Diversity & Inclusion

About the Office

Diversity & Inclusion Staff

Cornell Craig

Cornell L. Craig
Chief Diversity and Inclusion Officer (CDIO)
Pronouns: he/him

As the Chief Diversity and Inclusion Officer (CDIO), Cornell Craig provides vision and leadership in promoting an institutional culture that values and supports diversity and inclusion. He guides the University’s overall diversity and inclusion agenda by developing and facilitating strategies and structures that advance diversity and equity within campus units, in collaborations across campus, and through engagement of the surrounding communities.

Prior to joining Hofstra in 2019, Mr. Craig served as the Director of Multicultural Affairs and International Student Counselor at Bellarmine University (KY), and as the Assistant Dean of Diversity & Inclusion at Pace University (NY).

Mr. Craig has a Bachelor of Arts (BA) in Mass Communications from Southern Illinois University (SIU-Carbondale) and a Master of Business Administration (MBA) from Bellarmine University.

Graduate Assistant
Jeannie Alonzo
Pronouns: he/him
Field of Graduate Study: Industrial/Organizational Psychology

Council on Diversity and Inclusion

Background | Assessment


The Council on Diversity and Inclusion (CODI) was formed to develop and manage the implementation of Hofstra’s Diversity Strategic Plan. Members of the council are representative of a cross section of the University and are invested in diversity. The council is charged with assessing the University’s diversity and inclusion initiatives through individual, departmental, and institutional reflection. It seeks to facilitate a campus environment supportive of all individuals and groups, and it serves as a forum for open, honest discussion of equity and inclusion on campus. As it works to understand both areas of strength and issues that negatively affect the campus culture, the council will make recommendations for actions that remove biases and barriers to success.


The council will assess – through inventory/survey questions and responses – diversity and inclusion initiatives at the school, department, and unit levels. The inventory will promote personal and institutional reflection, help measure existing diversity and inclusion initiatives, and bring attention to deficiencies. The information derived from the inventory will be foundational in creating specific strategies for improving access, diversity, and inclusion within individual units and across the University. Ideally, use of this inventory will encourage dialogue and ideation related to equitable opportunities and efforts within schools, departments, and units.

CODI will subsequently work with individual units to assist in creating unique diversity strategies to address specific needs, interests, and concerns that tie in to the University’s Diversity Strategic Plan.

As related to the diversity inventory and strategic planning process, traditionally underrepresented groups include but are not limited to people of color; women; people with disabilities; lesbian, gay, bisexual, and transgender people; people born outside of the United States; people from disadvantaged socioeconomic status; nontraditional students; first-generation students; and other groups currently or historically underrepresented or marginalized within a particular discipline, school, or departmental unit.