| Overall Rating | Gold |
|---|---|
| Overall Score | 67.16 |
| Liaison | Scott Doyle |
| Submission Date | Oct. 25, 2022 |
Ithaca College
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.44 / 2.00 |
Scott
Doyle Director Energy Management and 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:
Various diversity committees exist on campus. One such example is a student group working with our Office of Public Safety. The purpose of the Student Engagement Workgroup is for students to work collaboratively alongside the Office of Public Safety (OPS) to advance existing and ongoing diversity, inclusion and engagement goals developed in coordination with the Office of Human Resources through a series of workshops during the academic year.
The group’s agenda is set on generating ideas and initiatives for bringing Public Safety and our student body together, with focus on select student groups, such as our diverse populations on campus. Public Safety’s three-prong Diversity, Inclusion and Engagement plan is the centerpiece for our conversations, with an emphasis on engaging champions across campus for ideas and collaboration in each/any of the goal areas: (1) Engagement; (2) Communication; and (3) Education.
https://www.ithaca.edu/public-safety-and-emergency-management/diversity-inclusion-and-engagement
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:
Performance reviews conducted annually assess employees’ engagement and participation in Diversity and Inclusion workshops. Res Life provided a number of training opportunities to our residential student community through their RA and RD training. Also, Human Resources offers the annual Engaging Communities event.
The overall purpose is to:
• to add our support/voice to help to elevate diversity and inclusion efforts on campus.
• to engage all members of the campus community and the greater Ithaca community in a conversation about diversity and inclusion.
• to affirm by our actions, not just our words, that we are continually moving forward to increase awareness about D&I
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:
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.