SDSU Imperial Valley: Mission Statement on Diversity, Equity, and Inclusion

The staff and faculty of SDSU Imperial Valley campus are steadfast in our dedication to meeting the educational needs of the community. Imperial County is located at the juncture of California, Arizona, and Mexico; though it is a region rich with culture and resources, it has been historically underserved.

Our campus was established in 1959 to offer social-justice based, quality education to the region. In order to best serve our population of undergraduate, graduate, and teaching credential candidates, as well as Imperial County as a whole, we strive to provide multicultural, anti-racist, and anti-bigoted academic experiences both on and off campus and opportunities that help people overcome socioeconomic disadvantage. Through these efforts, our hope is to foster alumni who are multifaceted global citizens and prepared to contribute meaningfully to their communities. To accomplish this aim, we strive to maintain student, staff, and faculty populations that are reflective of the many ways in which humanity is diverse.

At the heart of our mission is a commitment to creating a climate of equity and inclusion for all SDSU Imperial Valley students, staff, and faculty in which we respect each person’s right to our individuality and view diversity as strengths that contribute to the excellence of our campus community. We unwaveringly value and protect our community of all backgrounds, circumstances, and characteristics including but not limited to race, ethnicity or tribal affiliation, gender identity, sexual orientation, religion, citizenship or immigration status, national origin, ability, health, age, appearance, former foster youth status, socioeconomic status, political affiliation, former incarceration, and military status. Correspondingly, we actively work to make our commitment to diversity, equity, and inclusion known to the campus community, to be a champion of diversity, equity, and inclusion within Imperial County in our work and outreach, and to reflect regularly upon how we can improve our efforts to make our campus a safe space for all people.

Goals and Planned Strategies

GOAL 1: By 2025, increase the climate of awareness and tolerance for diversity among students, staff, and faculty at SDSU Imperial Valley.

  • Resources needed: Funding for advertisements about speakers, as well as funding for stipends for speakers will be required.
  • Responsibility: The college’s Committee on Diversity and Equity (CDE) will be responsible for coordinating guest speakers and lecturers. The CDE will engage in efforts to recruit speakers who are diverse in ways that are underrepresented within the SDSU Imperial Valley community, including but not limited to sexual orientation, religion, gender identity, ability, and ethnicity or tribal affiliation.
  • Assessment: The chair of the CDE will submit an annual report to the dean detailing implementation of this intervention.
  • Resources needed: Ability to communicate with faculty via email, information from university and online sources about trainings.
  • Responsibility: The CDE will distribute announcements about trainings to faculty and encourage faculty participation. The CDE will also request information from faculty about their participation in trainings each year. 
  • Assessment: The CDE will submit an annual report to the dean detailing implementation of this intervention. The CDE will submit a record of faculty participation to the Division Chairs so that Division Chairs can include this information in letters that SDSU Imperial Valley faculty are required to submit as part of their materials during the Retention, Tenure, and Promotion process.
  • Resources needed: Funding for online data-collection and participation incentives may be required. Assigned time for data collection, management, and analyses may also be required.
  • Responsibility: The CDE will identify or create appropriate data-collection methods, including surveys.
  • Assessment: The chair of the CDE will submit a report to the college detailing implementation of this intervention by 2025.

GOAL 2: By 2025, increase satisfaction with the work environment among staff, lecturers/part-time faculty, and early/mid-career employees at SDSU Imperial Valley to correspond with levels of satisfaction of tenured faculty and senior employees on our campus.

  • Resources needed: Administrative staff to communicate with lecturers/part-time faculty, space for the events, and funds for sundries (e.g., food) will be required.
  • Responsibility: The Assistant Dean’s Office will identify people to coordinate and host these events.
  • Assessment: The CDE will coordinate with the Assistant Dean and create a report detailing implementation of this intervention.
  • Resources needed: Funding for online data-collection and participation incentives may be required. Assigned time for data collection, management, and analyses may also be required. Time for staff to participate in data collection during the workday may also be required.
  • Responsibility: The CDE will identify or create appropriate data-collection methods, including surveys and qualitative methods (e.g., focus-group interviews). The CDE will also oversee data analyses.
  • Assessment: The chair of the CDE will submit a report to the college detailing implementation of this intervention by 2025.

GOAL 3: By 2025, improve the current ratio of URM full-time faculty to URM students (approximately 1 : 3) to 1.5 – 2 : 3 at SDSU Imperial Valley. (This goal and its associated strategies presented below are required by the university.)

  • Resources needed: Not applicable; the BIE committee is organized by the Associate Chief Diversity Officer.
  • Responsibility: The Chair of the search committee will be responsible for including the BIE criteria in the job advertisement. The search chair will also be responsible for submitting candidate materials to the Dean’s Office and the Associate Chief Diversity Officer (ACDO) for review by the BIE committee as soon as finalists are selected. After the determination is made by the BIE committee, the Dean and the search committee chair will be notified by the ACDO. 
  • Assessment: The college will submit an annual report to the faculty detailing implementation of this intervention.
  • Resources needed: Not applicable; this program is funded by the Chief Diversity Officer.  
  • Responsibility: The search committee chair will request an approved Inclusion Representative through the IR program as advised by the Associate Chief Diversity Officer. 
  • Assessment: The college will submit an annual report to the faculty detailing the implementation of this intervention. 
  • Resources needed: This program is funded by the Chief Diversity Officer. Committee members will need to invest at two-three hours to complete the basic training.
  • Responsibility: The search committee chair is responsible for confirming that all members have participated in the training prior to beginning review of applications. 
  • Assessment: The college will submit an annual report to the faculty detailing implementation of this intervention. 
  • Resources needed: Committee chairs may need training to interpret the data and understand appropriate actions to increase pool proportionality.
  • Responsibility: The search committee chair is responsible for submitting the pool proportionality form, and any required documentation, to OERC and the ACDO. 
  • Assessment: The College will submit an annual report to the faculty detailing implementation of this intervention.

[1] Inclusion Representatives are non-voting members of search committees who provide colleagues with information on equitable hiring practices and support in identifying and reducing the many ways that implicit biases can manifest in the hiring process. More details about this program are forthcoming from the university.

Download the Full Diveristy Plan