| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 26.01 |
| Liaison | Doug Oetter |
| Submission Date | March 5, 2021 |
Georgia College & State University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.56 / 2.00 |
Doug
Oetter Professor History and Geography |
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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 Office of Institutional Equity and Diversity provides institutional leadership on all matters of diversity and equity, under the auspices of the Office of The President and the President's Commission on Diversity.
Our prevention work serves to ensure that agents of the university do not discriminate on the basis of race, color, sex, sexual orientation, religion, national origin, age, disability, veteran status or any other irrelevant non-bona fide qualification in the administration of educational and employment programs, or any other activity administered by the university.
Georgia College is committed to the fundamental principle of equal opportunity and equal treatment for all and strives to create a campus environment, which understands, fosters, and embraces the value of diversity.
Our prevention work serves to ensure that agents of the university do not discriminate on the basis of race, color, sex, sexual orientation, religion, national origin, age, disability, veteran status or any other irrelevant non-bona fide qualification in the administration of educational and employment programs, or any other activity administered by the university.
Georgia College is committed to the fundamental principle of equal opportunity and equal treatment for all and strives to create a campus environment, which understands, fosters, and embraces the value of diversity.
Part 2
Some
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:
We have created diversity leadership teams in most department of the school to insure the implementation of our diversity plan. The primary goals of the leadership groups is to promote inclusive excellence through the recruitment and retention of a diverse student body and workforce and the creation of a campus climate that promotes inclusive excellence.
We also have Diversity Peer Educators which is a student organization that utilizes group facilitation to educate peers on the Georgia College campus about issues of diversity through various workshops and presentations throughout the duration of the school year. The program's intent is to make our campus not only more inclusive, but to also improve our campus climate.
We also have Diversity Peer Educators which is a student organization that utilizes group facilitation to educate peers on the Georgia College campus about issues of diversity through various workshops and presentations throughout the duration of the school year. The program's intent is to make our campus not only more inclusive, but to also improve our campus climate.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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