|Submission Date||Feb. 25, 2015|
PA-4: Diversity and Equity Coordination
Environmental Sustainability Director
Office of the Executive Vice President
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 and equity on campus?:
Does the committee, office and/or officer focus on one or both of the following?:
|Yes or No|
|Student diversity and equity||Yes|
|Employee diversity and equity||Yes|
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
Under the auspices of the President, the Office for Institutional Equity provides institutional leadership in enhancing respectful, diverse and inclusive work and learning environments for the Duke Community. We provide a range of services that uphold values of equity and diversity, as well as support compliance efforts in the areas of equal opportunity, affirmative action and harassment prevention.
The OIE Advisory Committee will provide advice and feedback to the Office for Institutional Equity relative to its services, impact on the Duke community and how OIE might do its work more effectively. Committee members will serve as communicators for OIE’s message, while keeping the office informed and aware of significant issues of employment policies and practices as they pertain to OIE’s mission.
The full-time equivalent of people employed in the diversity and equity office:
The website URL where information about the diversity and equity committee, office and/or officer is available:
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
|Yes or No|
A brief description of the cultural competence trainings and activities:
Duke has a long-standing commitment to increasing the diversity in all parts of the university community – faculty, staff and student body. Among the goals of its ongoing efforts:
* Increase minority student enrollment and recruit and retain diverse faculty and staff.
* Provide minority students, faculty and staff with the necessary support to succeed.
* Promote an academic and social environment where diversity can flourish.
The Diversity & Equity Program offers consultation and training designed to assist staff in deepening diversity awareness, enhancing skill development, and providing information related to a broad range of diversity topics, cross-cultural understanding, and institutional equity.
* Explore how diversity and inclusion can be integrated into existing performance tools such as the Balanced Scorecard, Six Sigma and Pay & Performance.
* Integrate diversity measures into performance review and goal setting practices.
* Design, facilitate and counsel an employee work group to support diversity awareness and education within the department.
* Facilitate workshops, retreats, and discussions related to diversity and inclusion.
* Identity and award Duke employees and teams who demonstrate leadership in the area of diversity & inclusion with a Semiannual EDI Award. (Equity, Diversity & Inclusion).
This “Diversity Toolkit” has been compiled as part of OIE’s ongoing effort to provide resources to the whole Duke community, including all staff, faculty, and students across the University and the Health System. Each and every one of us carries responsibility for our workplace culture and educational climate at Duke. The toolkit can be used as an adjunct to the educational programs OIE already offers to departments and teams, or as a resource in developing strategies and plans to improve inclusion and engagement within a new initiative. The Diversity Toolkit provides links to publications (books, journals, reports, etc.), as well as links to electronic sources (websites, blogs, etc.).
The website URL where information about the cultural competence trainings is available:
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 and complete the Data Inquiry Form.
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 and complete the Data Inquiry Form.