Overall Rating Silver - expired
Overall Score 63.40
Liaison Adam Sizemore
Submission Date March 2, 2016
Executive Letter Download

STARS v2.0

Miami University
PA-4: Diversity and Equity Coordination

Status Score Responsible Party
Complete 2.00 / 2.00 Susan Meikle
University News writer and editor
University Communications
"---" 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 and equity on campus?:

Does the committee, office and/or officer focus on one or both of the following?:
Yes or No
Student diversity and equity Yes
Employee diversity and equity Yes

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

In addition to the Associate Vice President for Institutional Diversity,
Miami has an Office of Equity and Equal Opportunity (OEEO), its mission is to advance and sustain an environment of internal equity, diversity, and inclusiveness for all members of the Miami University Community by ensuring equal access to employment and educational opportunities; promoting fairness and equity;
Information, consultation, training, resources to the Miami community with regard to discrimination and harassment prevention, affirmative action, equal opportunity, and inclusion;
Individual consultation to Miami's managers, supervisors, staff, faculty, students, and administrators on the subjects listed above;
A mechanism for investigating reports of harassment and discrimination;
The oversight of and support for the University's compliance with federal and state laws in the areas of equal opportunity, affirmative action, harassment, and discrimination.

University Senate Council on Diversity and Inclusion (CODI)
The functions of the Council on Diversity and Inclusion are to advise the President and the Provost on matters of diversity and to engage in and facilitate long-range planning to:
(1) build an intellectual community that recognizes that diverse experiences create a rich educational experience for all students,
(2) foster an inclusive campus climate, and
(3) foster the development of diversity-related competencies among faculty, staff, and students;
(4) assess and identify trends, progress, and problems pertaining to campus diversity and climate; and
(5) facilitate University-wide dialogue to promote understanding and constructive exchange of views on matters of diversity.
The Council shall report regularly to University Senate.

The full-time equivalent of people employed in the diversity and equity office:

The website URL where information about the diversity and equity committee, office and/or officer is available:
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
Yes or No
Students Yes
Staff Yes
Faculty Yes
Administrators Yes

A brief description of the cultural competence trainings and activities:

The Office of Equity and Equal Opportunity offers consultation, training and resources to the entire Miami community, as well as individual consultation to managers, supervisors, administrators, staff, faculty and students on discrimination and harassment prevention; equal opportunity and inclusion.


Among other training is the Safe Zone Program and Training and Ally development for GLBTQ issues offered monthly through the Office of Diversity Affairs:

The website URL where information about the cultural competence trainings is available:

Miami's 2020 Plan includes a Strategic Diversity Plan with goals including increasing and enhancing diversity curriculum and training; recruitment of students and increasing diversity of faculty and staff; developing deeper levels of understanding of culture and difference.

Miami's Office of Diversity Affairs offers direct support to diverse student populations through multicultural programming that centers on academic, professional, and social development.

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 and complete the Data Inquiry Form.