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Office of Equity and Inclusion

From Vision to Action

Equity Initiative Phases I-III

Phase I (2018-2021): Setting the Vision

The development of our Strategic Vision for Equity began with the end goal in mind—envisioning what an equitable Foothill campus looked and felt like. The Office of Equity reviewed previously written equity plans and spent a two+ years engaging with all members of the campus community to dialogue and compile common challenges and desired outcomes around institutionalizing equity at our college. The result of that effort led to creating the Strategic Vision for Equity, grounded in principles of Critical Race Theory and frameworks on equitable organizational change.  

Phase II (2022-2025): Vision to Action

Utilizing a decentralized engagement approach and framed by the five principles identified in the Collective Impact Model (Kania & Kramer, 2011), the Office of Equity has created 13-55 Implementation Teams to ensure all 13 issues and 55 goals identified within the Strategic Vision for Equity are addressed across the entire campus and at all levels of the institution.  Teams from across the college meet monthly as a campus-wide implementation group.   

Kania, J., & Kramer, M. (2011). Collective impact. Stanford Social Innovation Review, 2011, 36–41.

Phase III (2026): Reflection and Recommitment

Foothill College will reflect and recommit itself to creating a college campus where student success is not predictable by race. Through collective self-reflection and intercampus dialogue, we will review the various issues and goals named within the Strategic Vision for Equity plan. Meaning, we will celebrate our successes and deconstruct our areas of growth. Mirroring Phase I, the Office of Equity will work with participatory governance groups and engage in meaningful discussions with the college community as we recommit ourselves to developing a new set of issues and goals that work towards creating an anti-racist campus that supports success for all students.

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13-55 Implementation Team Membership

Implementation Teams are comprised of at least one administrator and one faculty/staff member from key divisions/departments across campus. Team members attend monthly 13-55 Implementation Team meetings to learn, share and collaborate with other teams in an effort to bring the Strategic Vision for Equity into action.    

The 13-55 Implementation Teams are charged with supporting their divisions/departments in the implementation of the Strategic Vision for Equity (SVE), by identifying goals in the plan to address, and assessing their progress in completing those goals. Teams will be instrumental in refining the implementation process and ensuring feedback loops are maintained between their areas, the other 13-55 Implementation Team members, and the Office of Equity.

13-55 Implementation Teams Areas and Leads
    • Apprenticeship, Workforce: Teresa Ong, Chris Allen
    • Health Sciences & Horticulture: Nancy Cheung, Patti Chan, Shaelyn St. Onge-Cole. Lisa Hills
    • Business & Social Sciences: Aaron Korngiebel, Dolores Davison
    • General Counseling (Testing & Assessment Center, Counseling, Articulation, Transfer Center): Roosevelt Charles
    • Disabled Student Services & Veterans: JP Schumacher, Jessica Alarcon, 
    • Fine Arts & Communication: Ron Herman, Cynthia Brannvall
    • Kinesiology & Athletics: Mike Teijero, Kelly Edwards, Alex Pacheco-Hernandez
    • Language Arts: Valerie Fong, Sam White, Ulysses Acevedo
    • Library & Learning Resource Center: Mark Barnes, Laura Gamez
    • STEM: Zach Cembellin, Patrick Morriss, Sophia Kim, Baba Kofi Weusijana, Jodi Ryker, Jeff Anderson
    • Administrative Services (Facilities, Scheduling, Finances): Bret Watson
    • Marketing & Outreach: Simon Pennington, Josh Pelletier
    • Online Learning: Lené Whitley-Putz, Hilary Gomes
    • Student Affairs & Activities (Psychological Services, Health Center, Student Activities, Judicial Affairs, Basic Needs): 
    • Enrollment Services (Admissions and Records, Evaluation): Anthony Cervantes, Asha Jossis
    • Financial Services: Bret Watson
    • Office of Equity (FEI, Learning Communities): Betsy Nikolchev, Hilda Fernandez, Dokesha Meacham, Pauline Brown, Tiffany Rideaux
    • EOPS: April Henderson
    • Academic Senate (FA): Voltaire Villanueva, Jordan Fong
    • Classified Senate (ACE, CSEA and Teamsters): Janie Garcia
    • MIP-C (Mission I'm Possible Council): Bernadine Fong

Implementation Team Member Responsibilities

Administrator Members
Administrators play a critical role as members of the Implementation Teams. They are tasked with ensuring their division/departments prioritize DEI issues and goals that meaningfully work towards dismantling oppressive systems (structural, cultural and individual) in an effort to create a college community where success is not predictable by race. Acting in positional leadership roles, administrators have the unique opportunity to champion the work of their colleagues while also identifying areas to collaborate across the college. Administrators also have a responsibility to engage their colleagues in meaningful conversations regarding anti-racism and secure consistent meeting opportunities to regularly monitor equity practices.


Faculty & Classified Staff Members
Each year faculty and staff members are identified to lead work with their area administrator as a part of their division/department’s 13-55 Implementation Team. Faculty and classified (F/S) team members play an important part of the team, as they have the content expertise as related to their discipline to identify areas of growth that are needed to address inequitable practices. Faculty and classified (F/S) members do not need to be experts in diversity, equity, and inclusion (DEI); rather, they should have a demonstrated commitment to advancing the issues and goals named within the Strategic Vision for Equity, a willingness to explore their discipline through a social justice lens that centers historically under resourced student groups, and the ability to collaboratively work with their colleagues to engage in anti-racism practices.
Office of Equity
The Office of Equity (OoE) supports the Implementation Teams through a variety of approaches that are grounded in research, ownership and sustainability. Anchored in the Collective Impact Model approach, OoE will work alongside administrators, faculty and staff to provide strategic direction and visionary support needed for Implementation Team members. Additionally, through a train-the-trainer model, OoE will provide implementation team members with the tools and professional learning needed to deepen their understanding of diversity, equity and inclusion to support their colleagues across campus’ various disciplines and service areas.
Office of Institutional Research & Planning
The Office of Institutional Research and Planning (IRP) is available to support 13-55 Implementation Teams in developing their plans as well as collaborating and analyzing data to assess the impact of their area's implementation strategies. IRP will offer guidance on data collection and assessment planning, as well as bringing statistical and social science research methods to the analysis stage of the inquiry and assessment cycle. IRP's goal is to provide information that leads to thoughtful, intentional action to promote equitable student experiences.

Professional Growth Award (PGA) Connection

One of the benefits of serving on your Division/Department’s 13-55 Implementation Team as a faculty or classified member is you will be deepening your own learning about diversity, equity and inclusion as well as your understanding of the many programs and service areas at Foothill. That is, in addition to being a valuable service to the college, it also doubles as professional development for you. To earn credit for the time you're spending, we ask you to keep track of your hours as you go using the Office of Equity Smartsheet. At the end of the year the Office of Equity and Professional Development will issue your PD certificate. 
Because they do not benefit from FHDA's PGA/PAA program, part-time faculty are able to receive compensation in accordance with Appendix G of the Faculty Agreement.


Estimated Time Requirements
We estimate 13-55 Implementation Team members will attend nine monthly 1-1/2 hour meetings during the regular academic year. Additionally, we anticipate that team members will spend one to three hours each month preparing for meetings, meeting with division/department stakeholders, attending drop-in sessions with Institutional Research & Planning, and/or consulting with the Office of Equity.



Time Required Monthly

Number of Months Total Hours
Monthly Meeting 1.5 hours 9 13.5 hours
Meeting Prep 1 hour 9 9 hours
Meeting with Constituents 1-2 hours 9 9-18 hours
    Total Hours in 22-23 31.5-40.5


Meeting Dates and Times

13-55 Implementation Team members will meet on the second Friday of each month from 1-2:30PM during the academic year. The 2022-2023 dates are:
October 14
November 4 (*November 11 is a holiday)
December 9
January 20
February 10
March 10
April 28
May 12
June 9

"Brown Bag" Office Hours

Brown bag meetings will be on the first and third Tuesdays of the month from 2-3PM via Zoom and at noon on the Fridays prior to the 1PM 13-55 Team meetings.
Upcoming brown bag opportunities:
Friday, October 14 at 12PM 
Tuesday, October 18 at 2PM
Tuesday, November 1 at 2PM
Friday, November 4 at 12PM
Tuesday, November 15 at 2PM
Tuesday, December 6 at 2PM
Friday, December 9 at 12PM



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Office of Equity and Inclusion

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