| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 68.58 |
| Liaison | Mary Ellen Mallia |
| Submission Date | Jan. 15, 2016 |
| Executive Letter | Download |
University at Albany
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
Tamra
Minor Chief Diversity Officer Diversity and Inclusion |
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 and equity on campus?:
Does the committee, office and/or officer focus on one or both of the following?:
| Yes or No | |
| Student diversity and equity | Yes |
| Employee diversity and equity | Yes |
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Office of Diversity and Inclusion assists in the recruitment, hiring, training, and promotion into all job levels the most qualified persons without regard to race, color, religion, gender, national origin, marital status, ancestry, sexual orientation, disability, status as a Vietnam-era veteran, age, or citizenship. To ensure a discrimination-free work environment, the OI will neither condone nor tolerate practices that discriminate against any person employed or seeking employment at UAlbany on the basis of race, color, gender, religion, marital status, national origin, ancestry, age, or disability. Additionally, the ODI reviews all other personnel matters, including but not limited to compensation, benefits, transfer, layoffs, college-sponsored training, education, tuition waivers, and social and recreational programs.The university also has a President's Council on Diversity and Inclusion whose work is to determine how to best promote good relationships between people of diverse backgrounds and to foster equality of opportunity for all members of our University community. If all members of our University are fully invested in an environment that encourages everyone to reach his or her full potential, this commitment will strengthen our University's academic and research mission and provide the high-quality education that all our students deserve.
The full-time equivalent of people employed in the diversity and equity office:
The website URL where information about the diversity and equity committee, office and/or officer is available:
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
| Yes or No | |
| Students | Yes |
| Staff | Yes |
| Faculty | Yes |
| Administrators | Yes |
A brief description of the cultural competence trainings and activities:
The Office of Diversity and Inclusion oversees a variety of activities around cultural competence. The predominant program is the iLEAD (Inclusive Leadership: Embracing & Accepting Diversity) initiative. The Program is divided into three entities: 1) speaker series; 2) campus-wide brown bag dialogues; and 3) train the trainer workshops. ODI has sponsored several campus conversations around issues of cultural competence and supports a transformation grant program that provides funding for campus entities to develop activities around the topic. ODI also coordinates training around sexual harrassment via the SHARP program.
The website URL where information about the cultural competence trainings is available:
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.