Overall Rating Gold - expired
Overall Score 68.96
Liaison Cody Powell
Submission Date March 1, 2019
Executive Letter Download

STARS v2.1

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 to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights on campus?:

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:

Miami has a Vice President for Institutional Diversity (Dr. Ronald Scott);
and Office of Institutional Diversity

and Office of Diversity Affairs;

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.

Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):

Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):

Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):

A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:

In Fall 2018 an online module on diversity and inclusion and a separate module on bias training was available to first-year Miami students. The training was rolled out later in the fall and is planned in future years to be completed prior to orientation or during enrollment in UNV 101.

Similar to the student training, a faculty and staff version of the training from vendor Everfi will be required of all new hires starting later this fall and then pushed out to all faculty and staff in the future.

Blind Spots Training
Unconscious biases take a variety of forms, but too often, result in stereotyping, insensitivity, and judgment. "Blind spots" are created when our mental models break down without our realizing it.
Coming to terms with our own blind spots helps us to make intentional choices to listen to and embrace different perspectives. All members of the Miami community are encouraged to take advantage of this personal training opportunity focused on exposing these unconscious assumptions and eliminating them.
Safe Zone is a campus-wide program designed to educate students, faculty, and staff on LGBTQ identities and experiences and build their skills in actively creating a Miami community that is inclusive for people of all sexual orientations and gender identities and expressions. During a Safe Zone workshop, participants will learn language that relates to the LGBTQ community, identify some of the issues facing LGBTQ individuals, develop skills for being an ally to LGBTQ people, and learn about resources for LGBTQ people on campus and in the community. Safe Zone aims to prepare individuals to foster an environment in which all people are free to thrive personally, academically, professionally
All first-time incoming students on all campuses are required to take Haven: Understanding Sexual Assault. This online education program is designed to use a population-level approach to educate all students on the issues associated with sexual assault and interpersonal violence, taking into account their unique perspectives and experiences. Students are required to complete this program by the first day of classes. To ensure all students complete the program, a hold is placed on their second-semester registration.

University officials who have significant responsibility for student and campus activities are designated as Campus Security Authorities. They are responsible for reporting of a crime of which they become aware, including sexual assault, domestic violence, dating violence, and stalking, to the Miami University Police Department immediately.

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 LGBTQ issues offered monthly through the Office of Diversity Affairs:

The website URL where information about the programs or initiatives is available:
Additional documentation to support 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.