Overall Rating Gold - expired
Overall Score 70.54
Liaison Tavey Capps
Submission Date Oct. 18, 2013
Executive Letter Download

STARS v1.2

Duke University
PAE-8: Support Programs for Underrepresented Groups

Status Score Responsible Party
Complete 2.00 / 2.00 Tavey Capps
Environmental Sustainability Director
Office of the Executive Vice President
"---" indicates that no data was submitted for this field

Does the institution have mentoring, counseling, peer support, affinity groups, academic support programs, or other programs in place to support underrepresented groups on campus?:
Yes

A brief description of the programs sponsored by the institution to support underrepresented groups within the student body:

In order for students to embrace the diversity of the Duke campus and the world that surrounds them, they must first understand and embrace their own sense of identity.

The Division of Student Affairs recognizes this and features a variety of identity centers including the Women’s Center, the Mary Lou Williams Center for Black Culture, the Center for Lesbian, Gay, Bisexual and Transgender Life, the Multicultural Center, the International House and a variety of religious communities.

We take great pride in supporting the ‘Big-D’ Duke community as well as the variety of sub-communities that comprise it. We are well aware, however, of the challenges associated with supporting numerous individual identity groups while fostering inter-group interaction and a collective Duke student identity. That said, through our approach at Duke, we can uniquely and simultaneously celebrate and advance student differences and commonalities.
The Division of Student Affairs is committed to exposing students to and engaging them in the spirit and practice of multiculturalism and inclusion so that we may prepare them for their future in this ever-changing landscape of people, places and ideas. Through our efforts, we will promote cultural diversity through collaborative student-initiated events, faculty and staff led dialogue, social interaction and experiential learning.

http://diversity.duke.edu/atduke/centers.php


A brief description of the programs sponsored by the institution to support underrepresented groups within the faculty:

Commitment to faculty diversity -
In the provost's office, Dr. Nancy Allen serves as vice provost for faculty diversity and faculty development to track diversity issues. Jacqueline Looney, senior associate dean of the Graduate School, oversees black faculty diversity and development as associate vice provost for academic diversity.
http://provost.duke.edu/staff-directory/

Allen is chair of the Faculty Diversity Standing Committee, comprised of faculty and administrators from the university and medical campuses. A result of the work of both the Women's Initiative and the Task Force on Faculty Diversity, the committee oversees the Faculty Diversity Plan and compiles and analyzes data annually on recruitment, retention and promotions. Committee members serve three-year terms.

Faculty Mentoring Initiative
Mentoring is a critical component of supporting a diverse faculty. Launched in 2006, this initiative enumerates best practices for mentoring new and junior faculty. Department chairs and deans are expected to meet individually with junior faculty on an annual basis. Regular discussions concerning mentoring occur in departmental meetings and at Deans' Cabinet. Exit interviews of departing regular rank faculty include inquiry about the adequacy of mentoring during the faculty member's time at Duke.

http://diversity.duke.edu/initiatives/faculty.php


A brief description of the programs sponsored by the institution to support underrepresented groups within the staff:

Duke has a long-standing commitment to increasing the diversity in all parts of the university community – faculty, staff and student body.
Among the goals of its ongoing efforts:

* Increase minority student enrollment and recruit and retain diverse faculty and staff.
* Provide minority students, faculty and staff with the necessary support to succeed.
* Promote an academic and social environment where diversity can flourish.

As Duke grows more diverse, creating a climate of respect and inclusiveness for all is more important that ever. Complying with applicable employment laws is just the first step. Recognizing and appreciating the value of diversity and cross-cultural understanding is critical to Duke's mission of achieving "the best effort of all who are associated with the university."

The Diversity & Equity Program offers consultation and training designed to assist staff in deepening diversity awareness, enhancing skill development, and providing information related to a broad range of diversity topics, cross-cultural understanding, and institutional equity.

Services:
* Explore how diversity and inclusion can be integrated into existing performance tools such as the Balanced Scorecard, Six Sigma and Pay & Performance.
* Integrate diversity measures into performance review and goal setting practices.
* Design, facilitate and counsel an employee work group to support diversity awareness and education within the department.
* Facilitate workshops, retreats, and discussions related to diversity and inclusion.
* Identity and award Duke employees and teams who demonstrate leadership in the area of diversity & inclusion with a Semi annual EDI Award. (Equity, Diversity & Inclusion).

https://web.duke.edu/equity/
http://today.duke.edu/2003/04/awn0403.html
http://universitywomen.stanford.edu/reports/WomensInitiativeReport.pdf
http://diversity.duhs.duke.edu/


The website URL where more information about the programs in each of the three categories is available :
Data source(s) and notes about the submission:
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