Action 2: Review and Enhance Policies

Review our policies to ensure Meredith is not unconsciously contributing to systemic racism. Changes will be made to policies that promote or enhance systemic racism.

Current Progress

  • The Human Resources and Dean of Students offices  reviewed student and employee handbooks for clear expectations of behavior regarding race. 
  • A session for students and faculty/staff in spring 2021 addressed transparency in the hiring process. 
  • The Student Leadership and Service Office is examining the purposes and values of traditions and providing training to better equip student leaders to approach their work with cultural humility. In addition, a position has been added to the SGA Executive Board to ensure that diversity, equity, and inclusion are priorities for the Meredith student body. 
  • The Office of Career Planning has taken numerous steps to infuse racial equity, inclusion and belonging into their program, and is working in partnership with employers to do the same.
  • The Marketing office is working to address concerns about tokenizing students and accurately reflecting the student experience.
  • Counseling Center and Disability Services staff have participated in numerous anti-racism trainings, surveyed students who received counseling regarding their experience and quality of support, and promote anti-racism and inclusion on their social media accounts.
  • Campus Police has continued to follow best practices such as hiring a work force that is reflective of the community in terms of diversity, and ensuring all staff participate in annual cultural sensitivity training. The Police Chief has also served on the committee researching the DEI position.
  • StrongPoints staff have attended multiple anti-racism trainings, held DEI-related student focus groups, and participated in the DEI exploratory committee
  • Revisions have been made to the Honor Code, especially clarifying how harassment, discrimination, acts of intolerance, etc. are defined, with the intention of including them in the next edition of the Student Handbook.
  • Faculty development workshops are guiding efforts to create a more inclusive classroom environment, including diversifying curricula.
  • Numerous anti-racism and microaggression training opportunities have been provided for faculty and staff since the launch of the initiative in June 2020. 
  • Administrators, faculty, and staff members have compiled a list of anti-racism resources that are available on MyMeredith, the College’s intranet.