| Overall Rating | Silver |
|---|---|
| Overall Score | 57.02 |
| Liaison | Monika Kamboures |
| Submission Date | Aug. 17, 2023 |
California State Polytechnic University, Pomona
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
0.83 / 2.00 |
Monika
Kamboures Sustainability Coordinator Office of Planning, Sustainability & Transportation |
"---"
indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Employees
None
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.
-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.
Part 2
Some
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some
If trainings are made available, provide:
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.
Optional Fields
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
N/A
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.