| Overall Rating | Gold |
|---|---|
| Overall Score | 67.33 |
| Liaison | James Biesecker |
| Submission Date | Nov. 1, 2022 |
Gettysburg College
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.78 / 2.00 |
Jen
Lucas Exec. Director Human Resources Human Resources |
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 I.D.E.A.(Inclusion, Diversity, Equity & Advancement) Council (formerly the President’s Diversity Commission) is to assist Gettysburg College in the development of an integrated, inclusive, and sustainable strategy for creating an inclusive learning and working environment. They also advise the Chief Diversity Officer and the Office of Diversity & Inclusion, and provide leadership for the College’s initiatives to enhance the intercultural competence of faculty, staff, and students.
Initiatives currently being overseen by the council include:
Inclusion Action Plan (IAP)
The IAP is a plan that has four action areas: Access & Equity, Campus Climate, Diversity in Curriculum & Co-Curriculum and Organizational Learning. IAP began in 2015.
Intercultural Development Inventory
The IDI is a survey that is privately taken regarding one’s life experiences and is designed to provide feedback on both perceived and actual levels of intercultural competence. The IDI also provides a plan useful for skill building. This is an ongoing program that began in 2015.
Campus Climate Study
Comprehensive survey, completed approximately every 5 years, of faculty, staff & students to ascertain their perceptions of what it feels like to live, learn and work at Gettysburg College.
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:
The Office of Diversity & Inclusion implements the Intercultural Development Inventory Overview that will be used campus-wide as a training program for cultural competence.
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:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.