Overall Rating Gold - expired
Overall Score 70.12
Liaison Ciannat Howett
Submission Date July 25, 2017
Executive Letter Download

STARS v2.1

Emory University
PA-4: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.89 / 2.00 Kelly Weisinger
Office of Sustainability Initiatives
"---" indicates that no data was submitted for this field

Does the institution have a diversity and equity committee, office, and/or officer tasked to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights on campus?:

Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees

A brief description of the diversity and equity committee, office and/or officer, including purview and activities:

The Office of Institutional Equity and Inclusion opened on May 1, 2014 at Emory University. Lynell Cadray serves as the Vice Provost. The primary responsibility of this office is to implement systematic processes for all areas related to Equity and Inclusion. The staff of 16 serves the university in various critical functions: Equal Opportunity Programs and Affirmative Action, Faculty and Staff Training, Discrimination and Harassment Investigations, Title IX, implementation of Faculty and Senior Administrator Hiring Practices and Access and Disability Resources. These units work in tandem with other offices on campus. Campus Life oversees various units related to Community Building and is currently building a team which focuses on Diversity and Inclusion which includes: LGBT, The Center for Community Partnerships, The Center for Women, The Office of International Student Life and The Office of Multicultural Programs and Services. In addition, the Advisory Council on Community and Diversity convenes as a University Senate Committee and works across the university on diversity initiatives.

Faculty, staff and students collaborate through a range of programs and practices designed to facilitate access, enhance equity and broaden inclusion.

Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):

Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):

Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):

A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:

Emory required mandatory training on Title IX to all faculty and staff in spring of 2015. The Office of Equity and Inclusion makes available training related to Title VII – Discrimination and Harassment and information related to these policies are highly visible on the Emory University website and on Emory’s campus. In addition, there are trainings developed related to Good Hiring Practices and Biases in the Academy. All of this information is available on the website at www.equityandinclusion.emory.edu/

In addition there are university wide initiatives and training programs related to Diversity and Inclusion and these are developed in individual units.
A sampling of these may be found on individual websites at: The Center for Women, The Office of Campus Life, The Laney Graduate School, The Nell Hodgson Woodruff School of Nursing, The School of Law, The School of Theology, Emory College, Oxford College, The Goizueta School of Business, Emory University School of Medicine and The Rollins School of Public Health.

In addition, the Office of Equity and Inclusion provides assistance and training to faculty search committees and by collecting and maintaining updated data on these activities university-wide. Staff members works collaboratively with all academic units and faculty members in designing and implementing strategies to assist them in reaching their diversity goals. The university has fifteen university facilitators who train the community on Unconscious Bias.

The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:

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.