Columbia Alumni Association Task Force On Belonging Cited .
Columbia Alumni AssociationTask Force on BelongingCited Appendices
REPORT AND RECOMMENDATIONSOF THE CAA TASK FORCE ON BELONGINGCITED APPENDICESCONTENTSA.B.C.D.E.F.G.H.I.J.K.L.M.Peer Institutions SurveyPeer Institutions Survey ResponsesTask Force One PagerTask Force MembershipCAA Opportunities for Engagement PresentationSurveyFocus Group InvitationFocus Group Feedback PresentationSIG Feedback QuestionnaireSIG Feedback PresentationSurvey Feedback PresentationSmall Group Meeting #1 FeedbackSmall Group Meeting #2 Feedback
APPENDIX A -Peer Institutions SurveyDiversity, Equity, and Inclusion FeedbackAs the Columbia Alumni Association works to launch our Task Force on Belonging weappreciate any insight you may be able to share regarding work your institutions have done toaddress the diversity, inclusivity, and equity of your organizations.NameYour answerInstitutionYour answerWhat initiatives and/or task forces have your organization launched to access andaddress questions of diversity, equity, and inclusion?Your answerHow did you engage alumni and volunteers in this process?Your answerWhat data analysis and/or surveys were completed as part of this process?Your wform[5/26/2021 4:44:31 PM]
Diversity, Equity, and Inclusion FeedbackWhat was the outcome of this work?Your answerIs this anything you wish you had done differently throughout this process?Your answerSubmitNever submit passwords through Google Forms.This form was created inside of LionMail. Report /viewform[5/26/2021 4:44:31 PM]
APPENDIX B- Peer Institutions Survey ResponsesAWhat initiatives and/or task forces haveyour organization launched to access andaddress questions of diversity, equity, and1 inclusion?Currently have a university committee thatmeets monthly on this topic. Name isUniversity Committee on Diversity, Equity &Inclusion. This committee has been aroundsince 2006 and is made up of representativesfrom around campus. All of ourschool/colleges have representatives, as wellas athletics, alumni, student life, careerservices, admission, etc. Over the years wehave had community volunteers on thecommittee, but not consistently. They have anannual award (Champion of Diversity andInclusion.name is probably going to change toinclude Equity) that they present, and they workon general programming for campus, but ofcourse this programming has ramped up in the2 past 2 months.The Alumni Task Force on DEI was formed in2015 and delivered a report to the board chair,who then delivered it to the president. Weconvened the 2018-2019 and 2019-2020 DEIworking groups, held a conference, organizedevents of interest to alumni from diversebackgrounds and events that showed the valueof diversity (a workshop with the Medici group,for example).3The university has formed a Diversity Councilwith representatives from each School, theCollege of Arts and Sciences, and several otherunits; the chancellor appointed a Commissionon History, Race, and a Way Forward; theuniversity's new strategic plan has 8 strategicinitiatives and purposely, the #1 is "Build ourCommunity Together."4Diversity and Inclusion is one of our corevalues. We have a full time AssociateDirectory for Diversity and Inclusion. Her workfocuses on Diversity and Inclusion andinternational programming for students andalumni. This position has been in place since1994. We also dedicated an entire issue of ourmembers only magazine to diversity and5 inclusion last fall.We have had a long-standing Diversity, Equity,Inclusion and Justice staff committee and aDiversity Committee of our Board of Directors.Most of our focus has been on "diversity,"though now we're beginning to explore moreabout the true meaning of and how to be"inclusive."6The Alumni Association Board of Governorshas a permanent sub-committee called theMulticultural Activities Committee that focuseson Diversity, Equity and Inclusion strategy foralumni communities. Over the years thiscommittee has worked with staff members ondeveloping and implementing programs andinitiatives that promote collaborations betweenAffinity groups and regional club communities.This year the Multicultural Activities Committeehas developed a survey for HistoricallyUnderrepresented Group alumni communitymembers. This survey will provide the insightneeded to develop a long term DE&I strategyfor the Alumni Association.BCHow did you engage alumni and volunteers What data analysis and/or surveys werein this process?completed as part of this process?DWhat was the outcome of this work?EIs this anything you wish you had donedifferently throughout this process?We have engaged our Black Alumni Club,None. we should have in hindsight!!Pride Alumni Club and Latinx in programmingconversations. In addition, we have hostedfour virtual alumni events all dealing with theconversation of DEI. Our first one was in April2020, prior to the protests. The second part ofour April event just happened to be schedule 2weeks into the protests. Topics: CulturalHumility During Covid-19; part 1 (April), RacialInjustice: Continuing the Conversation; part 2(June), LGBTQ Legal Rights in the PostKennedy Era (June), and Fostering Belongingin the Workplace (July). All of these programswere led by alumni and/or current faculty. Weare continuing to work with alumni to figure outnext steps.A great connection with our alumni speakerswho we may not have had other engagementopportunities with. Timely topics, that haveengaged alumni that have not participated inthe past with our office.Surveyed our alumni after each event!There were 2 surveys of our top alumni leaders-- a little more than 1,000, I recall. This cohortis described in the 2017 report of the AlumniTask Force on DEI, which is on the websitepreviously cited.Identified young alumni and alumni fromdiverse backgrounds as potential alumnileaders, developed a communications toolkitand a DEI-specific toolkit, developedprograms that focus on self-reflection andsharing stories, organized programs.I would have liked to have: (i) worked closelywith University president to respond to the2017 report of the Alumni Task Force on DEI,(ii) communicated more often with alumniabout the Alumni Association's DEI work andamplified the university's DEI work, especiallyto alumni interested in DEI work.The best advice I received about advancingDEI was to start first with the alumniassociation staff, before working with theAlumni Association board. I wished I hadstarted earlier with the staff.With regard to working to advance DEI with theAlumni Association board, I should haveinvolved board members in planning thesession on working across differences. Thecontent was good but the trainer was not wellreceived, in part because board members hadnot been involved in the planning.I also learned that if you organize committees,you will get reports and recommendations butno action. You need to make sure that thecommittee's charge includes execution.Our association has had a very successfulBlack Alumni Reunion for the past 40 years our largest affinity reunion. BAR meets overseveral days with a wide range of programs(e.g. awards, scholarships, mentoring, social,homecoming football game, etc.). BAR alsocreated a society which takes advantage ofthe General Alumni Association'sself-governance to raise funds scholarshipsfor Black studentsOur association staff responded to anassociation staff created a questionnaire toassess how we think we're doing in exactly thespaces you are examining. We also havecompiled data on under represented minorityalumni among all university alumni.The university is xxxx years old and there isOutcomes to be determined over time. Oursuccess has assured diverse representation on much that could/should have been differentlythe association's board and among association over those years.award recipients.We have a Multicultural Alumni Council thatmeets several times a year to assist with ourprogrammatic efforts and serves as anadvisory council.Not applicable as this position has been inexistence since 1994.N/AN/AOur Board regularly discusses this as part oftheir meetings and are considering work theycan do together to learn more about socialjustice. Already 12 or our 23 elected Boardmembers are minority. I've been meeting withleaders of our minority (Black, Latinx, AsianPacific Islander, International and LGBTQ)alumni groups to get their input on futureplanning and programming.The Alumni Association Board of GovernorsMulticultural Affairs committee and the AlumniClass Leaders Board are comprised of alumnivolunteers.Nothing yetWe have incentivized cross-communitycollaboration on Diversity themedevents and initiatives that engage alumni of allbackgrounds by providing a financial subsidy.This initiative has resulted in our AffinityGroups and Regional Club communitiescollaborating on a number of events over theyears focused on social justice issues and racerelations in the U.S.I only started at 10 months ago. I will say thatupon my arrival I wish there had been anAlumni Relations survey done in the past of theHistorically Underrepresented Group alumni.We had surveyed these communities in thepast but these surveys were done inconjunction with our last campaign effort andfocused on philanthropy and Affinity Groupaffiliation (not all Historically UnderrepresentedGroup alumni have a strong affiliation with theiraffinity/shared interest groups).We are working on a survey that will go out toHistorically Underrepresented Group alumniwhich will go out this fallWe also have an Alumni Class Leaders Boardthat has developed DE&I guidelines for ourclass communities.This past year our department established aDE&I taskforce to address how we incorporatediversity, equity, and inclusion in our businesspractices for our internal (staff) and external(alumni) communities.789The university has a President's Council onSee above.Diversity and Inclusion, which includes analumni cluster. We also have a divisionalcommittee who works in alignment. The AlumniBoard has begun their own journey of selfeducation with a series of conversations aboutsystemic racism and our role as a board.Our Advancement group has its own DiversityCommittee, which is a volunteer group thathelps to advise senior staff and producesprofessional development events throughoutthe year: speakers, a book club, an internalnewsletter.The university utilized some original dataPlan for Inclusive Excellence, which can becollections as well as climate surveys to inform found on our website.their work.Not at all. It's entirely an internal group. We've None.been debating what we should do externally forsome time, but to no conclusions so far.We've set aside our monthly Advancementstaff meeting for August to do a two-hourworkshop with staff on DEI. It's next week.There is consensus that we may haveprioritized differently with regards to certainareas.I wish we'd jumped earlier to do the simplestuff: issue a simple statement in support ofBLM and/or create a statement that staffmembers could voluntarily sign on to. I likedthat staffers created a social media graphicthat staff members could choose to post ontheir personal feeds, saying that they worked atthe Alumni Association and were supportive ofBlack Lives.
AWe have a staff of 4 and a Board Committee10We have just launched an internal DEI taskforce at the Foundation. A survey is also beingconducted so that the DEI task force has abenchmark for building their12 programs/initiatives.We previously had an internal Equity teamfocused on talent management within theFoundation. We also previously had anInclusion and Diversity Committee for thealumni board. We have since launched aFoundation/Association-wide task force thatwill focus on engaging alumni of color and willbe very intentional with their work through13 established metrics.Affinity Groups/Programs15Csurveys, data collected over the past 4 yearsTo date, only qualitative. I believe that as weBeginning three years ago with the rehire of ourDirector of Diverse Alumni Engagement, weundergo staff training we will be taking anundertook a series of focus groups with alumniinventory.in metro areas with the highest concentration ofdiverse (African-American, Latinx, NativeAmerican, Asian American) alumni. For us thatwas Milwaukee, Chicago, Atlanta, Washington,6 Council members participate each year in theDC.Diverse Alumni Engagement work group andAlso three years ago, I started a work group as provide insights and direction to the programpart of my alumni advisory council to address strategies for that area of our organizations'engagement work.issues of diversity and diverse alumniengagement.The Board Work Group includes approximatelyJust recently, the governing board of our parent 10 board members who are in two subgroups:Internal goals (recruitment, retention, policies,organization launched a work group foretc.) and External goals (engagement,Diversity and Inclusion.philanthropy, values, messaging). Groups havebeen tasked to have a plan ready by AugustIn more of a personal development journey, I30.and my leadership team are reading anddiscussing White Fragility by Robin DiAngelo.1114BThrough a committee formed by the Board has representation from network leaders,students, staff, facultyFor the focus groups, we asked a series ofquestions to gather qualitative feedback fromthem about their student experience, alumniexperience, disappointments in the institutionand alumni association and hopes / areas ofpassion for future engagement.DMultiple types of programs in multiple venuesand heavy utilization of technologyThe focus group responses informed a threeyear strategic engagement plan for diversealumni. We have seen engagement and affinityscores among Black and Latinx alumniincrease since new strategies have been put inplace (monthly e-newsletter highlightingaccomplishments of diverse students, alumniand fac/staff; engagement opportunitiesspecifically for diverse alumni communities;intentional opportunities to network with andmentor current students; collaboration withcampus programs on joint programs;increasing diversity of alumni advisory council).EI wish we would have started the organizationalconversations much earlier. I would find valuein a quantitative survey or instrument to guideour work as well.The outcomes of the Council work group havebeen participating in networking events withstudents, participating in engagement activitiesin their local areas, advising on engagementstrategy, and advising me and my team on howto improve in these areas.The outcomes of the Board work group are yetto be determined but deliverables include anorganizational road map for diversity andinclusion, with goals and milestones to whichwe will be held accountable; additional trainingfor staff; and a values statement/communityprinciples for volunteers and donors.We have selected a few key volunteers toparticipate in the survey and feedback groupsHistorical data in our data base, and creating a in processsurveyThe alumni board tasked volunteers topopulate the Inclusion and DiversityCommittee. Our equity committee has aFoundation Board committee that they areworking with. Both alumni committees will beinvolved in the staff-led task force.We previously conducted a survey throughSimpson Scarborough of all alumni, butfindings around race/ethnicity wereinconclusive.Steering CommitteesUnknownWe should have begun this soonerThe work is ongoing, but the early work that we I would have been more closely involved withdid over the past 5 years has created a culture the Board committee to provide greaterthat is supportive of this work.direction and support.Current Affinity Community consisting of 8I'm newer to the team so that's a bit difficult toAffinity Groups/Programs based on identify,answer as this time.industry and interestWe had a GG&A review of all alumni programs The outcomes were the university-wideNot at this point.across the university in 2017, and followed itstrategic plan, as well as the redefinition of thewith a Gallup Survey in 2018purpose and goal of our affinity program (moreof a tweaking than a complete overhaul).In 2016 we (development and alumni relations)launched a Roadmap for Diversity & Inclusion,which built upon the Univeristy's Roadmap.We acknowledged these roadmaps andincluded diversity, equity and inclusionpriorities, goals, and recommendations in theUniversity-Wide Alumni Engagement StrategicPlan which was just launched March 2020. Inaddition, we have created a task force withinthe operating board of the Alumni Associationto look at the strategic plan and ensure that theAlumni Association is aligned with it. Thisprocess is going on now with a report from thetask force due at the Annual Meeting inOctober.Alumni were involved in development of theUniversity-wide Alumni Engagement StrategicPlan, and actively involved in the AlumniAssociation Task ForceAfter months of consultation over the 20192020 academic year with 100s of members ofthe community, our first Strategic EDI Plan(2020-2025) was endorsed in April 2020 by theSenate and Board of Governors (i.e.,Trustees). This Plan will ensure that EDIconsiderations are accounted for in all coreUniversity activities, and sets out a range ofobjectives and measures that we will undertakeover the next five years. These measures willseek to enhance the diversity andrepresentativeness of our Universitycommunity while ensuring equitableopportunities and sense of inclusion andbelonging for all. Implications for UniversityAdvancement are embedded in several aspectsof the Plan, namely in funding opportunities, aswell as mentorship for underrepresentedpopulations.The process was established as a result of the See above - research was conducted to gatherwork put into place by the Board on thepolicies and processes from us and otherAssociation's strategic plan, one pillar of which institutions.is EDI. With the assistance and support of theCAO (my role), a subcommittee of the Boardundertook research into EDI plans and/orpolicies at other like-institutions, as well as ascan of EDI policies and processes. Actionitems and timelines were presented to theBoard for approval. The Board is in its first yearof carrying out its current strategic plan. (Theother pillars are support of current campaignand outreach to alumni leaders from regionaland constituent alumni groups.See above - strategic plan pillar related to EDIand later, the statement issued in June. Interms of mentorship opportunities, we aredeepening our outreach to alumni fromunderrepresented groups and investigating newplatforms to help with data collection andmatching. Underrepresented groups include,but are not restricted to: women, racialized andethnic persons, Indigenous peoples, personswith disabilities, persons of diverse sexualorientations or gender identities and/or personswith significant care responsibilities.Using existing diversity groups boards andorganizations to create structure and dialogueOngoing themed programming in partnershipwith faculty and other content experts for bothall alumni and more targeted diverse alumniaudiencesIn progressWe are fortunate to have an excellent EquityOffice, as well as a vibrant alumni communityto turn to for insight and collaboration - we're inthe early stages of carrying out plans andcreating change - too early to look back, justyet!The Alumni Association disseminated aStatement on Diversity and Inclusion in June2020 that supported the University’s statementon injustice and racism,and outlined the actions the alumni associationhas or intends to undertake relative torecruitment for governance roles, support ofthe University’s EDI Plan and a financialcommitment towards anti-racism initiativesundertaken by student groups and/or branch(regional) associations.1617ht//l groupiill p society and the Black AlumniSocietyiUniversity-wide task force on Equity, Diversityand Inclusion and anti-black racism is18 launching this fallThe initial task force report was done by theBoard of Trustees in 1988 which led to theestablishment of the Office of Minority AlumniProgram in 1990 which has been in existencesince (changing names to Diversity AlumniPrograms in 2011). Many initiatives havefollowed including the expansion of the identitybased alumni associations, and staff led19 programs, outreach, and engagement.Segmented and ongoing survey around issueof racism, policing, etcNot yet, but they will be. Consultations with the not known yetAlumni Association, and divisionally basedassociations will take placeAll of the volunteer organizations are alumniOngoing data analysis ofled. The chair of is always a sitting trustee.demographics/representation, alumni census,focus groups, etc. all over the past fewdecades.See above - ongoing.Don't know yet!A more inclusive charge from the beginning asthe initial efforts were mostly centered aroundBIPOC alumni and did not take a holisticapproach to diversity.
20AWe have launched a "Forum for Equity" -- aspeaker series engaging with issues ofsystemic racism and other issues of equityacross URMs. It may be that we will jointly runa few events aimed at encouraging dialogue inindustries that have somewhat notoriousreputations for racism and misogyny. We aresupporting our affinity groups and Clubs asthey develop and offer programming. We areencouraging our leadership volunteers to usetheir voices effectively on this topic when theysit on our governance committees like theCorporation and its committees.BEmail marketing, engaging with seniorvolunteer leaders in these communities onspeaker ideas, connecting with our InstituteCommunity and Equity Officer to ensurealignment. Our most recent past president ofthe alumni association is African-Americanand a champion for the effort.CWe are tracking metrics on the speaker seriesand will report out. We are watching andengaging with culture shifting efforts underwayat the Corporation level.Developing a resource hub for alumni; plan toNone yet; planning on it.do implicit bias training; Alumni Council21 addressing this in their committee structure.We have focused for three years in our board ALumni led the efforts. They are supported by We did initial analysis trying to understand theon DIB. After the Floyd murder we created astaff. I personally am involved with thedemographics of our volunteer ranks.working group on antiracism. In addition weantiracism working group.have a staff group focused on DIB in the office.22DEVisible commitment by the central Alumniso far, no -- but I am sure we have a long pathahead and much to learn.Association to this important dialogue.Stronger community connections as Clubs andaffinity groups work together to offer andmarket programming on these importanttopics. Otherwise it is too early to say, in myopinion.in progressThe data analysis informed the agendas of the Not yet.intitiatives. The initiatives themselves resultedin training and awareness building forvolunteers. Antiracism Working Group iscreating volunteer learning opportunities inprogram development, difficult conversationand personal narrative to drive belonging andaction,.Institutions Represented in Survey: American University, Brown University, Cornell University,Dartmouth, Harvard, Kansas State University, Johns Hopkins University, McGill University,Massachusetts Institute of Technology, The University of North Carolina General AlumniAssociation, University of California - Los Angeles, University of Chicago, University of Connecticut,University of Michigan, University of Oregon Alumni Association, University of the Pacific,University of Pennsylvania, University of Toronto, University of Wisconsin, Yale University
APPENDIX C- Task Force One PagerProposal for the Columbia Alumni Association’s Task Force on Belonging - As of 9.1.2020Task Force PurposeThe purpose of the CAA’s Task Force on Belonging (‘Task Force’) is to ensure that the Columbia AlumniAssociation and all of its related entities are accurately representative of, are welcoming to, foster a sense ofbelonging for, amplify the voices of and create a space for all members of the Columbia alumni communityTask Force CompositionThe Task Force shall be composed of members of the CAA Board, CAA club/SIG leaders, student leaders andalumni. The task force shall be supported by the Associate Director, Shared Interest Groups.Proposed ResponsibilitiesPrep Work - Summer 2020 Draft a census of the CAA board to ensure the leadership is representative of the alumni population. Gather feedback regarding similar task forces at peer institutions via phone calls and survey. Work internally to gather samples of CAA marketing and communications pieces, descriptions of CAAprograms and engagement opportunities, and roles and responsibilities for the CAA board, clubs andgroups. Consult with partners from the Office of Multicultural Affairs and University Life at the University. Invite potential task force members to participate.Meeting #1- September 23, 2020 Review purpose and scope of work of the task force. Share overview of programs, volunteer engagement, and marketing streams. Review what works well and what should be improved (from the task force’s perspective). Brainstorm questions and goals of an all-alumni survey.In between meetings Draft survey to be sent to all alumni. Schedule one on one or small group meetings with task force members to learn their own experiences andperceptions of belonging at Columbia.Meeting #2 - November 4, 2020 Review survey and communications plan for rollout through Alumni Voices and other channels. Recap and follow up on items from meeting #1.In between meetings Release survey and compile results.Meeting #3 - January 14, 2021 Review survey findings. Determine main themes to convene focus groups around.In between meetings Invitations to focus groups sent.Meeting #4- February 23, 2021 Training for focus groups facilitation.
Review focus groups composition.In between meetings Hold focus groupsMeeting #5- April 8, 2021 Review themes that emerge from focus groups. Outline themes, items to be included in an action plan.In between meetings Draft action plan with recommendations in line with the goals of CAA 2023 Strategic Plan, especiallysegmentation and personalization.Meeting #6- May 20, 2021 Finalize action plan to be presented to the CAA Board by the end of the academic year.Long Term Considerations Ensure awareness of identity-based activities and groups both within the CAA and share with theSchool-based alumni relations programs. Help facilitate the creation of opportunities for leaders rolling off of the boards of SIGs or School-basedidentity alumni groups. Create connections between CAA SIGs and School-based identity groups. Consider the creation of programming specifically designed to highlight the diversity of the CAA. Provide an alumni perspective in campus-wide discussions around diversity and inclusion. Help facilitate connections between SIGs and student identity-based groups as a means of transitioningstudents to alumni as referenced in the CAA 2023 Strategic Plan.
Appendix D - Task Force MembershipMembersRolando Acosta ’79CC, ’82LAWPrisca Bae ’00CCA’Lelia Bundles ’76JRNKenneth Catandella (Staff)Elisa Charters ’01SIPACarlos Cuevas ’05CC, ’12MPH, ’12SIPAGenna Farley Fleming (Staff)Keith Goggin ’91JRNTed Gregory ’74CCAlicia Guevara ’95CC, ’14BUSWanda Holland Greene ’89CC, ’91TCSitara Herur ’19GSMarvellous Iheukwumere ’14CCRiley Jones ’17CCElizabeth Kipp Giusti ’12CCGibson Knott (Staff)Peter Liang ’08BUSKatherine Liu ’21SEASDonna MacPhee ’89CC (Staff)Nick Mannino (Staff)Tania Martin-Mercado ’16SPSAlece Oxendine ’11SOAWill Plews-Ogan ’22GSAS, ’23LAWZoe Rumashu ’20JRNKiara Reed ’11GS, ’16BUS, ’16SIPABrandon Shi ’22CCLaura Thornton ’20SIPAJena Tumbleson ’19SIPA (Staff)Ying Yen ’95CCSchools/Units RepresentedColumbia Business SchoolColumbia CollegeColumbia Law SchoolColumbia School of the ArtsFu Foundation School of Engineering andApplied ScienceGraduate School of Arts and SciencesGraduate School of JournalismMailman School of Public HealthSchool of General StudiesSchool of International and Public AffairsSchool of Professional StudiesTeacher’s CollegeShared Interest Groups RepresentedAsian Columbia Alumni Association (ACAA)Black Alumni Council (BAC)Columbia PrideLatino Alumni Association of ColumbiaUniversity (LAACU)Membership BreakdownColumbia University Trustees - 3CAA Board Members - 7Recent Graduates/Students - 5School Volunteers - 4SIG/Global Club Leaders - 5Staff - 6
APPENDIX E- CAA Opportunities for Engagement PresentationCAA Task Force on BelongingVirtual MeetingWednesday, September 23, 20205:00 – 6:30 p.m. ESTOpportunities for EngagementCAA Task Force on BelongingMeeting #1
Programmatic Offerings CAA Signature Programs Columbia at HomeColumbia Connects (volunteer-led component)CAA at SundanceCAA at Tribeca Film FestivalCAA at Art BaselStem Day CAA Volunteer-Led Initiatives Columbia Alumni Leaders Experience/Weekend She Opened the Door
Programmatic Offerings CAA Arts Access CAA Partnership Programs (School-based Events andMeetings with School-based Alumni Associations) Columbia Alumni Center Events and Reception SpaceInformal Internal and External MeetingsWork/Meeting Space for AlumniServices Lounge, Library, Courtesy Office, Refreshments Assistance Exploring Alumni Benefits
Student-Alumni Programming The Columbia Way - Graduating Student ProgramSLAC InitiativesCU there!Free Lunch Fridays and Study BreaksStudent-sponsored EventsAlumni Club and SIG hosted Experiences for Students(holiday meals, send-offs, welcome events)
Regional Clubs and SIGs Global Programs Domestic Clubs International Clubs All-Ivy Programs (in conjunction with Ivyregional/SIGs) Share
K. Survey Feedback Presentation L. Small Group Meeting #1 Feedback M. Small Group Meeting #2 Feedback. A.Peer Institutions Survey. B.Peer Institutions Survey Responses. C.Task Force One Pager. D.Task Force Membership. E.CAA Opportunities for Engagement Presentation. F.Survey. G.Focus Group Invitation. H.Focus Group Feedback Presentation
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2018 3 Our Donors This year, a total of 6,572 alumni, friends, staff, faculty, and parents and 102 organizations supported the Institute through the VMI Alumni Agencies. As is customary, the majority of donors were alumni, but non-alumni donors made up almost 30 percent of this year’s total. 0 1000 2000 3000 4000 5000 Alumni*—4,636 (69.5%)
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