| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 75.86 |
| Liaison | Tess Esposito |
| Submission Date | March 2, 2018 |
| Executive Letter | Download |
University of Dayton
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
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 Office of Diversity and Inclusion (ODI) provides leadership and support for the university’s strategic efforts to advance its work on diversity, equity, and inclusion. Ultimately, our goal is to create and sustain a campus educational community and workplace environment that celebrates and enjoys the gift of diversity, achieves equitable outcomes for individuals and communities regardless of their identities, and to model inclusion throughout the institution. We invite all members of the campus community and our guests to join us in advancing UD’s Catholic and Marianist mission for the common good. As one part of our pursuit of the core values of diversity, equity, and inclusion, the University appointed its first vice president of diversity and inclusion in 2016, Dr. Larry Burnley. (https://udayton.edu/diversity/index.php)
There is also an Affirmative Action office. (http://catalog.udayton.edu/undergraduate/generalinformation/studentlifeandservices/affirmativeactionoffice/)
The President’s Diversity & Inclusion Assessment Task Force (DIATF) will provide leadership for the development of a comprehensive institutional assessment of the effectiveness and impact of diversity and inclusion efforts at the University of Dayton. Chaired by the Vice President for Diversity and Inclusion, the Task Force’s primary functions/objectives are to:
• Formulate and recommend definitions of the key terms that will inform institutional efforts to shape, inform, and drive strategies to achieve diversity-, equity-, and inclusion-related goals and objectives throughout the University.
• Lead the campus in the development and implementation of a comprehensive (University-wide) outcomes and impact assessment of diversity and inclusion efforts.*
• Lead the campus in the development, implementation, and analysis of a comprehensive campus experience (climate) survey.*
• Develop a framework for a campus-wide strategic plan for diversity, equity, and inclusion.
• Make recommendations for a permanent campus-wide diversity and inclusion committee/council.
*This work will involve the assistance of an outside consultant.
Initiatives include: an Assessment Task Force; a Hiring Working Group; an Inclusive Excellence Residency; a Scholar-in-Residence; and an Inclusive Excellence Academy.
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:
Students: All incoming students received cultural competency training as part of new student orientation, residential life programming, and as part of entering the housing lottery.
All employees: All employees (staff and faculty) are required to complete Title IX training on-line.
Additional cultural competency training is provided by a variety of areas including Human Resources, the Learning and Teaching Center, the Office of Multicultural Affairs, the Center for International Programs and other offices on campus. Trainings/workshops are incorporated into new employee training, Leadership UD (a program to build leaders at UD - exempt employees are nominated to participate), and UD Connections (another program to build leadership skills at UD - non-exempt employees are nominated to participate).
The Office of Diversity and Inclusion coordinates and implements opportunities for employees to gain cultural competency and to dialogue on diversity and inclusion issues. Our Center for International Programs and our Office of Multicultural Affairs also offer programs for students and employees. These programs range from intergroup dialogues, conversations with international students, competency training, etc. The Learning Teaching Center also promotes such trainings/workshops among the faculty.
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:
additional trainings: https://www.udayton.edu/ltc/development/index.php
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.