Overall Rating Gold
Overall Score 74.49
Liaison Krista Bailey
Submission Date Dec. 17, 2020

STARS v2.2

Pennsylvania State University
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.67 / 2.00
"---" indicates that no data was submitted for this field

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?:
Both students and employees

A brief description of the diversity and equity committee, office and/or officer, including purview and activities:

Penn State has a number of offices, commissions, and committees that support and enhance diversity, equity, and inclusion on campus:

The Office of the Vice Provost for Educational Equity (OVPEE) is charged with creating a climate of diversity, equity, and inclusion throughout the University’s faculty, staff, leadership, and student body. This mission encompasses leadership for University-wide strategic planning for diversity and inclusion, student academic success services and Federal TRIO Programs for underrepresented students, and support of educational access for targeted groups of low-income, potential first-generation college students at Penn State and at sites throughout the state. http://equity.psu.edu/

The Affirmative Action Office is a service organization that supports and enhances the University's commitment to diversity, providing expert advice and leadership to colleges, departments, faculty and staff in their efforts to recruit and retain a diverse workforce and ensure an environment free from discrimination and harassment. https://affirmativeaction.psu.edu/

The Office of Graduate Educational Equity Programs leads the Graduate School's efforts to foster diversity and to provide a welcoming climate for both prospective and current graduate students of underrepresented groups. The office designs and implements mentoring programs; recruitment programs; professional development and retention programs; and conferences, seminars, workshops, and lectures. http://www.gradsch.psu.edu/index.cfm/diversity/

The Office of Educational Equity supports the following key commissions/ committees:

- The President's Commissions for Equity, which include the Commission on Lesbian, Gay, Bisexual, Transgender, and Queer Equity (CLGBTQE); the Commission on Racial/Ethnic Diversity (CORED); and the Commission for Women (CFW), are advisory groups to the President of Penn State. The Disability Access Initiative is a working group that engages issues particular to access and inclusion for people with (dis)abilities. These groups are charged with providing to the President recommendations on issues relevant to their constituencies.

- The Equal Opportunity Planning Committee (EOPC) promotes greater equity for historically underrepresented groups within the University and/or those groups that have been historical targets of discrimination. The EOPC oversees the allocation of institutional funding to Penn State units for developing and implementing programs and activities intended to advance the diversity mission of the University. http://www.equity.psu.edu/eopc/

- The Administrative Council on Multicultural Affairs is convened by the Vice Provost for Educational Equity and consisting of the multicultural officer from each college as well as representatives from Undergraduate Admissions, Graduate Educational Equity, the Honors College, recruitment centers, the Career Center, Student Aid, Multicultural Resource Center, and Penn State Campuses other than University Park.

The Campus Environment Team is comprised of high-ranking staff representing various offices including Educational Equity, University Strategic Communications, Affirmative Action, Student Affairs, University Police, Undergraduate Education and Human Resources that works to address diversity issues, acts of intolerance, and related issues.

The Council of College Multicultural Leadership (CCML) is comprised of the Multicultural Directors/Deans of the eleven academic colleges and the Senior Director of the Office of Graduate Educational Equity Programs, at University Park. These individuals are primarily responsible for leading the efforts to recruit and retain a diverse student body within the colleges and the Graduate School.

In addition to the groups listed above, the University Faculty Senate Standing Committee on Educational Equity and Campus Environment, in conjunction with other Senate Committees and other bodies outside of the University Faculty Senate, recommends policy and advises the University on activities to improve the campus environment and educational equity across the entire University at all of its campuses.

There are several administrative units that support positions within their offices to provide leadership and strategic direction on a wide range of diversity and inclusion initiatives. These units include, for example, the Division of Development and Alumni Relations, the Office of Human Resources, Outreach and Online Education, University Police and Public Safety, and Finance and Business.

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:

At University Park, all students attend a session on diversity and inclusion during New Student Orientation. In that session, diversity staff discuss appreciating difference, highlight campus resources, and ask students to share how they will contribute to the diversity of the campus.

At New Faculty Orientation, held annually in the fall, information about diversity, diversity strategic planning, and resources for diversity is shared and discussed.

Information on diversity resources is provided during New Staff Orientation, but actual training in this area is not part of the orientation program. Some staff take diversity training through programs offered through the Affirmative Action Office and the Office of Human Resources Talent Management.

The Affirmative Action Office's Diversity Education Services develops and delivers a wide range of educational programming for faculty and staff, designed to promote understanding and support for diversity throughout the University. This office offers over 12 standing diversity trainings available to Penn State departments, teams, and groups upon request at no cost. Examples include:
• Achieving Cultural Agility & Intercultural Competence
• Reducing Workplace Conflict: Promoting a Climate of Respect and Inclusion
• The Relation Between Power and Stereotyping within STEM
The full list can be found here: https://affirmativeaction.psu.edu/welcome/diversity-education/

The Talent Management division of the Office of Human Resources offers a variety of online training, including diversity training: http://ohr.psu.edu/learning/upcoming-programs

The Schreyer Institute for Teaching Excellence designs and delivers customized workshops on a variety of teaching and learning topics including, creating inclusive courses, Universal Design for Learning (UDL); and provides resources for DEI-focused topics. http://www.schreyerinstitute.psu.edu/

Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support 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.