| Overall Rating | Bronze |
|---|---|
| Overall Score | 36.37 |
| Liaison | Melanie Knowles |
| Submission Date | March 5, 2021 |
Kent State University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
Gina
Campana Assistant Director for Diversity Research Diversity, Equity and 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:
Kent State University has a Division of Diversity, Equity and Inclusion. As a division, our diversity values are:
-A diverse student body, faculty, staff and administration
-A student-centered university that acknowledges student success as a top priority
-The pursuit of knowledge through diverse traditions and inclusive efforts
-Accountability and action towards the success and management of diversity
-A welcoming environment that encourages diversity of thought, continuous personal growth and academic attainment for all members of the Kent State University family
-Engagement and collaboration across difference
-A focus on inclusive excellence in everything that we do
The division leads strategic system-wide planning to ensure that the university’s core values of diversity, inclusion and equity permeates throughout the university system. Additionally, the division works to increase awareness and knowledge about diversity, equity and inclusion.
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:
Addressing Microaggressions
Discover how everyday comments and actions can unintentionally hurt or harm someone. Participants will build skills and practice strategies to recognize and interrupt microaggressions.
Equity
Learn why the conversation has shifted more towards equity and further away from equality. Participants will explore the concept of equity and begin to understand individual and institutional detours to achieving it.
Recognizing Bias
Various people, institutions and organizations help shape the way we view the world, sometimes in inaccurate ways. Participants will learn to identify implicit and explicit biases and explore strategies for challenging them in ourselves and others.
Understanding Race and Racism
Race and racism are significant parts of our society and shape the way it works. Participants will explore their own understandings, discuss how racism is upheld through policy and practice, and develop strategies to disrupt it.
What Does it Mean to be Anti-Racist?
Anti-racism is a term that is frequently discussed in the public consciousness. This session provides a space to understand what anti-racism really means, safely reflect on where you are in your own journey, and explore how we can practice anti-racism in our communities.
White Allyship
Do you want to learn how to better be in solidarity with people of Color? This training explores what racism and bias are, the concept of privilege, and what allyship looks like. Participants will then identify and explore specific action steps one can take to advance racial justice.
The Listening Project
The Listening Project aims to foster stronger working relationships among colleagues through intentional dialogue across difference. The program is organized by pairing participants based on factors such as race/ethnicity, gender, or a related workplace difference. Trained coaches foster dialogue between partners in cluster sessions on topics that range from getting to know one another to views on race. Goals of the program include: building of relationships among individuals that normally may not develop a relationship; increased understanding of diversity and inclusion, gender, ethnic and race differences; and, improve the climate and success of diversity at KSU through building trust and credibility.
The Listening project requires 4 facilitated sessions across a semester and encourages 1:1 partner connections outside of those sessions.
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.