Climate Review

Climate Review

Welcome to the John Jay College Climate Review page

John Jay is committed to promoting a respectful and inclusive working and learning environment where everyone can thrive. To support that goal, in the spring semester of 2019 President Mason launched an externally-led, campus-wide climate review process. (See President Mason's announcement.)   The College partnered with external experts from Working IDEAL to lead that campus-wide process, which President Mason identified as “an essential next step in our continuing work to improve our campus climate, and, ultimately, boost student success.” Click here to view details about the Climate Review Process, which gathered input from the entire John Jay community through open sessions, interviews, and focus groups, as well as online feedback tools and survey data.

Based on their review and evaluation of our campus climate during the spring 2019 semester, Working IDEAL has submitted a report to the College, which includes their recommendations. The Climate Review Report aims to identify John Jay’s strengths, assess what they understand to be our challenges, and give us recommendations for how John Jay can seize opportunities to further strengthen our climate.  Work is already under way on some recommendations; some additional recommendations can be implemented in the near term, while others will require a longer term, and still others will need further study and consultation with our community. Feedback and suggestions on the report and recommendations, as well as next steps and implementation plans, are welcome from the John Jay community. Please share your thoughts at campus meetings with leaders, faculty, and staff, or via this feedback form

Please explore the content below to see a list of the recommendations organized by theme, as well as an overview of our progress in implementing or conducting further study and consultation around specific recommendations. 

Resources

 

Recommendations

1. Shared Values and Belonging

1.1: We recommend that John Jay College formulate a statement of the core values that frame its educational mission. blue dot

1.2: We recommend that John Jay develop tools and training to apply shared values and build community in and out of the classroom, through teaching guides, feedback tools, training, peer coaching, and elements of classwork and curriculum. orange dot

1.3: We recommend John Jay incorporate shared values directly into staff and faculty onboarding and student orientation -- and identify ways to expand these processes for students and staff and strengthen them for adjunct faculty orange dot

2. Respectful Learning and Working Environments

2.1: We recommend that John Jay apply shared values to establish a clear written statement in support of respectful conduct, and encourage students, staff and faculty to voluntarily follow it. gray dot

2.2: We recommend that John Jay explore options to informally and formally intervene and address bullying and abusive behavior that harms the community, after consultation and coordination with other stakeholders. gray dot

2.3: We recommend that John Jay implement respectful workplace training similar to that recommended by the U.S. Equal Employment Opportunity Commission for faculty chairs and staff supervisors -- and explore expanding the program to all staff and faculty. purple dot

3. Expanding and Coordinating Resources for Reporting & Response

3.1: We recommend John Jay incorporate more informal channels and options for reporting and resolving incidents of bias, discrimination and sexual misconduct, while further clarifying and communicating existing options and categories of confidentiality blue dor

3.2: We recommend John Jay review and formalize staff and faculty channels and roles for reporting and resolving concerns and behaviors that impact climate -- but fall outside the scope of the Office of Compliance and Diversity. gray dot

3.3: We recommend John Jay create a long-term staffing plan for the compliance and diversity function that supports the program’s dual compliance and diversity missions, incorporates more workplace expertise and expands overall investigation resources blue dor

3.4: We recommend the John Jay Compliance and Diversity Function use a secure database that facilitates tracking and reporting complaints and dispositions. blue dor

3.5: We recommend John Jay evaluate the potential value of applying the student Behavioral Intervention Team multidisciplinary model to proactively address disruptive conduct in the workplace consistent with governance and collective bargaining requirements. gray dot

3.6: We recommend John Jay ensure all individuals responsible for receiving reports be trained in applying a trauma-informed perspective green dot

4. Communication and Transparency

4.1: We recommend John Jay update web resources to reduce the number of similar pages, streamline navigation and highlight critical information around how to report a complaint, including providing an option for online reporting. blue dot

4.2: We recommend John Jay create and publish an annual report of its diversity and complaint reporting data to provide greater transparency to the community around the enforcement of rules. purple dot

5. Leadership Development, Strategic Capacity and Support

5.1: We recommend John Jay support increased leadership development for faculty chairs, staff managers and supervisors and other campus leaders among students and administration, using training and peer coaching models purple dot

5.2: We recommend John Jay create a stronger structure to support the ongoing work of the Diversity Committee, including clarifying its mission, role and reporting  orange dot

5.3: We recommend John Jay continue developing and implementing strategic diversity plans for faculty and staff that include goals and success measures purple dot

6. Training and Other Resources for Holistic Prevention

6.1: We recommend John Jay work with CUNY to either (1) revise the required SPARC and eSPARC online trainings and the CUNY live training materials -- or (2) enable John Jay to supplement with alternate and more effective trainings, so they are more interactive, use simple non-technical language and go beyond policy awareness to reflect the learnings from the EEOC Task Force on Workplace Harassment. purple dot

6.2: We recommend John Jay incorporate tools to support bystander intervention and modeling effective “upstander” responses to bias in faculty, staff and student training programs purple dot

6.3: We recommend John Jay implement racial equity learning programs for all faculty, students and staff. green dotorange dotpurple dot

6.4: We recommend John Jay implement regular learning programs to increase knowledge and capacity of regular and adjunct faculty on a range of DEI topics, specifically including religious and disability accommodation, and inclusion in the classroom for LGBT, veteran and immigrant students. purple dot

6.5: We recommend John Jay include time during student orientation to increase Title IX awareness and specifically incorporate affirmative consent as a training topic. orange dot

6.6: We recommend John Jay include time during staff onboarding to increase Title IX awareness and address reporting procedures and requirements, particularly for responsible employees orange dot

6.7: We recommend John Jay continue its commitment of resources for students including through the full staffing of the Women’s Center for Gender Justice. 

6.8: We recommend John Jay establish a prevention function that can serve students, faculty and staff. orange dot

7. Implementation Timetable, Reporting and Accountability

7.1: We recommend John Jay establish a formal timetable for implementation and a process for accountable reporting on its progress. green dot

All Dots