Bucknell University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
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, equity, inclusion and human rights?:
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:
In addition to the President's Diversity Council, Bucknell has the position of an Associate Provost for Diversity, Equity, and Inclusion charged with institutionalizing Bucknell’s diversity and inclusion efforts, tied to the “Enhance Diversity” pillar of the Bucknell Plan, including leading the effort that led to the development of the 2014-2019 Diversity Plan (strategic plan) and oversight of its implementation along with the President’s Diversity Council. Areas of focus: campus composition/demographics, campus culture and climate, student learning, practices and policies. President’s Diversity Council Mission:
The President’s Diversity Council is an advisory and leadership team responsible for developing, overseeing, and monitoring university-wide efforts to achieve Bucknell’s commitment to diversity as a core institutional and educational value. The Council’s overarching focus is to enhance and maintain Bucknell’s efforts to ensure that all students graduate with knowledge, skills, and habits of mind necessary for making thoughtful, responsible contributions in a diverse, globally integrated world. Directly tied to this is a focus on establishing and maintaining a thriving, inclusive campus climate that values all faculty, students, and staff members.
Specifically, the Council develops and oversees the implementation of Bucknell’s Strategic Plan for Diversity; assesses, monitors, and reports on progress toward achieving strategic diversity goals; and reviews and revises (as needed) Bucknell’s diversity goals and strategies. Primary areas of focus include (1) diversity of the faculty, staff, and student bodies; (2) campus culture and climate; (3) curricular and co-curricular diversity-centered learning opportunities; and (4) institutional practices and policies.
The Council recognizes the importance of sharing information as well as soliciting and responding to feedback from members of the campus community. As advocates for diversity, inclusiveness, and equity the Council values and promotes cross-campus collaboration; consults with faculty, staff, and campus offices; and regularly supports and participates in diversity enrichment opportunities.
Each college and division of the university has its own DEI Council. The chairs and co-chairs are a part of a larger university council (University Equity and Inclusive Excellence Council). Each individual council develops and leads current and future DEI efforts. The purpose of each council is to promote positive organizational improvement through inclusion -- and provide advice,
leadership, accountability, and participatory support on matters related to equity, diversity, and inclusion on behalf of the organization.
Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Training is completed for student leaders who occupy critical roles of peer support, leadership, and guidance. Training is completed for staff and faculty who choose to participate in the Foundations for Inclusive Excellence series; Proactive Search Strategies training for searches; workshops on a variety of topics including gender, inclusion, disability and accommodations, LGBTQIA, and anti-racism; participate in a number of book readings, engage in a variety of events and participate in the Annual Diversity Symposium. In addition to the above, all new faculty participate in a session during New Faculty Orientation, that introduces them to Diversity, Equity, and Inclusion at Bucknell and provides them with information on resources to support their continued growth and development. Interactive workshop, tailored to offices as needed, ends with reflection and plan for action. Other diversity-focused programs/lectures do address aspects of cultural competence, but are not part of a formal training.
Website URL where information about the institution’s diversity and equity office or trainings 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.