Equity & Inclusion

About the Office

Equity & 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.

Beenish Saeed

Beenish Saeed
Office/Program Administrator
Pronouns she/her

Beenish Saeed serves as the Office/Program Manager where she provides administrative and program management support for the office’s ongoing responsibilities and initiatives. Prior to joining Hofstra, Ms. Saeed served as a program director and office manager for the Islamic Center of Long Island. In her role as program director she managed office relations, memberships, and programs that supported over 500 active members. In addition to her professional experience, Ms. Saeed has been an active member of the Westbury community where she has offered her translation services to help bridge language barriers and cultural gaps in the local school communities. 

Ms. Saeed received her BS in Computer Science from the International Islamic University and her Associates in Nursing from Nassau Community College.

Aisha Wilson-Carter, Ed.D

Dr. Aisha Wilson-Carter serves as the university’s inaugural Associate Director of Equity and Inclusion where she provides expertise, consultative support, and oversight of the university’s strategic Diversity, Equity, and Inclusion (DEI) initiatives. Prior to accepting her new position, Aisha served as an adjunct faculty in Hofstra’s Writing Studies and Rhetoric department and Writing Center, along with being a lecturer at Columbia University. During her time in the Hofstra Writing Center, Aisha assisted tutors and students and led initiatives within the center to make DEI a focal point for development. 

Outside of her professional experiences, Aisha has been actively involved in the Long Island community. She is a Co-founder and Vice President of the Long Island Strong School Alliance, a nonprofit organization that aims to support policies that strengthen education in public schools with a focus on civic engagement, diversity, equity, and inclusion. 

Aisha received her BA in Mass Media Arts from Clark Atlanta University as well as her MFA in Creative Writing from City College of New York. She completed her Doctorate of Education in Educational Administration and Instructional Leadership at Saint John's University (NY).

Council on Equity 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.