Formation for Racial Justice

I.  Curriculum and Pedagogy

The CSTM curriculum requires students to engage with and learn from scholars of color, and to minister to the multiracial and multicultural communities that make up the church. 

Initiatives:

1. Conduct a review of school-wide and program-specific requirements to identify and address lacunae in the CSTM curriculum around issues of race/racism and cross-cultural theology and ministry.

• Incorporate a DEI review into each program assessment/review process and, when appropriate, modify student learning outcomes, curriculum requirements, and/or rubrics of evaluation to ensure that degree programs address issues of diversity, race/racism, cross-cultural theology, equity, and inclusion.
• Create additional modules that address specific issues related to ministry within/among underrepresented communities. 
• Focus on antiracism and racial justice in the Professional Ethics in Ministry Workshop, Part 2.
• Revise Spiritual Formation for Ministry seminar to include a focus on antiracism with resources and space for learning and reflection in Session 9.
• Leverage and expand summer, remote, and online lectures related to diversity and inclusion.
• Expand certificate offerings to address the need for focused studies in cross-cultural ministry.
• Partner with other schools/departments at Boston College to create and promote antiracist curriculum.

2. Faculty integrate research and writings from diverse voices across syllabi.

• Develop a resource to assist faculty with increasing the numbers of diverse voices on their syllabi and in their courses - particularly voices of Black authors and other authors of color.
• Require faculty to seek out and include research from scholars of color when developing and proposing new courses.

3. Faculty use an antiracist pedagogy in their courses for the CSTM.

• Provide training for full- and part-time faculty toward implementation of antiracist pedagogy in their courses.
• Allocate financial resources, as needed, for faculty training in antiracist pedagogy.

II.  Formation and Training

Members of the CSTM community engage in critical reflection and honest dialogue around issues of racial injustice, and work to create racially just communities of faith.

Initiatives:

1. Conduct a third-party assessment of the racial climate of the CSTM to identify areas of strength and growth.

2. Create and maintain an internal website with resources to support faculty, administration, and student research and engagement.

3. Integrate DEI goals into annual employee performance review

• Provide opportunity for CSTM employees to participate in programs and events that increase awareness of and ability to engage in dialogue around issues of racial injustice.
  • Annual review and training should ensure that all administrators share knowledge of foundational concepts, vocabulary, and skills.
• All new employees apply for the Boston College Cultural Competence Engagement Module (CCEM) by their third year of employment.
• Participation in events are included in the “professional development” section of the annual review.

4. Continue to create inclusive programming and opportunities for students of difference; international, off-campus students, LGBTQ, and BIPOC.

• Maintain and promote practices of diversity and inclusion in the worship life and policies of the school. 
• Add more inclusive meal/dining options during community meal times. 
• Create a strong student mentor program with structure, timeline, and guidelines.

5. Create effective partnerships to expand the CSTM’s engagement in formation for racial justice.

• Promote and participate in racial justice events and programs at Boston College.
• Collaborate with Boston-based parishes, faith-based organizations, and nonprofits committed to racial justice in the development of events, programs, and opportunities.

6. Provide student-centered formation and training opportunities that support/promote critical reflection and honest dialogue in the classroom and other student gatherings.

• Articulate the CSTM’s commitment to racial justice at New Student Orientation. 
• Implement well-facilitated opportunities, “listen to learn” sessions, for open dialogues among all members of the CSTM community about racism, genderism, sexism, ableism, and heterosexism.
• Implement a review process for all Student Forum events to ensure ongoing commitment to diversity and  inclusion.
  

III.  Representation

Students, faculty, staff and administrators reflect the multiracial, multicultural communities that make up the global church.

Initiatives:

Student Enrollment and Retention

1. Implement strategies to recruit underrepresented students.

• Secure funding to support increased outreach to students from underrepresented communities.
• Re-evaluate admissions criteria, financial aid awards with a DEI lens.
• Offer focused academic and pastoral support to international students and students of color.
• Build relationships with and recruit from diverse Catholic & other denominational schools nationally and worldwide. 
  • Leverage BC partnerships.

• Strengthen ties with affiliate groups and communities of color.
• Secure funding in support of communal and subsidized housing.
• Conduct annual review of staff and graduate assistant hiring to ensure BIPOC representation.

Employment: Faculty, Administration, and Staff

1. Continue commitment to increase the number of CSTM faculty from underrepresented populations.

Hiring Practices and Policies

• Maintain commitment to HR and BC OID policies for hiring for diversity.
• Secure funds and expertise to expand outreach to and among communities of color.
• Provide anti-bias and antiracism training for members of hiring committees.

Retention Practices and Policies

• Standardize CSTM new employee onboarding, with time built in for job-specific training and orientation.
• Strengthen ties to affiliate groups on campus.
• Create ties to affiliate groups among the BTI faculty.
• Expand mentorship beyond the CSTM for junior faculty for research/publication.

2. Increase the number of staff/administrators from underrepresented populations

Hiring Practices and Policies

• Standardize CSTM new employee onboarding, with time built in for job-specific training and orientation.
• Maintain commitment to HR and BC OID policies for hiring for diversity.
• Secure funds and expertise to expand outreach to and among communities of color.
• Provide anti-bias and antiracism training for members of hiring committees.

Retention Practices and Policies

• Strengthen ties to affiliate groups on campus.
• Provide for mentorship opportunities that support the professional and personal development of staff/administrators of color (either on campus or within the greater Boston community).

3. Include and center students, administrators, and faculty from underrepresented communities in CSTM structures of decision-making and power.

• Student Forum Leadership
• Dean’s Advisory Council
• Educational Policy Committee (EPC)
• Secure funding for a designated DEI staff person

IV.  Communication and Accountability

STM publications (print, web, social), reports, and physical spaces and social environment clearly define our commitment to and identity as a racially just theological institution.

Initiatives:

1. CSTM publications, websites, and social media platforms clearly define a school-wide commitment to racial justice and cross-cultural theology and ministry. 

• Create a dedicated DEI-related communication plan to raise transparency and accountability for plans and progress.
  • Recruiting initiatives
  • Faculty and admin training
  • Strategic vision
• Issues of racial justice and diversity are integrated throughout the website, as well as within their individual sections.
• Admissions materials include and highlight commitment to formation for racial justice.
• Ensure CSTM social media presence reflects school-wide commitment to racial justice and cross-cultural theology and ministry.

2. Amplify and leverage existing bias and feedback reporting channels for students, faculty, and administration/staff.

3. Art and environment of the school reflects the diversity of the global church.

4. CSTM CORE delivers bi-annual reports of its proceedings to the school community.

• Create feedback streams to gather constructive criticism around policies, procedures, programs, events, and other issues of importance to the racial justice work of the CSTM community.

5. Create and promote anonymous reporting structures for bias-related incidents at the CSTM.