ASCA Diversity and Inclusion Strategic Action Plan Task Force
Appointed Summer 2015
Context: In October 2007, the Board of Directors for (then) the Association of Student Judicial Affairs (ASJA),
approved the first Diversity Strategic Plan. This plan included recommendations for programs and services,
policies and practices, and next steps to continue the work. In 2012, the Board of Directors for the Association
for Student Conduct Administration (ASCA) created a second Diversity strategic plan. The plan focused on
creating clear objectives for the Diversity Committee and the new Director of Diversity and Inclusion to
develop mechanisms to infuse the values of Diversity and Inclusion (two ASCA core values) into the
infrastructure of the organization. Since the creation of that plan, the Association has developed and adopted
a new Education Strategic Plan as well as an overarching strategic plan for the Association. The Association has
also seen growth in its membership, resulting in expansion and diversification of communities within the
organization. Since 2012, some progress has been made on the Diversity Strategic Plan, but not all goals were
achieved and the Association still struggles with basic understanding of the diversity of its own membership
and of member needs. The Board of Directors has determined that it is time to convene another task force
specifically devoted to infusing diversity and inclusion throughout all aspects of ASCA, with a focus on but not
limited to the Association Strategic Plan. It is the hope that this will be the last time that planning solely
focused on diversity and inclusion occurs, as the next time that strategic planning happens at the Association
level this will happen as an integral and intentional part of the process. Finally, this task force has been named
as an “Action” group because it appears that we have fallen short as an Association when it comes to putting
plans into action.
Charge:
The ASCA Diversity and Inclusion Strategic Action Plan Task Force is charged providing a recommended written
plan to the Board of Directors that designed to infuse the core values of Diversity and Inclusion into all aspects
of the Association. Elements of the recommended Action Plan should include, but are not limited to:
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Any proposed revisions or updates to the Association’s Statement of Diversity
Measurable criteria for identifying the diversity within the membership, including demographic and
institution type
Recommendations for reprioritization, edits, or additions to the Association Strategic Plan to infuse
Diversity and Inclusion
Priorities for the 2016-2017 year related to diversity and inclusion, with consideration for budgetary
and operational needs
Recommendations for how to best support and systemically incorporate identity-based groups within
ASCA, which have currently found homes as CoPs, mentor-mentee relationships, and member-driven
Summits at the annual conference.
Opportunities designed to provide professional development and increase access to leadership
opportunities targeted toward members who identify as members of underrepresented groups within
the Association and the field of student conduct administration.
Recommendations for opportunities for cultural competency training recommendations for ASCA
Board of Directors, Central Office employees, key content presenters (such as Gehring Faculty), and
other Association leaders
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Direction for the Diversity Committee (or for other multiple committees or other such entities within
the formal ASCA leadership structure)
Direction for the Director of Diversity & Inclusion, and specifically how this role should intersect with
other areas of ASCA
Recommendations to make ASCA events and products more inclusive, including but not limited to:
o Conference
o Regional events
o Gehring Academy
o Webinars
o Publications
o Website
Recommendations to promote more inclusive practices and procedures, including but not limited to:
o Event advertising
o Member on-boarding
o Mentoring
o Leadership application/appointment process
o Training of appointed leaders
o Website and other communications
o ASCA budgeting process
Recommendations for content generation and delivery that is designed to help support members from
underrepresented identities in their daily work as student conduct professionals
Measures of accountability and success that demonstrate inclusive practices and/or accomplishment
of these goals
Recommendations for budgeting to accomplish the goals
Methodology, Deliverable & Timeframe:
ASCA will hire a consultant to facilitate the discussion and strategic planning process, and will fund one inperson meeting for this task force. ASCA will also provide conference call resources and Central Office
administrative support.
The consultant will be asked to coordinate methods for soliciting feedback from members about the current
Association climate and the current and desired roles of diversity and inclusion within the Association. The
Central Office will provide appropriate support for this process. Ideally, any member will be able to give
feedback, but feedback should be actively sought from:
 Diversity scholarship recipients
 Leaders and participants in the Summits at the annual conference
 Past and current Diversity Committee Chairs and members
 Past and current members of the Board of Directors
 Past Conference Chairs and Conference committee members
 Members who do not attend the annual conference
 Members who identify with an underrepresented population in the Association
 A cross section of members from institutional types, years in the Association, and years in the
profession
 Members from underrepresented institutions, including HBCU, HSI, Tribal, and other such institutions
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If possible, individuals who identify as having a minority identity and who work in student conduct but
have left ASCA or do not wish to join ASCA
This task force should review the following in preparation for its work:
 ASCA Bylaws and Operating Procedures
 Current ASCA strategic plan and progress made thus far on it and the educational strategic plan
 Historical documents, including the 2007 Diversity Strategic Plan and the 2012 Diversity Strategic Plan
 Practices from other similar associations that may be useful to employ in ASCA
 Baseline information about cultural competency in professional associations
 ASCA Statement of Diversity
 Any relevant information from the Treasurer and/or Central Office regarding the budget and budgeting
process
 Any data collected by the consultant or available through the central office regarding the diversity of
membership
The deliverable shall be a written draft of an Action Plan to the Board of Directors. Ideally, this should be
provided by December 31, 2015, so that it can be reviewed and approved by the Board and shared with the
membership in final form at the 2016 Annual Conference. If more time is needed, or if the group feels that
the conference provides an in-person opportunity that is necessary for the planning process, the deadline can
be extended.
Membership:
The Task Force consists of the following members:
Reyna Anaya, University of Northern Colorado
Juhi Bhatt, Bergen Community College
James Bond, University of Maryland and ASCA Director of Diversity and Inclusion
Phil Burns, University of Nevada, Las Vegas
Jason Casares, Indiana University and ASCA President-Elect
Dani Clark, Purdue University
Chris Fiorello, Marymount University
Nancy Giacomini, Sullivan University and ASCA Past President
Ryan Holmes, University of Texas at El Paso and ASCA Past President
Akilah Jones, Illinois State University
DuJuan Smith, University of Illinois at Chicago
Omar Torres, SUNY Old Westbury
Jennifer Waller, ASCA Executive Director