Mission of Diversity, Equity & Inclusion (DEI)
Lower Columbia College celebrates and embraces diversity of all kinds, including differing beliefs, cultures, people, and experiences. We commit to institutional and individual changes that recognize, understand, and challenge patterns of social inequity and systemic disparities within our ever-changing world. As part of this commitment, we strive to strengthen practices involving student success, cultural enrichment, diversity education, curricular transformation, and employee development. We are dedicated to promoting an accessible, inclusive, and safe environment that fosters cultural competency, educational equity, and social justice for all students, staff, faculty, and our local and global communities.
DEI Update
Hi LCC Family:
Here is a quick update regarding DEI on our campus. I have received questions regarding funding for our LCC office and whether the Federal Executive Order has affected our work. The state funds us, so there is no current change in funding, and our work will continue. We are constantly meeting with our Assistant Attorneys General, Commissions, and the Executive Leadership Team to make necessary adjustments.
The AAG also advises that we continue to work on campus to serve our LCC population. We will continue to follow the college's policy regarding non-discrimination and all state and federal laws regarding non-discrimination.
If you have any further questions, please email me. The Executive Leadership Team (ELT) constantly monitors the situation and will share any information as it becomes available.
Thanks and have a great day.
Dan Ruiz
Executive Director of Diversity, Equity and Inclusion
Lower Columbia College
Longview, WA 98632
DEI Strategic Plan 2022-27
The Diversity, Equity, and Inclusion Strategic Plan 2022-27 priorities are listed below.
- Priority Area One: Develop a culture of safety and belonging for all
- Priority Area Two: Invest in a campus experience where all succeed
- Priority Area Three: Create a sustainable infrastructure to bolster continued DEI success
See page 3 of the plan for LCC's definitions of equity, diversity, and inclusion.
A diverse group of campus representatives available to determine a rapid and effective response to incidents of bias. See Bias Response Team.
Pursuant to SB 5227, community colleges in Washington are required to regularly administer campus climate assessments to students and employees, and post the findings.
Located on the 2nd floor of the Student Center, Room 201. See Campus Map.
- Events and Activities - focusing on diversity and equity for students and employees
Participate in diversity-focused events at Lower Columbia College. See Campus Calendars.
In addition to the "Diversity at LCC" training required of all new employees (to be replaced by "DEI in the Workplace - Higher Ed - All Employees" in September 2022), LCC's DEI training framework is a shared, collaborative effort between Human Resources, the Diversity and Equity Committee, and the Instructional Assessment Committee designed to provide both general and targeted training for employees.
See also: DEI Training Evaluation Reports.
Overview:
LCC has adopted the Search Advocate program. Established in 2008 by OSU, the Search
Advocate program enhances equity, validity, and diversity in hiring. Search Advocates
are LCC faculty and staff who are trained as search and selection process advisors.
Their preparation includes an 8 hour workshop addressing current research about implicit
bias, diversity, the changing legal landscape in hiring, inclusive employment principles,
practical strategies for each stage of the search process, and effective ways to be
an advocate on a search committee. As a quality assurance measure, advocates who
wish to remain eligible beyond the first year must attend 75% of the Search Advocate
quarterly meetings for the year.
Role:
Each Search Advocate is a non-voting member who advances inclusive excellence by asking
questions to help committee members test their thinking, identifying and promoting
practices that advance diversity and social justice, and minimizing the impacts of
cognitive and structural biases. As external committee members, advocates are able
to explore assumptions, norms, and practices that an internal member might not question.
The search advocate plays a vital role in position development, recruitment, screening,
interviews, and evaluation.
The work of the Search Advocate is intended to advance our principles of equity and diversity, as reflected in LCC’s
Workforce Diversity Plan:
Lower Columbia College is committed to hiring and retaining a workforce that reflects
the diversity of our student body. We strive to increase the diversity of our applicant
pools and ensure equity and inclusion throughout our recruitment process.
Pursuant to SB 5227, community colleges in Washington are required to conduct listening and feedback sessions in any year that campus climate assessments are not administered, and post the findings.
The Safe Zone Project is a new program on the LCC Campus that will offer a visible message of inclusion, affirmation, and support to lesbian, gay, bisexual, transgender, and queer (LGBTQ) people. Trainings will be available to help staff, faculty and students become more aware of the problems facing our students of diverse gender and sexualities and offer guidance on how to support those students.
Our curriculum is a three hour program provided through The Safe Zone Project.
Undocumented students in Washington state have the right to attend colleges and universities. Many qualify for state-funded financial aid because of the Washington Dream Act, also called the The Real Hope Act which was signed into law in 2014.
Learn more about who to contact at LCC, and policies and practices that protect LCC students.
Lower Columbia College is committed to hiring and retaining a workforce that reflects
the diversity of
our student body. Read the Lower Columbia College Workforce Diversity Plan for more information.
Campus Messages and Related Resources
Protected speech vs. unprotected speech
As we approach Election Day, we want to provide helpful information regarding protected speech, expressive activities, and tips for managing potentially emotional discussions that may arise in classrooms or other spaces on campus. We also want to remind you of resources available for reporting any concerns.
Under the First Amendment, all speech is generally protected, except for a few narrowly defined categories of unprotected speech. Protected speech includes expressive conduct, such as peaceful sit-ins, flag-burning as a form of protest, or symbolic attire expressing support for specific causes or values. However, certain types of speech do not receive protection under the First Amendment. These unprotected categories include obscene materials, speech that incites criminal acts, true threats, fighting words, and defamatory statements.
Definitions of Unprotected Speech:
- True Threats: For speech to qualify as a true threat, it must be a serious expression of intent to commit unlawful violence against a specific individual or group. This does not encompass political hyperbole, harsh criticism, or insults.
- Fighting Words: Fighting words are direct, personal insults likely to provoke immediate violence from the recipient. These are restricted due to their tendency to incite immediate, violent reactions and must be directed toward a person present at the time of the statement.
While the First Amendment grants broad protections, it does not guarantee the unrestricted right to express views at all times, in all places, or in any manner. Faculty members retain the ability to guide and refocus discussions to maintain relevance to course material and promote an environment conducive to learning. Additionally, the College enforces administrative rules regarding the use of college facilities for expressive activities, especially by noncollege groups, and these rules are neutral with respect to content but address time, place, and manner restrictions.
For those who may find discussions about current events challenging or emotionally charged, we encourage you to use your discretion to create an environment that respects diverse perspectives while maintaining a constructive and respectful dialogue. If any situations arise that require further support, please do not hesitate to reach out to the appropriate campus resources for guidance or to file a report if necessary.
Useful links
- Policy 605 - Facilities Use
- Chapter 132M-139 WAC Use of College Facilities - Expressive Activities
- Guidelines for Expressive Activities
- Employee guidelines regarding “Ethics and Political Campaigning” from Kendra Sprague (LCC employee access only)
- Bias Response Team. LCC's Bias Response Team (BRT) consists of a diverse group of campus representatives who are available to determine a rapid and effective response to incidents of bias and offer broader prevention and educational strategies
- Make a Report. If you observe or experience harassment or discrimination, bias, or other misconduct, please 'Make a Report' using the form below. Your report will route to the appropriate personnel, who will respond to your concerns in a timely and as private manner as possible.
- Advice for faculty on how to help students during the election
Contacts
Employee questions
Human Resources: hr@lowercolumbia.edu
Safety and Security, or Student Conduct
Jason Arrowsmith, Director of Security: jarrowsmith@lowercolumbia.edu
Instructor support and questions
Dan Ruiz, Executive Director of Diversity, Equity and Inclusion: druiz@lowercolumbia.edu
As we approach the upcoming election, it’s important that we foster an environment of support, kindness, and well-being for all members of our campus community—students, staff, and faculty alike. Elections can often bring heightened emotions and stress, so we’d like to share a few resources to help guide us through this time with care and respect for one another.
Mental Health and Well-Being Resources
We encourage everyone to take advantage of the college's mental health services during this time. These include:
- Counseling Services
- Employee Assistance Program
- Election Anxiety-Resources to help with election anxiety
- Pre-Election Support & Resource Guide for Employees -Employees can always visit the EAP webpage for more information about the EAP and the resources available. Our org code is LCC.
Safe and Respectful Dialogue
Engaging in respectful conversations is key during election season. Here are a few resources to help promote positive discussions:
- Guide to Respectful Dialogue – From Ohio State University
- Calling in, instead of calling out – from American University’s Center for Teaching.
Extend kindness
There may be students in your class, that, regardless of the outcome, will experience feelings of grief or stress. Work with them, and their care team to offer coordinated care to ensure their success in this term.
Let’s commit to maintaining a culture of care, kindness, and understanding as a community. By doing so, we can support one another during this pivotal time.
~Signed by the Diversity and Equity Committee and Executive Leadership Team members
All Are Welcome!
Lower Columbia College does not discriminate on the basis of sex and prohibits sex discrimination in any education program or activity that it operates, as required by Title IX, including in admission and employment. Lower Columbia College provides equal opportunity in education and employment and does not discriminate on the basis of race, color, national origin, citizenship or immigration status, age, perceived or actual physical or mental disability, pregnancy, genetic information, sex, sexual orientation, gender identity, marital status, creed, religion, veteran or military status, or use of a trained guide dog or service animal as required by Title VI of the Civil Rights Act of 1964, Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, Sections 504 and 508 of the Rehabilitation Act of 1973, the Americans with Disabilities Act and ADA Amendment Act, the Age Discrimination Act of 1975, the Violence Against Women Reauthorization Act and Washington State's Law Against Discrimination, Chapter 49.60 RCW and their implementing regulations. All inquiries regarding compliance with Title IX, access, equal opportunity and/or grievance procedures should be directed to Vice President of Foundation, HR & Legal Affairs, 1600 Maple Street, PO Box 3010, Longview, WA 98632, title9@lowercolumbia.edu, Phone number, (360) 442-2120, Phone number/TTY (800) 833-6388. The notice of nondiscrimination is located at https://lowercolumbia.edu/disclosure/non-discrimination/.