|Submission Date||March 30, 2018|
Portland State University
PA-4: Diversity and Equity Coordination
|1.89 / 2.00||
Program + Assessment Coordinator
Campus Sustainability Office
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:
Portland State University is an access institution with a history of diversity and an emerging focus on addressing racism, equity and inclusion. We demonstrate our commitment to expanding opportunity by applying an equity lens to all decision making and in particular to campus-wide policy-making, planning and assessment measures. University employees, including faculty and academic advisors, receive training for culturally responsive education so they are adequately prepared to provide inclusive services. We strive to assess diversity outcomes and make necessary adjustments to ensure our students are equipped for success in a diverse and rapidly changing world.
Diversity, equity and inclusion is not only a value and a mission of PSU, it is the essential framework of who we are and what we do as an institution and community. Global Diversity and Inclusion (GDI) is the central division that leads and facilitates the continuous quest for Inclusive Excellence. We structure our ongoing diversity, equity and inclusion journey through four pillars: Diversity education and learning, equity and compliance, advocacy, and partnerships and engagement.
The Diversity Action Council (DAC) is commissioned by the President and Vice President for Global Diversity and Inclusion, and is comprised of PSU faculty, staff, and students, with facilitation administrative support from GDI. The DAC's role is to foster equity and social justice by reviewing PSU programs, policies, and decision making and developing recommendations that aid the university in our work to serve the best interests of our diverse constituents. The DAC mission is to continuously work towards the goals of the PSU Strategic Plan, Let Knowledge Serve and the Diversity, Equity and Inclusion Plan (DEIP).
The work of the DAC is carried out by 7 primary committees and 3 subcommittees, charged with reviewing current practice, researching best practices, identifying gaps that frame recommendations for strategic plan DEIP goal progress. The committees are:
Culture and Climate: Curriculum and pedagogy,
Culture and Climate: Co-Curriculum,
Culture and Climate: Workshops and Annual Symposium,
Recruitment and Retention of Diverse Faculty,
Recruitment and Retention of Diverse Staff,
Recruitment and Retention of Diverse Students,
DAC communications, including newsletter and blog,
President’s Diversity Mini-Grants
President’s Diversity Awards selection
President’s Diversity Awards ceremony
Starting 2017/2018 GDI has hired a graduate student who is working on incorporating an equity lens tool that will be required to be used by administration when creating and implementing university policies. This work will ensure that equity is included in all decision making process on campus.
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:
All faculty, staff, and student employees are required to complete an online training called "Creating a Culture of Respect: Preventing Prohibited Discrimination and Unlawful Harassment"
All students are required to complete an online training called "Creating a Safe Campus: Preventing Gender Discrimination, Sexual Harassment, Sexual Misconduct and Sexual Assault"
Additionally, there are several other opportunities for students, staff, and faculty to receive training, workshops, or events that focus on cultural compentancies. These include but are not limited to:
-Culturally Responsive Symposium: a collaboration with the Office of Global Diversity and Includino and the Diversity Action Council, the annual event is 3 days worth of workshops that explore various diversity issues including reace, sexuality, gender, disability, and scoioeconimc class. The workshops address diffetnt aspces of the work done to promote an dinclusive enviornment at PSU. The series strives to brteak down barriers challenge steerotypes, celebrate diffences, and illuminate intersecting commonaltities between people, culture, and community.
-It's Our Place: an active bystander workshop for students, staff, and faculty helping to identify your responsiblity to help, nkow what to do and how to do it safely, and contribute to a culture that deosn't allwo violence.
-MLK Tribute: A week of events as a tribute to Dr. Martin Luther King Jr. Every year PSU hosts a guest speaker for a series of events. 2018, Walidah Imarisha speaking on Afrofuturism and Possibilities for Oregon. This event also included a reception for students to engage with the speaker on a more personal level.
-Other workshops/trainings: Diveristy in hiring process, implicit bias, micro-aggressions, Queer Education Seminars & Trainings, and many more
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Information provided by Julie Caron , Associate VP Global Diversity and Inclusion
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.