| Overall Rating | Gold |
|---|---|
| Overall Score | 75.90 |
| Liaison | Deborah Steinberg |
| Submission Date | Dec. 6, 2021 |
Carnegie Mellon University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
M. Shernell
Smith Coordinator of Student Development Student Affairs |
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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?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Center for Student Diversity and Inclusion
Vision Statement: The Center for Student Diversity and Inclusion advances Carnegie Mellon's vision of having a transformative impact on society through leveraging the diversity of our campus community in pursuit of continual innovation in education, research, creativity, and entrepreneurship.
Mission Statement: The Center for Student Diversity and Inclusion, offers resources to achieve an inclusive and transformative experience for all students. The Center supports and connects historically underrepresented students and those who are first in their family to attend college in a setting where students' differences and talents are appreciated and reinforced. In the pursuit of equity, the Center also coordinates a network of faculty and staff interested in collectively advancing a more inclusive campus climate for all CMU students.
Office of the Vice Provost for Diversity, Equity and Inclusion and Chief Diversity Officer
The Office and Chief Diversity Officer serve a critical role to the university to enact real and lasting changes through long-range planning and implementation of initiatives that advance diversity, equity and inclusion. The Office coordinates with each of the university’s academic and administrative units to oversee their five-year strategic DEI plans and college-based commitments.
In addition to the Vice Provost for Diversity, Equity and Inclusion and Chief Diversity Officer, there are Diversity, Equity and Inclusion Academic and Administrative Leads representing each academic division and campus office.
Task Force on Campus Climate
This task force was charged with making specific recommendations to support a climate that is more diverse, inclusive, fair and respectful. Since its inception, the task force has worked thoughtfully to assess the current campus environment, with nearly 75 listening tours, meetings and town halls involving more than 400 members of the CMU community.
Vision Statement: The Center for Student Diversity and Inclusion advances Carnegie Mellon's vision of having a transformative impact on society through leveraging the diversity of our campus community in pursuit of continual innovation in education, research, creativity, and entrepreneurship.
Mission Statement: The Center for Student Diversity and Inclusion, offers resources to achieve an inclusive and transformative experience for all students. The Center supports and connects historically underrepresented students and those who are first in their family to attend college in a setting where students' differences and talents are appreciated and reinforced. In the pursuit of equity, the Center also coordinates a network of faculty and staff interested in collectively advancing a more inclusive campus climate for all CMU students.
Office of the Vice Provost for Diversity, Equity and Inclusion and Chief Diversity Officer
The Office and Chief Diversity Officer serve a critical role to the university to enact real and lasting changes through long-range planning and implementation of initiatives that advance diversity, equity and inclusion. The Office coordinates with each of the university’s academic and administrative units to oversee their five-year strategic DEI plans and college-based commitments.
In addition to the Vice Provost for Diversity, Equity and Inclusion and Chief Diversity Officer, there are Diversity, Equity and Inclusion Academic and Administrative Leads representing each academic division and campus office.
Task Force on Campus Climate
This task force was charged with making specific recommendations to support a climate that is more diverse, inclusive, fair and respectful. Since its inception, the task force has worked thoughtfully to assess the current campus environment, with nearly 75 listening tours, meetings and town halls involving more than 400 members of the CMU community.
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:
Students, faculty, and staff can opt into cultural competence trainings for professional development. There are two people on University Staff in Student Affairs that are trained facilitators of cultural competence trainings. A few examples are described below:
Tartan Allies is a series of sessions offered to CMU faculty, staff, and students to foster a network of people who are committed to working toward an affirming environment for all at CMU. In particular, the series focuses on being an ally to those in the LGBTQ+ community. Tartan Allies is made up of three progressive sessions, with participants free to choose the number they wish to complete. As the name suggests, being an ally is not a passive behavior. Good and effective allies listen, learn, and act.
HR provides and strongly encourages staff to complete a number of different diversity, equity, and inclusion on-demand training courses. There are also a number of DEI leadership certificate programs available to CMU staff.
Tartan Allies is a series of sessions offered to CMU faculty, staff, and students to foster a network of people who are committed to working toward an affirming environment for all at CMU. In particular, the series focuses on being an ally to those in the LGBTQ+ community. Tartan Allies is made up of three progressive sessions, with participants free to choose the number they wish to complete. As the name suggests, being an ally is not a passive behavior. Good and effective allies listen, learn, and act.
HR provides and strongly encourages staff to complete a number of different diversity, equity, and inclusion on-demand training courses. There are also a number of DEI leadership certificate programs available to CMU staff.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
https://www.cmu.edu/student-diversity/learning-and-development
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.