|Submission Date||March 9, 2017|
PA-4: Diversity and Equity Coordination
|2.00 / 2.00||
Office of Environmental Sustainability
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 and equity on campus?:
Does the committee, office and/or officer focus on one or both of the following?:
|Yes or No|
|Student diversity and equity||Yes|
|Employee diversity and equity||Yes|
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
Standing Committee on Equity and Diversity
The Standing Faculty Committee on Equity and Diversity provides institution-wide oversight in the form of advocacy and guidance. The committee strives to strengthen and improve the responsibility and accountability of all offices, departments, programs, policies, and initiatives to support and advance the interests and concerns, especially around issues of access, of historically underrepresented communities (including, but not limited to people of color, LGBTQ people, women, and people with disabilities) at Oberlin College and the Conservatory of Music.
Office of Equity Concerns
Oberlin College is committed to creating an institutional environment free from discrimination and harassment for students and employees. Thus, discrimination and harassment based on the following categories are prohibited: race, color, sex, marital status, religion, creed, national origin, disability, age, military or veteran status, sexual orientation, family relationship to an employee of Oberlin College, and gender identity and expression.1
The Office of Equity Concerns recommends policy, practices, and programs that serve to ensure that services and quality of campus life are supportive of the mission of the college. The office provides information on college policies, practices, and grievance procedures to any member of the campus community and makes referrals to other appropriate offices and committees.
For information on resources, reporting, and grievance procedures related to sexual misconduct, including sexual harassment, sexual assault, stalking, and intimate partner violence, please see the Sexual Offense Policy. For information on reporting and grievance procedures related to discrimination and harassment, please see the Policy on Discrimination and Harassment.
Meredith Raimondo serves as the Special Assistant to the President for Equity, Diversity and Inclusion and Title IX coordinator.
1. In affirming the prohibition against discrimination and harassment on these bases, Oberlin College also affirms its compliance with applicable laws. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin, and the Age Discrimination in Employment Act of 1967 prohibits employment discrimination based on age against individuals who are 40 years of age or older. Other federal laws prohibit discrimination against individuals in programs or activities that receive federal financial assistance. These laws prohibit discrimination on the basis of race, color, or national origin (Title VI of the Civil Rights Act of 1964), sex (Title IX of the Education Amendments of 1972), disability (Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990), and age (Age Discrimination Act of 1975). In addition, Chapter 4112 of the Ohio Revised Code prohibits discrimination in various contexts based on race, color, religion, sex, military status, national origin, disability, age, or ancestry. Likewise, Section 1185.02 of the Codified Ordinances of Oberlin prohibits discrimination in housing based on race, color, religion, sex, sexual orientation, ancestry, handicap, familial status, or national origin of any prospective owner, occupant or user of the housing.
Multicultural Resource Center (MRC)
The Multicultural Resource Center (MRC) serves as a collaborative hub for historically underrepresented communities specifically, diversity, and inclusion generally at Oberlin College. Working together with faculty, students, alumni, staff, and members of the community, the MRC is uniquely positioned to create a vision of diversity that fosters educational excellence.
The MRC supports the academic and personal needs of historically underrepresented students, especially students of color, LGBTQQIA, differently abled, international, first generation, and lower income students. At the same time, the MRC creates opportunities for the entire campus community to engage with interdisciplinary and intersectional discourses on diversity and develop critical thinking skills that are crucial for the educational experience of all students.
The full-time equivalent of people employed in the diversity and equity office:
The website URL where information about the diversity and equity committee, office and/or officer is available:
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
|Yes or No|
A brief description of the cultural competence trainings and activities:
The Multicultural Resource Center offers trainings for faculty and staff. Every two years, the Oberlin College Dialogue Center offers a social justice mediation training for students, faculty and staff by application.
The MRC also offers resources: http://new.oberlin.edu/office/multicultural-resource-center/resources/ and supports and hosts myriad programs http://new.oberlin.edu/office/multicultural-resource-center/programs/ and workshops http://new.oberlin.edu/office/multicultural-resource-center/workshops/
The website URL where information about the cultural competence trainings is available:
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 and complete the Data Inquiry Form.
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 and complete the Data Inquiry Form.