| Overall Rating | Silver |
|---|---|
| Overall Score | 45.28 |
| Liaison | Nina Bisbee |
| Submission Date | Sept. 22, 2023 |
Bryn Mawr College
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
Nina
Bisbee Director Facilities Services |
Does the institution have a diversity and equity committee, office, and/or officer tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights?:
Does the committee, office and/or officer focus on students, employees, or both?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Campus Partnership for Equity and Anti-Racism (CPEAR) is a central place to (1) review progress on high-priority actions, (2) offer problem-solving support and feedback to this work, and (3) create an additional channel of communication and transparency to the broader campus about these efforts.
CPEAR will support and amplify (not replace) the critical equity and anti-racism work of existing and future committees, groups, associations, clubs, departments and programs.
Charge to CPEAR
CPEAR will provide a diversity of perspectives to help guide and accelerate the progress of the administration, staff, students, and faculty as they implement equity and anti-racism actions and initiatives at the College and will provide a regular forum for assessing their impact.
CPEAR will:
Serve as a forum for building understanding and commitment among all members of the campus community as we work together toward equity and anti-racist action.
Share real-time feedback and varied perspectives on the implementation and planning of equity and anti-racist actions at the College.
Be a potential resource for staff, faculty, administrators, and students (or groups of these campus members) when problems, obstacles or opportunities arise in implementation.
Review progress on initiatives and assessment data, and provide feedback about areas for improvement or adjustment as a mechanism for supporting accountability.
Provide additional transparency for this work by serving as a communication link among students, faculty, staff, the administration, and the Board about the efforts underway to strengthen equity and anti-racism.
Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
New student orientation program for undergraduates explores living in diverse community and includes experiential activities and peer facilitated dialogue on identity and power. In addition, all first-year students are required to enroll in a semester-long course titled THRIVE, which includes substantial content on diversity, equity, inclusion, and anti-racism. New faculty orientation includes sessions on teaching students from diverse cultural and educational backgrounds. First-year faculty can participate in a year-long pedagogy seminar that continues discussion of these topics; most participate. New staff orientation includes sections on diversity and inclusion. From 2014-2019, the College held an annual Community Day of Learning (CDL) focused on topics such as race/ racism, class difference, and belonging; classes are cancelled and offices are closed so that all can attend. In 2020-2021 and at the request of students, the College replaced the CDL with a series of Teach-Ins that take place at multiple dates during the semester and are conceived of and offered by students, faculty, and/ or staff with administrative support from the President's Office. A number of other training resources are available including e-convenings offered by the Liberal Arts Colleges Racial Equity Leadership Alliance, and various on-line resources
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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