Overall Rating | Gold - expired |
---|---|
Overall Score | 73.93 |
Liaison | Jim Dees |
Submission Date | April 19, 2019 |
Executive Letter | Download |
Appalachian State University
PA-4: Diversity and Equity Coordination
Status | Score | Responsible Party |
---|---|---|
![]() |
1.33 / 2.00 |
Jim
Dees Data and Assessment Specialist Office of Sustailability |
"---"
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:
The Office of Equity, Diversity and Compliance (EDC) and the Office of Disability Services (ODS) are charged to ensure that equal access to education and employment is guaranteed, respectful treatment is assured, and an appreciation of differences is fostered for all members of the university community.
EDC staff guide and monitor search and hiring procedures, affirmative action and equal opportunity compliance, recruitment and admission strategies, and the exit interview process.
Complaints about unlawful or impermissible harassment or discrimination from any member of the university community are investigated by EDC staff and brought to resolution.
EDC staff provide workshops in harassment prevention and responsible human relations to any on- or off-campus classes, organizations, departments or units.
Appalachian State also has a Chief Diversity Officer whose main role is to assess the cultural climate in order to further engage the tenets of diversity and inclusion to broaden the chances for equal opportunities and respectful treatment of all Appalachian’s students, faculty and staff.
Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some
Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some
Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some
A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:
Faculty, staff and students participate in implicit bias training, cultural competence, sustained dialogue training, cultural competence training at new faculty orientation, Multicultural Student Development student cultural programming, workshops and courses, The training comes from the Chief Diversity Officer, professors, Multicultural Student Development, Center For Academic Excellence, Student Affairs, Academic Affairs.
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.