| Overall Rating | Silver |
|---|---|
| Overall Score | 64.03 |
| Liaison | Casey Romero |
| Submission Date | March 3, 2023 |
Oklahoma State University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
Kristeena
Blaser Sustainability Coordinator Energy Services |
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?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The OSU Diversity Committee is comprised of two members from the Faculty Council, three members from the general faculty, one emeritus faculty member, one undergraduate student, and one graduate student. The composition of this committee should reflect the gender, sexual orientation, the religious and ethnic diversity of the campus. A representative from the Division of Institutional Diversity will be appointed by the Vice President of Institutional Diversity to serve as a liaison between the Diversity Committee and the Division of Institutional Diversity. Committee members are encouraged to invite faculty from colleges without representation to this committee to participate as non-voting members.
This committee will work with Faculty Council officers in reviewing committee structure and membership to ensure that the existing policies and processes related to the recruitment, retention and inclusion of diverse faculty, particularly from underrepresented groups on campus, and if needed, develop new guidelines, processes or policy recommendations to enhance and promote diversity and inclusiveness on campus.
Other functions of this committee shall include the following:
- annually review diversity data reports and summaries from the Vice President of Institutional Diversity or designee
- work collaboratively with the Division of Institutional Diversity and/or other members of the administration to assess the inclusion of diversity-related issues in both curricular and non-curricular programming on campus
Estimated proportion of students 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:
The goal of the Community Advancing Conversations initiative is to encourage the entire OSU community to proactively engage in conversations that promote and advance healthy, robust, and beneficial dialogues. The initiative’s predominant purpose is to promote awareness, education, and provide informed perspectives across topics that will help cultivate and strengthen OSU’s commitment to diversity and inclusion. More importantly, this monthly series of dialogues will help build the capacity of all members of the university community to gain comfort in participating in efforts that ultimately enrich and fortify OSU’s culture of inclusion.
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Data Sources:
Dr. Clyde Wilson, Vice President for Institutional Diversity
Dr. Jovette Dew, Assistant Vice President for Diversity Academic Support
Data Sources:
Dr. Clyde Wilson, Vice President for Institutional Diversity
Dr. Jovette Dew, Assistant Vice President for Diversity Academic Support
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.