Overall Rating Bronze
Overall Score 38.36
Liaison Marga Martinez
Submission Date Oct. 10, 2024

STARS v2.2

Oakton College
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.56 / 2.00 Charmaine John
Sustainability Specialist
Facilities
"---" indicates that no data was submitted for this field

Part 1 

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?:
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:

 


  1. DEI Committee: number of committees/ task forces/ groups, Director role is to help create structure among these entities, formalize structure for group to accomplish goals on campus




    1. Anti-racism team

 


    1. Diversity council

 


    1. Advancing Racial justice in Student Learning and Success,




      1. Administrators,

 


      1. Student Leadership Teams





  1. DEI Office: (OAED) oversees student life and campus inclusion, not one central office, intentional, places onus in variety. , CCID -oversees TRIO, Student support services and Athletics, Subdivision is centralized under student affairs, HUman Resources is also the institutional department that houses larger level DEI work

 


  1. DEI Officer: Lead the colleges efforts in creating a diverse and equitable learning environment. Learning and working component. Emphasis the learning and working environment. 




    1. Aspects include formalizing institutional DEI structure, overseeing title six and dispute resolution complaints

 


    1. Larger level strategic plans, convenor of campus leadership, create innovative systems/ structures/ thoughts, centralizing programming as a necessary component. Critical Conversation Series




 


Part 2 

Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some

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:

A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:

 



  1.  C Regional organizing for anti racism training, all day training/ overnight. RAce/ Racism anti-black racism. Faculty/ Staff.





  1. Academic Impressions - training to faculty partners - include hiring, syllabi development with DEI lens, how to run effective meetings with DEI perspective

 


  1. In house trainings - onboarding, college Learning day, professional development



 


Optional Fields 

Website URL where information about the institution’s diversity and equity office or trainings is available:
https://www.oakton.edu/life-at-oakton/diversity-at-oakton/

Additional documentation to support the submission:
Vision2030StrategicPlan_FINAL_1.pdf

Data source(s) and notes about the submission:
---

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