| Overall Rating | Bronze |
|---|---|
| Overall Score | 33.05 |
| Liaison | Michael Ferber |
| Submission Date | Nov. 8, 2021 |
The King's University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
Lynda
Koot Building Services Manager Facilities |
"---"
indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
In 2020, King's hired an expert consultant to provide guidance on addressing racism, sexism, ableism, and other forms of oppression with the university community.
In 2020, King's also created an Equity, Diversity, Inclusion (EDI) task force.
The goal of the EDI Taskforce is to advance EDI principles by identifying systemic barriers to faculty, staff, and student inclusion, while proposing strategies to eliminate these barriers. With the collaboration with the EDI Consultant, the Taskforce will be involved in:
Developing a position statement on anti-racism and shared definitions of equity, diversity, inclusion at King's.
Conducting an assessment of faculty, staff and student perceptions of diversity and inclusion.
Conducting an equity audit and review of King's policies, practices and processes.
Proposing recommendations for sustainable action and a long-term strategy that will foster inclusivity and an anti-racist culture reflected in King's policy and practice.
In 2020, King's also created an Equity, Diversity, Inclusion (EDI) task force.
The goal of the EDI Taskforce is to advance EDI principles by identifying systemic barriers to faculty, staff, and student inclusion, while proposing strategies to eliminate these barriers. With the collaboration with the EDI Consultant, the Taskforce will be involved in:
Developing a position statement on anti-racism and shared definitions of equity, diversity, inclusion at King's.
Conducting an assessment of faculty, staff and student perceptions of diversity and inclusion.
Conducting an equity audit and review of King's policies, practices and processes.
Proposing recommendations for sustainable action and a long-term strategy that will foster inclusivity and an anti-racist culture reflected in King's policy and practice.
Part 2
Some
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some
If trainings are made available, provide:
The King's University has not offered a formal cultural competence training course at King's so the answer would be none officially- some have participated on their own initiative.
Optional Fields
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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