|Submission Date||Feb. 9, 2017|
PA-4: Diversity and Equity Coordination
|2.00 / 2.00||
Manager, Office of Student Diversity, Inclusion & Transitions
Office of Diversity, Inclusion & Transitions
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:
The Manager, Diversity, Inclusion and Transitions promotes inclusion throughout the institution by taking a leadership role in educating the campus on diversity and by advising on best practices in creating access for all throughout the community. The incumbent works collaboratively to infuse diversity into the curriculum, enhances the compositional diversity profile of students, faculty, and staff, and develops policies designed to improve the campus climate. The incumbent works through the various networks of the institution planning and implementing diversity initiatives on campus to create an inclusive campus environment.
This position reports directly to the vice president, Student Affairs with a dotted line relationship to Human Resources. The incumbent is responsible for management of the Diversity and Inclusion Centre, oversight and supervision of the Aboriginal Student Centre, supervision of the Student Leadership Coordinator, and oversight of the First Generation grants.
Diversity Working Group
To advise and assist in the development and implementation of strategies for advancement and improvement in the campus climate for students and employees at Durham College under the direction of the Ontario Human Rights Code with regard to culture, race, gender, gender identity/expression, religion, ethnic background, socio-economic class, ability, family status, age or sexual orientation.
(i) The purpose of the Diversity Working Group is to provide consultation on:
(a) Disseminating information on matters related to diversity and inclusion
(b) Strategizing towards the development of institutional goals
(c) Revising current practices which impede successful implementation of developed goals
(ii) The goals of the Diversity Working Group is to ensure representation of diverse groups within the campus population and remove barriers that stifle the experience of students and employees for reasons unrelated to merit. The Diversity Working Group will act to ensure that the campus responds to its strategic priority on diversity.
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:
Training and education in diversity
Training and education in the area of diversity is an ongoing initiative. The Office of Student Diversity, Inclusion and Transitions, in partnership with the Aboriginal Student Centre, hosts a series called Soup and Substance, which is focused on diversity related topics. The sessions are held at noon and provide an opportunity for non-structured discussions about diversity matters at the college. Past topics have included:
• Creating Inclusive spaces on Campus
• Cultural Safety
• Supporting Students with Mental Illness
• Power and Privilege
• Responding to Disclosures of Sexual Violence
• Race and Intersectionalities
• The meaning of Ramadan
• Cultural Competence and the Workplace
Training sessions are also offered for students and employees, and address areas of cultural competence and safety, respect, power and privilege, classroom management, the mechanics of oppression, understand the ‘isms’, and overall sensitivity training. All employees are welcome and encouraged to attend these sessions as well as provide feedback that leads to new needs-specific learning opportunities.
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.