| Overall Rating | Gold |
|---|---|
| Overall Score | 71.19 |
| Liaison | Margaret Bounds |
| Submission Date | March 1, 2024 |
Connecticut College
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.78 / 2.00 |
Nakia
Hamlett Dean of Equity and Inclusion Division of Equity and Inclusion |
"---"
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 Division of Equity and Inclusion is responsible for integrating equity and inclusion in every aspect of the educational, residential, and professional life of the College. The Dean and offices in this division work collaboratively with colleagues across campus to promote a culture of inclusion; implement policies in support of full participation; develop and coordinate programs that address equity and inclusion; and foster conversations to enhance open dialogue and discussion. The offices falling under this division are Race and Ethnicity Programs at Unity House, Gender and Sexuality Programs, Religious and Spiritual Life, Sexual Violence Prevention and Advocacy, Student Accessibility Services, and the Title IX officer.
This year a new Presidential Task Force is engaging the College community in a collaborative process focused on three areas: (1) faculty and staff retention (2) student support and equity compliance and (3) campus climate. Specifically, this process aims to involve stakeholders in a transformative and restorative process that highlights what has already been accomplished, helps to identify current goals and priorities, and improves overall campus climate.
This year a new Presidential Task Force is engaging the College community in a collaborative process focused on three areas: (1) faculty and staff retention (2) student support and equity compliance and (3) campus climate. Specifically, this process aims to involve stakeholders in a transformative and restorative process that highlights what has already been accomplished, helps to identify current goals and priorities, and improves overall campus climate.
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:
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:
Student orientation includes a mandatory session to give students a foundational overview of the concepts of implicit bias and systemic and subtle forms of oppression.
In 2020-2021 all students, academic staff, and non-academic staff were required to complete an online training program through EverFi that covered foundational information about diversity, equity, and inclusion in the workplace. Details can be found here under 5.2.1: https://www.conncoll.edu/equity-inclusion/action-plan/priorities-and-progress/anti-racist-education-and-action-c-2020/
While this training is no longer mandatory on a regular basis, faculty and staff continue to be offered training on diversity, inclusion, belonging, and managing bias. The most recent time that training was offered to all employees was on September 1, 2023.
In 2020-2021 all students, academic staff, and non-academic staff were required to complete an online training program through EverFi that covered foundational information about diversity, equity, and inclusion in the workplace. Details can be found here under 5.2.1: https://www.conncoll.edu/equity-inclusion/action-plan/priorities-and-progress/anti-racist-education-and-action-c-2020/
While this training is no longer mandatory on a regular basis, faculty and staff continue to be offered training on diversity, inclusion, belonging, and managing bias. The most recent time that training was offered to all employees was on September 1, 2023.
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Data provided by the Dean of Equity and Inclusion and the Associate Dean of Equity and Compliance Programs.
An example email stating that completion of the EverFi training was required by Feb. 1, 2021 is uploaded under additional documentation. More information about the EverFi online training can be found here: https://everfi.com/courses/colleges-universities/diversity-inclusion-training-college-students/
An example email stating that completion of the EverFi training was required by Feb. 1, 2021 is uploaded under additional documentation. More information about the EverFi online training can be found here: https://everfi.com/courses/colleges-universities/diversity-inclusion-training-college-students/
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.