2009-2011 Inclusion Plan

College Student Personnel Association of New York State

The College Student Personnel Association of New York State is dedicated to addressing emerging issues within the Student Affairs profession while meeting the needs and concerns of our colleagues who serve in those roles on our campuses.   

In an effort to promote and maintain inclusiveness within the organization, the President-Elect will be responsible for overseeing the organization’s inclusion efforts.  This plan, formerly known as the Affirmative Action Plan, will help our organization intentionally address these member needs.  Our definition of inclusiveness extends beyond issues communicated only by professionals from traditionally underrepresented groups.   

CSPA-NYS actively promotes and recognizes principles of fairness, equity, and social justice in relation to, and across intersections of age, ancestry, citizenship, color, disability, ethnicity, faith, family status, gender identity/expression, gender, marital status, national origin, political orientation, race, religion, sexual orientation, socioeconomic status, and veteran status.

GOAL 1: Increase the Organization’s Overall Commitment to Inclusiveness in Philosophy and Practice.  

Objective: Create an ad hoc committee responsible for the annual review of the Inclusion Plan.  This committee would also be responsible for recommending changes to the Executive Board for the following year.   

• Suggested committee composition: President-Elect, Chair, at least one member-at-large, the membership coordinator, and at least two representatives from the general membership. 
• When the activity will occur: The committee should be in place prior to the annual fall conference each year.  The President-Elect will be expected to make an annual report at the June Board meeting during the following year. 
• Impact of activity: The Inclusion Plan will be reviewed by a representative group of a wide variety of professionals.  Long-range goals can be established.  Proactive planning may also take place given the fact that the group will provide stability. 
• Underrepresented groups served: All

GOAL 2: Communicate and Promote the Needs and Interests of Underrepresented Groups to the General Membership. 

Objective A: The Vice President for Professional Development-Elect shall consult ACPA committee members who work in New York State to ensure the overall CSPA-NYS professional development opportunities are inclusive.   

• When the activity will occur: Ongoing
• Impact of activities: CSPA-NYS’s professional development opportunities will strive to address the needs of underrepresented groups. 
• Underrepresented groups served: All

Objective B: The Annual Conference Programming Sub-Committee will ensure programs exist that serve underrepresented groups by intentionally soliciting programs relating to the needs and interests of underrepresented groups, with the help of the Vice President for Professional Development-Elect.   

• When the activity will occur: February to May, prior to the annual conference. 
• Impact of activity: The Conference will be more inclusive and will better meet the needs of underrepresented groups. 
• Underrepresented groups served: All

Objective C: The Communications Coordinator will solicit articles/information for CSPA-NYS publications from or about underrepresented groups to encourage involvement from these underrepresented groups.   

• When the activity will occur: Ongoing, before each CSPA-NYS publication is edited.
• Impact of activity: Issues concerning underrepresented groups will be publicly promoted.  This action should also heighten the membership’s awareness. 
• Underrepresented groups served: All

GOAL 3: Increase Membership and Participation by Student Affairs Professionals from Diverse Populations.   

Objective A: As part of the new and renewal membership applications given to student affairs professionals within CSPA-NYS, questions will be included to ascertain the demographics of our membership.   

• When the activity will occur: Written report due to the Executive Board from the Membership Chair at each quarterly meeting. 
• Impact of activity: Results from the demographic questions on the application can be used to identify what groups are underrepresented in our membership, so the organization will have a better understanding of the overall composition of its members and can respond to their needs accordingly. 
• Underrepresented groups served: All

Objective B: Seek to foster an environment on the Executive Board and in committees that will attract individuals from historically underrepresented groups to leadership positions within the organization; and that will retain them as active members of CSPA-NYS.

• When the activity will occur: on-going
• Impact: Leadership positions of the board and on committees within the organization will become more representative of the population of professionals that we serve throughout NYS; thus ensuring that the work of the organization is in line with the goals and objectives of this full population.
• Underrepresented groups served: All

GOAL 4: All Executive Board Members will provide an Annual Report describing his or her contributions to the Organization’s Inclusion Plan. 

Objective: Each Executive Board member will be responsible for showing support for at least one aspect of this Inclusion Plan.  (Examples of this support would be: attending a session where issues of underrepresented groups are being discussed, presenting a program identifying critical issues, etc.) 

• When the activity will occur: Reports are due at the annual conference meeting.
• Impact of activity: The Executive Board members will role model this Inclusion Plan.  A strong message will be sent to the general membership outlining the serious commitment the organization intends to keep in regards to inclusiveness. 
• Underrepresented groups served: All