| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 53.54 |
| Liaison | Stephane Menand |
| Submission Date | June 22, 2017 |
| Executive Letter | Download |
Missouri University of Science and Technology
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.22 / 2.00 |
Shenethia
Manuel Vice Chancellor for Human ressources, Diversity and Inclusion Human ressources |
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?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
Office of Institutional Equity, Diversity and Inclusion (IEDI) - http://iedi.mst.edu/trainingdevelopment/ - Offers trainings to faculty, students, and staff on Diversity and Inclusion, Title IX, FMLA, ADA, EEO and other equitable hiring procedures, and coordinates other fully customizable trainings depending on the requestor’s needs. Also handles all reports of discrimination under any protected class (Title IX and equity discrimination).
CHANCELLOR'S COMMITTEE FOR DIVERSITY AND INCLUSION - http://chancellor.mst.edu/diversityandinclusioncommittee/mainpage/index.html
Committee I
CHARGE TO THE COMMITTEE:
1. Develop recommendations that define diversity and inclusiveness consistent with the university's values.
2. Assess the campus and identify impediments to diversity and inclusion.
3. Develop and propose a plan to eliminate impediments to diversity and inclusion
Committee II
CHARGE TO THE COMMITTEE:
1. Moving the University community toward infusing diversity and inclusion into the campus culture;
2. Beginning the implementation of recommendations submitted by the Chancellor's Committee for Diversity and Inclusion - I;
3. Developing, designing, and implementing a campus climate assessment;
4. Reporting back to the Chancellor on the findings of that assessment;
5. Developing strategic initiatives that address the assessment findings;
6. Serving a two-year term on the committee
Chancellor's Leadership Academy
The Chancellor's Leadership Academy (CLA) is a year long unique leadership experience designed to provide second semester freshmen with opportunities to develop and practice the skills, values, and knowledge of effective leadership. Students are selected based on their academic merit, leadership, community service, and involvement at Missouri S&T.
The CLA experience offers a hands-on approach to learning more about teamwork, personal leadership styles, ethics, diversity, and group dynamics. Other class experiences include service projects, presentations, mentoring and the opportunity to interact with a variety of University administrators, faculty, and staff.
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:
An introduction to diversity and inclusion at Missouri S&T - this training is provided during monthly new employee orientation for staff. This training attempts to build a greater understanding of our own community and how we can work together to fulfill our mission. Outcomes for this training are as follows:
• Develop the ability to express the importance of diversity and inclusion in the Missouri S&T community.
• Be able to articulate definitions of diversity and inclusion.
• Discover tools to help understand, prevent and/or challenge micro-aggressions/bias behavior.
• Be able to identify personal diverse traits.
• Be able to identify available resources to further professional development and training on diversity and inclusion.
Since 7/2015 248 Staff members trained
This training is specifically for faculty and staff members of search committees formed to fill faculty and staff vacancies. All members of a university search committee must have completed this training through IEDI. If you are forming a search committee we recommend scheduling this early in your process. Outcomes for this training are as follows:
• Develop an understanding of diversity and inclusion.
• Develop an understanding of our personal bias.
• Identify methods of minimizing the effect of our personal bias.
• Identify methods of conveying a welcoming and inclusive environment.
• Identify methods of aggressive recruiting (not just posting).
The website URL where information about the programs or initiatives 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.