We are committed to a future that includes an accessible, equitable, inclusive environment supporting the success of all students, staff, and faculty. We seek to better understand, then lower or remove, barriers that may interfere with that success. We understand that the creation of future success requires transformation of our campus culture/community and necessitates commitment from every area of the college, both academic and non‐academic.
DEAC Statement of Purpose
The Diversity, Equity, and Action Council (DEAC) will support the college president and board of trustees in their efforts to reduce barriers to success among the college’s population. To accomplish this, DEAC will collect, analyze, and disseminate data related to diversity and equity issues at the college, identify goals for improving the campus climate, develop and conduct professional development related to diversity and equity, and disseminate our data‐driven approach to inclusion and social justice via strategic marketing Initiatives.
Meeting Dates
First Thursday of each month during the fall and spring semester 12:15-1:15 pm
Location: Sprole Conference Center, room 204
- September 4, 2025
- October 2, 2025
- November 6, 2025
- December 4, 2025
- February 5, 2026
- March 5, 2026
- April 2, 2026
- May 7, 2026
DEAC Responsibilities
- Nurture a diverse learning community that encourages individual and collective responsibility for diversity objectives.
- Provide opportunities/support for faculty and staff to expand their understanding and competency to infuse diversity into our learning community.
- Identify ways to improve allyship and advocacy, serving as diversity change agents creating a more welcoming and inclusive institutional environment.
- Recommend policies related to diversity issues.
- Provide resources and manage a budget to support curricular and co‐curricular programming and diversity initiatives throughout the college community.
- Periodically assess the college climate as related to diversity.
- Provide members to search committees who have expertise in best practices for diverse recruitment (e.g., underrepresented minorities and women in STEM).
- Establish an annual agenda that supports the College’s Strategic Equity, Diversity, Justice and Inclusion (EDJI) plan.
DEAC Subcommittees
Engagement, Belonging, and Eliminating Gaps Sub‐Committee
This subcommittee will identify and examine existing data (e.g. the SUNY Campus Climate Survey, PowerBI) to identify key areas of concern in the Tompkins Cortland campus climate and will make recommendations on appropriate actions in response to the results of this data analysis to DEAC. This subcommittee is specifically focused on increasing engagement, fostering a sense of belonging, and eliminating gaps in enrollment, achievement, and retention among potentially marginalized demographic groups at the college. This subcommittee is tasked with first defining climate, and the areas of concern related to campus climate, and then working to make a recommendation to the Council about strategies to address/improve climate issues at Tompkins Cortland CC. The committee will educate themselves regarding surveys and data collection conducted regularly and decide how to use these data.
Education & Training Sub‐Committee
This committee will identify diversity‐related education and training related needs among students, staff, and faculty. This committee will identify training and education priorities and, in response, develop, plan, coordinate, and assess the effectiveness of educational and professional development and training programming that aligns with the college’s Diversity, Equity, and Inclusion Goals. This subcommittee is charged with identifying inclusive partners in the field and community, researching available sources, and reviewing current literature on DEISJB topics in order to inform prioritization of the education and training topics needed by the TC3 community.
Recruitment and Development Sub‐Committee
This subcommittee is tasked with research and recommendations to promote our diversity and inclusion presence for the purposes of attracting, recruiting, and retaining new faculty/staff/students to Tompkins Cortland CC. The subcommittee will focus on equitable, legal and ethical strategies for recruiting a diverse faculty/staff/student population.
Data Analytics and Reporting Sub‐Committee
This subcommittee will examine internal college data, SUNY data, and national data to identify and benchmark diversity and equity related trends in enrollment, retention, and other key performance indicators. This subcommittee will work with Institutional Research to develop a PowerBI dashboard that facilitates access to and analysis of these data with the goal of identifying equity‐related gaps in student outcomes and communicating those gaps to DEAC and other college stakeholders. This group is tasked with reviewing regular data on enrollment, retention, and other key performance indicators in an inclusive manner.
DEAC Leadership
Michelle Nightingale
Chief Diversity Officer
DEAC Chair
Shadayvia Wallace
Assistant Diversity Officer
DEAC Vice Chair
DEAC Membership
Members will be recommended by the chair and then appointed by the President. DEAC representation and membership distribution is as follows:
- 1‐2 Adjunct Faculty (when available)
- 2‐3 FSA staff
- 2‐3 administrators
- 2‐3 classified staff
- 2‐3 faculty members, at least two of whom are teaching faculty
- 1‐2 students (SGA VP of Equity, Diversity and Inclusion recommended, resident student or RA recommended)
Required Members with ongoing/standing appointment:
- Human Resources representative
- Senior Diversity Officer
- Assistant Diversity Officer
- Coordinator of Access and Equity Services