Overall Rating Bronze
Overall Score 28.04
Liaison Jodi Kennedy
Submission Date July 5, 2022

STARS v2.2

Georgia Southern University
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.33 / 2.00 Patrice Jackson
Chief Diversity Officer
Office of the President
"---" 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:
The Office of Inclusive Excellence at Georgia Southern University strives to create an institutional culture where diversity, equity, and inclusion are ingrained in the very fabric of everything we do. We believe the responsibility to cultivate this environment belongs to every member of our learning community. However, The Office of Inclusive Excellence (OIE) seeks to develop a climate that empowers all members- one that fosters collaboration and initiates practices and policies that affect positive institutional change. OIE is led by the Associate Vice President for Inclusive Excellence and Chief Diversity Officer. The office supports progress in the inclusive excellence action plan, provides and promotes training, elevates Employee Resource Groups and leads the President’s Diversity Advisory Council and the President’s Student Advisory Committee.

Part 2 

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

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

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

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:
https://www.georgiasouthern.edu/inclusive-excellence/events/

Optional Fields 

Website URL where information about the institution’s diversity and equity office or trainings is available:
https://president.georgiasouthern.edu/inclusive-excellence/

Additional documentation to support the submission:
---

Data source(s) and notes about the submission:
Inclusive Excellence Action Plan- https://president.georgiasouthern.edu/inclusive-excellence/2020-2024-action-plan/

Diversity and Inclusion Faculty Fellows- https://president.georgiasouthern.edu/inclusive-excellence/diff/

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.