| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 75.64 |
| Liaison | Yolanda Cieters |
| Submission Date | March 2, 2018 |
| Executive Letter | Download |
Seattle University
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.56 / 2.00 |
Phillip
Thompson Director CEJS |
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:
The Office of Diversity and Inclusion (ODI) aims to promote inclusive excellence in the university’s teaching, research and service dimensions. ODI’s mission is to foster an institutional culture where there is no dichotomy between our values of diversity and inclusion, and our goals of educational quality and excellence. Led by the Chief Diversity Officer Natasha Martin, ODI advances the institution’s mission of training leaders for a just and humane world by working collaboratively to build the university’s sustainable capacity to fully integrate diversity, equity and inclusion into the strategic priorities of the institution. The Office of Diversity and Inclusion embraces an intersectional framework for defining diversity in its broadest sense, including differences in gender, gender identity, race, ethnicity, generational history, culture, socioeconomic class, religion, sexual orientation, national origin, citizenship status, political perspectives, geographic origin and physical ability.
The Office of Multicultural Affairs (OMA) plays a critical role in supporting intercultural learning and development at Seattle University. OMA encourages students to increase their awareness of and engagement with diversity by creating an environment that promotes inclusion and advocacy. OMA does this through a variety of programs, services, and resources focused on historically marginalized experiences, dynamics of privilege, and social justice. OMA advocates for students, creating spaces for cultural celebration, promoting leadership development, and providing opportunities for education and reflection about multicultural issues.
The Office of Institutional Equity (OIE), in support of the university's efforts to promote and maintain an equitable, safe, and inclusive working and learning environment:
--oversees and coordinates the university's response to all complaints of discrimination, harassment, sexual misconduct, and related retaliation - including monitoring outcomes, identifying and addressing patterns, and assessing effects on the campus climate, and
--partners with other key resources at SU to ensure that the university's support resources, training, policies, and procedures are effective, fair to all involved, and consistent with the university's mission and values.
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:
Seattle University offers dozens of campus programs throughout the year focused on questions of intercultural understanding, complex identity, and various forms of social justice. The Office of Multicultural Affairs (OMA), Office of Institutional Inclusion, Center for the Study of Justice in Society, Center for Jesuit Education, International Student Center, and others on campus offer such programs regularly. In addition, many departments and colleges have a series of programs every year addressing such questions. In addition, many colleges and departments regulary offer opportunities for staff/faculty to use their professional development funds to attend trainings at organizations such as The People’s Institute Northwest.
OMA offers workshops and trainings focused on raising awareness, cultural sensitivity, and knowledge of equity issues. Focal areas for workshops and trainings include:
--Increasing awareness of cultural histories and perspectives
--Understanding structural inequalities and oppression
--Exposure to minoritized experiences and narratives
--Ability to name –isms and their manifestation from an individual to societal level
--Deconstructing systems of privilege
--Developing skill sets for critical thinking, dialogue, and advocacy related to social justice
OMA also offers a variety of programs to engage on identity and intercultural issues. These experiences include campus wide lectures, dialogue series, and celebration ceremonies. By attending events, participants are able to deepen their understanding of cultural dynamics, address structural inequalities, and greater perspective on systems of privilege.
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about 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.