The College at Brockport Diversity Inititatives

Main Page Content

Diversity Initiatives, Activities and Events (This list is not exhaustive)

New Diversity Strategic Plan

Strategic Plan for Diversity and Inclusion will go to SUNY November 1 and be available to the public via the Office of Diversity and Inclusion page.

Diversity Related Campus Committees

President’s Committee on Diversity and Inclusion (PCDI): Subcommittees: Assessment, Recruitment/Retention/Outreach, Professional Development, Diversity Initiatives

CDA: The Committee on Disability and Access is in its third year. It has subcommittees for Coursework, Awareness, and Accessibility

Training and Awareness Committee: Campus-wide leadership committee bringing together programing from across different divisions on campus. Applied for and received a SUNY grant to bring speakers in for Community Conversations for AY 2016-2017. Is planning facilitated discussions around racism and bias with Opening Doors for February. Sending 12 people to Opening Doors Diversity Project retreat in October.

Safe Zone Trainings: We currently offer 2 trainings for faculty/staff and 2 for students each semester. The trainings are also available by request.

Other Trainings and Talks Available through the PCDI and Office of Diversity and Inclusion:

  • How to have authentic dialogue around difficult topics
  • Making your environment more trans* inclusive
  • Recognizing Privilege
  • Making your environment more accessible and inclusive
  • Disability as a Social Identity/teaching from Disability Studies Perspective
  • Insidious trauma, implicit bias and effects on learning
  • Higher education in the era of #BlackLivesMatter

National Coalition Building Institute (NCBI): Sent three faculty to training on white privilege, fall 2015. We are working with one of the facilitators to build a training specific to Brockport’s campus for the spring semester.

Diversity Conference: “Building Community Through Diversity: A Global Lens” October 6th, 2016

Training at New Staff and Faculty Orientation

Training at New Staff and Faculty Orientation Megan Obourn presented to new faculty via CELT—who are our students, what resources do we have, what is our commitment to diversity, equity, and inclusion, what trainings we can offer you or students?

Megan Obourn scheduled for training with new employees October 13, 2016.

Community Conversations

A town hall meeting approach to engage faculty, staff, and students in dialogues on racial tensions and diversity issues occurring nationally, in Brockport’s surrounding communities, and on our campus. In collaboration with several divisions across campus as well as student organizations, the campus community explored several topics related to the negative impacts of the intersectionality of race, poverty and violence. Past topics have included micro-aggressions, hate speech, racial justice, the #BlackLivesMatter Movement, and community building. Upcoming conversations will focus on Muslim communities in the era of Trump, cultural humility, implicit bias, intersections of institutional racism and gender normativity, and ensuring the academic success of men of color in higher education.

Faculty and Staff Recruitment

The Office of Affirmative Action and Human Resources has significantly revised The College’s search and recruitment process.

  • We have invested heavily in a new, comprehensive Applicant Tracking System, which will provide robust reporting capabilities in support of our diversification efforts.
  • We have developed a multi-point search training program, mandatory for all hiring managers and search committee members. Among other topics, the training provides an overview of Affirmative Action and Equal Employment Opportunity, as well as The College’s specific requirements regarding compliance during the search process.
  • To meet The College’s responsibility to make a good faith effort in diversifying the pool of applicants available to search committees, we work jointly with each hiring manager to advertise in nationally recognized venues, such as The Chronicle of Higher Ed, Recruit, Higher Ed, and through the U.S. Department of Labor at Job (formerly USA Jobs), all designed to reach the largest and most diverse aggregation of ready job seekers. Further, through the American Association for Access, Equity, and Diversity (AAAED), we are exploring additional, more focused advertising venues, including, but not limited to, Ability, Getting, LGBT, and Vet
  • We have revamped The College’s Waiver of Search protocol to emphasize the importance of conducting proper Affirmative Action searches and increase access.

MWBE initiatives

The Governor has set very ambitious for expectations/goals for the procurement of goods from Minority and Women owned businesses (MWBEs). The College has consistently been among the top SUNY campuses in the percentage of spending on goods and services from MWBEs.

Brockport’s 2015/16 MWBE percentage was 54.06% [15.9% Minority Business Enterprises (MBE) and 38.09 Women Business Enterprises (WBE)].

SUNY’s Overall 2015/16 MWBE percentage was 31.28% (16.03% MBE and 15.26 WBE)

Senate General Education Committee Evaluating Diversity Courses

As it began its first year of the six-year process of recertifying all Gen Ed courses, the committee was asked to recertify D courses in the first year (these courses had originally been scheduled for the second year). Here is how the recertification process worked:

  • We sent letters to Department Chairs asking them to examine syllabi from each section of each course bearing the D code that was taught in the last three years. Chairs could do this on their own or delegate the work; some did a combination of this. Based on what they saw on syllabi, they were asked to certify that the content of each section prepared students to meet the Student Learning Outcome (SLO) for Diversity (and any other codes attached to the course). For sections that did not meet the SLO, chairs were required to provide an overview of the Department’s plan for ensuring that these sections would meet the SLO in the future. The Diversity SLO is:
    • Students will analyze social conflicts, prejudices, and/or intolerance relevant to a contemporary setting, and arising from such issues as racism, ethnicity, religious affiliation, sexual orientation, class, etc. These concerns shall constitute a major or central theme of the course, as opposed to a peripheral or occasional consideration.

Thirty-four different courses were recertified. Chairs asked that the D code be removed from three courses, and one course was withdrawn.

Extending the requirement for a D course for all students

Since 2011, most transfer students had been exempt from the requirement to take a Diversity (D) or Other World Civilizations (O) course. This spring, the College Senate approved a proposal for transfer students to meet the D/O requirement.

Also since 2011, the D and O codes could only be attached to a Knowledge Area course. As part of the new resolution, these codes may now be attached to any course, including Contemporary Issues courses and other upper division courses, provided that the course is approved by the Senate General Education Committee.

The goal of the new resolution is to ensure that transfer students take a D or O course without increasing the time it takes them to complete their degree.

The new requirement for transfer students will go into effect fall semester 2017. Beginning this September, the College Senate General Education Committee will be considering proposals for new courses to meet the D or O requirement. These proposals must be submitted through the College Senate website ( Proposals for courses that faculty wish to offer in fall 2017 should be submitted as soon as possible, preferably by December 1, 2016.

Development of Bias Incident Reporting

In the spring 2016 semester, cabinet approved a plan to develop and implement a bias-related incident reporting system. Faculty, staff and students will be able to report concerns anonymously, related to bias, discrimination and hate. Reports will be reviewed and acted upon by a team who will provide timely support and response to involved individuals. The system is being further developed and is expected to go live in spring 2017.

Residential Life/Learning Communities & Student Conduct

Student Conduct Officer and Hearing Board Training

All student conduct officers and members of the student conduct board are trained on issues of bias and diversity (since at least 2011).

Living Learning Communities

  • 2014-2015
    • Offered 35 LLC programs focused on diversity education, including field trips, service and in-hall activities
  • 2015-2016
    • Offered 70 LLC programs focused on diversity education, including field trips, service and in-hall activities.

2016 LLC Diversity Speaker: Kristin Beck, transgender Navy Seal featured in “Lady Valor”

2017 LLC Diversity Speaker: James Loewen, author of Lies My Teacher Told Me

The LLC Diversity Speaker is now an annual event, and all LLCs offer diversity programming as well as service opportunities.

Gender Inclusive Housing Policy and Process

We have had a Gender Inclusive Housing policy since 2014. We improved our promotion of this policy in 2015 and included questions on the housing application to make it a clear and accessible process. All of our residence halls are gender inclusive, which is unique because many schools have designated wings or areas.

Critical Conversations Programming

Since 2010, RLLC has provided programs that explore social justice and diversity issues, which includes 2-3 events per month in our residence halls for each topic.

RA Diversity

  2009-2010 2010-2011 2011-2012 2012-2013 2013-2014 2014-2015 2015-2016
Ethnic Minority Representation 19% 21% 19% 14% 19% 31% 35%

RA Training

In addition to participating in Collaborative Training, RAs participate annually in Safe Zone training (since 2012). RAs also participate in at least one half day session on Creating an Inclusive Campus Community. Moreover, they participate in a spring service trip to the Rochester Central School District (RCSD) or Brockport Central School District (BCSD). There are ongoing trainings that occur through their required participation in the Leadership Development Program, as well as in-hall trainings with the RDs.

RD Training

Resident Directors participate in Safe Zone training annually (since 2012), and spend a full day in August at a retreat focused on EDI (equity, diversity and inclusion), creating an inclusive residence hall community, etc. There are numerous other training activities related to EDI throughout the year. For our professional staff meeting, we have had a standing agenda item related to EDI for the past 2 years, where we discuss issues that our students are facing, discuss articles, watch videos, etc. Lastly, we read Contested Issues in Student Affairs by Magolda & Magolda in spring 2016, which included several chapters on diversity related issues in our field.

Campus Recreation

Diversity and Inclusiveness Strategic Goals for 2011-2016

Campus Recreation strives to create a diverse, inclusive environment across all areas of the department that aligns with the mission of the institution and meets the needs of the students.

  • Campus Recreation will complete a comprehensive assessment of programs using surveys and best practices from other institutions in order to increase the diversity of programming
  • We will develop and implement new programming to embrace the variety of needs, abilities and cultural backgrounds that make up The College at Brockport.
  • We will continue to reach out to underrepresented populations as well as seek out feedback from our repeat users in order to help direct our programming’s future.

We are one of the three largest on-campus student employers and provide jobs for 165 student employees, of which 45% female, 55% male, and 10% classified as minority or underrepresented students, an outcome of intentional hiring practices to maintain a diversified student staff.

  • Encourage students from diverse ethnicities and backgrounds to apply for positions in Campus Recreation
  • Maintain or increase a diverse employment staff and increase our underrepresented student population to 10% (actual figures: 12.6% 14-15, 16% 15-16, 22% 16-17)


Campus Recreation introduced a Global Rec Fest during the fall of 2014. We will be having our 3rd Annual Fest this fall, to include clubs from all over the campus including Club Sports, Cultural Clubs, etc. The program is supported by Study Abroad, Residential Life, Student Union and Activities, English Language Systems and International Education.

Student Employment and Training

Training for Student Supervisor’s on Social Privilege, Inclusion and difficult conversations with Dr. Megan Obourn, Interim Chief Diversity Officer.

Student Union & Activities

Department Goals for 2016-2017

Student Union & Activities staff and student employees will develop learning outcomes that support a diverse staff of team members, focusing on team member respect, celebration of differences, and understand one’s cultural identity.


Tunnel of Oppression

This is a multi-day event, currently facilitated through Student Union & Activities, where students highlight issues of oppression in our society by walking attendees through various rooms that they’ve created. Some examples of topics are bullying, ableism, racism, body image, sexism, religious discrimination, etc. This program started in 2012.

Co-Sponsored events with student organizations

  • OSAD Fashion Show (spring 2016)
  • SOUL Drag Show (spring 2016)
  • SOUL Sexy Bingo (fall 2015 and spring 2016)
  • Hips and Chips Salsa Night (fall 2015)

Student Organizations

Standard practice of the all-comers policy, in which all students are presumed to be eligible for membership in any registered student organization.

Developing ways to incorporate methods or best practices for our student organizations that focuses on building inclusive environments within their organizations.

2015 – 2016 regained membership with Zeta Phi Beta Sorority Inc., and have worked closely with their local alumni chapter.

Working with recognized Fraternities and Sororities this year on the role of College’s Better Community Statement and their respective National organizations’ diversity statements, and how that impacts practices.

Student Union

2015-2016 worked with Diversity Committee to locate space for the Interfaith Space on the 2nd floor of the Union.

Community Development

Leadership Development Program

Each level of the Leadership Development Program seeks to enhance students’ understanding of their own cultural identity while building cultural humility and a social justice lens.

  • Green Certificate:
    • 10 Table Talk sessions each spring where students get together and discuss a variety of topics; participation in Tunnel of Oppression, workshops like “Creating an Inclusive Community,” “ Jury of Peers,” “Enabling Others to Act” and others.
  • Gold Certificate:
    • Social Action Project has students working with diverse community organizations; seminar on handling Controversy with Civility allows students to explore how to have difficult conversations.
  • Presidential Certificate:
    • Class uses the text: Learning as a Way of Leading: Lessons from the Struggle for Social Justice to examine topics of privilege, power and leadership; students facilitate Table Talk sessions.
  • Capstone Certificate:
    • Discussions of community needs and topics related to Brockport’s inclusivity – in 2014 #TrueBrockport campaign resulted from similar events and Capstone students attempted to facilitate change

The Leadership Development Program also recruits and retains a large percentage of participants from underrepresented backgrounds. Last year, more than 30% of participants were students of color.

Community Service Initiatives

Migrant Farm Worker Clothing Drive: Sought to raise awareness and goods for the local migrant farm worker population

MLK Day of Service: Each year we bring students to an event in Rochester where we celebrate the life and work of Dr. King while also giving back with community members

Interfaith Day of Service: Each year during Interfaith Day of Service we allow students to work with a variety of faith groups and discuss service through interfaith dialogue

Deliberative Dialogue

Throughout the year, we host numerous deliberative dialogues aimed at discussing important campus topics. In our first year (last year) Dialogues were hosted on the following related topics:

  • Ending Discrimination on a College Campus
  • Understanding Activism
  • Understanding Citizenship (exploring immigration)

Learning outcomes for most programs, even if not the primary focus, include some element related to diversity. Additionally, we collaborate with many offices to co-sponsor diversity related events (including speakers such as Alicia Garza, Kristen Beck, and others). This year, we are also focusing our efforts on engaging a large number of students from diverse backgrounds in our programming.

Student Employment and Training

Recruiting employees from diverse backgrounds remains essential to Community Development. 43% of our student staff are students of color. We also facilitate training sessions on topics related to cultural identity, privilege and power, social justice and inclusion.

University Police

Fair and Impartial Policing

March 2016, 15 of the 16 officers were trained at SUNY Geneseo The focus is on implicit biases that officers bring to the job. We trained Monroe Community College officers on our campus. Additional Information (SUNY Big Ideas Blog):

Community Policing Program

Each Residence Hall has a University Police officer assigned to it as a liaison. They do various programs and activities in the residence halls every year, including Operation Lock Out, Active Shooter Training, Drug Education and various other relationship building activities (attending RA programs for example).

Additional EMSA Initiatives

Collaborative Training

250 Student Leaders

This training is for EMSA student leaders in Residential Life/Learning Communities, Student Union & Activities, Community Development, Campus Rec, Student Retention, Prevention and Outreach, and Career Services. For the past 4 years, the training has sought to facilitate discussions with student leaders about topics of diversity, equity and inclusion.

The August 2016 Learning Outcomes are:

  • Here are the learning outcomes for the fall training specifically
    • Competency Outcomes Address
      • Articulate insight into their own cultural identity
      • Engage in critical reflection in order to identify one’s own prejudices and biases
      • Consider multiple perspectives and draw out other’s viewpoints when interpreting experiences
      • Engage in dialogue with others around issues related to social justice and inclusivity
      • Deliberate on potential solutions to community problems

Additionally, this year all departments have chosen to focus on Intercultural Knowledge and Competence for trainings throughout the year. In addition to the day long Collaborative Training, offices have brought Megan Obourn in for ongoing discussions of privilege and power.

Competency 3: Intercultural Knowledge and Competence

  • Students will show this competency by…
    • Understanding own experiences and personal convictions
    • Recognizing that other’s beliefs and experiences differ from their own
    • Cross-cultural competency
    • Recognizing the social context that impacts culture including power, privilege, etc.
    • Being conscious of the impact that one’s language and actions can have on another person

Rochester Education Opportunity Center (REOC) Events

  1. Multicultural Day is scheduled for November 10, 2016. This has been a staple part of the REOC for several years.
  2. Barbershop Talk: A discussion for men regarding social issues and opportunities
  3. Self-Empowerment and Acceptance: This presentation helps participants to recognize their strengths and develop a new and positive mindset.
  4. Let’s Change the Conversation—Why Survivors are the Experts: This interactive presentation laid the foundation on how and why dating and domestic violence occurs, while focusing on an individual, local community, national and global response to a crime that is 100% preventable.
  5. Rochester Police Department Body Worn Camera Initiative: This presentation explained how the Rochester Police Department’s Body Worn Camera Program works and its connection to violence prevention in the community.
  6. Mental Health and Substance Abuse: This workshop discussed the truth vs. myths regarding mental health, substance abuse and their relationship to violence in the community and the stigma associated with mental health and substance abuse.

REOC Partnerships

We partnered with the City of Rochester and Rochester City School District to recruit more men of color and women into careers, such as police officers, fire fighters, 911 operators and EMTs.

REOC New Diversity Initiatives

  1. We partnered with the Catholic Family Center and St. Joseph’s Neighborhood Center as they embark on a joint venture to explore structural racism.
  2. We partnered with Facing Race, Embracing Equity (FR=EE): the goal is to create a community free of racial inequities.
  3. We implemented an Interfaith Room at REOC.

For a full list of Diversity, Equity, and Inclusion programming, please visit The Office of Diversity and Inclusion page:

Other projects include the American Democracy Project. See

Space for U: a new initiative to offer space to have open conversations, convened by Megan Obourn, Fridays, 11-12, in Seymour Union. Further details to follow.

Last Updated 7/6/18

Close mobile navigation