[1. Roll Call - Announcement of a Quorum]
[00:00:03]
>> MARK THE BEGINNING OF THE MEETING, I'LL BEGIN WITH A ROLL-CALL.
>> VICE CHAIR RITTER ARE YOU PRESENT?
>> TRUSTEE COMPTON, ARE YOU PRESENT?
>> TRUSTEE FLORES, ARE YOU PRESENT?
>> TRUSTEE BOYD, ARE YOU PRESENT? TRUSTEE ZIMMERMAN, ARE YOU PRESENT?
>> LET ME TRY TRUSTEE BOYD ONE MORE TIME.
ARE YOU PRESENT? CHAIR BRAVO, HE MAY NOT BE BACK.
I WILL ACKNOWLEDGE HIM WHEN YOU RETURNS.
YOU HAVE A QUORUM TO BEGIN IF YOU WANT TO.
TRUSTEE FLORES, WOULD YOU LIKE TO BEGIN?
>> YES, THANK YOU MIS MOLINA FOR ROLL-CALL.
[2. Certification of Notice posted for the meeting]
BEEN POSTED ONLINE 72 HOURS.THOUGH MEMBERS OF THE BOARD ARE NOT GATHERED IN A CENTRAL PHYSICAL LOCATION WE HAVE A QUORUM IN ATTENDANCE BY TELECONFERENCE OR VIDEO CALL.
WE ARE MEETING BY SYSCO WEBEX COMMUNICATION AND THE SWAGIT PLATFORM.
AS WE WOULD IN THE AIN-PERSON MEETING, MEMBERS OF THE PUBLIC WILL FOLLOW THE INSTRUCTIONS ON THE DALLAS COLLEGE BOARD OF TRUSTEES WEBSITE FOR REGISTERING TO SPEAK DURING THE PUBLIC COMMENT PORTION, WILL BE UNMUTED FOR FIVE MINUTES TO SPEAK.
IF THE SPEAKERS SUBMITTED WRITTEN COMMENTS IN ADVANCE, THE BOARD LIAISON WILL READ THE COMMENTS INTO THE RECORD BEFORE OR DURING THE BOARD'S CONSIDERATION OF THAT ITEM.
IF YOU WOULD LIKE TO PROVIDE COMMENT AT A FUTURE MEETING FOR VIDEO CONFERENCE OR TELEPHONE CALL, FOLLOW INSTRUCTIONS ON THE BOARD'S WEBSITE.
ALL OTHER MEETING PROCEDURES WILL ADHERE TO BOARD ADOPTED PROCEDURES TO THE EXTENT POSSIBLE.
THE MEETING IS BROADCAST OVER THE INTERNET AND AUDIO RECORDING AND TRANSCRIPT OF THE MEETING ARE BEING MADE AND WILL BE MADE AVAILABLE TO THE PUBLIC AT A LATER DATE AT THE BOARD'S WEBSITE.
THIS SOFTWARE APPLICATION ALLOWS 1 THOU PARTICIPATE IN THE VIRTUAL MEETING AND OVER 10 THOUSAND TO VIEW IT OVER STREAMING.
WE APOLOGIZE IN ADVANCE FOR UNFORESEEABLE DIFFICULTIES.
CHANCELLOR, CAN YOU CERTIFY THE MEETING HAS BEEN POSTED?
HAS BEEN POSTED PURSUANT TO TEXAS CODE.
MISS MOLINA, WE'RE CITIZENS DESIRING TO ADDRESS THE BOARD.
LET US KNOW IF YOU HAVE ANY QUESTIONS.
>> MA'AM, THERE ARE N CITIZENS TO HAVE SIGNED UP FOR THE D.E.I.
AND IF I GO AHEAD AND ACKNOWLEDGE TRUSTEE BOYD WHO IS NOW AT THE MEETING.
NOW WE'LL MOVE INTO THE PRESENTATIONS
[4.A. Diversity Equity Inclusion (DEI) Committee Charter Review Presenters: Justin Lonon, Marisol Romany, Rob Wendland]
FOR THIS COMMITTEE MEETING.THE FIRST IS THE DIVERSITY EQUITY INCLUSION COMMITTEE CHARTER REVIEW.
JUSTIN LONON, MARISOL ROMANY, AND ROB WENDLAND.
A COUPLE OF THINGS WE WANT TO DO WITH COMMITTEE TODAY, BEGINNING WITH THE CHARTER AND THEN, A PRESENTATION WILL COME IN THE WAY OF THE DIRECTION OF THE WORK OF OFFICE OF SOCIAL RESPONSIBILITY.
CERTAINLY, WE'RE MINDFUL OF THE TIME TODAY AS WELL.
I WA INTRODUCING MARISOL ROMANY, WHO IS NOW LEADING THE OFFICE OF SOCIAL RESPONSIBILITY.
MARISOL HAS A CAREER AND EXPERTISE IN THIS AREA, IN THIS FIELD.
SO WE'RE EXCITED TO HAVE HER ON BOARD.
SHE HAS PUT HER MARK ON US IN A SHORT AMOUNT OF TIME.
I THINK IN SIX WEEKS SHE'S BEEN HERE.
AND SO WE'RE LUCKY TO HAVE HER.
WE ARE EXCITED MARISOL IS HERE.
SHE'S PUT EFFORT INTO THE CHARTER.
>> I WOULD LIKE TO PROVIDE WORDS OF WELCOME TO MARISOL.
[00:05:01]
WE'RICS SITED FOR THE IMPORTANT WORK THE OFFICE OF SOCIAL RESPONSIBILITY AND INCLUSION WILL DO FOR DALLAS COLLEGE TO MEET ITS DIVERSITY, EQUITY AND INCLUSION FOR STUDENT AND STAFF AND THE RIPPLE EFFECT IT WILL HAVE FOR DALLAS COUNTY.>> THANK YOU FOR THOS COMMENTS.
SO A CHARTER, AGAIN, THE BOARD WILL RECALL THAT WE REVIEWED THE CHARTER AT THE INAUGURAL COMMITTEE LAST FALL.
THERE WAS DIALOGUE AND QUESTIONS AROUND SOME OF THE LANGUAGE ON THE CHARTER.
SO MARISOL HAS GONE THROUGH THE CHARTER AND TAKEN THOSE COMMENTS THAT WERE PREVIOUSLY GIVEN BY THE BOARD, TRIED TO INCORPORATE THOSE IN HERE.
AND TRUSTEE FLORES TO BRING THIS DRAFT FOR YOUR REVIEW.
HOPEFULLY, YOU GOT TO REVIEW IT.
IT SHOULD REFLECT THE COMMENTS THAT PREVIOUSLY CAME UP.
MARISOL, ANYTHING ELSE YOU WANT TO SAY?
THE I WOULD JUST LIKE TO SAY HOPEFULLY THIS CHARTER IS CLEAR AND VERY DIRECT AS TO HOW TO FOLLOW PROTOCOL IN TERMS OF MAKING THE DECISIONS AND RECOMMENDATIONS NEEDED TO SUPPORT THE DIVERSITY, EQUITY, INCLUSION AND SUSTAINABILITY AGENDA.
>> TRUSTEE FLORES, I THINK YOU MAY BE MUTED.
DO ANY TRUSTEES HAVE QUESTIONS OR COMMENTS? I THINK THERE WERE SOME REVISIONS MADE BASED ON THE INPUT PROVIDED AT THE LAST MEETING, WHERE THE CHARTER WAS DISCUSSED.
WHERE ARE YOU NOW IN TERMS OF ANY QUESTIONS OR COMMENTS YOU MAY HAVE?
I WAS WONDERING ABOUT ADA, AGEISM, EVERYTHING FROM RELIGION TO THE PREVIOUSLY INCARCERATED.
WERE ANY OF THOSE GROUPS THAT I SAW ADDED IN THERE? OR DID I JUST KIND OF LOOK PAST THEM?
>> IN ANY OF THE LANGUAGE ARE THOSE ISSUES COVERED? I THINK THE FEDERAL GOVERNMENT HAS LANGUAGE TO COVER PRET NONDISCRIMINATION, WHICH I WOULD IMAGINE COVERS ALL OF THE GROUPS THAT TRUSTEE ZIMMERMAN REFERENCED.
BECA CURRENTLY THAT ADDRESSES THAT.
WE MAY WANT TO CONSIDER INCLUSION OF THE NONDISCRIMINATION LANGUAGE BY THE FEDERAL GOVERNMENT SOMEWHERE IN THE CHARTER.
WE NEVER WANT IT TO BE THOUGHT THAT BECAUSE OF THIS COMMITTEE AND -- IT'S FUNNY WHEN YOU TALK ABOUT DIVERSITY, EQUITY AND INCLUSION, WE THINK THERE'S GOING TO BE DISCRIMINATION HAPPENING.
WE DON'T WANT TO REPEAT OF CERTAIN PATTERNS.
WE WANT TO MAKE SURE WHAT WE HAVE IN TERMS OF DIVERSITY, EQUITY AND INCLUSION IS NONDISCRIMINATORY.
CHAIR FLORES, I ECHO WHAT YOU SAID.
I DON'T WANT TO SPEAK TO THE SPECIFIC LANGUAGE.
I LOOKED AT THE PROPOSED CHARTER.
CERT CATEGORIES OR SOME OF THE GROUPS THAT TRUSTEE ZIMMERMAN MENTIONED IN HER QUESTION, ALREADY HAVE SOME PROTECTIONS AT LAW AS YOU MENTIONED.
AND PROTECTION FROM DISCRIMINATION IN PARTICULAR.
CERT DIVERSITY, EQUITY AND INCLUSION SHOULD BE AS BROAD AS POSSIBLE TO ENCOMPASS ALL, ALL GROUPS.
I THINK MISS ROMANY CAN COMMENT ON THAT.
I THINK THE LANGUAGE IS VERY BROAD AND ENCOMPASSES ALL GROUPS THAT SHOULD BE INCLUDED IN THE DALLAS COLLEGE ENVIRONMENT.
THE CHARTERS ARE MEANT TO BE A DIRECTIVE THAT IS VERY BROAD IN GENERAL.
AND REALLY, WHEN YOU ARE GETTING INTO THE SPECIFICS IS WHEN YOU GET INTO THE DESCRIPTION OF THE PROGRAMMING AND INITIATIVES THAT WILL TAKE PLACE.
AND OVER 25 CATEGORIES THAT WE CAN LIST UNDER DIVERSITY.
BUT AS WE TALK ABOUT LAW, THOSE MAY BE FLUID AS WE SPEAK.
>> ANY OTHER QUESTIONS, COMMENTS? I'M SEEING HERE FROM MISS MOLINA, TRUSTEE COMPTON YOU HAVE A COMMENT OR QUESTION? OR WAS THAT THE PREVIOUS MEETING?
[00:10:02]
ALL RIGHT.IF NOT -- DID I HEAR SOMEONE SPEAK? OKAY.
WE WOULD PUT IT ON THE AGENDA FOR FIRST READING, CORRECT? BECAUSE THAT HAS NOT YET BEEN RAISED ON THE AGENDA.
IT'S JUST BEEN DEALT WITH THE A THE COMMITTEE LEVEL, CORRECT?
>> WE'LL PLACE IT ON THE AGENDA FOR FIRST MEETING AT THE MARCH 8TH AND APPROVAL I WOULD IMAGINE AT THE APRIL MEETING.
THANK YOU SO MUCH FOR, ROB, FOR YOU AND WHOEVER ELSE WORKED WITH YOU ON THE CHARTER TO G OFFICIALLY CHARTERED AS A NEW COMMITTEE OF THE BOARD.
MADAM CHAIR, I WANT TO GIVE CREDIT TO MARISOL ROMANY, WHO IS NEW.
I APPRECIATE HER BRINGING THIS TO YOU ON THE FINAL FORUM.
[4.B. Social Responsibility & Inclusion Update and Strategic Direction Presenters: Justin Lonon, Marisol Romany]
PRESENTATION.WE'LL BE MINDFUL OF TIME AND BE THOUGHTFUL AS WE GO THROUGH THIS.
BUT CERTAINLY HIT THE HIGHLIGHTS.
THIS IS IMPORTANT WORK THAT WE ARE TALKING ABOUT.
AND QUITE FRANKLY, THERE ARE A NUMBER OF THESE AREAS THAT YOU WILL SEE AS MARISOL GOES THROUGH THE ROAD MAP WITH EACH OF THE AREAS UNDER THE OFFICE OF SOCIAL RESPONSIBILITY AND INCLUSION THAT WE COULD DO ANYMORE THAN COULD BE AN INDIVIDUAL PRESENTATION.
AND IN FACT, THEY WILL BE AS WE MOVE FORWARD.
AND FOCUS ON SPECIFIC ASPECTS OF SOME OF THIS WORK THAT WE'RE GOING TO DO.
SO W TURN TO YOU AND LET YOU GO AHEAD AND START US OFF.
AND THIS PRESENTATION IS MORE IN THE FORMAT OF AN EXECUTIVE BRIEFING, STARTING AT DEPARTMENT MEANS THAT WE HAVE TO PROVIDE YOU WITH THE HISTORY, ROAD MAP, BENEFITS AND OPPORTUNITIES FOR THE SAME.
SO I THE NEXT PAGE, WHERE WE'RE GOING TO SEE SOME OF THE HISTORY THAT HAS TRANSPIRED THROUGH THE LAST COUPLE OF YEARS.
AND I GIVE THIS LEADERSHIP CREDIT, BECAUSE YOU HAVE TAKEN THE RIGHT STEPS.
YOU SEEK THAT INFORMATION FROM THE EMPLOYEES.
ALL OF YOUR STAKE HOLDERS WERE AT THE TABLE TO BE ABLE TO NOW HAVE AN OFFICE THAT CAN DO THIS WORK.
YOU HIT THE MARK IS BY HAVING THE ENTIRE BOARD OF TRUSTEES BE PART OF A COMMITTEE THAT WILL ENSURE WE'RE FOLLOWING UP ON STEPS TAKEN.
THE THAT ALL EFFORTS AND INITIATIVES WILL REALLY BE PRESENTED UNDER THREE FOCUS AREAS, DIVERSITY, EQUITY AND INCLUSION AREA; SUSTAINABILITY; AND MINORITY AND WOMEN BUSINESS ENTERPRISE.
WHIC EVERY TIME THAT I TALK ABOUT ANYTHING RELATED TO SUPPLIERS, I WILL BE USING THE SUPPLIER DIVERSITY TERMINOLOGY.
AND THE REASON BEHIND DOING THIS WORK, YOU KNOW, WE KNOW THERE ARE COMPANIES OUT THERE THAT ARE DOING THIS WORK AS A CHECKMARK THAT ARE JUST PUTTING DOLLARS TO THIS WORK.
BUT THEY'RE NOT REALLY INVOLVED.
SO WHY DO IT FOR DALLAS COLLEGE? AND WE DO IT TO ENSURE THAT CONNECTIVITY AND TO MEET THE SERVICE GOALS FOR THE STUDENTS, EMPLOYEES, THE DIVERSE COMMUNITY, AND SUPPLIERS.
WE H TERMS. AND WE LOOK AT DIVERSITY.
I MENTIONED EARLIER THAT UNDER DIVERSITY, THERE ARE OVER 25 TERMS THAT I COULD HAVE LISTED HERE.
SO I DON'T WANT YOU TO FEEL THAT ANYTHING WAS FORGOTTEN.
BUT ALL OF THAT WILL GO IN TIME WITH THE LEARNING.
I DO WANT YOU TO KNOW UNDER DIVERSITY, THERE WERE THREE DIMENSIONS: THE INTERNAL, THE THINGS THAT PEOPLE ARE BORN WITH; THE EXTERNAL, THE THINGS THAT WE CAN LEARN AND CHANGE; AND THE ORGANIZATIONAL ONE, WHERE WE GET INTO THE EMPLOYEE SIDE.
AND THE END GOAL IS INCLUSION.
IN I TO THE NEXT STEP, I WANT TO MENTION THAT WE'RE LOOKING AT CREATING NOT JUST A WORKPLACE BUT ALSO AN EDUCATIONAL ENVIRONMENT OF
[00:15:05]
MUTUAL RESPECT.SO I SAID THAT WE WERE GOING TO MENTION A LITTLE BIT ABOUT THE HISTORY AND WHAT WE KNOW THAT WE CURRENTLY HAVE IN TERMS OF THE E.I., EMPLOYEE RESOURCE GROUPS.
GROUPS OF PEOPLE WHO SHARE INTERESTS AND BACKGROUND, WHERE THEY ARE GOING TO BE TOGETHER TO BE ABLE TO DEVELOP, WE'RE GOING TO DEVELOP THE E.R.G.S, PROVIDE DEVELOPMENT OPPORTUNITIES, AND BESIDES RECEIVING THOSE DEVELOPMENT OPPORTUNITIES, THEY WILL BE ENCOURAGED TO BE A RESOURCE FOR DALLAS COLLEGE DEPARTMENTS TO BE ABLE TO LEARN ABOUT THAT SPECIFIC CULTURE THAT THEY REPRESENT.
WHAT IS OUR APPROACH IN TERMS OF D.E.I.? AND OUR APPROACH I REALLY TO PROVIDE MEANINGFUL CHANGE, AND ALL THAT THAT MEANS IS THAT WE'RE GOING TO BE INTENTIONAL AND INFORMED ABOUT PEOPLE.
AND TO MAKE SURE PEOPLE UNDERSTAND THE CHANGES THAT WE'RE DOING THROUGH THE EDUCATION.
AND AN INDIVIDUAL AND A COLLECTIVE LEVEL.
SO WHAT IS THE PATH THAT WE'RE GOING TO TAKE.
WE'RE GOING PROVIDE EDUCATION AND RESOURCES.
INTO THE RIGHT YOU SEE THAT THE TEAM REALLY IS NOW COMPOSED OF DR. KENNETH CHAPMAN.
LOOK AT THE COLLABORATION LIST THIS.
IS NOT SOMETHING WE COULD DO ALONE.
THAT'S WHY IT'S IMPORTANT THAT EVERYONE IS SEEKING TO UNDERSTAND AND SEEKING TO BE A PART OF THIS INITIATIVE.
WE SERVE STUDENTS, AND WE SERVE EMPLOYEES.
BUT WE SERVE THEM IN A DIFFERENT WAY.
AT THE END OF THE DAY, WE'RE LOOKING TO REMOVE BARRIERS TO PROVIDE ACCESS IT FOR THE STUDENTS IN TERMS OF EQUAL ACCESS TO LEARNING IN AN INCLUSIVE EDUCATIONAL ENVIRONMENT.
AND FOR THE EMPLOYEES TO PROVIDE THAT ACCESS, BUT IN TERMS OF JOB OPPORTUNITIES AND IN AN INCLUSIVE WORKPLACE.
>> MISS COMPTON CAN YOU SEE IF I CAN GET I.T.
TO FOLLOW UP WITH YOU OFF-LINE.
SO THIS IS WHERE WE GET INTO A LITTLE BIT OF DETAIL.
AND REMEMBER THAT I MENTIONED THAT WE ARE LOOKING AT A SPECIFIC TEMPLATE.
WE'RE LOOKING AT WHAT IT IS THAT WE'RE GOING TO DO.
WE'RE NOT GOING DEEP INTO THE STRATEGIC PLANNING WHAT WILL BE DONE UNDER EACH OF THE BUCKETS WE HAVE ON THE ROAD MAP.
BUT NOTE THAT PART OF THIS LEARNING IS GOING TO BE ABOUT DIVERSITY, EQUITY AND INCLUSION EDUCATION.
THAT'S DIFFERENT FROM CULTURAL AWARENESS EDUCATION IN THAT DIVERSITY, EQUITY AND INCLUSION PROVIDES THE TOOLS, THE FOUNDATION FOR EVERYONE TO REALLY BE ABLE TO UNDERSTAND THE CULTURAL ASPECTS.
WHEN I SAY PERCEPTIONAL FILTERS, I'M TALKING ABOUT THE WAY THAT PEOPLE TAKE IN THE INFORMATION AND MAKE SENSE OF IT.
WHEN UNCONSCIOUS BIAS, WE'RE TALKING ABOUT SOCIAL STEREO TYPES OF GROUPS OUTSIDE OF CONSCIOUSNESS.
SO WE'RE NOT THINKING ABOUT IT.
OUR ENVI PRE-DETERMINED HOW IT IS THAT WE THINK ABOUT THESE THINGS ON A SUBCONSCIOUS LEVEL.
AND SO WE'RE TAKING THE CONSCIOUS FROM THE D.E.I.
EDUCATION AND USING IT TO BE ABLE TO FILTER THE INFORMATION THAT WE LEARN IN TERMS OF CULTURAL AWARENESS.
ONCE THE TOOLS TO BE ABLE TO PROCESS THE CULTURAL AWARENESS, PEOPLE WILL BE ABLE TO REALLY UNDERSTAND WHERE THE STUDENTS ARE COMING FROM REGARDLESS OF WHICH OF THE DIVERSE CATEGORIES THAT YOU'RE SEEING AS EXAMPLES REALLY ON THE CULTURAL AWARENESS EDUCATION ARE.
>> WHAT YOU HAVE LISTED IN THE CULTURAL AWARENESS BUCKET, THAT IS NOT ALL-INCLUSIVE, CORRECT?
THESE ARE EXAMPLES SO YOU CAN HAVE AN IDEA WHAT WILL BE INCLUDED IN TERMS OF EDUCATION.
THE CULTURAL AWARENESS AND WHAT IT MEANS.
[00:20:01]
HOW DO WE CONNECT THE STUDENT? HOW DO WE CONNECT IN THIS CASE THE STUDENT, THE STUDENTS THAT THERE MIGHT BE? AND ALSO, WHAT DO WE REPORT BACK TO YOU THAT WE'VE BEEN SUCCESSFUL IN SOME OF THESE INITIATIVES?WE TALKED ABOUT STUDENTS BEFORE.
AND THE DIFFERENCE IN THIS PARTICULAR BUCKET.
AND NOTICE THE FIRST TWO ARE THE SAME AS THEY WERE FOR THE STUDENTS.
BECAUSE WE HAVE TO HAVE SOME COMMON LANGUAGE.
IF W ABLE TO WORK THROUGH THESE INITIATIVES FOR THE CONNECTIVITY PIECE, WE MUST HAVE COMMON LANGUAGE.
INITIATIVES THAT GO WITH THE PART ABOUT WORKING WITH EMPLOYEES.
AND WHAT ARE SOME OF THE EXAMPLES THAT THERE ARE? SO YOU SEE SOME OF THEM LISTED.
YOU MAY BE THE SAME, BUT WE MAY BE PROVIDING SOMETHING DIFFERENT FOR THE EMPLOYEES IN TERMS OF HOW DO THEY CONNECT.
AND THE CONNECTIVITY WE LIFTED THE EMPLOYEE RESOURCE GROUPS, AND WE ALSO LISTED DIVERSE ASSOCIATIONS AND ORGANIZATIONS.
OF C THE REPORTING, BECAUSE WE NEED TO BRING BACK TO YOU HOW HAVE WE BEEN SUCCESSFUL IN SOME OF THIS INITIATIVES? NEXT.
>> SO THIS IS MORE FOR THE CHANCELLOR, GO TO THE PREVIOUS SLIDE, PLEASE.
CHANCELLOR IN THE END OF YOUR REPORT AND THE WORK THAT THE OFFICE OF SOCIAL RESPONSIBILITY AND INCLUSION IS DOING, IF AN AREA HAS BEEN IDENTIFIED WHERE MAYBE SOME ATTENTION NEEDS TO BE PLACED, AS REGARDS D.E.I., WHAT IS THAT CONNECTION, THEN BETWEEN OFFICE OF SOCIAL RESPONSIBILITY AND ADMINISTRATION, ONE, TO ADDRESS THE AREA? AND TWO, TO HOPEFULLY MANAGE WHATEVER THE SITUATION MIGHT EXIST.
>> CAN I ECHO A COUPLE OF COMMENTS THAT DR. LONDON MENTIONED EARLIER.
THIS IS NOT SOME SIDE WORK FROM WHAT WE'RE DOING.
THIS IS REALLY HEART AND CENTER OF WHAT WE'RE ABOUT.
SO WHEN WE LOOK AT THE ISSUES HERE, AS REPORTED OUT, THAT WE WILL BE DOING ON HIRES, PROMOTION, RETENTION TRAINING, BUT THAT'S A SNAPSHOT OF THE WORK GOING ON.
THAT'S NOT SOMETHING WE COLLECT AT THE END OF THE YEAR.
THIS SNAPSHOT IN TIME, THE WORK THAT IS ONGOING.
SO THIS -- I GUESS, TRUSTEE FLORES, YOUR QUESTION THERE, IS THIS A PART OF THE ADMINISTRATIVE WORK EVERY DAY? AND THE ANSWER IS QUESTION TO THAT QUESTION.
OBVI VARY, DEPENDING ON THE AREA AND THE TIMING AND WHAT WE'RE ABOUT.
AT THE END OF THE DAY, WE HAVE SOME COMMON AREAS WE'RE LOOKING AGENT HERE THAT I THINK ARE -- WILL GIVE US SOME GOOD INDICATION OF HOW WELL WE'RE DOING IN THIS SPACE.
>> WELL, THE REASON FOR THAT QUESTION IS BECAUSE TYPI ORGANIZATION HAS AN EMPHASIS ON DIVERSITY AND INCLUSION, IT'S JUST TO CHECK A BOX.
IT'S NOT MEANINGFUL OR IMPACTFUL.
I HOPE THAT'S NOT WHAT WE'RE DOING HERE.
>> I THINK MARISOL, AT THE BEGINNING OF HER COMMENTS, FIRED A SHOT ACROSS THE BOUGH WITH THAT ISSUE.
OBVIOUSLY, THAT'S NOT WHY SHE WANTED TO COME HISTORY.
AND THAT'S NOT WHY WE CREATED THAT OFFICE.
AND I DO THINK THAT THIS IS -- YOU KNOW, THE REASON WHY WE'RE CREATING THIS OFFICE IS BECAUSE WE'RE SERIOUS ABOUT IT.
JUST LIKE THE BOARD IS WITH THE D.E.I.
BUT I ALSO UNDERSTAND FOR THIS, THESE ARE NOT MUSCLES THAT WE HAVE NECESSARILY DEVELOPED EVERYWHERE IN THE ORGANIZATION.
AND THAT WE THINK ABOUT EVERY SINGLE DAY IN TERMS OF WHAT WE DO.
THIS IS NOT A PLOP THE SWITCH-TYPE OF EFFORT.
BUT ONE IN WHICH WE'LL BE WORKING ON THIS FOR SOME TIME TO COME.
>> WELL, LET'S HOPE I DOESN'T TAKE 25 YEARS TO GET US THERE.
I'M EXCITED TO SEE WHAT COULD HAPPEN OUT OF THIS OFFICE.
>> AND TRUSTEE FLORES, I WOULD LIKE TO ADD THIS IS LIKE LANGUAGE LEARNING.
YOU CANNOT SWITCH -- FLIP A SWITCH AND BECOME BILINGUAL ONE DAY TO THE NEXT.
AND LIKE LANGUAGE LEARNING, YOU GO FROM STEP ONE TO STEP FIVE TO BECOME FLUID, FLUENT.
[00:25:02]
AND SO THE SAME THING WILL HAPPEN WITH D.E.I.YOU WILL SEE THE PROGRESSION TO SHOW ON WHICH LEVEL OF PROFICIENCY WE ARE IN TERMS OF HAVING ADOPTED THE NECESSARY BEHAVIORS AND CHANGES TO BECOME AN INCLUSIVE INSTITUTION.
MISS MOLINA INFORMED MISS COMPTON HAS HER HAND UP.
>> I HAVE A QUESTION ABOUT THE CHART.
UNDER CULTURAL AWARENESS EDUCATION.
>> THE HISPANIC STUDENT, I'M WONDERING WHY.
AND THEN, IN THE NEXT BULLET POINT, I FIND THE TERMINOLOGY QUEER OFFENSIVE.
SO WHY ARE YOU USING THAT PARTICULAR TERMINOLOGY? AND WHAT CONTEXT?
AND THE TERMINOLOGY HAS BEEN FLUID IN TERMS MUCH THE LGBTQ COMMUNITY.
AND THIS IS THE TERMINOLOGY THAT IS CURRENTLY BEING USED THROUGH SOME OF THE LGBTQ ORGANIZATIONS.
SO WE ADOPT AS THE TERMINOLOGY BECOMES ADOPTED.
IN T THAT ARE MENTIONED HERE, WE LOOKED AT THE NUMBER OF STUDENTS THAT WE HAVE AT SOME OF THE E.R.G.S THAT WE HAVE.
AND AGAIN, THESE ARE JUST EXAMPLES OF SOME OF THE CULTURAL AWARENESS EDUCATION THAT WILL TAKE PLACE.
AND NOT THE FULL EXTENT OF WHAT THIS WILL LOOK LIKE.
THESE ARE JUST EXAMPLES TO MAKE A SECTION CLEAR.
BUT POINT TAKEN ON THE WORD QUEER.
NOW, IT'S IMPORTANT TO LOOK AT THE BENEFITS OF EACH OF THE SECTIONS OF THE FOCUS AREAS.
LIST, YOU'LL SEE THE ENHANCED RELATIONSHIPS.
REMEMBER WE TALKED ABOUT CONNECTIVITY BEFORE? AND SO SOME OF THE THINGS THAT YOU WILL SEE AS PART OF THE BENEFIT, IT'S AGAIN HIGHLIGHTING AND GETTING TO THAT CONNECTIVITY PIECE.
SO THE LAST BENEFIT THAT YOU SEE HAS BUILD TRUST.
AGAIN, POINTING TO THE CONNECTIVITY PIECE.
>> THE QUESTION ABOUT DELIVERY OF CULTURALLY APPROPRIATE EDUCATION --
>> CAN WE GO BACK TO THE NEXT SLIDE? THANK YOU.
CULTURAL APPROPRIATE EDUCATION, GOES TO YOU HAVE A NUMBER OF STUDENTS THAT HAVE A DIVERSE CULTURE.
THERE'S LANGUAGE THAT YOU USE WHEN YOU'RE ADDRESSING THE STUDENTS.
THERE ARE BEHAVIORS THAT YOU USE WHEN WORKING WITH A SPECIFIC COMMUNITY.
AND SO THE DELIVERY OF CULTURALLY APPROPRIATE EDUCATION GOES TO THE TRAINING WE NEED TO PROVIDE TO OUR EMPLOYEES TO BE ABLE TO COMMUNICATE AND WORK WITH AND PROVIDE THE LEARNING TO OUR STUDENTS.
MATH, SCIENCE, WE DO ALL SORTS OF DIFFERENT EDUCATIONS, NURSING.
I DON'T -- I'M QUESTIONING CULTURALLY APPROPRIATE EDUCATION.
IS THERE A CULTURE THAT DOESN'T APPRECIATE MATH? OR I'M TRYING TO FIGURE OUT WHAT THAT MEANS.
>> I THINK MAYBE THE WORD THAT IS MISSING HERE IS DELIVERY.
DOES THAT CLARIFY? INSTEAD OF EDUCATION, DELIVERY.
>> WELL, DELIVERY IS ALREADY THERE.
I DON'T UNDERSTAND WHAT CULTURALLY APPROPRIATE EDUCATION IS.
I MEAN, IF YOU'RE TEACHING MATH, IF YOU -- I MEAN, 12 HOURS IS 12 HOURS.
YOU MIGHT HAVE MATH AND HISTORY AND THEN ENGLISH OR A SECOND LANGUAGE.
SO I WHAT CULTURALLY APPROPRIATE EDUCATION IS.
SO IT REFERS TO THE MODE IN WHICH THE COMMUNICATION IS PROVIDED TO PROVIDE THE EDUCATION.
SO HOW YOU ARE ADDRESSING THE STUDENT WHEN YOU'RE PROVIDING
[00:30:03]
THAT EDUCATION.HOW YOU ARE PROVIDING OPPORTUNITIES.
AND, YOU KNOW, OTHER ASPECTS OF THE ACTUAL DELIVERY OF THE EDUCATION.
BUT THE COMMUNICATION IS THE LARGER PIECE HERE IN TERMS OF WHEN YOU'RE PROVIDING THAT EDUCATION.
>> BUT A.D.A., THAT WAS MORE ABILITY-BASED FOR A.D.A.
WHEN DON'T KNOW WHAT THAT -- I DON'T KNOW HOW THAT WORKS.
>> WELL, LET ME JUST ADD, IF I MAY, ALSO THAT, YOU KNOW, THE USE OF THE WORLD EDUCATION ALSO MEANS EMPLOYEES.
SO, YOU KNOW, THIS WOULD ALSO SPEAK TO TRAINING OF EMPLOYEES.
CURRENTLY, WE ARE A DIVERSE BODY OF EMPLOYEES AS WELL.
SO THAT'S ALSO WHAT THAT SPEAKS TO.
THAT DIDN'T HELP THE ANSWER TEART.
>> TEACHING MATH, I DON'T KNOW WHERE THE CULTURAL -- I DON'T KNOW WHERE CULTURE COMES INTO THAT.
YOU'RE PROVIDING A MATH WORD EXERCISE.
ARE YOU USING EXAMPLES OF THINGS THAT ARE CULTURALLY KNOWN? OR THINGS THAT MAYBE SOMEONE FROM A DIFFERENT CULTURE MAY NOT BE ABLE TO CONNECT WITH WHEN YOU'RE DOING A WORD PROBLEM? (PLEASE STAND BY) FOCUSING IN YOU CAN GO BACK TO THE PREVIOUS SLIDE YOU HAVE STUDENTS SUCCESS AND OTHER AREAS LISTED THERE.
WE HAVE THE HISTORY WITH PEOPLE HAVING AN INTEREST IN SUSTAINABILITY AND SO THE EFFORT BEGAN.
[00:37:40]
AND TO DATE, WE HAVE -- WE KNOW OF THIS SUSTAINABILITY BEST PRACTICES AND THE SUSTAINABILITY SUMMIT THAT HAPPENS EVERY YEAR.AND TODAY, NOW, ALL OF THE SUSTAINABILITY OFFICES THAT WERE OPEN AT THE DIFFERENT CAMPUSES ARE JOINING TO ONE UNDER THIS OFFICE.
SO SUSTAINABILITY IS MORE THAT JUST GREEN.
IT'S IMPORTANT TO NOTE AT DALLAS COLLEGE WE'RE NOT JUST LOOKING AT GREEN BUT 17 SUSTAINABLE DEVELOPMENT GOALS THAT THE UNITED NATIONS FOLLOWS.
THE PATH THAT WE TAKE LEADS COLLEGE-WIDE INITIATIVES AND SUSTAINABILITY AND TO THE RIGHT YOU SEE THE TEAM, AND ALSO THE DIFFERENT DEPARTMENTS THAT WE WOULD BE COLLABORATING WITH TO FOLLOW THROUGH ON SOME INITIATIVES.
WHO DO WE SERVE? IN THIS PARTICULAR FOCUS AREA WE SERVE STUDENTS, EMPLOYEES AND COMMUNITY IN ORDER TO PROVIDE ACCESS TO SUSTAINABLE SOLUTIONS.
AND AGAIN WE HAVE SOME OF THE BUCKETS UNDER THE PROGRAM ROADMAP.
WE HAVE THE SUSTAINABILITY WORK, EDUCATION, AND RESOURCES AND HOW WE CONNECT WITH THE STUDENTS, EMPLOYEES AND COMMUNITY WE SERVE AND AGAIN A BIG PART OF THE EFFORTS WILL BE REPORTING BACK TO THE BOARD WHAT WE ACCOMPLISHED OF THESE PARTICULAR EFFORTS.
LOOKING AT THE EDUCATION PIECE NOTICE THAT THERE ARE THREE SPECIFIC PROGRAMS GOING ON NOW AND AGAIN THESE ARE EXAMPLES FOR TODAY NEXT SLIDE, BENEFITS OF SUSTAINABILITY AND YOU SEE AGAIN AT THE TOP THAT WE LOOK AT THE CONNECTIVITY IN THIS CASE WITH COMMUNITY RELATIONSHIPS AND IF YOU LOOK TO THE RIGHT YOU GO TO EYE PAGE IN THE DALLAS COLLEGE WEB SITE IF YOU GO TO SUSTAINABILITY BEST PRACTICE YOU GO INTO A DEEP DIVE TO ALL OF THE EFFORTS THAT HAVE TRANSPIRED IN THE DIFFERENT CAMPUSES.
[00:40:02]
OPPORTUNITIES.THE OPPORTUNITIES GO BACK TO THE ROADMAP AND HOW THEY INTEND TO COMPLETE AND FORMALIZE SO.
PROGRAMS AND RELATIONSHIP WINTER WEATHER ADVISORY NEED TO COMPLETE TO BE ABLE TO REALLY SHOW UP A GOLDEN SEAL FOR DALLAS COLLEGE IN THAT WE'RE FOLLOWING UP THROUGH THE EFFORTS.
I'M SPEAKING ABOUT THE UNITED NATIONS 17 SUSTAINABLE GOALS.
>> I'M TRYING TO UNDERSTAND THE ALIGNMENT OF ISSUES WITHIN THE DER COMMITTEE.
IN THE COMMITTEE THAT TALKS ABOUT SUSTAINABILITY.
I'M WONDERING WHETHER WE SHOULD DUB IF WE CONSIDER THESE TYPES OF ISSUES YOU KNOW IN THIS COMMITTEE WHETHER WE SAY SUSTAINABILITY IS PART OF THIS COMMITTEE.
I TEND TO THINK OF IT MORE AS RELATED TO OPERATIONS AND FACILITIES AND ENVIRONMENTAL FOOTPRINT AND THINGS THAT MIGHT RECOMMEND TO OUR PURCHASING PRACTICES FOR ENERGY AND YOU KNOW WHICH IS -- WHICH A DIFFERENT -- QUITE FRANKLY THOSE SETS OF ISSUES HAVE NOT HAD A HOME IN A WHILE ON THE BOARD AND WE HAVE BEEN LOOKING FOR ONE AND IF THIS IS IT, GREAT, IF IT'S NOT IT WE OUGHT TO PUT IT WHERE IT BELONGS.
I NOTE THE CHARTER DOES NOT OF THIS COMMITTEE DOES NOT SAY ANYTHING ABOUT SUSTAINABILITY I APPRECIATE THE COMMENT TRUSTEE RITTER.
ALL HE THOUGH IF YOU LOOK AT THE 17 GOALS FOR SPECIFICALLY THEY DON'T FIT NEATLY TO ANY BOX AS SUCH.
WE GET TO CURRICULAR ISSUES AND WE GET INTO A PURCHASE AND ACQUISITION AND WE GET INTO FACILITIES AND WE GET TO PERSONNEL EQUITY AS ONE OF 17 SUSTAINABLE GOALS LISTED THERE.
AND SO AS WE THINK ABOUT THIS, THIS IS REALLY INCLUSIVE.
IT SOLVES THE EDUCATION AND WORKFORCE SIZE AND IT INVOLVES OUR PURCHASE AND ACQUISITION ASPECTS OF.
IT AND I APPRECIATE THE NEED AND WHAT WE'RE TRYING TO DO IS MAKE THIS GLOBAL IN TERMS OF OUR OVERALL ENTERPRISE.
AND A LOT OF THESE ISSUES CAME UP -- NOT ISSUES THAT'S IT THE WRONG PHRASE.
A LOT OF EMPHASIS AROUND SOME OF THE 17 GOALS EMERGED ORGANICALLY WITH INDIVIDUAL FACULTIES AND SOME WITH STUDENTS GROUPS AND SOME WITH EMPLOYEE GROUPS AND SOME INTENTIONALLY AA PART OF OUR BUILDING EFFORTS AND FACILITIES IN THE PAST.
BUT IT SEEMS TO ME AS SOME POINT WHETHER IT BE IN THE FINANCE COMMITTEE AS IT RELATES TO THE FACILITIES AND PURCHASING AND ACQUISITION WE NEED TO TALK ABOUT THIS AND PERHAPS HAVE GOALS THERE.
>> AS WE LOOK AT PROGRAMMING WE NEED TOE TALK ABOUT THERE.
SO WHILE WE'RE TRYING TO CREATE RIGHT NOW A ACCEPTANCE OVER -- UMBRELLA OVERALL I DON'T KNOW THAT I COULD MAKE AN ARGUMENT THAT'S PART OF EDUCATION AND WORKFORCE AND PART OF FINANCE AND ARGUMENT THAT PART IS DEI.
I THINK WE WERE LOOKING AT ORGANIZATIONALLY HOW CAN WE HAVE THE GREATEST IMPACT SO YOU'RE RIGHT ON THE CHARTER THAT I THINK YOU KNOW THE ONE, WE, ARE EMPHASIZING DEI IN THE CHARTER.
>> MARISOL HAS PART OF HER ONGOING RESPONSIBILITY.
THAT'S NOT THE ONLY AREA OF HER RESPONSIBILITY.
I DON'T THINK HER JOB TITLE AND JOB DESCRIPTION MIRRORS THE COMMITTEE NECESSARILY BUT REALLY AS REFLECTIVE OF THE OVERALL NEED.
AND I WOULD BE HAPPY TO DISCUSS THIS FURTHER.
>> IT'S YOUR PREROGATIVE TO ORGANIZE THE STAFF AND STAFF PORTFOLIOS AND MARISOL WILL BE LEADING THE ACTIVITIES.
I DON'T WANT TO SLOW DOWN CHART ERIN MOMENTUM ON THE DEI PART THAT STUFF IS SOLID.
WE HAVE OTHER THINGS AND WE NEVER TALKED -- I DON'T KNOW WHAT 17 GOALS ARE.
>> WE NEVER HAD A CONVERSATION WITH THEM.
IS THAT GOING TO BE IN THE CHARTER OF THAT COMMITTEE AND DONE SOMEWHERE ELSE.
[00:45:01]
I'M NOT SAYING THERE'S RIGHT OR WRONG APPROACH.>> WE DO IT IN SUCH A WAY WE CAN HOPEFULLY ARCTIC LATE THIS.
THIS IS NOT OBVIOUSLY MEANT TO BE COMPETITIVE WITH ANYTHING WE'RE DOING BUT REALLY SUPPORTIVE OF ALL THE WORK AND TO ADD CLARITY IN SOME OF THESE EFFORTS ABOUT WHY WE WHAT WE DO.
AND YOU KNOW, YOU TAKE THE 17 AREAS FOR YEARS SINCE BEFORE MY ARRIVAL SEVEN YEARS AGO, FACULTY WERE INCORPORATING THESE INTO COURSES AND MATHEMATICS AND SOCIAL SCIENCES AND OTHER COURSES AS PART OF THE LEARNING PROCESS THAT IS HERE BUT THEY WERE BEING DONE NOT AS A PART OF OUR OVERALL COMMITMENT TO THIS AREA BUT MORE AS APP INDIVIDUAL COMMITMENT AND WHAT WE'RE DOING IS ELEVATING THIS AT THE ORGANIZATIONAL LEVEL AT THIS TIME.
I'M GLAD ARE YOU AND I THINK -- THIS COMMITTEE CHARTER WILL GO TO FIRST READING NEXT MONTH WHICH IS MARCH WHICH MEANS IT WOULD NOT GET APPROVED UNTIL APRIL WE HAVE A COUPLE MORE BITES OF THE APPLE AND WHAT GOES INTO THE CHARTER AND WHETHER WE WANT TO ARTICULATE THE OTHER AREAS IN THAT AND WHY DON'T WE THINK ABOUT IT OVER THE NEXT COUPLE WEEKS.
THANK YOU FOR YOUR QUESTION AND WE HAVE A LOT OF INFORMATION TO TRULY UNDERSTAND.
AND WHETHER IT'S DEI OR SUSTAINABILITY AND I MEAN A PERFECT EXAMPLE OF SUSTAINABILITY IS THE FREE DARK PASSES THAT -- DOES EVERYONE KNOW THAT OF THE FREE DARK PASSES IT'S A SUSTAINABILITY EFFORT AND THAT INCLUDES ENVIRONMENT ECONOMY AND EQUITY IN IT SO IT TOUCHES ENVIRONMENT AND THAT IT REDUCES GREEN GAP -- GREENHOUSE GASSES WE PUT IN THE AIR AND IT PROVIDES ECONOMY BY SAVING THE STUDENTS MONEY AND IN TERMS EQUITABLE PART WE ARE ABLE TO HAVE STUDENTS THAT DON'T HAVE A CAR NOW HAVE TRANSPORTATION TO BE ABLE TO GET TO US.
SO, YOU KNOW, THERE'S SO MUCH LEARNING TO UNDERSTAND WHAT WE DO AND NOW THAT'S IT'S HOUSED IN ONE LOCATION WE CAN HAVE THAT UNDERSTANDING AND THAT CLARITY.
BUT I KNOW THAT EVERYONE HAS BEEN ANXIOUSLY WAITING FOR THE MINORITY AND WOMEN BUSINESS ENTERPRISE PIECE THE SUPPLIER DIVERSITY PIECE.
SO WHAT IS SUPPLIER DIVERSITY.
IT INCLUDES ALL OF THE DIVERSE CLARIFICATIONS THAT ARE HERE.
SO CLEARLY IT'S MORE THAN JUST WOMEN AND MINORITY OWNED BUSINESSES FOR THE COMMUNITY WE DESERVE.
WHAT IS THE HISTORY AND WHAT ARE SOME OF THE EFFORTS YOU'VE SEEN TO DATE.
SO, I MEAN, THIS ONE IS PROBABLY ONE THAT DATES BACK THE FURTHEST AND SO, AGAIN, STARTED FROM A GROUP THAT STARTED IT A PROGRAM THAT STARTED IN THE 90S.
AND SO WE SEE THAT WE HAVE TAKEN THE NEXT LEVEL BY HAVING THAT 2020 BURRELL COMPANY PROVIDE US RECOMMENDATIONS AND AGAIN PART OF THE WORK YOU DO IN MAKING SURE WE'RE MAKING THIS A MEANING FULL EFFORT.
>> YOU CAN GO BACK TO THE OTHER SLIDE? ER KNOW I USED TO DO THIS PROGRAM.
AND THERE WAS A IN 1992 AND THERE'S WITH A LADY BEFORE ME.
ANYWAY YOU ALL NEED TO GO BACK AND LOOK AT THE DATE.
IT WAS EITHER 1989 OR 1990 BUT PRETTY MUCH PUT IT IN PLACE SOMEWHERE AROUND THAT
[00:50:07]
TIME.AND ONE OF THE EARLY BOND PROGRAMS. BUT THAT'S NOT CORRECT THE LATE 19 IS THE 90S.
>> I'LL GO BACK TO THE TEAM FOR THEM TO LOOK BACK.
AND A LITTLE FURTHER INTO THE RECORD.
THANK YOU FOR THAT TRUSTEE COMPTON.
>> SO OUR APPROACH IS AGAIN TO PROVIDE ACCESS TO BUSINESS OPPORTUNITIES.
EXAMPLES IN WHICH THAT SHOULD HAPPEN BY NEXT SLIDE.
THE PATH THAT WE TAKE YOU HAVE THE TEAM.
YOU HAVE THE FACT THAT WE NEED SUPPLIER DIVERSITY PROGRAM AND HERE ARE THE GROUPS WE SHOULD BE COLLABORATING WITH.
WHO IS IT OUR CUSTOMER FOR THIS PARTICULAR AREA? OUR CUSTOMER ARE SUPPLIERS.
WE NEED TO INVEST IN THE COMMUNITY WE SERVE.
AND SO, WE'RE HERE TO PROVIDE I BUSINESS OPPORTUNITIES THE COLLEGE.
WHAT IS THE ROADMAP? THESE ARE SOME OF THE THINGS THAT SHOW WHAT A SUCCESSFUL SUPPLIER DIVERSITY PROGRAM SHIN INCLUDE.
AND IT STARTS WITH REGISTRATION.
WE NEED TO KNOW WHO ARE THE BUSINESSES OUT THERE? WHO WANTS TO DO BUSINESS WITH DALLAS COLLEGE? AND HAVE A GATEWAY.
HAVE A DOOR WHERE THEY CAN KNOCK THAT WE CAN RECEIVE THEM WITH.
AND THEN THE TEAM WILL BE REVIEWING THAT INFORMATION TO SEE HOW THEY FIT WITH OUR PURCHASING NEEDS AND THAT'S WHERE THE COLLABORATION PART COMES IN.
MENTORING PIECE LET'S BE REALISTIC WE CANNOT PURCHASE FROM EVERY VENDOR AND SOME MAY NOT BE READY TO DO BUSINESS.
SO SPEND TIME WITH THEM AND GOING THROUGH WHAT IT IS THAT THEY NEED TO BE ABLE TO GET TO THAT LEVEL.
FOR THE ONES THAT ARE READY THEN WE HAVE THE INTRODUCTION.
HERE ARE SOME EXAMPLES OF HOW WE WILL CONNECT AND AGAIN PART OF ALL OF OUR EFFORTS WILL BE MAKING SURE THAT WE REPORT BACK TO WHAT SOME OF THE SUCCESS STORY HAVE BEEN AND WHAT SOME OF THE BARRIER HAVE BEEN, ET CETERA.
>> THE BENEFITS AND AGAIN COMMUNITY RELATIONSHIPS IS AT THE TOP.
THAT CONNECTIVITY THAT LET'S THE COMMUNITY KNOW THAT WE ARE HERE AND READY TO DO BUSINESS WITH THEM TO RECEIVE THEM.
THE POSITIVE ECONOMIC IMPACT THAT THIS WILL CREATE IN THE COMMUNITY.
YOU KNOW, IT NEEDS TO BE -- WE NEED TO SEE THE FULL PICTURE.
HERE WE HAVE SOME CUSTOMERS IN THE COMMUNITY IN TERMS IS OF STUDENTS.
SOME OF THE BUSINESSES COMING IN AND SERVING THEIR PRODUCTS TO DALLAS COLLEGE HAVE CONNECTIONS WITH SOME FUTURE STUDENTS.
THEY, THEMSELVES MAY BECOME STUDENTS.
AS YOU CAN SEE, WE ARE -- WE HAVE -- WE CAN CLOSE THE LOOP BY ENGAGING WITH ALL OF THE MEMBERS OF OUR COMMUNITY.
AND IN THIS CASE, THROUGH THE PURCHASING ASPECT.
OUR OPPORTUNITIES, THE IMPLEMENTATION OF A SUPPLIER DIVERSITY PROGRAM AS SHOWN IN THE ROADMAP, LOOKING AT THE POLICIES, PROCESSES AND PRACTICES AND REMOVING THOSE BARRIERS TO BEING ABLE TO PROVIDE THAT OPPORTUNITY TO THE ACCESS OF BUSINESS OPPORTUNITIES HERE.
AND OF COURSE, TO ADVOCATE FOR THE USE OF DIVERSE SUPPLIERS FROM THE COMMUNITY ALL ARE THREE FOCUS AREAS PROPOSING THAT WE CREATE A FIVE YEAR PLAN OF ACTION SO YOU CAN START TO SEE THE PATTERN OF GROWTH FOR THE INITIATIVES.
YOU HAVE SOME TERMS OF REFERENCE HERE AT THE.
I KNOW THAT WE HAVE GONE THROUGH A LOT.
SOME OF IT MAY BE THINGS THAT YOU KNEW AND CONNECTED WITH IN A DIFFERENT WAY.
AND SO WE WANT WANTED YOU TO HAVE SOME TERMS REFERENCE AT THE END THAT WOULD MAKE OR HELP MAKE SENSE EVER SOME OF THIS TERMINOLOGY THAT WE WENT THROUGH TODAY THAT WE HAD TO GO A LITTLE FAST AS WE ARE AT THE END OF THE PRESENTATION FOR TODAY'S BOARD MEETING.
NEXT SLIDE JUST AA FEW MORE TERMS. LAST SLIDE.
AND WE REALLY, TRULY APPRECIATE YOUR KIND SUPPORT.
WE KNOW THAT YOU HAVE QUESTIONS.
WE KNOW THAT YOU HAVE RECOMMENDATIONS.
AND WE ASK THAT YOU CONNECT WITH THE COMMITTEE TO BE ABLE TO CONTINUE AND TO DEVELOP WITH INFORMED VIEW THROUGH BUYER QUESTIONS AND COMMENTS.
>> CERTAINLY SOUNDS LIKE A COMPREHENSIVE PROGRAM AND WE LOOK FORWARD TO SUCCESS IN
[00:55:02]
THIS AREA BECAUSE THIS HAS BEEN A BOARD PRIORITY IN MANY OF THESE AREAS FOR ENVIRONMENTAL YEARS.BUT WE'VE NOT YET SEEN THE PROGRESS WE WITH LIKE TO SEE.
THAT'S WHY THE COMMITTEE WAS FORMED AND THE CHANCELLOR THEN RESPONDED BY SETTING UP THIS WHOLE OFFICE OF SOCIAL RESPONSIBILITY AND INCLUSION.
TRUSTEES, QUESTIONS, COMMENTS?
WE'VE TALKED FOR YEARS FOR MWE PROGRAM.
AND COULD WE DON'T HAVE TO DO IT NOW CAN WE PUT IT ON THE AGENDA IN THE NEXT MONTH OR TWO AND IT WOULD BE GREAT FOR MARISOL TO WRAP HER THOUGHTS AROUND THAT AND TALK TO OTHERS INSIDE AROUND IT AND EXPLORE OPTION FORCE THAT PROCESS IN THE COMMUNITY.
I CONTINUE TO BELIEVE IT WILL BE VERY IMPORTANT IN TERMS OF HOLDING OURSELVES ACCOUNTABLE FOR MWE PERFORMANCE AND COMMITTEE WILL NUMBER IDEAL FORM TO DISCUSS.
IT APPRECIATE YOUR CONSIDERATION TO THAT REQUEST.
THANK YOU THANK YOU TRUSTEE RITTER.
I DID SHARE WITH THE CHANCELLOR THE CITY OF DALLAS AVAILABILITY AND IN THE STUDY I'M HOPING WE CAN USE SOME OF THAT DATA SO THE STUDY IS NOT AS COSTLY AS IT TYPICALLY IS.
AND WE NEED TO DETERMINE THAT.
BUT YES, THINK ALL OF US WILL AGREE WE NEED TO DO THAT.
TRUSTEE COMPTON DID I HEAR YOUR VOICE YES I WANTED TO PUT IN EARLIER THAT WE COULD LOOK AT INCLUSION ON ALL SEGMENTS OF DISTRICT REGARDLESS OF NOT ONLY PURCHASES AND WHERE THAT SHOULD FIT INTO THE MIX TO ASSURE WE'RE PROVIDING EQUAL OPPORTUNITIES FOR EVERYBODY.
>> I'VE ALREADY ASKED MISS MOLINA TO PUT THIS ON AGENDA NOT NEXT COMMITTEE MEETING BUT THE WEEK FOLLOWING SO MS. MOLINA AS YOU HEARD WE GOT REQUESTS FOR TWO AGENDA ITEMS. ANY OTHER QUESTIONS, COMMENTS?
>> YES, MA'AM WE'LL ADDRESS THAT IN THE NOTES AS WELL.
IF NO OTHER QUESTIONS ANY QUESTIONS OR COMMENTS ON THE COMMITTEE NOTE OF DEI
[5.A. Committee Notes]
COMMITTEE MEETING HELD OCTOBER 6TH.AM INTO THE HEARING ANY QUESTIONS OR COMMENTS.
TO MAKE SURE SLIDE 5 WE'LL BE GETTING A PRESENTATION MADE TO THE BOARD NEXT MONTH OF THE BURRELL COMPANY'S PROPOSAL OF THEIR RECOMMENDATIONS FOR IMPROVEMENTS TO THE MWE CORRECT THAT'S OUR CONVERSATIONS WE HAVE HAD CONVERSATIONS WITH BURRELL GROUP ABOUT SKETCHING THAT.
IF THERE ARE NO QUESTIONS, COMMENTS, THERE'S NO NEED FOR EXECUTIVE SESSION.
SO THE DEI COMMITTEE MEETING IS ADJOURNED AT 4:24, THANK YOU.
* This transcript was compiled from uncorrected Closed Captioning.