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Bryn Mawr College

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Athletics Antiracism Action Plan

The Department of Athletics and Physical Education continues its efforts to combat racism and injustice while focusing on diversity, equity, and inclusion. Coaches and athletics staff members have meet weekly since March of 2020 to reflect and learn about systemic racism, injustice and the social and cultural barriers facing BIPOC people. These discussions have set the groundwork for the Department’s on-going commitment to anti-racism and social justice work. We will continue to have these discussions.

Recruitment and Retention Practices

  • Student-athlete recruitment
    • We will continue to build our partnership with the office of admission to identify and recruit BIPOC student-athletes (immediate and on-going). A yearly review of sport recruiting plans will be conducted by the Director of Athletics (Annual and on-going).
    • We will develop a recruiting resource guide https://linktr.ee/brynmawrathletics for prospective student-athletes that will include (completed with on-going revisions and additions):
      • Campus resources about affinity groups, AMO’s, SAAC, Pensby Center
      • Off campus resources about lifestyle needs; Black and Brown owned businesses, (i.e., hair salons, restaurants, churches/mosques/synagogues, etc.)
      • Events on campus throughout the year that clubs/organizations are offering that recruits can attend during their official visits
      • Information about spots on campus that can be discussed on tours that support BIPOC students (i.e. ECC)
    • Create recruiting timelines for all varsity sports to assist prospective student-athletes to better understand the college recruitment process and how to access Bryn Mawr Athletics opportunities. One example is: https://gobrynmawr.com/sports/fh/2019-20/recruitingtimeline
  • Staff and faculty
    • We will develop and implement an inclusive staff and faculty recruitment, interview and hiring process, expanding our diverse hiring practices and collaborate with Human Resources and the Pensby Center on best practices.
      • We are committed to recruiting a diverse applicant pool for all open positions in the Department. The following strategies will be adopted:
        • All members of the Department are expected to develop connections with organizations within their respective sport or professional networks that support DEI and the advancement of BIPOC people into leadership positions (immediate and on-going).
        • All members of the Department are expected to maintain a list of networks throughout their employment at the College, that is included in their end of the year final report. These networks and/or individuals will serve as a resource in the event there is a position opening and assist in identifying a diverse applicant pool (immediate and on-going).
        • We will continue to post job openings to organizations, services and publications that support diversity recruitment and hiring (spring 2021).
          • All full-time faculty and staff searches will include two members of the student body, including one member of the Diversity and Inclusion Committee, will be invited to serve on every search for a full-time faculty or staff position.
      • We will conduct a staffing review of all full-time and part-time positions that will identify areas of need within the Department consistent with strengthening the student-athlete experience and providing opportunities for BIPOC staff/faculty hiring (completion by spring 2022).
        • Continue active investigation and pursuit of grant funded positions.
        • Partner with other college departments to develop a joint position that addresses an institutional need that overlaps with Athletics Department goals
        • Advocate for budget support of new position(s).
    • Physical Education and Fit Club Review
      • We will review our physical education and Fit Club curriculum and how to best utilize adjunct instructor resources to expand offerings. (spring 2021)
      • We will develop a PE Course workshop that focuses on establishing the best practices in areas of pedagogy and creating inclusive learning spaces for all students (spring/summer 2021).
  • Student employment
    • We will develop and implement an inclusive student recruitment, interview, and hiring process and collaborate with Human Resources and the Pensby center on best practices (completion by spring 2022)

Training and Development

  • We are committed to liaise with campus offices, notably the Penbsy Center, Civic Engagement, and the Deans Office to sponsor workshops and facilitated conversations for student-athletes, coaches, and staff focusing on Diversity, Equity and Inclusion (spring 2021 and on-going).
  • We are committed to creating a paid student coordinator position to work collaboratively with the Director of Athletics, SAAC leadership, and the NCAA athletics diversity and inclusion designee (ADID) in support of the Department’s efforts to advance anti-racism and social justice goals (fall 2021).

Community and Sense of Belonging

  • Voting/Voter Registration/Voter Education
    • We are committed to ongoing civic engagement, voter support and education.
      • Time frame - the next election cycle will not occur for 2 years; short term, we can work on establishing the infrastructure and educational resources necessary for meaningful engagement; long term, this is an ongoing commitment
  • Camps, clinics and tutoring
    • We are committed to supporting initiatives to offer sport clinics and outreach to underserved communities. Departmental resources and staff expertise and time will be available in the development and delivery of these activities (immediate and on-going).
      • We endorse and support the student-athlete led FastBreak Lacrosse initiative 
    • We are committed to support student-athlete lead community tutoring outreach (local and beyond). An example of these student-athlete’s efforts is Bronx Lacrosse, leadership provided by members of the 2021 lacrosse team.
    • Collaborate with the Civic Engagement Office and the Penbsy Center to create opportunities for coaches, athletics staff, and student-athletes to learn how to navigate the Black and brown low-income areas identified for outreach efforts. The priority is to recognize the power dynamic that is present and not to use the outreach to advance Bryn Mawr Athletics.
  • Alumnae/i Networking
    • We are committed to establishing and fostering a strong connection to our alumnae/i, with the purpose of offering to our current student body meaningful support and access to the broad expertise our alumnae/i can provide
      • Time frame - this will undoubtedly require support of our Alumnae Relations office, but can likely be initiated immediately; long term, these relationships will manifest and be maintained across all sports. The connections may be related to, but not limited to: career advice; emotional support; mentorship; personal and professional guidance.
  • We are committed to the development of on-campus relationships with those affinity groups whose main mission is anti-racism and social justice (on-going).
  • We are committed to expanding the partnership with DEI chairs of SAAC to ensure that our actions as a department are relevant, important, and effective (on-going)
  • We are committed to service, through on and off-campus collaboration, that will focus our efforts on togetherness and a sense of community (on-going)
  • Establish a Resource Fair for first-year student-athletes at the start of each semester that includes representatives from Affinity Groups, Penbsy, Civic Engagement and Deans Office (fall 2021)
  • We are committed to increasing support and on-going interactions throughout the academic year to support the goals of Bryn Mawr College Athlete Coalition (BMCAA). We recognize the vital role that a social and advocacy space is for BIPOC student-athletes (fall 2021).
  • We are committed to identify resources through the College budget process, NCAA Grants and Centennial Conference opportunities to sponsor presentations, workshops and open forums on a range of topics in support of anti-racism, diversity, equity, inclusion and social justice (immediately)
  • We are committed to supporting the Posse Retreat annually and have a representative group of coaches and staff attend each year. The theme of the Annual Posse Retreat will inform the ongoing work of the Athletics Department (spring 2021).

Communication and Transparency

  • In addition to the Director of Athletics and Physical Education and SAAC Advisor meeting with the Diversity and Inclusion Committee heads bimonthly, the Director of Athletics will send monthly updates via e-mail to all student-athletes regarding anti-racism and social justice efforts (immediate and on-going).
  • We are committed to promote programing and advocacy initiatives sponsored by SAAC, Athletics, other campus offices or external group regarding anti-racism, diversity, diversity, equity and inclusion in physical spaces in Schwartz, outdoor athletic facilities and on social media and the Athletics web site (immediate and on-going).
  • The Athletics Department will continue to use its voice to reaffirm its core values and support for community members whose identities have been targeted by racially motivated injustices (immediate and on-going).