|Submission Date||May 7, 2020|
Humboldt State University
PA-5: Diversity and Equity Coordination
|1.56 / 2.00||
Interim Executive Director
Office of Diversity, Equity & Inclusion
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 President’s DEIC members work in partnership with ODEI to provide advisory council and leverage expertise to collectively create institutional and systemic change. By applying an equity lens, the DEI Council assists ODEI in making recommendations and raising awareness of ways to improve HSU’s diversity, equity and inclusion efforts. The DEI Council’s objectives are: 1) Support ODEI in the creation of short-and long-term strategic strategies for the enhancement of faculty, staff, and student development, and engagement in matters concerning diversity, equity and inclusion, 2) Provide a collective and coherent voice and serve as a resource to the Office of Diversity, Equity and Inclusion, and 3)Provide leadership direction to engage HSU and the community it serves and serve as change agents to promote cultural change initiatives to improve the campus climate. The DEIC executive team includes two co-chairs and three subcommittee chairs. The three subcommittees focus on: 1) Faculty and staff development and professional opportunities; 2) What it means for HSU to be a Hispanic Serving Institution (HSI); and 3) Inclusive teaching strategies and culturally relevant pedagogy.
Please visit the link for full membership of the council:
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:
There are many different opportunities for "cultural competency" or similar trainings available at HSU. Many trainings are also offered via the campus online training website called Skillport, which include, for instance, trainings on recognizing white privilege, Avoiding Unconscious Bias in the Hiring Process, Whiteness & Microaggressions, Cultural Humility for Place-Based Learning Communities, ERE Community Gathering session on Microagressions and Racism, Fall & Spring Development Day session on Implicit Bias, and Community Leadership in Action Service Learning Class. 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.
In addition, during student orientation the week before classes started in Fall 2018, programming was offered that specifically allowed students to dialogue on campus diversity. These sessions were held in small groups and were led by training professional staff from around the university. The goal of these sessions was to introduce concepts of social justice, advocacy, racial equity, and more to students at the beginning of their college career. In the future, this format will likely see significant change because programming for Orientation will be moved from the Admissions department to the Dean of Students Office starting Fall 2020.
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
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