Overall Rating Gold
Overall Score 72.36
Liaison Andrew D'Amico
Submission Date Nov. 13, 2024

STARS v2.2

Princeton University
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.33 / 2.00 Sarah Boll
Executive Director
Office of Sustainability
"---" 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:

Led by the Vice Provost for Institutional Equity and Diversity, the Office of Institutional Equity and Diversity promotes equal opportunity and campus diversity for all campus populations, including students, faculty, and staff. The office monitors compliance with University policies as well as federal, state, and local laws concerning equal opportunity; oversees the University’s affirmative action plan; and represents the University on a variety of committees and work groups across the institution to advance the University’s commitment to diversity, inclusion and fair treatment of all members of its community. Reporting to the Provost, the Vice Provost for Institutional Equity and Diversity manages the University's equal opportunity and affirmative action efforts and oversees budgets and personnel associated with affirmative action compliance and equity, diversity initiatives, and disability services. The Vice Provost also oversees the University's compliance with Title IX and the federal Equal Opportunity Act and coordinates compliance with the Americans with Disabilities Act.

More than 35 administrative and academic units have inclusion and climate committees or representatives, which host speakers and professional development workshops on topics related to Diversity, Equity, and Inclusion.

 


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:
Some

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

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:
Student Trainings and Activities
The Office of the Vice President for Campus Life offers many Diversty and Inclusion programs and trainings for students. The Office of Diversity and Inclusion, Carl A. Fields Center, Gender + Sexuality Resource Center, the Davis International Center, AccessAbility Center, the Center for Jewish Life, the Office of Religious Life, residential colleges, and other campus offices design and deliver annual programs that reach undergraduate and graduate students across Princeton’s campus. 
 
The training on “Fostering Inclusion,” which covers identifying and responding to bias, is mandatory for graduate students. This training and related programs have also been delivered to undergraduate students. The collective impact of campus collaborations can be seen through a variety of programs, including:
  • “A Framework for Diversity and Inclusion,” a resource for all Campus Life units and University partners as they incorporate diversity-focused learning outcomes into their efforts;
  • the “Ally Project,” designed to help staff and faculty explore ways to better support LGBTQIA students and colleagues;
  • Reconciliation Retreats for graduate and undergraduate students to focus on increasing their effectiveness in resolving conflicts.
Employee Trainings and Activities
The Office of Human Resources Learning & Development and Diversity, Equity & Inclusion teams offer various courses and training on cultural competence and unconscious bias, including "Culture of Inclusion" and "Leveraging Race, Equity, and Diversity in Higher Education." These learning opportunities are offered to academic and non-academic staff and focus on developing skills needed to create an inclusive environment, raise awareness of the different dimensions of identity, and promote allyship. In 2024, the University offered classes as part of a religious inclusion series, including “Religious Diversity in the Workplace: Leveraging Cross-Cultural Allyship” which highlighted cross-cultural communication for advancing allyship among employees of all faiths and none. Additionally, HR offers an Inclusion & Diversity Certificate program. In this 15-month-long cohort program, nominated staff members gather monthly through core classes, elective classes, conversation circles, reflective writing exercises, and service activities to develop empathy, build awareness, enhance relationships, and promote inclusive leadership.
 

 


Optional Fields 

Website URL where information about the institution’s diversity and equity office or trainings is available:
https://provost.princeton.edu/what-we-do/institutional-equity-diversity

Additional documentation to support the submission:
---

Data source(s) and notes about the submission:

Additional Information:

https://inclusive.princeton.edu/initiatives/

https://inclusive.princeton.edu/community-resources/advocate-learn

https://odi.princeton.edu/training-initiatives

https://hr.princeton.edu/life/professional-development#learning

https://provost.princeton.edu/what-we-do/institutional-equity-diversity

https://inclusive.princeton.edu

 


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.