|Liaison||Pat Van Duyne|
|Submission Date||June 11, 2015|
Joliet Junior College
PA-4: Diversity and Equity Coordination
Manager, Employee Relations
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 and equity on campus?:
Does the committee, office and/or officer focus on one or both of the following?:
|Yes or No|
|Student diversity and equity||Yes|
|Employee diversity and equity||Yes|
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
From the JJC website for the Diversity Advisory Council:
"The President's Diversity Advisory Council (PDAC) serves to provide a coordinating function for diversity groups and issues on campus including serving as a clearinghouse for information and acting as a champion for diversity and inclusion. The objectives of the council align most closely with the following strategic goals and focus on both employees and students.
1. Improve student success with an emphasis on enrollment, retention, graduation, transfer rates, and effective teaching and learning outcomes
2. Improve success of minority, underrepresented, and underprepared student populations in addition to closing the gap between high school and college performance
3. To bring the voice of the employee into the council and to act as a catalyst in building a more diverse work environment
4. Improve workplace equality: an environment in which every individual has an equal opportunity to perform, develop, and advance"
The current College Diversity and Inclusion Plan is for 2013-2015
The full-time equivalent of people employed in the diversity and equity office:
The website URL where information about the diversity and equity committee, office and/or officer is available:
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
|Yes or No|
A brief description of the cultural competence trainings and activities:
JJC holds a range of workshops related to cultural competence among students, faculty and staff, such as harassment/discrimination prevention training, search committee training, safety and wellness and new employee orientation. JJC recruits a diverse applicant pool utilizing the HigherEdJobs Affirmative Action Email module. The email is sent weekly to 280,849 job seekers and features job postings from colleges and universities that are actively recruiting candidates in accordance with affirmative action or diversity plans. The recipient list is opt-in and proprietary – each recipient has asked to receive the emails. JJC participates in annual diversity dialogues with local colleges (students, faculty & staff), community members and business leaders. Attendees participate in interactive workshops on teambuilding and discuss issues impacting diversity and inclusion in communities.
The Safe Zone Ally Project exists to make Joliet Junior College a safer environment for all members of the campus community, regardless of sexual orientation, gender identity or gender expression, through training allies. The Ally Training Program is a campus-wide program that is designed to foster a more welcoming and affirming environment for lesbian, gay, bisexual, transgender, and queer (LGBTQ) students by creating a visible network of Allies. Allies who have completed the Ally Training Program display the ""JJC Safe Zone Ally"" sticker in their offices. JJC has a Student Speakers Bureau Program designed to use personal storytelling to promote understanding for different cultural communities (LGBTQ). In 2012 Joliet Junior College was the only community college in Illinois to receive a grant from the U.S. Department of Justice Office on Violence Against Women. The grant is used to make an impact on the education and prevention of sexual assault, domestic violence, dating violence, and stalking against college students. The college board of trustees celebrates diversity by reading and approving resolutions for various ethnic activities. CAALC, made up of employees and students holds monthly meetings, fundraisers, issues scholarships to benefit black/Latino students, holds a community leader dinner, and provides a shadow day for high school students in different professions. In conjunction with GLOW, the Office of Student Activities (OSA) holds a transgender day of remembrance. The college holds a World Aids Day drag show (benefit for different agencies). Brown Bag speakers often focus on culture and diversity topics. OSA conducts programming for MLK day. Student Clubs, Black Student Union, Sister Circle (Precious Jewel), Religious, Disabilities (Here is your sign), and student government projects for MLK Day. Board prepares the proclamations for various months. The college provides for numerous faculty development opportunities. The college demonstrates support of individuals to attend National Conferences (ex: LGBTQ). The college has a partnership with the Will County Health Department for HIV testing. Often the college pulls together target focus groups. Other outreach includes the International Student Mentor Program, Black Teen Summit, Study Abroad, International Student Recruitment and Retention, and Video Awareness Segments on topics such as disability awareness.
NATALIYA'S COMMENTS/QUESTIONS: If this is a quote/quotes, the source should be specified.
In the first paragraph, sentence "The recipient list is opt-in and proprietary – each recipient has asked to receive the emails." may have grammar error. Should it read "... recipient is asked"?
Two entries between first and last paragraphs interrupt the flow of information. I would suggest restructuring information by type of engagement/activity or group involved to enhance clarity.
I would recommend to either include full names and possibly JJC email addresses for contact persons or exclude names entirely.
Add more specific information about each event if available/applicable - how often is it held, date of last event, number and type of participants (students/faculty, etc.).
URL below may not qualify as cultural competency training. There are only a few slides devoted to diversity and harassment which do not go beyond general policy statements. Do we have anything more specific?
END OF NATALIA'S COMMENTS\QUESTIONS
The website URL where information about the cultural competence trainings is available:
Other websites where information about the cultural competence trainings are available include:
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.
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.