Forever Green
Campaign for Northwest
A-Z Index

Mapping Our Progress

Action item key

  • Green - Completed
  • Yellow - In progress
  • Red - To begin

2020-2021 Mid-year report

Action Items

We are identifying a space for a Black students and friends resource center.

  • Received a $1 million cash gift on July 31, 2020, to establish the Karen L. Daniel Legacy Fund, help Northwest provide a center for Black students and friends, fund scholarships for Black students, and assist the University with its renewed focus on diversity and inclusion initiatives.
  • Northwest leadership is surveying 473 Black students to obtain data on what they desire in a space as it relates to purpose and scope. Students who received the survey have until Sept. 25, 2020, to complete it.
  • Karen Daniel visited the Northwest campus to view various potential spaces for the center and will provide the University with feedback.

We will require diversity and inclusion training for all faculty, staff and students.

  • Training for Northwest faculty, staff and board members was deployed on Aug. 1, 2020.
  • As of the Aug. 19, 2020, deadline, we have achieved the following completion percentages:
    • Board of Regents: 100 percent
    • Northwest Alumni Board: 100 percent
    • Northwest Foundation Board: 100 percent
    • Northwest employees: 99 percent
  • A required student training was announced in September. Training was deployed to all Northwest students in October and, as of Feb. 26, 2021, 37 percent of students have completed the training.
  • The Office of Diversity and Inclusion is providing enhanced training in the areas of microaggressions, implicit bias and power, privilege and oppression for all Northwest employees. The Office of Diversity and Inclusion will continue to offer monthly trainings on issues of race.
  • The Office of Diversity and Inclusion is creating enhanced diversity training for students that will be deployed during the spring semester. The Office of Diversity and Inclusion recently deployed student trainings on diversity awareness and is working with Interfraternity Council and Panhellenic Council to offer similar workshops to Greek life organizations and other student groups.

We will review and update Northwest's Code of Conduct policy as appropriate.

  • Northwest is committed to working with students on this issue and is drafting revisions to share with Northwest stakeholders for further input. The University will take any resulting policy revisions to the Board of Regents for approval.
  • Dr. Matt Baker, vice president of student affairs, selected three students to serve on the committee to review and update Northwest’s Code of Conduct.
  • The Board of Regents on Dec. 10, 2020, and approved an amendment to the Student Code of Conduct to clarify behavioral expectations and protections for students. The updated policy took effect when the spring 2021 semester began and may be viewed by clicking here.

We will create a Bearcat Equity Program to report any instance of discrimination.

  • The Bearcat Equity Program provides a landscape for a bias-free and discrimination-free community and a reporting process for individuals to share any discrimination or bias experience related to race, color, sex, religion, national origin, gender identity, sexual orientation, veteran status, or disability. When concerns are reported through the Bearcat Equity webpage, our Bias Response Team will review the report for action.
  • During the fall semester, Northwest received 15 reported incidents of bias, categorized as follows: race (9), religion (2), cultural bias (1), sexual orientation (1), accessibility (1), gender (1). All 15 reports are closed. The Office of Title IX and Equity will publish ongoing updates on the Northwest equity website.

We will work to enhance the recruitment and retention of racially diverse employees at Northwest.
  • Northwest is working to address disparities in recruitment of Black faculty and staff. This work includes publicizing job openings in more national publications and striving to provide more competitive employment opportunities for underrepresented faculty and staff.

We will align the Office of Diversity and Inclusion with national standards established by the Council for the Advancement of Standards (CAS) in Higher Education.

  • We have set a goal for the Office of Diversity and Inclusion to obtain an endorsement from the Council for Advancement of Standards (CAS) by the end of 2020-21 academic year.
  • Dr. Mallett and Dr. Hooyman are in the process of creating an internal review team, and an internal review of the Office of Diversity and Inclusion to begin in November.
  • An internal review team conducted a review of the Office of Diversity Inclusion Dec. 8-11, 2020, by interviewing stakeholders including faculty, staff and students. The final report from the internal review team will be submitted to the Provost and Associate Provost for Diversity and Inclusion by the end of January. The report can be viewed here.
  • Dr. Mallett and Dr. Hooyman are vetting candidates for the external review, which will take place in March or April.

We will deploy three teams related to issues of race to hold Northwest leadership accountable.

We will complete a campus climate assessment to better understand the overall campus climate on the Northwest campus and in the Maryville community.

  • A campus climate survey was distributed to all Northwest students and employees on Oct. 12, 2020. All stakeholders had until Oct. 30, 2020, to complete the assessment.
  • Northwest will receive the results of its survey during the spring semester 2021 and prepare a report to share with President Jasinski and other stakeholders.