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  • AASHE-STARS

The Sustainability Tracking, Assessment & Rating System™ (STARS) is a transparent, self-reporting framework for colleges and universities to measure their sustainability performance.

Overall Rating Silver
Overall Score 58.11
Liaison Melissa Tier
Submission Date April 19, 2017
Executive Letter Download

STARS v2.1

Swarthmore College
PA-4: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.67 / 2.00 Shá Smith
Associate Dean for Diversity, Inclusion, and Community Development
 Deans Office
"---" indicates that no data was submitted for this field

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?:
Yes

Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees

A brief description of the diversity and equity committee, office and/or officer, including purview and activities:

Several officers are from HR for employees and several are from the Deans Office for students.

1. Deans Office for Diversity, Inclusion, and Community Development: Office coordinates with various groups on campus including the Black Cultural Center, the Intercultural Center, the Interfaith Center, among several others, to cultivate a diverse and inclusive environment on campus through various of its own initiatives or initiatives off those groups with which it coordinates.

2. Self-Study Action Committee which is currently working on a campus climate assessment, gathering feedback from the community and hosting sessions for brainstorming solutions. Many of the topics that arise are in regards to campus diversity

3. The Equal Opportunity Advisory Committee (EOAC) is a standing committee of the College, advisory to the president. It includes representatives from the faculty, staff, and student body appointed by the president. The charge of the EOAC is to support the EO officer by ensuring and monitoring the equal opportunity in the College's implementation of educational and employment programs.

4. Bias Response Team: The purpose of this Bias Response Protocol is to establish an understanding of how Swarthmore College defines a “bias incident” and to identify and describe how the College responds to reports of bias incidents, harassment and hate crimes.


Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Most

Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Most

Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Most

A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:

Student trainings:
1. Inclusive Leadership Training is provided to more than 100 students who are residents assistants, green advisers, student academic mentors, and diversity peer advisors. These trainings occur before the start of each fall semester and prepare the students filling these roles to increase campus cultural competency and foster and maintain safe and respectful social relationships in the community. For more details, see http://www.swarthmore.edu/news-events/were-here-you.
2. Tri-College Identity, Equity, and Social Justice Summer Institute Each summer, first-year students are invited to participate in this four-day training session sponsored by Swarthmore, Bryn Mawr, and Haverford Colleges. The Tri-College Institute is a retreat/intensive workshop experience. Students participate in a mix of activities such as small group discussions, journal groups, parties, lectures, off-campus trips, sports, and improvisational theater. The core topics are race, gender, class, privilege, and leadership. 

Staff trainings:
1. Managing Conflict: Why Can't We All Just Get Along
2. Out of Sight, But Not Out of Mind
3. Facilitating Meetings that Matter
4. Understanding Sustainability at Swarthmore
5. Ethical Blind Spots: Why We Often Fail To Do the Right Thing, Even When We Want To
6. Common Ground:  How to Listen and Breakdown Age Barriers in the Workplace
7. Recognizing and Addressing Microaggressions  

Faculty trainings: Swarthmore offers annual diversity and inclusion trainings as part of new faculty orientation. We have done this for the past decade or so and given the amount of hiring underway we think that more than 50% of the faculty (most) have been covered.


The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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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 and complete the Data Inquiry Form.