Dear Members of Alamance Community College:

I am excited to submit to you the Strategic Plan for Diversity and Inclusion at Alamance Community College. This plan aims to develop and maintain a diverse and inclusive culture within our campus community by focusing on Diversity, Equity, and Inclusion (DEI).

This Strategic Plan is not an immediate remedy for any challenges we may face together as a college. However, it is vital that we, as a community, recognize our shared progress yet acknowledge that we have much work to do as a whole. Creating an inclusive environment requires diligent effort from us all.

As we strive to fulfill our college’s vision, mission, and values, it is impossible to do so without placing a high regard on diversity and inclusion. Diversity at all levels of Alamance Community College enriches our learning environment and broadens our institutional ability, intelligence, and community impact.

I am grateful to the Alamance Community College Racial Equity, Diversity, and Inclusion Commission for their essential work navigating the DEI landscape. I want to thank the Board of Trustees for their engagement and commitment to harvesting a culture where all feel welcomed on our campus.

Our success in achieving these goals will not be easy, and we need to understand that we will only make gradual progress in some areas. However, I am incredibly optimistic that if we commit to working on the plan's initiatives together, the students, staff, and faculty of Alamance Community College will be better prepared to affect change in the world.  

Sincerely,

Dr. Algie Gatewood
President

 

WHEREAS, the Alamance Community College Board of Trustees recognizes and acknowledges that Systemic Racism (Institutional Racism) exists within North Carolina, the United States and beyond;

WHEREAS, Systemic Racism has, among people of color, a longstanding and continuing history of adversely impacting housing opportunities, bank loans, health care, medical and environmental risks, job earnings, social services delivery, public policy, law enforcement, the criminal justice system, incarceration rates, voting rights, educational opportunity, career advancement, immigration reform, military services selection and that this list is in no way conclusive;

WHEREAS, Systemic Racism’s history includes slavery, Native American Reservations, internment camps and segregation;

WHEREAS, the FBI reports heightened levels of hate crimes in the U.S. – the majority of which are linked to race, ethnicity, and/or ancestry bias;

WHEREAS, North Carolina’s Community College System – one of the nation’s largest – recognizes and acknowledges its critical role in advancing our citizenry and elevating our communities through education;

WHEREAS, Education – higher education in particular – is widely recognized as a great equalizer and a powerful force to mitigate Systemic Racism’s impact in the aforementioned areas and;

WHEREAS, Alamance Community College’s mission includes advancing “our diverse population” and recognizes “inclusion” among its seven values; now therefore be it

RESOLVED, that the Alamance Community College Board of Trustees:

• Is on record as a champion of diversity, inclusiveness and racial justice;
• Is on record in its opposition to Systemic Racism and its myriad manifestations;
• Is on record in supporting the College President and its leadership in developing a concrete plan and timetable to address Systemic Racism within the context of its higher education mission and values;
• Encourages the College to begin racial equity and cultural sensitivity training for the entire college community;
• Encourages the establishment of an office responsible for the advancement of racial equity at the College;
• Encourages the College to increase retention of minority students;
• Encourages the College to build pathways for minority students to serve in student leadership activities;
• Encourages the College to hold town hall-styled meetings to gather student and employee feedback and to serve as a conduit for robust conversations around racial equity and justice;
• Encourages the President to appoint a Racial Equity Commission and engage employees in developing goals and timetables to accomplish the aforementioned;
• Is on record as supporting these efforts through both resources and funding;
• Is on record as role models and engaged participants.

Adopted August 10, 2020

Welcome to the Alamance Community College Office of Diversity, Equity, and Inclusion. It is a tremendous honor and privilege to serve the campus community as the inaugural Director of Diversity and Inclusion. The main goal of this office is to work collaboratively with all campus stakeholders to create and maintain an environment where diversity and inclusion is the norm. It is not meant to push people away but to bring us together as we celebrate our similarities and differences.

When we are exposed to different experiences our horizons are broadened and it gives us new perspectives regarding those who we work with and serve on a daily basis. It reduces the stigmas that we may have had prior to gaining new insight, and it enriches our lives.  

As an institution we will be front and center leading by example in creating an environment where everyone is safe to be who they are, and Believe they Belong, so they can Become, anything they want. 

The United States is becoming more diverse with every passing day, if we are to keep up with our nation we must reflect this diversity. We must also be vigilant in our diversity efforts, evolve culturally and commit to being inclusive of all to foster a sense of belonging. As your Director of Diversity and Inclusion, I look forward to building a strong bond with you, but it starts with acknowledging that some change is necessary. Significant work has been done thus far; however there is more to do.

Sincerely,

Josefvon Jones
Director of Diversity & Inclusion

Alamance Community College is dedicated to excellence in academics as there is no separation for the public good and our commitment to diversity, equity and inclusion. It is paramount to our mission as an institution of higher education to advance our diverse population and to recognize inclusion among our seven values.

Diversity: We commit to increasing diversity, which is defined in many forms, to include race and ethnicity, gender and gender identity, sexual orientation, socio-economic status, language, culture, national origin, religious commitments, age, (dis)ability status, and political perspective.

Equity: We commit to working actively to challenge and respond to bias, harassment, and discrimination. We are committed to a policy of equal opportunity for all persons and do not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, or veteran status.

Inclusion: We commit to pursuing deliberate efforts to ensure that our campus is a place where differences are welcomed, different perspectives are respectfully heard and where every individual feels a sense of belonging and inclusion. We know that by building a critical mass of diverse groups on campus and creating a vibrant climate of inclusiveness, we can more effectively leverage the resources of diversity to advance our collective capabilities.

In the Workplace

• Talent: a diverse workplace reflects our society and gives us a broader range of potential students.
• Innovation: diversity of thought drives innovation and creativity.
• Results: diverse perspectives, skills, and talent lead to better opportunities for the growth and development of students as they prepare to enter the workforce.

On Campus 

• Enriches the educational experience
• Improves communication and thought processing skills
• Challenges stereotypes
• Students are able to see themselves in their leaders
• Prepares students for the workforce

The Business Case for Diversity and Inclusion

We are a more diverse nation, state, and county than ever before. Diversity and Inclusion are key strategic issues that need to be considered in order to achieve Alamance Community College’s mission. In this dynamic, information-focused society of the 21^st century, our institutions’ success will be shaped by how well we embed diversity and inclusion within the organizational culture.

• Reflecting the community we serve: Our ability to successfully and effectively carry out the mission of the college in a demographically diverse county will be significantly enhanced by a faculty, staff, and student body that reflects the community we serve.
• Effective outreach to the community: A diverse and inclusive campus culture will enable Alamance Community College to effectively conduct outreach to all citizens within Alamance County, build strong community relationships and enhance the college’s image by leveraging the resources of internal faculty and staff who represent various communities.
• Attracting and retaining the best talent: Diversity and inclusion benefit ACC’s ability to recruit, retain, and develop a diverse workforce with the talents and skills needed to sustain the institution as an employer of choice.
• Innovative solutions: A diverse campus community with new ideas and different perspectives offers opportunities to develop creative and innovative solutions to problems and issues that may occur.
• Adapting to change: The immersion of new perspectives and diversity of thought will empower the institution to adapt to an ever-changing local and global environment, which will improve our ability to provide a safe, healthy, and inclusive environment where all feel that they have a sense of belonging.

The Alamance Community College Strategic Plan: Each goal in this 2020–2025 strategic plan for Diversity, Equity, and Inclusion directly ties to one of the four goals outlined in the ACC Strategic Plan for 2020–2025. Strategies identified in this plan will help achieve our diversity and inclusion goals and ultimately the mission that has been outlined for the institution.

The following table contains detailed summaries of the diversity and inclusion goals and strategic objectives for 2020–2025.

GOAL 1: Employee Diversity Sustain a skilled, highly engaged, and diverse faculty and staff at all levels, including leadership
1a. Leadership Commitment	Engage and provide professional development opportunities for leadership to understand diversity and inclusion strategies.
1b. Inclusive Recruitment	In Collaboration with ACC’s HR Department, ensure inclusive recruitment and selection practices
1c. Access to Opportunities	Ensure that all employees have equal access to professional development and advancement opportunities
1d. Retention	Identify barriers that may exist which contribute to lower retention of under-represented groups at Alamance Community College
1e. Leadership Diversity	Identify strategies to building a diverse leadership team
GOAL 2: Inclusion Develop a workplace that is inclusive and where employees’ talents, skills, and perspectives are valued and utilized.
2a. Inclusive Initiatives	Collaborate to develop inclusive initiatives for the campus community
2b. Inclusive Behaviors	Collaborate and offer trainings to help develop inclusive behaviors in leaders
2c. Mitigate Bias	Review processes and policies that may foster bias in workplace practices
2d. Disability Inclusion	Monitor campus inclusion of employees with disabilities and work to provide necessary resources for them to be successful in their jobs
GOAL 3: Equal Opportunity Ensure equal opportunity with proactive workplace resolutions
3a. Non-discriminatory workplace	Collaborate with campus community to help maintain a workplace free  of discrimination
3b. Conflict Resolution	Develop processes to reduce and resolve conflict in the workplace
3c. Workplace accommodations	Collaborate with campus community to ensure effective and reasonable workplace accommodations for employees with disabilities
GOAL 4: Alamance Community College Diversity Promote diversity and inclusion as valuable business imperative in the economic sustainability of ACC
4a. Business Case	Create awareness of the value of diversity and inclusion at Alamance Community College
4b. Policies and Practices	Review and collaborate to create policies that promote diversity and inclusion
4c. Student Diversity	Research and implement strategic practices to increase enrollment and success rates of under-represented groups

The accountability and role structure will create responsibility at each organizational level and will help off some direction during implementation.

Director of Diversity and Inclusion	Provide executive support and leadership for diversity and inclusion.
Office of Diversity and Inclusion	Oversee, monitor, and report on efforts to integrate diversity, equity, and inclusion into Alamance Community College processes
Executive Leadership	Demonstrate leadership by encouraging and fostering a diverse inclusive campus through role-modeling and participating in Diversity, Equity, and Inclusion initiatives.
Staff/Faculty	Become knowledgeable regarding diverse attributes and treat everyone with respect and dignity. Understand responsibility to Alamance Community College and fellow co-workers as it relates to diversity and inclusion. Participate in diversity, equity, and inclusion activities.
Diversity and Inclusion Core Leadership Team	Review and adopt the Diversity and Inclusion Strategic Plan and provide the leadership and support necessary for its immersion.
REDI Commission	Maintain an inclusive approach in the development and continuous improvement of the Diversity and Inclusion Strategic Plan. Provide support and input regarding suggested diversity initiatives, programs, and ideas to ensure alignment with Alamance Community College’s vision, “From access to success: Transforming lives and the communities we serve.”

As leaders of Alamance Community College, we will promote inclusion by modeling behaviors that respect diversity of thought and perspective as well as ethnic, cultural, generational and other differences in all areas of our institution. This commitment is directed towards all faculty, staff, students, and those who visit our campus. It is our expectation that all employees honor this commitment as well.

We, understand the business case for diversity as presented in the Diversity and Inclusion Strategic Plan. We have made this Plan a part of Alamance Community College’s overall strategic plan backed by the appropriate financial commitment. It is our plan to continue to invest and embrace in the program goals, strategies, and tactics of the Office of Diversity and Inclusion.

We support diversity and inclusion because the success of this institution depends on the understanding of unique needs, different experiences and perspectives of our faculty, staff, students, and the communities they represent. With a culture of inclusion based on Equal Opportunity for all, we will continue to grow not just as an institution, but individually as well. By increasing our own knowledge and awareness, we will increase our ability to understand and serve all within our community better.

Dr. Algie Gatewood, President
Dr. Connie Wolfe, Executive Vice President
Dr. Lisa Johnson, Vice President of Instruction
Dr. Carol Disque, Vice President of Student Success
Gary Saunders, Vice President of Workforce Development
Josefvon Jones, Director of Diversity and Inclusion
Justin Snyder, Dean of Industrial Technologies
Sonya McCook, Dean Business, Arts, and Sciences
David Frazee, Dean Health and Public Services
Louis Judge, Associate Vice President, Corp. Education and Economic Development
Andrea Rollins, Chief Financial Officer
Valerie Fearrington, Human Resource Director