{"id":4359,"date":"2022-02-21T08:00:16","date_gmt":"2022-02-21T14:00:16","guid":{"rendered":"https:\/\/ele.local\/?p=4359"},"modified":"2023-06-08T13:45:46","modified_gmt":"2023-06-08T18:45:46","slug":"the-departmental-equity-audit-in-action-how-a-california-college-removed-a-barrier-to-academic-advising","status":"publish","type":"post","link":"https:\/\/www.everylearnereverywhere.org\/es\/blog\/the-departmental-equity-audit-in-action-how-a-california-college-removed-a-barrier-to-academic-advising\/","title":{"rendered":"The Departmental Equity Audit in Action: How a California College Removed a Barrier to Academic Advising"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Dr. Jeremiah J. Sims, a consultant and author specializing in equity in higher education, was recently working with a California college that had noticed that Black, Latino, and Indigenous students were less likely to take advantage of academic advising office hours.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Serving a region where 59 percent of the population are racially minoritized, the college having lower participation by minoritized students with the counseling services office was both a concern and an opportunity. Academic advising at the time was using what it thought was a flexible first-come, first-served system that allowed students to meet with counselors on their own schedule, so the low utilization was surprising.\u00a0<\/span><\/p>\n<p>Working with this college, Sims, who is co-author of <em><a href=\"https:\/\/www.everylearnereverywhere.org\/wp-content\/uploads\/improving-departmental-equity-using-the-impact-framework.pdf\">Improving Departmental Equity Using the IMPACT Framework<\/a><\/em>, a new resource guide developed in collaboration with Every Learner Everywhere\u00ae and Intentional Futures, recommended that they start with an equity audit.<\/p>\n<p>&nbsp;<\/p>\n<h2><b>Identifying the process problems<\/b><\/h2>\n<p>A departmental-level equity audit is a process to identify the practices, policies, and procedures that create systemic barriers for minoritized and poverty-affected students. The IMPACT framework Sims uses in <a href=\"http:\/\/www.rootedinlove.education\/\">his independent work coaching and training on equity<\/a> involves benchmarking and assessing the current experiences of students and critically reflecting on the role the department plays in creating equity. It asks participants in the equity audit to reflect on questions like:<\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How does this policy perpetuate structural inequity?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Who is being privileged and who is being penalized by this policy?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How is this policy holding our institution back from having an equitable culture?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The college <\/span><span style=\"font-weight: 400;\">began its equity audit process wondering why Black, Latino, and Indigenous students weren\u2019t visiting with academic advisors. But when they examined the data more closely, they realized that within those student populations, it was specifically poverty-affected students who weren\u2019t getting services. After understanding this base-level data, the department surveyed students to find out more.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That\u2019s when they began to reconsider the flexible first-come, first-served procedure for academic advising. \u201cThe department thought it was being innovative and removing a barrier to entry by not requiring students to make an appointment before meeting with an academic advisor,\u201d Sims says. \u201c<\/span><span style=\"font-weight: 400;\">In reality, we found that this policy wasn\u2019t meeting the needs of poverty-affected students.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The flexibility \u2014 and the inability to schedule an appointment \u2014 meant uncertainty about how much time an advising and scheduling meeting would take. Students would have to take time off work, drive to campus, and wait for a meeting. Working students were sometimes giving up three to five hours of wages to see an academic advisor.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In short, the equity audit identified a process that the department had designed to be more equitable but was actually penalizing working students. \u201cThe only students who could wait three to five hours were those with higher socioeconomic status,\u201d Sims says.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In response, the college counseling office revised their processes to allow both timed appointments and drop-in hours.<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p>Related reading: <em><a href=\"https:\/\/www.everylearnereverywhere.org\/es\/blog\/the-basics-of-a-departmental-equity-audit-for-college-and-university-leaders\/\">The Basics of a Departmental Equity Audit for College and University Leaders<\/a><\/em><\/p>\n<h2><b>Equity audits create equity practitioners<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Sims sees the equity audit process as a way to help college faculty and staff develop an anti-racist growth mindset that has impacts beyond the individual policy changes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Anti-racist growth mindset is a term coined by Sims and his co-author Jeramy Wallace in their forthcoming book <\/span><i><span style=\"font-weight: 400;\">The White Educators\u2019 Guide to Equity: Teaching for Justice in Community Colleges<\/span><\/i><span style=\"font-weight: 400;\"> (Spring 2022)<\/span><i><span style=\"font-weight: 400;\">.<\/span><\/i><span style=\"font-weight: 400;\"> An anti-racist growth mindset recognizes that, although most people are indoctrinated to white supremacy through the culture in which they\u2019re raised, individuals can work to recognize and dismantle white supremacy.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThe people in the counseling department or other people who use the equity audit may have never considered themselves equity practitioners before,\u201d Sims says. \u201cBut by performing an equity audit to look into these kinds of issues, now they\u2019re part of the inquiry and learning how to identify and work to change inequity.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tools like the IMPACT framework \u201cidentify inequities that are a result of inequalities,\u201d Sims says. \u201cIf people keep doing this kind of work, they can start to shift into having an anti-racist growth mindset. That\u2019s when real change can start to happen.\u201d<\/span><\/p>\n<p><a href=\"https:\/\/www.everylearnereverywhere.org\/es\/resources\/getting-started-with-equity-a-guide-for-academic-department-leaders\/\" class=\"btn\">Download\u00a0 <em>Getting Started with Equity: A Guide for Academic Department Leaders<\/em><\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>Dr. Jeremiah J. Sims, a consultant and author specializing in equity in higher education, was recently working with a California college that had noticed that Black, Latino, and Indigenous students <a href=\"https:\/\/www.everylearnereverywhere.org\/es\/blog\/the-departmental-equity-audit-in-action-how-a-california-college-removed-a-barrier-to-academic-advising\/\" class=\"more-link\">&#8230;<\/a><\/p>","protected":false},"author":13,"featured_media":4360,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-4359","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The Departmental Equity Audit in Action: How a California College Removed a Barrier to Academic 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