| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 60.56 |
| Liaison | Mari Acob-Nash |
| Submission Date | Oct. 30, 2021 |
North Seattle College
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
Adam
Maurer District Sustainability Coordinator Finance and Ops |
"---"
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:
The Equity & Welcome Center’s Vision:
The Center aims to provide helpful resources for our students, faculty, staff and community that will inform our ongoing quest for racial equity and create a sense of belonging for all. Our work in the Center matters because race and inequities continue to matter in our country.
The office of Equity, Diversity and Inclusion consists of multiple positions (Administrative Assistant, Associate Vice President of EDI, Director of Title III Grant, Pathways Navigator of EDI, Director of TRIO Grant, TRIO Navigator, EDI Navigator, LSAMP Manager, and Benefits Hub coaches) that spans several different grants, community partnerships, and institutionalized positions and spaces on campus.
Equity & Welcome Center - a physical space on campus where you can hang out, get help, access a computer and other resources, and connect with fellow students and staff. Now that we’re remote, it’s also a virtual space where you can meet students like yourself and find support for your identities.
TRiO - a program that connects you with support staff, tutoring, and a community of like-minded scholars. TRiO helps you navigate college until graduation.
Benefits Hub - a program that helps you find financial resources, e.g. low-income housing, help with rent, food assistance, and Financial Aid. You can also get access to a financial coach!
Title 3/Entry Navigation - a program that helps you start college, choose an area of study, and figure out your steps during the first quarters.
LSAMP - The Louis Stokes Alliances for Minority Participation (LSAMP) is a National Science Foundation funded program whose purpose is to strengthen the preparation, representation and success of historically underrepresented* students in science, technology, engineering, and mathematics (STEM) majors.
The Center aims to provide helpful resources for our students, faculty, staff and community that will inform our ongoing quest for racial equity and create a sense of belonging for all. Our work in the Center matters because race and inequities continue to matter in our country.
The office of Equity, Diversity and Inclusion consists of multiple positions (Administrative Assistant, Associate Vice President of EDI, Director of Title III Grant, Pathways Navigator of EDI, Director of TRIO Grant, TRIO Navigator, EDI Navigator, LSAMP Manager, and Benefits Hub coaches) that spans several different grants, community partnerships, and institutionalized positions and spaces on campus.
Equity & Welcome Center - a physical space on campus where you can hang out, get help, access a computer and other resources, and connect with fellow students and staff. Now that we’re remote, it’s also a virtual space where you can meet students like yourself and find support for your identities.
TRiO - a program that connects you with support staff, tutoring, and a community of like-minded scholars. TRiO helps you navigate college until graduation.
Benefits Hub - a program that helps you find financial resources, e.g. low-income housing, help with rent, food assistance, and Financial Aid. You can also get access to a financial coach!
Title 3/Entry Navigation - a program that helps you start college, choose an area of study, and figure out your steps during the first quarters.
LSAMP - The Louis Stokes Alliances for Minority Participation (LSAMP) is a National Science Foundation funded program whose purpose is to strengthen the preparation, representation and success of historically underrepresented* students in science, technology, engineering, and mathematics (STEM) majors.
Part 2
Most
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
If trainings are made available, provide:
Across the Seattle Colleges District, the Offices of Equity, Diversity and Inclusion have implemented an Equity Capacity Building Institute to help campus constituents understand and expand their knowledge of racial diversity, equity and inclusion. The purpose of the Institute is to facilitate relationships that build the capacity for leadership with a racial equity lens, strengthen the equity goals of the colleges, and strengthen the foundational work already accomplished towards achieving the Seattle Colleges’ goal of equity, diversity, inclusion, and community. Puget Sound Educational Services District (PSESD) is partnering with the Associate Vice Presidents for Equity, Diversity and Inclusion to develop and deliver three training sessions and three professional community development workshop sessions in Fall 2019 especially designed for our colleges’ leadership teams and key-stakeholders. A couple projected outcomes of the Institute are:
- Build on the existing knowledge, subject matter expertise and leadership of college and district employees who have already participated in PSESD racial equity toolkit trainings and/or other foundational trainings to develop Racial Equity Trainers who can utilize curricula and strategies shared in the Institute to develop college employee trainings that are contextualized for the unique needs of specific departments, divisions, and initiatives (e.g., Re-Entry, Academy for Rising Educators, STEM/Math and Science, e-Learning, Basic and Transitional Studies Division, Wood Technology, UnDocuStem student recruitment and retention initiatives, and Equity and Social Justice emphasis in Arts, Humanities and Social Sciences Division).
- Partner with Seattle Colleges Human Resources Departments at the colleges and district to produce ongoing Equity Leadership Institute and equity training programs for students, faculty, and staff that prepare them for a diverse workplace, classroom and global world.
Faculty- Faculty originally were not paid to attend a faculty development day which has many workshops related to equity. This barrier is now removed as faculty have this written in their contract. Cultural competency/systemic bias training for all faculty on a continuing basis.
All hiring committees for faculty positions are required to have an Inclusion Advocate (IA) present. Outcomes of the IA program are:
• increase their understanding of cognitive and implicit biases, and how they impact the hiring process
• develop skills using equity, diversity and inclusion concepts and resources to apply to the faculty/staff search process
• Increase understanding of the impact of these issues on student success on our campuses
All hiring committees for Dean and Director positions are required to have an Inclusion Advocate (IA). IA's are trained to avoid bias in hiring committees.
The Leadership Institute centered around equity has been informed by the Puget Sound Educational Service District. Students, staff and faculty have the opportunity to get a free book and participate in a book read centered around equity, usually racial equity.
Coordinated Studies include a cultural competence learning outcome to which all students must take.
Through our staff and faculty professional development program, The Learning Center (TLC), a number of articles and educational materials about the Multicultural Competencies are provided.
Every year the Student Leadership and Multicultural Programs completes a two week long training program and is grounded on student self identity, social justice and equity mindedness. Workshops and sessions focus on building community, vocabulary, knowledge and mindset. Additionally, the Office of EDI has developed a 3-hour training mandatory for all student leaders whom hold campus positions.
- Build on the existing knowledge, subject matter expertise and leadership of college and district employees who have already participated in PSESD racial equity toolkit trainings and/or other foundational trainings to develop Racial Equity Trainers who can utilize curricula and strategies shared in the Institute to develop college employee trainings that are contextualized for the unique needs of specific departments, divisions, and initiatives (e.g., Re-Entry, Academy for Rising Educators, STEM/Math and Science, e-Learning, Basic and Transitional Studies Division, Wood Technology, UnDocuStem student recruitment and retention initiatives, and Equity and Social Justice emphasis in Arts, Humanities and Social Sciences Division).
- Partner with Seattle Colleges Human Resources Departments at the colleges and district to produce ongoing Equity Leadership Institute and equity training programs for students, faculty, and staff that prepare them for a diverse workplace, classroom and global world.
Faculty- Faculty originally were not paid to attend a faculty development day which has many workshops related to equity. This barrier is now removed as faculty have this written in their contract. Cultural competency/systemic bias training for all faculty on a continuing basis.
All hiring committees for faculty positions are required to have an Inclusion Advocate (IA) present. Outcomes of the IA program are:
• increase their understanding of cognitive and implicit biases, and how they impact the hiring process
• develop skills using equity, diversity and inclusion concepts and resources to apply to the faculty/staff search process
• Increase understanding of the impact of these issues on student success on our campuses
All hiring committees for Dean and Director positions are required to have an Inclusion Advocate (IA). IA's are trained to avoid bias in hiring committees.
The Leadership Institute centered around equity has been informed by the Puget Sound Educational Service District. Students, staff and faculty have the opportunity to get a free book and participate in a book read centered around equity, usually racial equity.
Coordinated Studies include a cultural competence learning outcome to which all students must take.
Through our staff and faculty professional development program, The Learning Center (TLC), a number of articles and educational materials about the Multicultural Competencies are provided.
Every year the Student Leadership and Multicultural Programs completes a two week long training program and is grounded on student self identity, social justice and equity mindedness. Workshops and sessions focus on building community, vocabulary, knowledge and mindset. Additionally, the Office of EDI has developed a 3-hour training mandatory for all student leaders whom hold campus positions.
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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