Overall Rating Bronze
Overall Score 40.09
Liaison Allison Jenks
Submission Date March 5, 2021

STARS v2.2

New Mexico State University
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.89 / 2.00 Allison Jenks
Facilities Sustainability Manager
Facilities and Services
"---" 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, equity, inclusion and human rights?:

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:

OBJECTIVE 1: Increase and communicate the diversity of students, faculty, staff, and university leadership; examine the degree of diversity of each department in the academic affairs colleges; develop a plan with specific goals for increasing diversity; focus college recruitment and retention efforts to diversify faculty and staff
Actions: Identify and examine underrepresented faculty and staff of the college/division; identify and examine underrepresented student populations for the college/division; develop and communicate college/division diversity plans; implement diversity staffing plans and diversify search processes; focus student recruitment and retention efforts to diversify degree recipients at all academic levels; implement student recruitment and diversity plans
OBJECTIVE 2: Shape the student population in undergraduate and graduate degree programs to reflect the diversity of NM; develop recruitment and financial aid plans designed to increase and sustain diversity and access
Action: Employ the Enrollment Management Council with college support to develop and implement a recruitment and aid plan
OBJECTIVE 3: Reflect a commitment to the diversity of NM and the border region in research and creative activity, including partnerships and service activity; implement projects that focus on issues of particular relevance to NM and the border region
Action: Develop internal programs (small grants, workshops) to assist faculty in developing research and creative projects specific to the region
OBJECTIVE 4: Reflect a commitment to diversity, including that of NM and the border region, in instructional programs, in general education, within the major, and in student support programs; fully develop a diversity-focused instructional curriculum program
Actions: Employ a task force to review diversity-focused curriculum and catalog relevant instructional activities; develop a comprehensive program focused on diversity, addressing cross-cultural awareness and facilitating communication among diverse constituents

The following is a list of NMSU affinity groups for faculty and staff:
Advancing Leaders
Black Studies Programs
“Building the Vision” subcommittee (Diversity Strategic Plan)
Diversity Committee for the College of Arts and Sciences (faculty)
Diversity Councils (faculty, staff and students)
Transgender student group (http://gda.nmsu.edu/)
LGBT Student Group (https://www.facebook.com/stonewall.qsa)
Hispanic Faculty Staff Caucus
Hispanic Serving Institution Committee
President’s Commission on the Status of Women
Tribal Voices Working Group
University Cultural Collections Committee

The Diversity Committee was established in 1990 and renamed the Diversity Council in 2004. NMSU recently (2012) subdivided the Diversity Council into three groups: faculty, staff and students. We are now revising and forming a Faculty Diversity Council ( http://provost.nmsu.edu/diversity-resources/ ), Staff Diversity Council, and a Student Diversity Council ( http://www.nmsu.edu/diversity/osd-programs.html ).

Estimated proportion of students that has participated in 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:

Training through HR and through Office of Institutional Equity (Federal EEOC, "Dealing with difficult people", and civility training, etc.)

Every employee (student, faculty and staff) was required to take Compliance Training. NMSU is committed to providing a safe and harassment free environment for its students, employees and visitors, and equal employment opportunities in all areas of occupation. These training sessions were a requirement and employees were let go who did not complete the training.

The LGBT Programs offers sexual and gender diversity training for faculty, staff, and students across the entire campus. Training covers policy and cultural competency related to minority sexuality and genders. http://lgbt.nmsu.edu/presentations/

Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:

New Mexico State University, the state's land grant university, is a public, minority–serving institution, and as such, needs to make a conscientious effort to adjust their outreach for the increasingly diverse student population. As individuals of minority status continue to increase on campus, New Mexico State University must prepare faculty and staff to be sensitive to the cultural differences of a diverse student population. Faculty and staff members must be trained in how to educate all populations equally. However, in order to effectively train faculty and staff to meet the needs of a diverse student population, it is necessary to examine the direct needs, concerns and expectations of the students.

We also give Diversity Stoles to many different groups across campus:


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