Overall Rating Silver
Overall Score 55.77
Liaison Susan Kaspari
Submission Date July 16, 2022

STARS v2.2

Central Washington University
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.33 / 2.00 Sigrid Davison
Associate Director, Diversity, Equity, and Inclusion
Diversity & Inclusivity
"---" indicates that no data was submitted for this field

Does the institution have a diversity and equity committee, office, and/or officer tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights?:
Yes

Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees

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.


Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
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

A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:

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.


Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support 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.