| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 57.96 |
| Liaison | Tracey Coronado |
| Submission Date | March 15, 2018 |
| Executive Letter | Download |
Missouri State University
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.78 / 2.00 |
Doug
Neidigh Sustainability Coordinator Environmental Management |
Does the institution have a diversity and equity committee, office, and/or officer tasked to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights on campus?:
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 University has an Assistant to the President/Chief Diversity Officer (CDO) to advise on and implement policies, programs, professional development trainings related to diversity, equity, inclusion and human rights on campus as well as in the larger community.
The CDO is responsible for coordinating executive efforts to establish “Diversity” and “Inclusive Excellence” as core values throughout all aspects of the University community, business practices and programming and in support of the University’s commitment to equal opportunity and affirmative action.
Working with units, at all levels of the institution, the Assistant to the President/CDO promotes consistency of diversity processes and procedures to positively impact organizational effectiveness, employee and student development, and community relations. The Assistant to the President/CDO coordinates diversity-oriented programs and initiatives, including the development and implementation of a strategic plan for diversity in line with the University’s long-range plan.
As a University leader, the Assistant to the President/CDO maintains strong collaborative working relationships among senior executives, faculty, students, staff and external constituents, and builds teams that function effectively.
Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:
Required trainings for Faculty, Staff, and Student Employees - sexual harassment, preventing employment discrimination, and disability awareness ("In Their Shoes—Disability Awareness Training" helps employees enhance their knowledge, skills, and comfort level when working with individuals with disabilities). More information can be found here: https://www.missouristate.edu/provost/orientation/compliancetraining.htm
Professional Development opportunities in cultural consciousness/competencies are available to GEP instructors; first and second year new faculty; as well as existing faculty, administrators and staff. The Board of Governors and Administrative Council have also participated in diversity training sessions.
Students participate and engage in Tough Talks, Shattering the Silences presentations sponsored by the Division for Diversity & Inclusion (DDI) as well. Each year the DDI and partners sponsor the Collaborative Diversity Conference that shares best practices in D & I programming in higher education, business, corporate and public sectors.
The Division of Student Affairs, Multicultural Student Services, the Provost and Colleges and various divisions throughout the university generally sponsor D & I programming and initiatives jointly and individually as well.
The website URL where information about the programs or initiatives 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.