Data and Reports


Campuswide Task Forces

During the 2022-2023 academic year, the campus concluded two university-wide councils dedicated to issues of diversity, equity, inclusion and justice – the Gender Equity Task Force (GETF) and the Anti-Racism in the Academy Task Force (ARATF). The sections below provide a high-level overview of each task force, their recommendations and links to full reports.

Gender Equity Task Force (GETF)

Gender Equity Task Force

The Gender Equity Task Force (GETF) began in April 2019 through senate resolution. The purpose of the task force was to develop recommendations for opportunities to increase equity across gender lines throughout our campus community. The GETF issued their final findings and recommendations to the president, CDEIO and Senate Executive Committee this year, followed by two townhalls hosted in the spring 2023 semester. Recommendations from the taskforce included: 

  1. Provide additional funding to the Office of Equity and Inclusion so that there is adequate staffing to support the implementation of best practices and policies.  
  2. Audit current CSUDH-specific Presidential Memorandums (PM) and Affirmative Action (AA) policies and assess their impact on gender equity. 
  3. Institutionalize equity-focused practices into employee searches and faculty/instructor PTE evaluations. 
  4. Institutionalize equity-focused incentives in promotions and employee evaluations.   
  5. Support the development of policies and practices for pregnant, parenting, and caretaking employees. 
  6. Reconsider the telecommuting policy with criteria for approval that incorporates best practices for gender equity. 

To view or read the full report and list of recommendations, please download the Gender Equity Task Force Report (Ocotber 2022) [PDF] 

Anti-Racism in the Academy Task Force (ARATF)

The Anti-Racism in the Academy Task Force (ARATF) was commissioned by the president in July of 2020 and was charged with identifying elements of racism within our campus by uncovering inconsistencies between our institutional mission and values and the actions of specific departments and divisions. The work of the committee included numerous focus groups, a climate assessment, a document analysis of anti-racism statements, and anti-racism workshops. The task force leaders presented their findings and recommendations to the campus this year during the February installment of Conversations That Matter. Recommendations included: 

  1. Launch recruitment efforts to increase the number of Black students at CSUDH. 
  2. Recognize, institutionalize, and adequately fund the Sisters United mentoring program. 
  3. Provide funding for a faculty advocate position on the CARE team. 
  4. Institute resource centers for American Indian; Latinx; Asian & Pacific Islander, Middle Eastern, and South Asian American (APIMESA) students, respectively. 
  5. Provide funding to support Black faculty recruitment. 
  6. Hire additional psychologist who are adequately trained and competent in addressing anti-Black racism, racial trauma, cultural sensitivity, and the socio-political concerns of CSUDH students. 
  7. Evaluate and modify retention, tenure and promotion (RTP) policies to expand include cultural taxation activities that can be documented as part of the review process including a recognition that cultural-identity taxation addresses both race and gender disparities 
  8. Partner and collaborate with local agencies and organizations that are committed to eliminating structural and institutional racism and promote anti-racist policy change and anti-racism discourse within the society. 
  9. Evaluate labor repression among staff seeking promotion and professional development opportunities. 

To view or read the full report and list of recommendations, please download the Anti-Racism in the Academy Task Force – Conversations that Matter Presentation [PPT] and Anti-Racism in the Academy Task Force Recommendations [PDF].