Group of BIPOC Manhattanville students smiling

Diversity, Equity, and Inclusion

Building and Inclusive Community at Manhattanville

At Manhattanville, our mission is to educate students to be ethically and socially responsible leaders in a global community. We are committed to providing a diverse, inclusive, and nurturing environment in order to inspire students’ commitment to global service and leadership.

We are very proud that throughout much of our history we have embraced and valued diversity and inclusion. This dates back to 1938, when then Manhattanville College president, Mother Grace Dammann, offered a passionate defense of the decision to admit the College’s first African American student. Her letter condemning racial discrimination remains a defining characteristic of who we are and what we continually work towards.

We maintain an unwavering commitment to continually developing a community where diversity is embraced, inclusiveness is practiced, and equity is intentionally sought. Our community is enriched by diversity in all its forms including identity characteristics such as age, disability, sex, race, ethnicity, religion/spiritual tradition, gender identity and expression, sexual identity, veteran status, job status or socioeconomic class, nation of origin, language spoken, documentation status, personal appearance and political beliefs. Simply put we are better because of the talents and experiences of our diverse community.

Supporting our Community as Middle East Crisis Continues

Statement and Resources

The Inclusive Excellence Framework

The Division of Diversity, Equity, Inclusion adopted AAC&U’s Inclusive Excellence Framework as a guide in rethinking the Roadmap towards achieving Diversity, Equity, and Inclusion. The Inclusive Excellence Framework expands on the original document and integrates DEI throughout the community.  The framework outlines and describes five dimensions or key indicators of inclusive excellence.  Institutions can then connect quantitative metrics to each indicator to measure success.  This office will work closely with Institutional Effectiveness and others in identifying those metrics and collecting baseline data. Each dimension is listed and described as follows:

Access and Success: This dimension focuses on the composition and retention of historically underrepresented students, faculty, and staff as well as specific programs designed to aid in the retention of these populations.


Education and Scholarship: The acquisition of knowledge about diverse groups and cultures; an enhanced sense of ethnic, racial, and cultural identity.


Climate and Interpersonal Relationships: The development of psychological and behavioral climate supportive of all members of the community.


Community Engagement: Providing opportunities for individuals to participate in meaningful ways by reducing barriers and creating connections.


Infrastructure and Investment: This dimension refers to the policies, resources, organizational and communication structures, and performance measures that inform and enable an intentionally inclusive, equitable, and innovative organization.

By the Numbers

Our diverse student body:


Students of Color


Hispanic/Latino students


First Generation


States and territories represented


Countries represented

Read Our Recent Newsletters

The Beacon September 2023

The Beacon June 2023


An Inclusive Community Enriched by Diversity

Black Resistance - What it means at Manhattanville

A US Department of Education Hispanic Serving Institution 

classroom photo


Community Building at Manhattanville  

At Manhattanville College, we believe that building a strong community requires a commitment to inclusion and diversity. We strive to create an environment where all members of our community feel valued, respected, and supported. Through our inclusive initiatives and programs, we work towards fostering a sense of belonging for everyone at Manhattanville.
Reid Castle at Manhattanville
Title IX at Manhattanville
Title IX of the Education Amendment of 1972 protects people from discrimination based on gender in education programs or activities which receive Federal financial assistance. 
Center for Inclusion
The Center for Inclusion (CFI) at Manhattanville: Dedicated to promoting equity and inclusion

The Center for Inclusion (CFI) at Manhattanville College is dedicated to promoting equity and inclusion throughout the campus community. Our center provides resources, education, and programming to support individuals from diverse backgrounds and foster a welcoming environment for all.

Clark Center
The Clark Center

The Clark Center at Manhattanville College is a hub for community service and leadership development. Our center offers a variety of resources and programs to empower students and alumni to create positive change in their communities and beyond.

President’s Council on Diversity, Equity, and Inclusion

Established in 2020, the President Council on Diversity, Equity, and Inclusion works to build and sustain diversity, equity, and inclusion across the campus so that all members of the community realize the educational benefits.  In 2023, President Frank Sanchez emphasized AACU’s framework for inclusive excellence where diversity, equity, and inclusion are situated at the core of institutional functioning and integrated throughout the campus community. To that end the Council is charged with: Assessing campus climate in partnership with the Institutional Effectiveness Office Recommending metrics and benchmarks to fully embody inclusive excellence. Identifying policies or organizational actions which impede equity and inclusivity; recommend changes. Supporting strategic initiatives that foster a climate of diversity, equity, and inclusion. Reviewing and highlighting best practices and insights on DEI across campus Identifying DEI champions for recognition.  




Our DEI Council members for 23-24 include: 

Dr. Cindy Porter, VP of Diversity, Equity & Community Building

Carleigh Brower, Director, Center for Academic Writing and Composition/Center for Teaching, Learning, and Scholarship

Catherine Boozang-Hill, Director, Center for Inclusion

Cara Cea, Senior Communications Officer

Loren Ciardullo, Chief of Staff/ Secretary of the Board

Mary Coakley Fields, Assistant Professor, Literacy Department, School of Education

Valerie Daley, Associate Director, Financial Aid

Amanda Delerme, Lab and Clinical Coordinator/School of Nursing & Health Sciences

Craig Donnelly, Director, Sr. Mary T. Clark Center for Religion & Social Justice

Christine Farrugia, Assistant Provost of Institutional Effectiveness

Joseph Gaines, Director, Center for Student Accessibility

Kendra Henry, Assistant Director, Financial Aid

Dr. Susan Iverson, Professor and Director of Doctoral Program in Educational Leadership

Em Lebow, Associate Registrar

Greisi Luciano, Compliance Specialist/ School of Nursing & Health Sciences

Paula Moskowitz, Head of Library Instruction and Diverse Populations

Nayma Qayum, Associate Professor, Political Science, & Global and International Studies

Kaitlyn (Kaiti) Reid-Saunders, Associate Director, Student Life

Zoraima Rosario-Rolon, Doctoral Student representative

Samantha White, Assistant Professor, Sports Studies



Understanding and Responding to Bias

Manhattanville has a team in place to address incidents of bias, the Bias Education Response Team (BERT). Read more below.
Responding to Bias


Manhattanville College is committed to maintaining and nurturing a community of inclusivity where every member is valued.  Dating back to 1938 when former College President, Mother Grace Dammann, affirmed the right of the first African-American student to be admitted to this institution, Manhattanville College has stood for a commitment to the inclusion and celebration of the diverse backgrounds, cultures, experiences, and perspectives of our community members.

Our community is committed to maintaining an inclusive campus climate, yet we recognize that incidents of bias and hate have occurred to and are committed by our community members. When this happens, we want our students, staff, and faculty to fully understand their options for support and to be aware of established procedures for reporting and responding to such behaviors.

Bias incidents can be very upsetting to not only the targeted person but also to the whole community. At Manhattanville, the Bias Education Response Team (BERT) is made up of team members who are trained on issues related to bias response. The team also serves as a clearinghouse for reported incidents of bias.  

To file a bias incident report, please click here

Understanding Bias


The free expression of ideas, even those that may be unpopular or controversial, is an essential part of a vibrant, diverse community. Problems arise, however, when members of a community act on biases that are based on fear, misunderstanding, or dislike of a certain group of people. The College’s policy on Non-discrimination and Harassment provides guidance and reporting information for those who believe they have experienced discrimination and/or harassment as employees, applicants for employment, volunteers, students, or applicants for admission on the basis of their perceived age, race, creed, color, religion, national origin, immigration or citizenship status, ethnicity, sexual orientation, military status, sex, gender, disability, predisposing genetic characteristics, criminal conviction, marital status, familial status, domestic violence victim status, gender identity, or transgender identity.

Behavior reflecting negative bias that is directed against or that targets an individual or group based on the perceived or actual characteristics listed above, but which does not meet the Federal and State statutes covered by the College’s Policy on Non-Discrimination and Harassment, can still cause harm to individuals and the community. Such harmful behaviors run counter to the mission and values of Manhattanville College. These bias behaviors can include oral, written or visual use of degrading language or stereotypes, insults which, intentionally or not, communicate hostile or derogatory messages to persons based solely on their perceived identity. 

DEI Events

Contact Us

  • Cindy Long Porter, EdD, Vice President of Diversity, Equity, and Community Building

    Reid Castle