Fullerton College
PA-7: Support for Underrepresented Groups

Fullerton College affirms that Black Lives Matter and commits to an antiracist paradigm. We acknowledge that systems of higher education were built on tenets of white supremacy, racism, and associated values. These tenets continue to exist in our society and in our College. For too long this racist ideology has been intricately woven in policies, pedagogy, and common practices for serving students. Further, systems of racism and inequity shape the lived experiences of BIPOC (Black, Indigenous or People of Color) students, faculty, and staff. These truths impact our institutional culture and prevent us from actualizing the Fullerton College vision to transform lives and inspire positive change in the world. To fully realize this vision, we must dismantle anti-Blackness, systemic racism, and all interlocking systems of oppression. It is from this understanding that we pledge the following: We Shall: • Engage in critical reflection to identify how anti-Blackness and racism are perpetuated in our practices, policies and beliefs. • Infuse into and support cultural relevance in our pedagogies, actions, policies, and beliefs. • Devise a comprehensive strategy for addressing anti-Blackness and racism. • Lift Black voices and provide affirmation, support and resources for students, faculty and staff. • Enhance support for our students, faculty, and staff who are experiencing pain or trauma related to racial injustice. • Challenge and revise policies and practices to honor the dignity of each student, faculty and staff. • Strengthen our efforts to recruit and hire Black, Indigenous and People of Color in all areas of the college. • Create a culture in which Black, Indigenous and People of Color receive ongoing support to thrive and advance professionally. We stand together in this journey for equity and justice and must continually educate ourselves on best practices in anti-racism work to embody the change we are hoping to enact. We call on our colleagues to endorse this statement, mindful that such an endorsement carries with it the responsibility to engage in anti-racism work every day. Collectively, we believe that our contributions and commitments will ensure that past, current, and future Hornets are all equally proud to call Fullerton College home.

https://www.fullcoll.edu/wp-content/uploads/2020/11/Fullerton-College_AntiRacism-Statement_PAC-Oct-28.pdf

District’s Discrimination Response Protocol:

The District’s Protocol is described in Board Policies 3410, 3430, 3540, and Administrative Procedures 3410, 3434, and 3540. The procedure most often used when responding to a complaint of discrimination is AP 3410, which describes the protocol for both discrimination and harassment complaints. Discrimination and harassment complaints include all protected categories under federal and state law.

Title IX complaints are processed through AP 3434, which are limited to complaints that meet the Title IX definition of sexual harassment. Sexual harassment complaints that do not meet the Title IX definition are processed through AP 3410.

The above Board Policies and Procedures can be found at the following link:
https://nocccd.edu/policies-and-procedures

Examples of actions taken in the previous three years include:

Students – Student respondents who have been found to violate the District’s Discrimination policies/procedures have either received written warnings, required trainings, probation, suspension, or expulsions. Victims of sexual harassment or assault have been provided accommodations, referrals and/or resources. Student complainants with disabilities have in some instances had their accommodations revised.

Employees – Employee Respondents who been found to violate the District’s Discrimination policies/procedures have either received verbal warnings, written warnings, required trainings, leave with pay, or leave without pay. Victims of sexual harassment or assault have been offered accommodations, referrals, and/or resources.

It should be noted that all allegations are looked into once the District is put on notice of an allegation of discrimination or harassment even if a formal complaint has not been filed. The District has identified the officer responsible for receiving and processing discrimination and harassment complaints at the District as the Vice Chancellor for Human Resources.

The District has investigated 72 discrimination and harassment complaints in the last three years (2019-2022). For information on the number of discrimination and harassment complaints investigated at the campus/college level contact the Title IX Coordinator on the campus.

The Office of Educational Partnerships and Outreach recruits underrepresented students to be supported by the college's Promise Program at local K-12 schools.

https://outreach.fullcoll.edu/
https://promise.fullcoll.edu/
https://outreach.fullcoll.edu/dual-enrollment/

The Student Development and Engagement Office offers multiple programs including Cadena Cultural Center, Grads to Be Program, LGBTQIA2S+ Resource Program, and Umoja Community Program to support underrepresented students.

https://sde.fullcoll.edu/

The District supports Affinity groups (Faculty Staff Associations) for Underrepresented faculty and staff. The current Faculty Staff Associations (FSA’s) include the:

Black FSA
Latino FSA
Asian/Pacific Islander FSA
Native American FSA
South-West Asian, North African FSA
Disability Advocates FSA

The FSA’s are organized under the District Office of Diversity and Compliance. The FSA’s are provided between $500-$1000 in financial assistance by the District each year to recruit members and to sponsor events. Each FSA also raises money through membership dues.

Information in the FSA’s can be accessed at the following link: https://nocccd.edu/faculty-and-staff-associations

The District also supports underrepresented faculty and staff indirectly through programs such as the Pluralism and Equity Series, which sponsors speakers who bring diverse voices and experiences to the campus; through the Diversity and Inclusion Faculty Fellows, which hires diverse faculty to work on diversifying faculty ranks and promoting culturally relevant teaching; through the Curriculum Transformation Seminar which provides faculty with tools to teach in a culturally relevant manner; and the Future Instructor Training Program which is designed to provide diverse graduate students training and experience to become Community College instructors.

The Teacher Pathway Program

https://educationalpartnerships.fullcoll.edu/teacher-pathway-program/