Pedagogy and Practice

The Center for Diversity, Equity and Inclusion works closely with academic departments and individual faculty to support the college’s strategic DEI action goals.

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Faculty Initiatives

• Recruitment and Retention of Diverse Faculty

• Ongoing DEI Professional Development and Workshops in partnership with the Center for Innovative Teaching and Learning

• Joint Programming and Messaging designed to enhance the overall DEI portfolio of each academic department.

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DEI Faculty Development Framework and Areas of Focus

• Intercultural Communication & Awareness

• Teaching for Equity & Inclusion

• Diversity in Content & Curriculum

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Open Pedagogy in Art & Design

The Center for DEI at ArtCenter encourages the practice of open pedagogy, where students are positioned as the creators of information. Rather than adopting the historical banking model of education where students are positioned as consumers of information, DEI at ArtCenter favors utilizing students as creators of information. Their lived experiences and unique views of the challenges facing the world is valuable not only to their own creative journey but also to their peers. The DEI department works with faculty to create spaces for open pedagogy inside the classroom experience and beyond.

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DEI Performance Goals for Faculty

The following criteria serve as guides rather than boundaries for minimum standards for

evaluating DEI performance in (1) Inclusive teaching and learning, (2) DEI research and other creative work, (3) DEI professional activity, and (4) DEI College and public service:

 

(1) Inclusive Teaching and Learning

In evaluating the effectiveness of a faculty member’s teaching, the supervisor should consider… [the] extent and skill of the faculty’s participation in general guidance, mentoring and

advising of students; effectiveness in creating an inclusive academic environment that is open and

encouraging to all students, including development of particularly effective strategies for

the educational advancement and inclusion of students in various historically underrepresented or underserved groups.

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Among significant types of evidence of teaching effectiveness are the development of new course materials, new and effective techniques of instruction, including techniques that meet the needs of students from groups that are historically underrepresented in academia and in industry.

 

(2) DEI Related Research and Other Creative Work

Course materials, creative work, exhibitions, workshops, articles, reports, circulars, and similar publications normally are considered evidence of teaching ability or public service. However, contributions by faculty members to the professional literature, media or to the advancement of professional practice or professional education, including contributions that represent the advancement of equitable access and diversity in art and design education is strongly encouraged.

 

(3) DEI Professional Activity
Faculty’s professional activities should be evaluated for evidence of achievement, inclusive leadership, and professional development in the field and of demonstrated progress in the development or utilization of new approaches and techniques for the solution of professional problems, including those that specifically address the professional advancement of individuals in historically underrepresented or underserved groups in the faculty member’s field.

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(4) DEI Related Campus and Campus Engagement

Contributions to student welfare through service on DEI related committees, DEI community engagement projects, strategic working groups and as advisers to student organizations should be recognized as DEI service, as should contributions furthering diversity and equal opportunity within the college through participation in such activities as recruitment, retention, and mentoring of students.

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Aaron Bruce, Vice President & Chief Diversity Officer is available to meet in supporting all departments and individuals as they progress in establishing their DEI Performance Goals.

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