| Overall Rating | Silver |
|---|---|
| Overall Score | 48.20 |
| Liaison | Lauren Poole |
| Submission Date | Dec. 10, 2021 |
Colorado School of Mines
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
Lauren
Poole Sustainability Coordinator EHS |
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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 President's Council on Diversity, Inclusion, and Access was introduced in a Spring 2017 campus-wide email and at the 2017 Fall Campus Conference. Prof. Amy Landis, in her role as Mines Presidential Faculty Fellow for Access, Attainment & Diversity, leads the Council, with its charge being:
Frame recommendations to the Mines’ president on a strategic access, attainment, inclusion, and diversity plan. The plan will include goals that will be achieved through signature initiatives that advance Mines’ commitments to diversity and inclusion.
Advise implementation of data collection and contribute to reporting with respect to recruiting, enrollment, hiring, retention, graduation rates, and promotion and leadership opportunities for students, faculty and staff.
Make recommendations to ensure and empower campus-wide collaboration, shared responsibility, and accountability for access, inclusion, and diversity.
Evaluate opportunities to expand pathways for student, faculty, and staff access and success to create a campus climate in which all can thrive academically and professionally.
Website is: https://www.mines.edu/diversity/
Frame recommendations to the Mines’ president on a strategic access, attainment, inclusion, and diversity plan. The plan will include goals that will be achieved through signature initiatives that advance Mines’ commitments to diversity and inclusion.
Advise implementation of data collection and contribute to reporting with respect to recruiting, enrollment, hiring, retention, graduation rates, and promotion and leadership opportunities for students, faculty and staff.
Make recommendations to ensure and empower campus-wide collaboration, shared responsibility, and accountability for access, inclusion, and diversity.
Evaluate opportunities to expand pathways for student, faculty, and staff access and success to create a campus climate in which all can thrive academically and professionally.
Website is: https://www.mines.edu/diversity/
Part 2
Most
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
If trainings are made available, provide:
A campus-wide implicit bias training campaign was launched in 2019. Mines also hosts an annual Diversity & Inclusion symposium that includes discussion on recruitment and retention of under represented groups, including women in science, and low-income students. More information is available at https://www.mines.edu/diversity/dia-symposium/. They also provide resources and workshops and information about support groups at https://www.mines.edu/diversity/learning-resources/
A survey was conducted of campus restrooms and gender neutral restrooms were identified and designated throughout campus. In addition, signs were posted on traditional bathroom doors informing people entering restrooms where gender neutral restrooms could be found in the building. Most of the buildings have these signs in their restrooms as well.
Other activities are DI&A Ambassador Workshops and the DI&A-led Learning Communities held bi-weekly during the academic year, and the Advocates and Allies project. To find out more, look at DI&A's Annual Report on page 17 of 25 in the PDF. https://www.mines.edu/diversity/wp-content/uploads/sites/278/2021/04/DIAMines-AnnualReport2020-.pdf
A survey was conducted of campus restrooms and gender neutral restrooms were identified and designated throughout campus. In addition, signs were posted on traditional bathroom doors informing people entering restrooms where gender neutral restrooms could be found in the building. Most of the buildings have these signs in their restrooms as well.
Other activities are DI&A Ambassador Workshops and the DI&A-led Learning Communities held bi-weekly during the academic year, and the Advocates and Allies project. To find out more, look at DI&A's Annual Report on page 17 of 25 in the PDF. https://www.mines.edu/diversity/wp-content/uploads/sites/278/2021/04/DIAMines-AnnualReport2020-.pdf
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
https://www.mines.edu/diversity/annual-reports/
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.