| Overall Rating | Silver |
|---|---|
| Overall Score | 55.77 |
| Liaison | Susan Kaspari |
| Submission Date | July 16, 2022 |
Central Washington University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
Sigrid
Davison Associate Director, Diversity, Equity, and Inclusion Diversity & Inclusivity |
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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 CWU Office of Diversity, Equity, and Inclusion is headed by Delores "Kandee" Cleary, PhD, Vice President of Diversity, Equity and Inclusivity. The office has 3.0 FTE employees and four 10 WL faculty fellows. The office's work focuses on current and prospective students and employees at CWU.
The office oversees diversity & inclusivity initiatives at CWU, including:
- University-Wide Goals and Commitments
- Connecting and Engaging CWU BIPOC Employees
- Employees of Color Equity Council (ECEC)
- Equity Scorecard Steering Committee
- Faculty Fellows
- IDEA 5227
- White Bodies, Antiracist Praxis Workshop
- Other Initiatives
The Diversity and Inclusivity Committee reports to the president and the president’s executive leadership team through the vice president of diversity and inclusivity. The purpose of the committee includes:
(1) Facilitate communication of Central Washington University’s commitment to diversity, equity, and inclusion;
(2) Support the university community in engaging and celebrating diversity;
(3) Serve in an advisory capacity to the university and external community in developing concepts to meet CWU’s diversity aspirations and outcomes of the strategic plan;
(4) Integrate the university’s inclusivity efforts among the members of the university and surrounding community, help to build coalitions within and outside the university;
(5) Support the work of the the vice president for diversity and inclusivity;
(6) Serve as a resource and participate in university strategic planning.
(7) Encourage, advocate, and facilitate communication, education, and relations among persons of various ethnicities, races, physical conditions, religions, national origins, citizenship, genders, ages, social-economic backgrounds, veterans status , sexual orientation, gender expression and gender identity at CWU.
The office oversees diversity & inclusivity initiatives at CWU, including:
- University-Wide Goals and Commitments
- Connecting and Engaging CWU BIPOC Employees
- Employees of Color Equity Council (ECEC)
- Equity Scorecard Steering Committee
- Faculty Fellows
- IDEA 5227
- White Bodies, Antiracist Praxis Workshop
- Other Initiatives
The Diversity and Inclusivity Committee reports to the president and the president’s executive leadership team through the vice president of diversity and inclusivity. The purpose of the committee includes:
(1) Facilitate communication of Central Washington University’s commitment to diversity, equity, and inclusion;
(2) Support the university community in engaging and celebrating diversity;
(3) Serve in an advisory capacity to the university and external community in developing concepts to meet CWU’s diversity aspirations and outcomes of the strategic plan;
(4) Integrate the university’s inclusivity efforts among the members of the university and surrounding community, help to build coalitions within and outside the university;
(5) Support the work of the the vice president for diversity and inclusivity;
(6) Serve as a resource and participate in university strategic planning.
(7) Encourage, advocate, and facilitate communication, education, and relations among persons of various ethnicities, races, physical conditions, religions, national origins, citizenship, genders, ages, social-economic backgrounds, veterans status , sexual orientation, gender expression and gender identity at CWU.
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:
Leadership for collective practice – a 20 week professional development to support a team’s advancement to social justice leadership and departmental change.
Getting acquainted with Microaggressions – a 2 part 2 hours each workshop on what microaggressions are, who and how they affect individuals and collegial relationships, and ways to respond based on circumstance of the experience.
Ad hoc trainings and activities:
• Making the invisible visible – a 90 min introduction to bias including why it is important to be aware of the effects of bias, how to increase awareness and mitigate one’s bias.
• Applying Layla Saad’s “me and white supremacy” to recruitment and retention.
Getting acquainted with Microaggressions – a 2 part 2 hours each workshop on what microaggressions are, who and how they affect individuals and collegial relationships, and ways to respond based on circumstance of the experience.
Ad hoc trainings and activities:
• Making the invisible visible – a 90 min introduction to bias including why it is important to be aware of the effects of bias, how to increase awareness and mitigate one’s bias.
• Applying Layla Saad’s “me and white supremacy” to recruitment and retention.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Inclusivity/Diversity Committee charge: https://www.cwu.edu/resources-reports/inclusivity
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