| Overall Rating | Silver |
|---|---|
| Overall Score | 46.40 |
| Liaison | Robert Sitler |
| Submission Date | July 14, 2023 |
Stetson University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.89 / 2.00 |
Carmen
Johnson Executive Officer for Diversity, Collaboration and Inclusion Stetson Law School |
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 university-wide Equity and Inclusion Strategy Group (EISG) serves as the university’s diversity committee and offers a strategic space for collaboration among Stetson’s diversity, equity, and inclusion partners, including students, staff, and faculty representatives across the campuses. There are also multiple diversity and equity-focused committees within various department, academic, and student areas throughout the university.
Office of Diversity and Inclusion (ODI) – Serves as a hub for DEI services, education, and leadership for the DeLand campus community, including on issues relating to social identity development and how those factors can impact students’ college experience. ODI partners with various offices, departments, and student groups to provide student programs, training, and workshops to further inclusive excellence on the DeLand campus. Partnering offices include those committed to DEI work, including but not limited to, Stetson’s Office of Community Engagement an Inclusive Excellence and the Office of Religious and Spiritual Life.
Executive Officer for Diversity, Collaboration, and Inclusion – Operates as the Stetson’s chief diversity officer in service to university’s three campuses, including the DeLand campus and those for the College of Law in Tampa Bay, Florida. Works with the Office of the President and President’s Cabinet to guide inclusive strategic planning and messaging towards employees and students, and catalyze select university-wide priorities and resources towards inclusive excellence for both employees and students in collaboration with multiple university partners and departments.
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:
All staff/faculty (academic and non-academic) are required to complete an annual or bi-annual online, asynchronous training that includes interactive modules on social inclusion, cultural competence, and anti-racism. the University also requires all students to participate in three approved cultural events each semester and many of these events incorporate social inclusion and cultural competence activities. The University also offers annual, optional trainings and resources on each of these topics led by the Office of Diversity and Inclusion (ODI) and other campus leaders. The University’s academic colleges and schools also offer a combination of required and optional activities to promote more area-specific discussions of cultural competence, etc.
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.