We adopt the Kezar et al. (2021) Shared Equity Leadership model detailed throughout this section as we strive to:
- Move beyond narrow efforts, addressing discrete policies and practices that may be disjointed and marginal, and instead move towards interconnected and widespread initiatives (p. 2).
- Promote equity-mindedness – conceptualized as being evidence-based, race-conscious, institutionally focused, systematically aware, and equity advancing (Dowd & Bensiom, 2015 as cited by Kezar et al., 2021, p. 2) – as we work to promote awareness and understanding of inequities, dismantle discriminatory policies, and create institutional changes that promote more just and equitable outcomes for students.
- Pay attention to patterns of inequity in student outcomes by different social identities like race, class, gender and gender identity, sexual orientation, ability, religion, and the systemic, historical, and political nature of such inequities.
- And include multiple stakeholders – administrators at all levels, faculty, staff, and students – in agenda-setting and decision-making (p. 2).
In accordance with the Kezar et al. (2021) Shared Equity Leadership Model, our counseling departmental team will (A) each individually examine their own personal journey and commitment to DEI, (B) collectively identify shared team values related to DEI, and (C) enact equitable and inclusive practices. The essential elements of these three key components of the SEL model are further highlighted below.
