| Overall Rating | Silver |
|---|---|
| Overall Score | 54.62 |
| Liaison | Luis Maggiori |
| Submission Date | Oct. 23, 2024 |
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 |
Part 1
Does the committee, office and/or officer focus on students, employees, or both?:
Historically, Cultural Competency Professional Development (CCPD) initiative and training was provided by the Office of Equity & Inclusion. CCPD formed in response to Board Policy 520, and is designed to address the evolving needs and changing demographics.
In the fall of 2023, responsibility for this work began transitioning to Human Resources to ensure continuity and better coordination. Human resources and IT are transitioning systems, processes, and data to HR and IT is developing a dashboard for a real-time, high-level reporting of completions/compliance.
Until the transition is complete, multiple opportunities exist. For example, Dana Johnson and Dr. Khalid White presented during Spring Conference, May 2024. A wide range of training opportunities are available through the online learning system (Vector LMS), and CCPD initiative.
All LCC employees are required to attend a minimum of twelve hours of CCPD training every three years. Individual employees may also attend training offered by other organizations and submit a request for recognition/credit. Topic areas include:
- Accessibility, Age, Ability, and Mental Health
- Gender Spectrum, Sexual Orientation, Sexism, Heterosexism
- Implicit Bias
- Intersectionality
- Prison Industrial Complex: School-to-Prison Pipeline
- Race, Ethnicity, Culture and Language
- Religion and Spirituality
- Sexual Assault and Partner Violence: Awareness, Prevention, and Survival Strategies
- Socio-Economic Background and Social Class
- Understanding of the Dynamics Related to Power, Privilege, and Oppression
- Understanding of Social Justice
- Veterans and Military Status
The Diversity Council helps develops the campus plan and policies related to diversity, set priorities, and advocate for the resolution of diversity issues on campus. The scope of work includes:
- Develop and update campus diversity plan
- Facilitate community-wide dialogue
- Evaluate functions and activities related to diversity goals
Faculty Professional Development offers additional opportunities. For instance, the Justice, Equity, Diversity, and Inclusion New Faculty Fellowship Program, commonly referred to as JEDI, was developed for faculty. Some of this program is made available to staff as well.
Diversity, equity, and inclusion is woven into the Lane's Strategic Plan. For example, Goal #1 is: Improve diversity, equity, and inclusion in student access and achievement. It includes several objectives focused on increasing admissions, retention, and completion of BIPOC students, making progress toward becoming an Hispanic Serving Institution, and fostering civic engagement to prepare students to work in a diverse and global society. Other Goals include: increase enrollment of rural and underserved areas, nontraditional students, and close opportunity gaps for under-represented, first-time, full-time students.
Lastly, Lane has a well developed Bias Incident Response procedure and team. This procedure provides guidance for individuals who believe they have been witness to or victims of bias acts, and provides protocols for these individuals to report them, and requires the college to respond in a timely manner to those reports.
Part 2
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:
If trainings are made available, provide:
The Cultural Competency Professional Development (CCPD) initiative focuses on topic areas listed below. All LCC employees are required to attend a minimum of twelve hours of CCPD training every three years.
- Accessibility, Age, Ability, and Mental Health
- Gender Spectrum, Sexual Orientation, Sexism, Heterosexism
- Implicit Bias
- Intersectionality
- Prison Industrial Complex: School-to-Prison Pipeline
- Race, Ethnicity, Culture and Language
- Religion and Spirituality
- Sexual Assault and Partner Violence: Awareness, Prevention, and Survival Strategies
- Socio-Economic Background and Social Class
- Understanding of the Dynamics Related to Power, Privilege, and Oppression
- Understanding of Social Justice
- Veterans and Military Status
Faculty Professional Development offers additional opportunities. Individual employees may also attend training offered by other organizations and submit a request for recognition/credit. Periodically, Lane provides training for all employees (e.g. Spring Conference, May 2024).
Optional Fields
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.