| Overall Rating | Silver |
|---|---|
| Overall Score | 56.16 |
| Liaison | Matthew Liesch |
| Submission Date | May 13, 2024 |
Central Michigan University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
Nikita
Murry Diversity Education Director Diversity Education |
"---"
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:
Central Michigan University, an AA/EO institution, strongly and actively strives to increase diversity and provide equal opportunity within its community. It has several programs and positions in place to ensure these endeavors.
Dr. Shawna Patterson-Stephens is Vice President and Chief Diversity Officer of the Office for Institutional Diversity, Equity, and Inclusion (OIDEI). This institution is responsible for university policies and campus initiatives that support CMU's commitment to being a fully-inclusive institution. OIDEI carries out its mission of institutionalizing a culture of belonging at CMU through its expansion of policy, procedure, and practice of diversity, equity, inclusion, and social justice.
Dr. Nikita Murry is Director of Diversity Education in the Office for Institutional Diversity, Equity, and Inclusion. Diversity Education is a program that offers opportunities for students, faculty, and staff to enhance their cultural competence by:
- Providing intercultural education
- Facilitating campus-wide interaction
- Building collaborative partnerships to advance diversity and inclusion
- Implementing educational opportunities that cultivate and sustain a supportive
and inclusive campus community
Additionally, CMU has implemented a Diversity, Equity, and Inclusion Committee and tasked it with the following:
- Provide a system of accurate information sharing to Advancement and the
committee are looked to for resources around DEI efforts within Advancement.
- Work with campus experts to evaluate CMU’s hiring practices to ensure that they
are in line with DEI best practices and revamp them if they are not.
- Work with campus experts to determine accessibility and general inclusivity in
the CAH and determine clear action steps to improve should they be needed.
CMU also supports the University Diversity, Equity, and Inclusion Council, which consists of designated representatives from each academic college and vice-president unit, Student Government Association and Professional and Administrative staff, to gain consistency and participation across the institution, help promote and select grant and prize recipients,help design and implement local unit initiatives and reporting, disseminate and act on diversity data, build participation in DEI activities, keep units informed and share unit issues and needs.
Mission Statement of Council: “To pursue policies and strategies that achieve equity and inclusion across social differences in power in order to have Central Michigan University realize the creative synergies and intellectual insights and excellence that come from fully engaging the power of differences.”
CMU also has the Office of Civil Rights and Institutional Equity. According to its webpage the office “coordinates and monitors the university's affirmative action/equal opportunity efforts and programs to assure compliance with the Americans with Disabilities Act, Title VII of the 1964 Civil Rights Act, Executive Order 11246, and other relevant state and federal statutes.” To do so, it “supervises the maintenance of related reports and records, provides and develops related educational programs and materials, offers guidance and advice to all community members on the university's nondiscrimination and affirmative action policies and procedures, assists departments with recruitment and retention activities, and receives and resolves complaints of discrimination from students, employees and others.”
Mission Statement of Office of Civil Rights and Institution: “To develop, encourage and promote a positive campus environment that enhances the underlying principles as well as the stated policies of affirmative action, diversity, and equal access for all, without regard to race, color, national origin, religion, sex, age, height, weight, marital status, familial status, disability, veterans status, sexual orientation, or political persuasion, except where such a distinction is required by law.”
Dr. Shawna Patterson-Stephens is Vice President and Chief Diversity Officer of the Office for Institutional Diversity, Equity, and Inclusion (OIDEI). This institution is responsible for university policies and campus initiatives that support CMU's commitment to being a fully-inclusive institution. OIDEI carries out its mission of institutionalizing a culture of belonging at CMU through its expansion of policy, procedure, and practice of diversity, equity, inclusion, and social justice.
Dr. Nikita Murry is Director of Diversity Education in the Office for Institutional Diversity, Equity, and Inclusion. Diversity Education is a program that offers opportunities for students, faculty, and staff to enhance their cultural competence by:
- Providing intercultural education
- Facilitating campus-wide interaction
- Building collaborative partnerships to advance diversity and inclusion
- Implementing educational opportunities that cultivate and sustain a supportive
and inclusive campus community
Additionally, CMU has implemented a Diversity, Equity, and Inclusion Committee and tasked it with the following:
- Provide a system of accurate information sharing to Advancement and the
committee are looked to for resources around DEI efforts within Advancement.
- Work with campus experts to evaluate CMU’s hiring practices to ensure that they
are in line with DEI best practices and revamp them if they are not.
- Work with campus experts to determine accessibility and general inclusivity in
the CAH and determine clear action steps to improve should they be needed.
CMU also supports the University Diversity, Equity, and Inclusion Council, which consists of designated representatives from each academic college and vice-president unit, Student Government Association and Professional and Administrative staff, to gain consistency and participation across the institution, help promote and select grant and prize recipients,help design and implement local unit initiatives and reporting, disseminate and act on diversity data, build participation in DEI activities, keep units informed and share unit issues and needs.
Mission Statement of Council: “To pursue policies and strategies that achieve equity and inclusion across social differences in power in order to have Central Michigan University realize the creative synergies and intellectual insights and excellence that come from fully engaging the power of differences.”
CMU also has the Office of Civil Rights and Institutional Equity. According to its webpage the office “coordinates and monitors the university's affirmative action/equal opportunity efforts and programs to assure compliance with the Americans with Disabilities Act, Title VII of the 1964 Civil Rights Act, Executive Order 11246, and other relevant state and federal statutes.” To do so, it “supervises the maintenance of related reports and records, provides and develops related educational programs and materials, offers guidance and advice to all community members on the university's nondiscrimination and affirmative action policies and procedures, assists departments with recruitment and retention activities, and receives and resolves complaints of discrimination from students, employees and others.”
Mission Statement of Office of Civil Rights and Institution: “To develop, encourage and promote a positive campus environment that enhances the underlying principles as well as the stated policies of affirmative action, diversity, and equal access for all, without regard to race, color, national origin, religion, sex, age, height, weight, marital status, familial status, disability, veterans status, sexual orientation, or political persuasion, except where such a distinction is required by law.”
Part 2
All
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
All
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
All
If trainings are made available, provide:
Central Michigan University provides its community with many training and educational opportunities that promote cultural and social inclusivity.
CMU’s Diversity Education Initiative is one main avenue of such efforts. This initiative supports the mission of CMU to provide transformative educational opportunities that enhance competencies for all who teach, learn, and work at Central Michigan University. To do so, it organizes and facilitates the following programming through the Office for Institutional Diversity, Equity, and Inclusion Events on an annual basis within the campus community:
- DEI training for students, faculty, and staff: OIDEI requires all students to
complete an online DEI Awareness Program through EVERFI during their first
semester at CMU. Students are also expected to complete two courses in general
education, one on race and another on social disparities in the United States.
Additionally, all academic departmental bylaws lay out DEI expectations in
research, teaching, and service for all faculty members. It is also required
that each Office of Research and Graduate Studies team member attend at least
one diversity, equity, and/or inclusion training/event during each fiscal year.
In doing so, ORGS members gain a better understanding of best practices for
working with people from different backgrounds. This also allows ORGS members
their insight into important matters involving both the university and the
surrounding community.
- Cultural competency workshops for faculty and staff: These workshops provide an
interactive learning environment consisting of lectures, small group
activities, and large group discussions on relevant cultural competency topics.
- Conversations that Matter: Members of the community, faculty, students and
staff can engage in a loosely facilitated topic of conversation often of
controversial topics over a provided dinner.
- Soup & Substance: Members of the community, faculty, students and staff can
engage in a loosely facilitated topic of conversation often of controversial
topics and are provided a dinner of soup and rolls. Soup & Substances are free
and open to all staff, faculty, students, and the community.
- Voices that Matter: A new series on CMU's campus that began virtually during
the COVID-19 shelter-in-place orders, and centers the voices of community
members and concerns sometimes marginalized by economic and social
circumstances.
- Additional campus-wide diversity symposiums
The Office of Multicultural Academic Student Services is another avenue that plays a critical role in providing the campus community with various opportunities to create awareness regarding the diversity that exists at our university. It aims to accomplish this goal through numerous cultural programming efforts, scholarship opportunities, minority-mentoring initiatives, student engagement, and much more.
CMU’s Diversity Education Initiative is one main avenue of such efforts. This initiative supports the mission of CMU to provide transformative educational opportunities that enhance competencies for all who teach, learn, and work at Central Michigan University. To do so, it organizes and facilitates the following programming through the Office for Institutional Diversity, Equity, and Inclusion Events on an annual basis within the campus community:
- DEI training for students, faculty, and staff: OIDEI requires all students to
complete an online DEI Awareness Program through EVERFI during their first
semester at CMU. Students are also expected to complete two courses in general
education, one on race and another on social disparities in the United States.
Additionally, all academic departmental bylaws lay out DEI expectations in
research, teaching, and service for all faculty members. It is also required
that each Office of Research and Graduate Studies team member attend at least
one diversity, equity, and/or inclusion training/event during each fiscal year.
In doing so, ORGS members gain a better understanding of best practices for
working with people from different backgrounds. This also allows ORGS members
their insight into important matters involving both the university and the
surrounding community.
- Cultural competency workshops for faculty and staff: These workshops provide an
interactive learning environment consisting of lectures, small group
activities, and large group discussions on relevant cultural competency topics.
- Conversations that Matter: Members of the community, faculty, students and
staff can engage in a loosely facilitated topic of conversation often of
controversial topics over a provided dinner.
- Soup & Substance: Members of the community, faculty, students and staff can
engage in a loosely facilitated topic of conversation often of controversial
topics and are provided a dinner of soup and rolls. Soup & Substances are free
and open to all staff, faculty, students, and the community.
- Voices that Matter: A new series on CMU's campus that began virtually during
the COVID-19 shelter-in-place orders, and centers the voices of community
members and concerns sometimes marginalized by economic and social
circumstances.
- Additional campus-wide diversity symposiums
The Office of Multicultural Academic Student Services is another avenue that plays a critical role in providing the campus community with various opportunities to create awareness regarding the diversity that exists at our university. It aims to accomplish this goal through numerous cultural programming efforts, scholarship opportunities, minority-mentoring initiatives, student engagement, and much more.
Optional Fields
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
---
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