Overall Rating Silver
Overall Score 62.28
Liaison Ivee Guce
Submission Date Aug. 12, 2024

STARS v2.2

De La Salle Lipa
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 2.00 / 2.00 Raquel Inciong
Supervisor
Human Resource Development Office
"---" indicates that no data was submitted for this field

Part 1 

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

None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:

At De La Salle Lipa, stakeholders play a crucial role in the school's initiatives on wellness, welfare, and well-being initiatives to ensure inclusivity, social inclusion, and sustainability. School administrators, faculty and staff, students, and parents are actively involved in the execution of various relevant plans and programs.

The Lasallian Partners' Relations Board (LPRB), with stratified representations from administrators, faculty, and staff, serves as the central body for addressing concerns on the implementation of institutional policies. The LPRB regular meetings serve as a platform to ensure that the school's initiatives are continually refined and improved based on comprehensive stakeholder input. Both top-down and bottom-up communication methods are utilized to maintain a shared understanding of the operationalization of the school’s collective thrust. Soliciting immediate feedback through the member representatives is an important process check to ensure that varying perspectives are considered.

Furthermore, stakeholders’ concerns meetings are monthly held to discuss refined issues on programs and projects. Various key offices are represented to respond to issues and concerns of faculty, parents, and students. This separate platform is a venue for immediate response to clarify and resolve matters on the ground. Cognizant of the differentiated concerns between the Integrated School and the College, a stakeholders’ concerns meeting is convened for each community, respecting diverse needs and support systems.

 


Part 2 

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

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

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

If trainings are made available, provide:

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

In-service training (INSET) is an opportunity for Lasallian Partners to learn and grow together, for La Salle Lipa to foster a culture of continuous improvement with the following objectives:

  1. Skill Enhancement: In-service training allows LPs to enhance their skills and knowledge in their respective fields. It keeps them updated on the latest developments, techniques, and technologies relevant to their roles.

  2. Adaptation to Change: The educational landscape is constantly evolving due to technological advancements, market shifts i.e. program offerings, and regulatory changes. In-service training helps LPs adapt to these changes by learning new methods, tools, and strategies.

  3. Improved Performance: Well-trained LPs are more competent and efficient in their roles. They can perform tasks more effectively, resulting in improved productivity and quality of work.

  4. Lasallian Partners’ Morale and Engagement: Offering opportunities for in-service training demonstrates La Salle Lipa's commitment to employee growth and development including formation. This can boost morale, and LPs’ loyalty.

  5. Strategic Plan Onboarding/Revisiting and Departmental Planning: This is an opportunity for the various units to plan for the next school year with outcomes anchored on the strategic plan. This helps ensure awareness of how each member of the community contributes to the overall direction of the school.

For SY23-24, INSET has been intentionally scheduled and carefully planned to give opportunities for LPs to choose from a menu of sessions on AI, Sustainability, Lasallian Formation, and Mental Health.


Optional Fields 

Website URL where information about the institution’s diversity and equity office or trainings is available:
https://www.dlsl.edu.ph/page/about-dlsl/mission-vision/strategic-goals

Additional documentation to support the submission:
PA_6_DLSL_STATEMENT_OF_INCLUSION.png

Data source(s) and notes about the submission:

Stakeholders’ Meeting Minutes for the Integrated School (SY21-22, SY 22-23, SY23-24)

Stakeholders’ Meeting Minutes for the College (SY21-22, SY22-23, SY23-24)


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.