to advance diversity, equity and inclusion outcomes and experiences on campus.
The 2022 symposium will be hosted virtually on:
Tuesday, April 19
Theme: Equity in Action.
To provide a high-quality, meaningful educational experience for our participants, we are seeking members of ACC who would be willing to share their talent and expertise during one of our conference breakout sessions. The focus of these sessions will be how members of ACC are actively advancing equity in both their individual role and organizational unit more broadly.
How To Submit a Program Proposal
Program proposals for the 2022 IEC Equity in Action Symposium may be submitted online. Proposals will be accepted until April 1 at 11:59pm. Presenters will be notified of the selection committee’s decision on April 8.
Examples of possible program topics:
- Integrating Marginalized Perspectives into the Curriculum
- LGBTQ+ Perspectives
- Land Acknowledgements and Dismantling Colonial Relationships
- Building an Inclusive Workplace
- Recruiting and Retaining Marginalized Students
- Centering Experiences of Marginalized Students in Support Services
- Equity and Holistic Student Growth
- Serving Students of Color in the Concurrent Enrollment Process
We welcome proposals on a variety of topics including, but not limited to, the following:
Anti-Racism in Pedagogy and Assessment, Understanding Bias, Equity in Process and Procedure, LGBTQ+ Perspectives, Socioeconomic Status and Student Retention and Attainment, Working with Incarcerated Students, among others.
To learn more about this conference, please contact Symposium Planning Committee Member, Jaden Netwig: jaden [dot] netwig [at] arapahoe [dot] edu
Black Lives Matter Movement, Advocacy & More
ACC Equity Updates
Equity Updates - February 2022
February is Black History Month, which was originally founded as Negro History Week (designated as the second week of February) in 1926. Throughout Dr. Woodson’s academic career, he noticed the lack of acknowledgment for, and education about, the contributions of Black individuals from the African diaspora. He went on to create the Association for the Study of Negro Life and History, known today as the Association for the Study of African American Life and History, to fill this void.
I am a strong proponent of celebrating Black History all year, and it is also necessary that we set aside intentional time to celebrate Black joy, contributions, and inventions not only in the U.S., but throughout the world. This celebration is right on time as we are still wavering through daily racialized trauma, a global pandemic, the suppression of voter’s rights, and the attempt to censor U.S. American history, including the very contributions and experiences of Black individuals, as well as those of other marginalized communities.
I encourage us to continue to support ACC’s equity efforts even though it may be uncomfortable to learn about the systemic oppression of Black individuals and other marginalized communities. We can also celebrate the contributions of those who do not get enough acknowledgment and have been left out of mainstream history books. In this month’s Office of Inclusive Excellence newsletter, you will find multiple resources to learn about Black History, as well as opportunities to attend ACC-sponsored Black History events.
Equity Updates - January 2022
At ACC, 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.
ACC Inclusive Excellence Council
The IEC leads and supports the diversity, equity, and inclusion practices at the College, providing resources, assessment, training, and guidance to close equity gaps amongst student and employee populations from historically marginalized identities. Members of IEC Executive Leadership team – chaired by Quill Phillips – include Dan Balski, Javon Brame, Monica Fuglei, Jahlia Hope, Jennifer Jones, Megan Rector and Maria Ruiz-Jargon. For more information, please acc [dot] iec [at] arapahoe [dot] edu (email the IEC). If you would like to become a member of the IEC, please complete and submit this form. Upcoming IEC meetings (please contact becky [dot] quade [at] arapahoe [dot] edu (Becky Quade) for a Zoom link):
- Friday, February 18 (10am-12pm)
- Friday, March 18 (10am-12pm)
- Friday, April 15 (10am-12pm)
- Friday, May 20 (10am-12pm)
ACC Affinity Groups
In efforts to embed equity & inclusion at ACC, employee affinity groups have been developed over the last year. We recognize because of the demographics of ACC’s workforce, employees of color and other historically marginalized groups (LGBTQ community, individuals with disabilities, women, etc.) may have marginalized experiences, and may have a need for a greater sense of belonging.
These groups are for individuals who self-identify as Asian or Southeast Asian American, Black or African American, Latino, Latina or Latinx, Native American or Indigenous, multi-racial, LGBTQ, woman, or a person with a disability. Employee affinity groups can serve as places of support and opportunities to engage in professional development and cultural comradery. Mission, goals and contact information for ACC Employee Affinity Groups
Black History & Heritage Month
February is Black History & Heritage Month, which began as a week of celebration in February and developed as the response and participation in it grew. This month honors, remembers, and celebrates the great accomplishments and influence of Black individuals in every area of endeavor throughout American and international history.
The ACC Office of Student Life, in conjunction with the Black/African Employee Affinity Group will celebrate Black History & Heritage Month with gatherings and celebrations soon to be revealed.
For more information on the Office of Inclusive Excellence, please see our newsletter.
Additional Inclusive Excellence Resources
DEI posters for printing.
- Defining Anti-Racism (12x18 PDF)
- Defining Anti-Racism (12x14.5 PDF)
- Defining Diversity (12x18 PDF)
- Defining Diversity (12x14.5 PDF)
- Defining Equity (12x18 PDF)
- Defining Equity (12x14.5 PDF)
- Defining Equity Mindedness (12x18 PDF)
- Defining Equity Mindedness (12x14.5 PDF)
- Defining Inclusion (12x18 PDF)
- Defining Inclusion (12x14.5 PDF)
- Defining Inclusive Excellence (12x18 PDF)
- Defining Inclusive Excellence (12x14.5 PDF)
For any support or advice for integrating equity and inclusion into your classroom, reach out to the faculty representative on the ACC IEC Leadership Team, Jennifer Jones, jennifer [dot] jones [at] arapahoe [dot] edu.