Tigers United: LSU Athletics' Diversity & Inclusion - Coach/Staff Council

+0
Tigers United: LSU Athletics' Diversity & Inclusion - Coach/Staff Council

Members

Coach/Staff Council  

Name Title
Stephanie Rempe, Chair Executive Deputy Athletics Director/COO
Michael Bonnette Associate AD, Communications
Andy Brandi Head Coach, Men’s Tennis
Cory Couture Athletic Trainer, Baseball and Men’s Golf
Ericka Lavender Associate Director of Academic Affairs, ACSA
Stephanie Johnston Director of HR, Tiger Athletic Foundation
Sharon Lewis Assistant AD, Football Recruiting & Alumni Relations
Addison Martinez Account Executive, Sports Properties
Shelly Mullenix Sr. Associate AD, Health & Wellness
Wendy Nall Assistant AD, Human Resources
Kevin Nickelberry Assistant Coach, Men’s Basketball
Milan Stokes Intern, Athletics
Charlene Thomas-Swinson Assistant Coach, Women’s Basketball

Statement of Purpose, Goals and Steps

As of August 2020

Purpose

To further our understanding of diversity and inclusion through education while integrating inclusive practices into hiring, training and development, retention, and promotion. To be intentional and deliberate in our pursuit of equity and equality. To serve as the eyes and ears of department staff and coaches to bring forth, explore, and resolve issues and concerns.

Result

A transformational place to work, inspired by the diversity of its employees and the support of the inclusivity of its culture.

Goals and Steps

Goal One: Implement mandatory educational opportunities for coaches and staff to further their understanding of diversity and inclusion. 
    Step One: Collaborate with Dialogue on Race Louisiana to allow coaches and staff to participate in the community programming 
    Step Two: Facilitate interactive sessions covering uncomfortable topics regarding race (examples: kneeling for the national anthem, the Black Lives Matter movement, Jim Crow laws, separate but equal, police brutality, etc.) Examples of these sessions include, but are not limited to: 
    o    Host speakers to discuss social justice 
    o    Facilitate dialogue with individuals who have been personally impacted by racial inequality
    o    Host book club discussions
    o    Host movie watching opportunity and discussion 
    Step Three: Create an annual diversity education training program with a certificate of completion 
    Step Four: Build a digital diversity and inclusion resource library to be accessible to student-athletes, coaches, staff, and the community
    Step Five: Assessment of diversity and inclusion understanding and departmental efforts integrated into all employee evaluations 

Goal Two: Create a hiring manager training program to directly impact the recruitment, hiring, training, development and retention of underrepresented/marginalized individuals.
    Step One: Collaborate with the Office of Diversity on training workshops 
    Step Two: Create accountability process for hiring managers
    Step Three: Include an inclusivity/diversity statement on each job posting
    Step Four: Create hiring advocates to utilize for all open positions 
    Step Five: Create a review process to evaluate hiring process after each hire
    Step Six: Create a program to require coaches and staff to continuously provide names of potential candidates for any athletics jobs to grow a database of underrepresented candidates 

Goal Three: Increase the number of underrepresented coaches in the athletics department 
    Step One: Track the racial demographics of full-time coaches
    Step Two: Evaluate the Russell Rule and Rooney Rule for potential implementation
    Step Three: Utilize hiring manager training
    Step Four: Ensure hiring practices that align with the goals created by the Diversity & Inclusion Councils. 
    Step Five: Implement a formal retention and promotion program designed to focus on underrepresented coaches 

Goal Four: Increase the number of underrepresented staff in the Athletics Department 
    Step One: Track the racial demographics of full-time staff 
    Step Two: Evaluate the Russell Rule and Rooney Rule for potential implementation
    Step Three: Utilize hiring manager training
    Step Four: Ensure hiring practices that align with the goals created by the Diversity & Inclusion Councils. 
    Step Five: Implement a formal retention and promotion program designed to focus on underrepresented staff 

Goal Five: Implement an orientation program designed to provide a welcoming, informative and educational opportunity for new employees and their families 
    Step One: Email introduction of new employees with details about the individual and his/her family to create dialogue and connections among staff. 
    Step Two: Provide a contact for new employees outside of their department 
    Step Three: Create a required diversity educational component for all new employees 
    Step Four: Formalize the onboarding process for new employees to encompass the Athletic Department diversity statement and other Diversity & Inclusion Councils’ initiatives within welcome packets

Goal Six: Implement a professional development program designed to provide opportunities for underrepresented employees
    Step One: Formalize a program that encourages personal and professional growth that includes sharing the tools and experiences learned through growth opportunities with others at LSU 
    Step Two: Create mentorship and shadowing opportunities within the Athletic Department
    Step Three: Provide information about and encourage participation in external leadership development opportunities 
    Step Four: Formalize a program that ensures staff leadership is aware of career aspirations of underrepresented coaches and staff 

Goal Seven: Promote voter registration and voter turnout initiatives 
    Step One: Educate coaches and staff on the history of voting and the electoral college 
    Step Two: Promote voter registration
    Step Three: Promote “Get Out the Vote” (GOTV) 
    Step Four: Acknowledge and celebrate voter participation

Goal Eight: Create a departmental culture where employees feel appreciated and valued 
    Step One: Implement culture climate exit interviews for employees
    Step Two: Implement a way to celebrate employees and their accomplishments (i.e.: employee of the month)
    Step Three: Implement a diversity component on all employee performance evaluations 
    Step Four: Create team/department building social support and connections
    Step Five: Create health and wellness programming 
    Step Six: Implement formalized annual retention check-ins with employees to assess experience