| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 69.28 |
| Liaison | Katie Koscielak |
| Submission Date | April 21, 2017 |
| Executive Letter | Download |
Cal Poly Humboldt
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.56 / 2.00 |
Jennifer
Eichstedt Co-Director Office of Diversity, Equity and Inclusion |
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?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Office of Diversity and Inclusion is charged with developing policies for the HSU campus that seek to institutionalize diversity as a core part of the educational process and to overcome the historical and social inequities that continue to challenge students, faculty, and staff from underrepresented groups.
The Office of Diversity and Inclusion also supports cultural programs, educational experiences and professional development opportunities for students, staff, and faculty that work to deepen understanding across various groups, to advocate for social justice, and to improve the climate in classrooms and other institutional spaces.
Read more at https://www2.humboldt.edu/diversity/
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:
There are many different opportunities for "cultural competency" or similar trainings available at HSU. These include significant training via the yearly Institute of Student Success (which provides 700 contact hours of training per year). Many trainings are also offered via the campus online training website called Skillport, which include, for instance, trainings on recognizing white privilege. Finally, HSU has trained over 1800 faculty, staff, and administrators on implicit bias in the hiring process, which includes issues of identity, culture and bias.
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about 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.