Overall Rating Silver
Overall Score 56.66
Liaison Luis Maggiori
Submission Date March 5, 2021

STARS v2.2

Lane Community College
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
1.78 / 2.00 Luis Maggiori
Sustainability Coordinator
Institute for Sustainable Practices
"---" indicates that no data was submitted for this field

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?:
Yes

Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees

A brief description of the diversity and equity committee, office and/or officer, including purview and activities:

LCC's Diversity Council

Lane Community College pursues equity through an inclusive and intersectional approach to diversity, with a focus on becoming a higher performing organization, and producing outcomes that serve the needs of the entire college population.
Lane is dedicated to ensuring access, equity, and inclusion across all areas of campus in order to recruit, support, welcome, and retain a truly diverse staff and student body.

Our efforts are integrated into the college’s Planning and Institutional Effectiveness where they are embodied in the stated value of Diversity, which is defined as:

Welcoming, valuing and promoting diversity among staff, students and our community
Cultivating a respectful, inclusive, and accessible working and learning environment
Working effectively in different cultural contexts to serve the educational and linguistic needs of a diverse community
Developing capacity to understand issues of difference, power, and privilege


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:
Some

Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
All

Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
All

A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:

The Cultural Competency Professional Development (CCPD) initiative at Lane Community College is designed to address the evolving needs and changing demographics of the college’s student, staff, and community populations.

Cultural Competency Professional Development current topic focus areas include:

 Race, Ethnicity, Culture and Language
 Religion and Spirituality
 Socio-Economic Background and Social Class
 Accessibility, Age, Ability, and Mental Health (‘A3M’)
 Veterans and Military Status
 Understanding of Social Justice
 Understanding of the Dynamics Related to Power, Privilege, and Oppression
 Gender Spectrum, Sexual Orientation, Sexism, Heterosexism
 Intersectionality
 Prison Industrial Complex: School-to-Prison Pipeline
 Implicit Bias
 Sexual Assault


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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