| Overall Rating | Gold |
|---|---|
| Overall Score | 75.28 |
| Liaison | Yumiko Jakobcic |
| Submission Date | March 3, 2023 |
Grand Valley State University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.89 / 2.00 |
Yumiko
Jakobcic Campus Sustainability Coordinator Office of Sustainability Practices |
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?:
Does the committee, office and/or officer focus on students, employees, or both?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Division of Inclusion and Equity advances GVSU’s social justice framework for equity and inclusion through collaboration, consultation, and leadership with students, faculty, staff, administrators and community partners (https://www.gvsu.edu/inclusion/).
GVSU also has a Network of Advisors for Racial Equity (https://www.gvsu.edu/inclusion/charge-for-racial-equity-inclusion-163.htm).
The Office of Multicultural Affairs (OMA) is committed to building a diverse and
inclusive campus. Through its comprehensive programs and services, OMA fosters an
appreciation and respect for the history, tradition, and culture of different ethnic groups, and empowers students to be active learners. Engage with us through participation in our cultural heritage celebrations, student support services, and social justice efforts.
Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
GVSU's Reach Higher 2025 commitment to build a culture of educational equity requires continual education, learning, and understanding. To that end, a new Diversity, Inclusion, & Belonging E-Training was created and all staff members are expected to participate.
The Inclusion and Equity Institute (IEI) for Lakers creates the conditions for learning and action around systems of oppression and the way intersecting identities inform worldview, relationships, leadership and organizations.
This aim supports the strategic direction of the University through Reach Higher 2025. Our process involves walking and working alongside others to cultivate rich learning environments and meaningful outcomes, grounded in agency and action. We welcome the chance to work with individuals, department and divisions on furthering inclusion and equity knowledge and skills to deepen commitments.
Our facilitators are a diverse group of academics, practitioners, community leaders and advocates who are passionate and committed to engaging in ways that motivate social justice transformation.
Our commitment to community and public service is core to GVSU's mission and strategic priorities. (https://www.gvsu.edu/institute/).
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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