| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 58.15 |
| Liaison | Monika Kamboures |
| Submission Date | May 15, 2020 |
| Executive Letter | Download |
California State Polytechnic University, Pomona
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
0.83 / 2.00 |
Monika
Kamboures Sustainability Coordinator Office of Planning, Sustainability & Transportation |
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 Institutional Equity & Compliance (OIEC) oversees the University's compliance with Federal and State laws and regulations and CSU System policies. OIEC handles confidentiality, the investigation process, and the prohibition of retaliation around reported prohibited conduct, including but not limited to:
-discrimination and/or harassment based on a protected status, i.e. age, disability, gender, genetic information, gender identity or expression, nationality, marital status, pregnancy, race or ethnicity, religion, sexual orientation, and veteran or military status;
-dating and domestic violence, and stalking;
-sexual misconduct of any kind, which includes sexual activity engaged in without affirmative consent-
-employees entering into a consensual relationship with any student or employee over whom they exercise direct or otherwise significant academic, administrative, supervisory, evaluative, counseling, or extracurricular authority.
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:
In addition to the annual requirement for all CSU employees to participate in the CSU Sexual Misconduct Prevention Program, supervisors are required to participate in an additional Anti-Discrimination, Harassment, and Retaliation training every two years.
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.