|Submission Date||March 6, 2020|
PA-5: Diversity and Equity Coordination
|1.33 / 2.00||
Office of Sustainability
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:
----As Hope College’s chief officer for culture and inclusion, Dr. Trent-Brown provides leadership for the development of an institutional vision and effective implementation strategies for inclusive excellence that champion the value and importance of a diverse and inclusive college environment. In this role, she serves on Hope College’s Administrative Council. She was appointed in 2015 as special assistant to the president for culture and inclusion, a position that was expanded and renamed in 2018.
----The mission of the Center for Diversity and Inclusion is to empower students to excel academically and flourish as socially responsible members in a diverse world by providing opportunities, resources and advocacy in partnership with the greater Hope College community to promote a Christ-centered culture of equity and inclusion. https://hope.edu/offices/center-diversity-inclusion/
----Spearheaded by the Center for Diversity and Inclusion, GROW is a campus-wide collaboration of promoters, allies, and influencers working towards building a more diverse, equitable, and inclusive community. https://hope.edu/offices/center-diversity-inclusion/grow/
Estimated proportion of students that has participated in 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:
-----PRESIDENT'S OFFICE: CULTURE STATEMENT AND VALUES
We are empowered and flourish when we invest in and value one another in our inclusive learning community where all members are grounded in dignity, engaged in diversity and invited by Christ’s love.
----Hope College utilizes the Great Place to Work Institute Trust Index Employee Survey as one way to gain information and insight about the experience faculty and staff have working at Hope College. We invite input from every employee to gain an understanding of our strengths and to know where we need to invest to create a supportive, inclusive and meaningful work experience for all of our employees.
-----Spearheaded by the Center for Diversity and Inclusion, GROW is a campus-wide collaboration of promoters, allies, and influencers working towards building a more diverse, equitable, and inclusive community.
DIVERSITY LECTURE SERIES
WOMEN OF COLOR & SENIOR RECOGNITION
PARTNERSHIP WITH GRAND RAPIDS AFRICAN AMERICAN HEALTH INSTITUTE
LEADERSHIP EMPOWERMENT PROGRAM
Website URL where information about the institution’s diversity and equity office or trainings 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 and complete the Data Inquiry Form.