| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 62.54 |
| Liaison | Lisa Noriega |
| Submission Date | Sept. 21, 2016 |
| Executive Letter | Download |
Yale University
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
Amber
Garrard Associate Director Yale Office of Sustainability |
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) is a department within Human Resources that collaborates with departments and individuals across the campus to promote harmonious and accessible work environments that are both respectful and inclusive of people from various backgrounds and experiences.
http://www.yale.edu/equalopportunity/resources/docs/OEOP-Booklet-2015-16.pdf
The Yale University Diversity and Inclusion unit comprises several departments: Office of Diversity & Inclusion, WorkLife and Childcare Programs, Office of Equal Opportunity Programs, and Yale Accommodations Office. The Office of Diversity and Inclusion is responsible for establishing University-wide hiring goals, Diversity education, Creation & Cultivation of Affinity Groups, Creating Internal Talent Management Process for Minority Employees, and Communicating the Diversity Progress both internally and externally to Yale. This past year the diversity office supported over 350 events and meetings.
In addition, the Yale School of Forestry & Environmental Studies (F&ES) has the EQUID (Equity, Inclusion, and Diversity) Committee, which includes students, staff, and faculty. EQUID's mission is to create a campus environment that pushes us to challenge ourselves and each other to: cultivate an atmosphere of inclusion; grow the cultural competency F&ES students, faculty, and staff challenge systems of oppression and foster a space where a diversity of ideas, values, and perspectives are welcomed and respected. Programming includes:
>The James and Mary Pinchot Fellowship: The Pinchot Fellowship was created with the intention of bringing diverse emerging scholars and early-career faculty.
>ELM - Environmental Leadership Mentoring: The ELM program connects current students to our alumni for career mentoring, and has been working to connect alumni of color to current students of color.
>Scholarships: F&ES is pleased to offer a number of scholarships, including full scholarships for alumni of the Posse Foundation.
>Outreach: F&ES is working on various community projects to make the resources at our School available to the broader New Haven community. Projects include collaborations with the Peabody Museum’s Evolutions Program and an annual event called Green Careers, Women Leaders, which connects young women from local public schools to mentors at F&ES. Students from the EQUID team are also working with the Yale Environmental Review to do environmental education outreach in New Haven public high schools.
http://environment.yale.edu/diversity/equid/
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:
Diversity training for staff is offered in the following formats: community sessions, departmental trainings, and customized departmental trainings. The following course themes are offered: Stereotypes, Generations, Mutual Respect, and Trust.
The Office for Graduate Student Development and Diversity Training provides training sessions to most GSAS DGSs regarding the AAU report and sexual misconduct. They also lead discussions with several departments and their students in the GSAS to discuss implicit biases, stereotype threat, and micro-aggressions.
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.