| Overall Rating | Reporter |
|---|---|
| Overall Score | |
| Liaison | Megan Curtis-Murphy |
| Submission Date | May 28, 2021 |
| Executive Letter | Download |
Northeastern University
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
Reporter |
Casey
Shetterly Special Projects - Sustainability Facilities |
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:
Northeastern University has an Office of Institutional Diversity and Inclusion (OIDI) that provides support for all institutional diversity, inclusion and equity efforts, which includes faculty, staff, students, and community members. OIDI promotes the University’s commitment to equal opportunity, affirmative action, diversity, and social justice while building a climate of inclusion on and beyond campus.
The Presidential Council provides input and recommendations for building a more diverse, inclusive, and equitable university community. A key focus of the council’s work is to promote scholarship and curricular innovation that advances the cause of racial justice.
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:
With the exception of the workshops that target managers, all of the workshops OIDI provides can and do benefit all members of the campus community. OIDI regularly customizes workshops for different constituents based on their needs.
Some of the workshops that are frequently requested or are regularly scheduled include the following:
Intercultural Communication: This workshop explores intercultural communication theories for participants to better understand where their colleagues and constituents are coming from, increase effectiveness in their relationships, and foster learning and growth for all.
Fostering Belonging: This workshop explores circumstances and practices that can affect an environment of mutual respect, engages in conversation to interrogate implicit biases and how their manifestations impact learning and development; and helps participants develop skills and strategies for facilitating an inclusive learning community.
Recognizing and Addressing Microaggressions: This workshop defines the term ‘microaggressions’ mean, and how we recognize when we have committed or been subject to one. This session offers insight into circumstances in which microaggressions may occur, and the impact of such experiences. The session provides tools to be used to interrupt a microaggression as it occurs or follow up to repair a relationship. Participants will gain familiarity with their own biases and explore how to avoid delivering microaggressions in their work with others.
Addressing Unconscious Bias: This workshop will allow staff members to develop an understanding of unconscious bias, explore the impact of it in workplace settings, and present strategies for addressing bias. This training is to become mandatory for all in 2021
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.