| 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 |
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?:
Does the committee, office and/or officer focus on students, employees, or both?:
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/
Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
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
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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