| Overall Rating | Gold |
|---|---|
| Overall Score | 73.37 |
| Liaison | Olivia Herron |
| Submission Date | Feb. 28, 2022 |
Miami University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
Adam
Sizemore Director of Sustainability Physical Facilities Department |
"---"
indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
Miami has a(n):
Vice President for Institutional Diversity (Dr. Cristina Alcalde):
https://www.miamioh.edu/diversity-inclusion/about/index.html
Office of Institutional Diversity:
http://miamioh.edu/diversity-inclusion/about/institutional-diversity-office/index.html
Office of Equity and Equal Opportunity:
-The Office of Equity and Equal Opportunity (OEEO) ensures that Miami University provides an equitable environment for students, faculty, and staff. This will be achieved with compassion, understanding, and fairness to all parties involved and act as a resource for all members of the university community.
https://miamioh.edu/diversity-inclusion/oeeo/index.html?_ga=2.163944511.1890096001.1633959344-1134285122.1520434426
Council on Diversity and Inclusion (CODI):
-The Council on Diversity & Inclusion (CODI) advocates and champions diversity and inclusion efforts that prioritize our commitment to the core values of love and honor, respect and inclusion. CODI will promote a college community that is welcoming, empowering, and safe.
-The functions of the Council on Diversity and Inclusion are to advise the Vice President of Institutional Diversity and Inclusion and the Provost on matters of diversity and to facilitate long term planning for and to engage in the following:
(1) Connect offices and departments of the university to various diversity and inclusion initiatives,
(2) Disseminate information to members of the University community regarding "best practices" which encourage diversity, equity, and inclusion,
(3) Facilitate open dialogue and difficult conversations across differences to promote understanding and constructive exchange of views on matters of diversity,
(4) Develop diversity-related competencies to increase recruitment and retention of diverse faculty, staff, and students,
(5) Use metrics to assess and identify trends, progress, and problems pertaining to campus diversity and climate,
(6) Build an intellectual community that recognizes that diverse experiences create a rich educational experience for members of the greater University community.
-The Council shall report regularly to University Senate.
https://miamioh.edu/academic-affairs/university-senate/councils-and-committees/council-diversity-inclusion/index.html?_ga=2.133421966.1890096001.1633959344-1134285122.1520434426
-CODI is also charged with advising the Provost and Vice President for Institutional Diversity and Inclusion.
Diversity Officers Leadership Council:
-This is a new council, starting in Fall 2021
-The goals of the council and monthly meetings are to identify, discuss and support unit-based and cross-unit efforts; develop new collaborative ways forward to foster inclusive excellence; share and coordinate programming; identify and proactively support the work and ongoing professional development of DEI leaders; provide a space for those directly engaged in DEI work to constructively discuss challenges and opportunities, and ensure broad-based input and discussions about university-wide DEI planning and strategies.
-Members include a representative from the (1) College of Education, Health, and Society, (2) College of Arts and Science, (3) College of Creative Arts, (4) College of Engineering and Computing, (5) Farmer School of Business, (6) Graduate School, (7) College of Liberal Arts and Applied Sciences, and (8) Libraries.
https://www.miamioh.edu/diversity-inclusion/about/diversity-officers-leadership-council/index.html
DEI Campus Connections - Key stakeholders at Miami University include students, faculty, staff, administration, alumni, and board of trustees. Below are the direct connections these elements have with the Office of Institutional Diversity & Inclusion.
(1) Associated Student Government, (2) Faculty/Staff Affinity, (3) Alumni Association, (4) Graduate Student Association, (5) Dean's Advisory Council, (6) Western College Alumni Association, and (7) Diversity Affairs Council.
Center-based Campus Partners - A variety of centers exist on Miami University campus. Many of these centers directly coordinate with the Office of Institutional Diversity & Inclusion on a regular basis.
(1) Center for Career Exploration and Success, (2) Center for Student Diversity and Inclusion, (3) Hillel Center, and (4) Myaamia Center.
Divisional DEI Campus Partners - DEI elements are embedded in each of our divisional units. Please be patient as some units are in the process of finalizing their DEI sites.
(1) Advancement, (2) Graduate School, (3) IT Services, (4) Enrollment Management and Student Success, and (5) Student Life.
Academic Unity DEI Campus Partners - In addition to their allotted seats on CODI, the advisory group for The Office of Institutional Diversity & Inclusion, each academic unit also has a DEI entity that coordinates local DEI efforts.
(1) College of Arts and Sciences, (2) College of Education, Health, and Society, (3) College of Engineering and Computing, (4) College of Creative Arts, (5) College of Liberal Arts and Applied Science, and (6) Farmer School of Business.
External DEI Partnerships - Miami university sponsors, or partners with, a variety of external entities to help advance DEI on a broader stage. Each entire below represents existing partnerships to that end.
(1) APNET (African Professionals Network), (2) Cincinnati Hispanic Chamber of Commerce, (3) Presidents' Climate Leadership Commitments, (4) CEO Action, (5) Ohio Diversity Council, (6) Diversity Abroad, (7) National Association of Diversity Officers in Higher Education, and (8) Greater Cincinnati Collegiate Collection (GC3).
Vice President for Institutional Diversity (Dr. Cristina Alcalde):
https://www.miamioh.edu/diversity-inclusion/about/index.html
Office of Institutional Diversity:
http://miamioh.edu/diversity-inclusion/about/institutional-diversity-office/index.html
Office of Equity and Equal Opportunity:
-The Office of Equity and Equal Opportunity (OEEO) ensures that Miami University provides an equitable environment for students, faculty, and staff. This will be achieved with compassion, understanding, and fairness to all parties involved and act as a resource for all members of the university community.
https://miamioh.edu/diversity-inclusion/oeeo/index.html?_ga=2.163944511.1890096001.1633959344-1134285122.1520434426
Council on Diversity and Inclusion (CODI):
-The Council on Diversity & Inclusion (CODI) advocates and champions diversity and inclusion efforts that prioritize our commitment to the core values of love and honor, respect and inclusion. CODI will promote a college community that is welcoming, empowering, and safe.
-The functions of the Council on Diversity and Inclusion are to advise the Vice President of Institutional Diversity and Inclusion and the Provost on matters of diversity and to facilitate long term planning for and to engage in the following:
(1) Connect offices and departments of the university to various diversity and inclusion initiatives,
(2) Disseminate information to members of the University community regarding "best practices" which encourage diversity, equity, and inclusion,
(3) Facilitate open dialogue and difficult conversations across differences to promote understanding and constructive exchange of views on matters of diversity,
(4) Develop diversity-related competencies to increase recruitment and retention of diverse faculty, staff, and students,
(5) Use metrics to assess and identify trends, progress, and problems pertaining to campus diversity and climate,
(6) Build an intellectual community that recognizes that diverse experiences create a rich educational experience for members of the greater University community.
-The Council shall report regularly to University Senate.
https://miamioh.edu/academic-affairs/university-senate/councils-and-committees/council-diversity-inclusion/index.html?_ga=2.133421966.1890096001.1633959344-1134285122.1520434426
-CODI is also charged with advising the Provost and Vice President for Institutional Diversity and Inclusion.
Diversity Officers Leadership Council:
-This is a new council, starting in Fall 2021
-The goals of the council and monthly meetings are to identify, discuss and support unit-based and cross-unit efforts; develop new collaborative ways forward to foster inclusive excellence; share and coordinate programming; identify and proactively support the work and ongoing professional development of DEI leaders; provide a space for those directly engaged in DEI work to constructively discuss challenges and opportunities, and ensure broad-based input and discussions about university-wide DEI planning and strategies.
-Members include a representative from the (1) College of Education, Health, and Society, (2) College of Arts and Science, (3) College of Creative Arts, (4) College of Engineering and Computing, (5) Farmer School of Business, (6) Graduate School, (7) College of Liberal Arts and Applied Sciences, and (8) Libraries.
https://www.miamioh.edu/diversity-inclusion/about/diversity-officers-leadership-council/index.html
DEI Campus Connections - Key stakeholders at Miami University include students, faculty, staff, administration, alumni, and board of trustees. Below are the direct connections these elements have with the Office of Institutional Diversity & Inclusion.
(1) Associated Student Government, (2) Faculty/Staff Affinity, (3) Alumni Association, (4) Graduate Student Association, (5) Dean's Advisory Council, (6) Western College Alumni Association, and (7) Diversity Affairs Council.
Center-based Campus Partners - A variety of centers exist on Miami University campus. Many of these centers directly coordinate with the Office of Institutional Diversity & Inclusion on a regular basis.
(1) Center for Career Exploration and Success, (2) Center for Student Diversity and Inclusion, (3) Hillel Center, and (4) Myaamia Center.
Divisional DEI Campus Partners - DEI elements are embedded in each of our divisional units. Please be patient as some units are in the process of finalizing their DEI sites.
(1) Advancement, (2) Graduate School, (3) IT Services, (4) Enrollment Management and Student Success, and (5) Student Life.
Academic Unity DEI Campus Partners - In addition to their allotted seats on CODI, the advisory group for The Office of Institutional Diversity & Inclusion, each academic unit also has a DEI entity that coordinates local DEI efforts.
(1) College of Arts and Sciences, (2) College of Education, Health, and Society, (3) College of Engineering and Computing, (4) College of Creative Arts, (5) College of Liberal Arts and Applied Science, and (6) Farmer School of Business.
External DEI Partnerships - Miami university sponsors, or partners with, a variety of external entities to help advance DEI on a broader stage. Each entire below represents existing partnerships to that end.
(1) APNET (African Professionals Network), (2) Cincinnati Hispanic Chamber of Commerce, (3) Presidents' Climate Leadership Commitments, (4) CEO Action, (5) Ohio Diversity Council, (6) Diversity Abroad, (7) National Association of Diversity Officers in Higher Education, and (8) Greater Cincinnati Collegiate Collection (GC3).
Part 2
All
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
If trainings are made available, provide:
Miami requires all employees to take at least three online modules on topics connected to DEI before beginning work.
The Office for Institutional Diversity and Inclusion is finalizing a DEI Module Series for Alumni, which is composed of (9) 45-minute modules on DEI topics. Completion of the series results in a DEI certificate. The series is slated to launch in February/March 2022.
Through the Office for Institutional Diversity and Inclusion, from Fall 2021 to Spring 2022, Miami’s senior leadership has participated in multi-hour anti-racism sessions as a way to reflect our commitment to diversity at the senior leadership level and ensure senior leadership has access to relevant knowledge and skills connected to DEI, and anti-racism in particular.
Center for Teaching Excellence - Miami's Center for Teaching Excellence (CTE) works to promote diversity and inclusion through the design and implementation of programs, resources, and services that support instructor development in accommodating a diverse group of students with a variety of backgrounds and abilities. Continuous improvement for instructors in inclusive teaching strategies and a deeper understanding of the pedagogical dimensions of DEI topics contribute to an overall inclusive learning environment in which students feel equally valued
Diversity, Equity, and Inclusion Certificate - Offered annually, the 18-hour Diversity, Equity & Inclusion (DEI) Certificate Program is designed to provide a valuable professional development opportunity for Miami faculty and staff to help increase individual aptitude and knowledge in foundational concepts of diversity, equity, and inclusion. It also provides ongoing opportunities to build upon their capability to appreciate differing perspectives, and gain valuable skills to contribute to a welcoming and inclusive learning and professional environment at Miami.
Diversity, Equity, and Inclusion Training for Students - The Diversity, Equity, and Inclusion for Students (DEI) training introduces first-year students to key concepts related to inclusive excellence. The online program covers topics like identity, power, privilege, and oppression, as well as strategies related to ally behavior, respectful communication, self-care, and creating inclusive spaces. By building competencies around emotional intelligence via interactive scenarios and case studies, the course communicates the expectation that students will be engaged members of a diverse and inclusive community while providing important tools they can use on their journey. Students can access the course during the late summer term.
Green Zone Training - Miami’s Green Zone training helps faculty and staff understand and empathize with veterans by educating them about military culture and the struggles that veterans face as they transition from active duty military service to becoming a college students. The training includes the services available to student veterans at Miami so faculty and staff know where to direct those who need help with coursework, learning disabilities, and/or housing, family, or medical issues.
Safe Zone Training - 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.
Online Learning:
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.
CEO Act!on for Diversity and Inclusion - CEO Act!on is the largest CEO-driven business commitment to advance diversity and inclusion in the workplace. A unique coalition of more than 600 CEOs have signed on to this commitment, agreeing to take action to cultivate environments where diverse experiences and perspectives are welcomed and where employees feel comfortable and encouraged to discuss diversity and inclusion. Organization employees are also urged to commit themselves to the cause by taking the pledge to support inclusion.
Center for Teaching Excellence: Miami's Center for Teaching Excellence (CTE) works to promote diversity and inclusion through the design and implementation of courses accommodating a diverse group of students with a variety of backgrounds, learning styles, and abilities. Inclusive teaching tactics, as well as topics of diversity embedded within the course content, also contribute to an overall inclusive learning environment in which students feel equally valued.
Equal Justice Initiative - Founded in 1989 by Bryan Stevenson, a widely acclaimed public interest lawyer and bestselling author of Just Mercy, the Equal Justice Initiative (EJI) is a private organization that works with marginalized communities to challenge racial and economic injustice, and protect basic human rights for the most vulnerable people in American society. In addition to such resources as discussion guides and other educational materials, EJI provides research and recommendations to assist advocates and policymakers in the critically important work of criminal justice reform.
Look Different Campaign - This MTV initiative was designed to help people contextualize the current threats to equality and empower them to fight injustice and hate. Interactive quizzes and informative videos are designed to challenge tendencies toward snap judgments and hidden biases. When considering topics such as affirmative action and racial stereotypes, you can learn how to change narrow perceptions and communicate with others in a non-threatening and non-judgemental way.
The Office for Institutional Diversity and Inclusion is finalizing a DEI Module Series for Alumni, which is composed of (9) 45-minute modules on DEI topics. Completion of the series results in a DEI certificate. The series is slated to launch in February/March 2022.
Through the Office for Institutional Diversity and Inclusion, from Fall 2021 to Spring 2022, Miami’s senior leadership has participated in multi-hour anti-racism sessions as a way to reflect our commitment to diversity at the senior leadership level and ensure senior leadership has access to relevant knowledge and skills connected to DEI, and anti-racism in particular.
Center for Teaching Excellence - Miami's Center for Teaching Excellence (CTE) works to promote diversity and inclusion through the design and implementation of programs, resources, and services that support instructor development in accommodating a diverse group of students with a variety of backgrounds and abilities. Continuous improvement for instructors in inclusive teaching strategies and a deeper understanding of the pedagogical dimensions of DEI topics contribute to an overall inclusive learning environment in which students feel equally valued
Diversity, Equity, and Inclusion Certificate - Offered annually, the 18-hour Diversity, Equity & Inclusion (DEI) Certificate Program is designed to provide a valuable professional development opportunity for Miami faculty and staff to help increase individual aptitude and knowledge in foundational concepts of diversity, equity, and inclusion. It also provides ongoing opportunities to build upon their capability to appreciate differing perspectives, and gain valuable skills to contribute to a welcoming and inclusive learning and professional environment at Miami.
Diversity, Equity, and Inclusion Training for Students - The Diversity, Equity, and Inclusion for Students (DEI) training introduces first-year students to key concepts related to inclusive excellence. The online program covers topics like identity, power, privilege, and oppression, as well as strategies related to ally behavior, respectful communication, self-care, and creating inclusive spaces. By building competencies around emotional intelligence via interactive scenarios and case studies, the course communicates the expectation that students will be engaged members of a diverse and inclusive community while providing important tools they can use on their journey. Students can access the course during the late summer term.
Green Zone Training - Miami’s Green Zone training helps faculty and staff understand and empathize with veterans by educating them about military culture and the struggles that veterans face as they transition from active duty military service to becoming a college students. The training includes the services available to student veterans at Miami so faculty and staff know where to direct those who need help with coursework, learning disabilities, and/or housing, family, or medical issues.
Safe Zone Training - 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.
Online Learning:
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.
CEO Act!on for Diversity and Inclusion - CEO Act!on is the largest CEO-driven business commitment to advance diversity and inclusion in the workplace. A unique coalition of more than 600 CEOs have signed on to this commitment, agreeing to take action to cultivate environments where diverse experiences and perspectives are welcomed and where employees feel comfortable and encouraged to discuss diversity and inclusion. Organization employees are also urged to commit themselves to the cause by taking the pledge to support inclusion.
Center for Teaching Excellence: Miami's Center for Teaching Excellence (CTE) works to promote diversity and inclusion through the design and implementation of courses accommodating a diverse group of students with a variety of backgrounds, learning styles, and abilities. Inclusive teaching tactics, as well as topics of diversity embedded within the course content, also contribute to an overall inclusive learning environment in which students feel equally valued.
Equal Justice Initiative - Founded in 1989 by Bryan Stevenson, a widely acclaimed public interest lawyer and bestselling author of Just Mercy, the Equal Justice Initiative (EJI) is a private organization that works with marginalized communities to challenge racial and economic injustice, and protect basic human rights for the most vulnerable people in American society. In addition to such resources as discussion guides and other educational materials, EJI provides research and recommendations to assist advocates and policymakers in the critically important work of criminal justice reform.
Look Different Campaign - This MTV initiative was designed to help people contextualize the current threats to equality and empower them to fight injustice and hate. Interactive quizzes and informative videos are designed to challenge tendencies toward snap judgments and hidden biases. When considering topics such as affirmative action and racial stereotypes, you can learn how to change narrow perceptions and communicate with others in a non-threatening and non-judgemental way.
Optional Fields
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
Contact Cristina Alcalde alcaldmc@miamioh.edu
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.