| Overall Rating | Gold |
|---|---|
| Overall Score | 76.17 |
| Liaison | Ian McKeown |
| Submission Date | March 5, 2021 |
Loyola Marymount University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
Jessica
Hernandez Sustainability Coordinator Facilities Management |
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:
Advise and make recommendations to the Assistant to the President for Intercultural Affairs regarding intercultural policies, procedures, programs, documents, and issues; Identify and implement strategies within their units that encourage leadership and involvement of faculty, staff and students in transforming LMU from a multicultural organization to an intercultural community; educate the University community about intercultural affairs as it relates to academic excellence and institutional viability.
Student Specific:
The Ethnic and Intercultural Services Department (EIS) provides services and resources that promote the academic mission of this institution. We provide a supportive environment where individual growth and cultural expression is encouraged and academic excellence is expected. Each of you has embarked on a journey to become better educated citizens. We encourage you to take educational risks and sharpen your academic skills by becoming high achievers.
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:
Faculty/Staff
(1) All new employees receive diversity training in the New Employee Orientation.
(2) Continuing training is also available through LMU Human Resources Learning and Development. LMU Human Resources provides a number of training and development workshops (i.e., Interculturalism I & II, Star Power, Attitudes Towards Differences, Discriminatory Harassment Awareness, Exploring Diversity Through a Common Language, IntercultuRally Activity,), films, games and e-learning programs (i.e., Workplace Diversity, Exploring Diversity With Your Team).
(3) Additionally, cultural competence and inclusiveness is promoted and supported through LMU’s Office of Intercultural Affairs. This Office is vital to LMU success in creating and maintaining “inclusiveness” in all functions of LMU. A summary of programming is provided in the diversity Link provided below.
Faculty/Staff/Students
(1) There are committees on campus dedicated to promoting and fostering diversity and inclusiveness, for example: the FRANK SULLIVAN SOCIAL JUSTICE COMMITTEE advises the President and the Office of the Campus Ministry on all aspects of the promotion of social justice and concern in the University; the INTERCULTURAL ADVISORY COMMITTEE advises and makes recommendations to the Assistant to the President for Intercultural Affairs regarding intercultural policies, procedures, programs, documents, and issues; Identify and implement strategies within their units that encourage leadership and involvement of faculty, staff and students in transforming LMU from a multicultural organization to an intercultural community; educate the University community about intercultural affairs as it relates to academic excellence and institutional viability; and the INTERCULTURAL FACULTY COMMITTEE (IFC) charged with helping cultivate and express the University’s mission and identity, and commitment to diversity and interculturalism within the academic life and academic programs of the University.
Students
(1) Training - Intercultural Competency - The Intercultural Competency Certificate Program includes specialized courses that are designed to maximize the students learning capacity by connecting theory to practice. LMU students who successfully complete the fall and spring courses and participate in the Intercultural Retreat, will earn the Intercultural Competency Certificate. This is a citation printed on the transcript that indicates advanced training in the area of Human Relations
(2) Training - Intercultural Summit - The Intercultural Summit is a full day cultural workshop facilitated by LMU's students.
(3) Training/Services - Intercultural Facilitators Program - The Intercultural Facilitator Program is a student facilitated program designed to help students learn about identity based social inequalities and social justice.
(4) Training - Intercultural Retreat - Students participate in a weekend long retreat
including discussions and simulations focused on understanding cultural similarities and differences. Group activities are held to further dialogue.
https://resources.lmu.edu/officeofinterculturalaffairs/
https://studentaffairs.lmu.edu/community/ethnicandinterculturalservices/
https://studentaffairs.lmu.edu/community/ethnicandinterculturalservices/interculturaladvancement/interculturalcompetency/
https://admin.lmu.edu/hr/programsservices/learningdevelopment/
https://studentaffairs.lmu.edu/community/ethnicandinterculturalservices/interculturaladvancement/interculturalcompetency/
https://studentaffairs.lmu.edu/community/ethnicandinterculturalservices/interculturaladvancement/programsinitiatives/
https://studentaffairs.lmu.edu/community/ethnicandinterculturalservices/
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.