Diversity in the Search Process resources can be found here.

LSC DEIJ Position Description Review

Update description of work unit for LSC (to be included in all PDs): The mission of the Lory Student Center (LSC) is to serve as a student-centered organization at the heart of campus, providing programs and services that create an inclusive community and inspire active, engaged learning. As an auxiliary enterprise within the Division of Student Affairs, the LSC is a comprehensive student union recognized nationally as one of the leading university centers. The LSC annual operating budget is approximately $40 million. Nearly 125 full-time career staff and 650 student and hourly staff serve approximately 24,000 people entering the facility on a daily basis and hosts approximately 13,000 annual events and meetings. Areas within the Lory Student Center include the CSU Bookstore; Campus Activities; Lory Dining Services; Marketing (Colab); Operations; Student Leadership, Involvement & Community Engagement (SLiCE); and an extensive array of business and service partners. Department website: www.lsc.colostate.edu

“Description of Work Unit” section (to be included in all PDs): The work of Lory Student Center staff members is guided by and in alignment with CSU’s Principles of Community, the Division of Student Affairs Values, and the Lory Student Center Mission.

“Position Summary” section (to be included in all PDs): The ADD POSITION TITLE HERE has an abiding commitment to serving the diverse needs of the University community, the active promotion of an equitable and inclusive environment, and the development and enhancement of collaborative relationships.

Examples options: “Decision Making” or “Job Duty” sections (depending on the level of responsibility, role, etc):

• Develop and implement INSERT DEPARTMENT NAME HERE and/or LSC vision, mission, values and strategic goals aligned with the LSC and University strategic plans centering diversity, equity, and inclusion.
• Develop and implement socially just assessment plans for annual INSERT DEPARTMENT NAME HERE programs, services, events; analyze data to make improvements and identify fiscal efficiencies.
• Lead and/or participate in personal and professional training centering diversity, equity, and inclusion awareness, behaviors, skills and competencies that facilitate personal and professional growth and development.

Examples options: “Required Qualifications” or “Preferred Qualifications” (depends on the role/responsibilities)

• Demonstrated commitment to valuing diversity and contributing to an inclusive working and learning environment
• Experience working directly with people from diverse racial, ethnic, and socioeconomic backgrounds.
• Ability to speak a second language or ability to speak ____ language (if the position will be working with a particular community)
• Excellent written and verbal communication skills, and ability to present to diverse audiences, specifically racially, ethnically, and socioeconomically diverse communities.
• Experience considering the impacts of the work on multiple communities, including communities of color, in technical analysis.
• Ability to flex communication style to multiple cultural environments.
• Experience working on a diverse team.
• Experience working with different communication styles.
• Experience incorporating the perspectives of multiple communities, including [communities of color], in the consideration of impacts and outcomes of a decision-making process.
• An understanding of the concepts of institutional and structural racism and bias and their impact on underserved and underrepresented communities.
• Demonstrated leadership of diversity, equity and inclusive excellence.
• Demonstrated commitment to diversity and social justice.
• Professional commitment to the principles of inclusion, integrity, respect, service, and social justice.

Examples options: “Job Duties” section for Directors (could apply to other position descriptions as well)

• Serve as a member of the LSC Leadership Team contributing to: development and implementation of the LSC vision, mission, values aligned with University strategic plans that benefit the growth and development of students; development and implementation of LSC strategic plan goals; decisions regarding personnel management, fiscal management, and policies and procedures for departmental programs, service functions, and facility operations with a focus to create a diverse, equitable, and inclusive environment; serve on LSC committees and initiatives that promote community within the LSC; represent LSC on Division, University, and external committees.
• Establish socially just data-driven programmatic goals and benchmarks and designs that operationalize an accountability framework to measure and evaluate the impact and effectiveness of INSERT DEPARTMENT NAME HERE programs, services, events, etc.
• Lead strategic planning and goal setting processes for INSERT DEPARTMENT NAME HERE, ensuring alignment with the University’s mission, commitment to diversity, equity, and inclusive excellence, and benefiting the holistic growth and development of students.
• Facilitate the ongoing development, refinement and implementation of the INSERT DEPARTMENT NAME HERE strategic vision and mission that supports leadership development training ensuring priorities align with diversity, equity, and inclusion awareness, behaviors, skills and competencies which facilitate personal and professional growth and development.
• Contribute to the LSC SHAPE Training & Talent Development program by supporting staff training planning and execution, program attendance, and committee membership to further support the mission and purpose of the
• LSC; support LSC colleagues and actively model a collegial work environment by demonstrating diversity, equity, and inclusion.
• Embrace and apply the tenets of a team model with professional and student staff to sustain an inclusive work environment that fosters a culture of belonging in support of multiple and intersecting identities.
• Coordinate, design and/or deliver opportunities to increase staff morale; create and maintain an inclusive and welcoming work environment where all employees’ multiple and intersecting identities are valued and recognized; build employee relationships and facilitate conflict resolution.
• Connect staff to leadership development opportunities, including personal and professional training and skill development with an emphasis on diversity, equity, and inclusion awareness, behaviors, skills and competencies.
• Foster an organizational culture that embraces the Principles of Community, including inclusion, integrity, respect, service, and social justice.
• Analyze department expense reports and counsel staff on budget management and fiscal responsibility throughout fiscal year aligning expenditures with department values.

Lory Student Center Council for Inclusive Excellence
Advisory Council
Approved 3.30.21

Background:
The Lory Student Center’s 2018 Program Review recommendations included a series of action items including but not limited to: revision of the LSC’s mission statement, assessment, employee onboarding, emergency response, and inclusive excellence. Revision of the LSC’s Mission Statement was completed in 2020. As an organization, one of our highest priorities is inclusive excellence.

Relevant action items from the 2018 Program Review included the following:

Item 3. e. Create a committee of staff from various areas to discuss professionalism* and what it means in the context of the LSC (with consideration of items ranging from unspoken rules and politics to professional* attire). Combining this committee topic with the recommended Principles of Community committee to create a committee focused on overall climate and organizational norms could create opportunities to address inclusivity from numerous angles for the variety of constituents making use of the LSC programs and facilities.

Item 4.b. Create a committee to discuss the Principles of Community in the LSC to determine ways to include all career and student staff in the continued development of a culture of inclusive excellence. Combining this committee topic with the recommended Professionalism* committee to create a committee focused on overall climate and organizational norms could create opportunities to address professionalism from numerous angles for the variety of constituents making use of LSC programs and facilities.

In addition to the Program Review findings and resulting action items, employee climate data and an increase in bias related incidents at CSU during the fall of 2019 have made it abundantly clear of the need for the above recommendations to move forward with a sense of importance, urgency, and on-going commitment. It is also recognized that the impact of inequitable workplace experiences and incidents of bias in and out of the LSC disproportionately fall on employees from marginalized populations. With this in mind, the following “draft” charge is offered to members of the LSC’s Council for Inclusive Excellence:

Charge:
Provide insights, guiding principles, counsel, suggested action items, and requested accountability to the LSC Executive Director/AVP for Student Affairs and the LSC Leadership Team with respect for creating:
*Note:
-We continue to interrogate the concept of “professionalism” and the impact of the dominant culture by whom it is defined.
– this is a living document and my not encompass all new additions.
Create a welcoming, affirming and engaging community for all employees of the LSC. This includes focusing on the inclusion of multiple voices, viewpoints, and identities. By infusing inclusive excellence expectations into employee training and development, creating work environments that are welcoming and accessible for all. Bringing people together to discuss and connect in community, ensuring programs and services focus on building connections, internal and external, and fulfilling the newly revised mission of the LSC.

Infuse inclusive excellence in all that we do.
– Creation of a positive, engaging, and accountability-driven work environment that embraces CSU’s Principles of Community, which encompasses inclusion, integrity, respect, service, and social justice. The LSC is a community that celebrates our individual and collective successes, while supporting a balance in personal and professional life commitments.
– This requires us to regularly reflect on what we do and our impacts so we can work purposefully and authentically towards a socially just work environment. Inclusive excellence embraces the strength of our collective diversity and embodies the inclusion of the many different identities, backgrounds, and experiences of the LSC employees. This includes an awareness and acknowledgement of distinct stories, challenges, and successes of the people with whom we connect and work. The LSC seeks to infuse inclusive excellence into our relationships, policies, programs, services, and assessment efforts.
– The LSC consistently strives for excellence and innovation. It is important that we do things right, and that we do the right things by members of our community. We strive to contribute to leading-edge best practices and seek to be the model which other student centers/college unions aspire to.

Timeline:
Ongoing, with the likelihood of meeting at least once/month and possible subcommittees, at the discretion of the chair and council members.
*Note: -We continue to interrogate the concept of “professionalism” and the impact of the dominant culture by whom it is defined.
– this is a living document and my not encompass all new additions

Considerations/Actions (living document, not all-inclusive and open to additions as needed):

Create objectives with goals:
-Solidify charge/objectives of the committee
– Committees formed to address specific concerns
– Working on sharing out about the committee: website, video, meetings, etc.
-Work with VPD on an assessment based on the Multicultural Organizational Development Model
-Suggest a DEI training program for all department management & leadership.
-In the program review the word “professional was used” determine what that means for us since we can’t change the feedback from the Program Review-or should we take that context out of the charge?
-Desire to know how are we being informed on employee experiences? What does data look like? Could we brainstorm ideas/we do have lots of data, do we need to go over it as a group?
-Determine how to measure if what we are doing is effective.