Overall Rating Gold
Overall Score 79.39
Liaison Yolanda Cieters
Submission Date March 5, 2021

STARS v2.2

Seattle University
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.33 / 2.00 Yolanda Cieters
Sustainability Manager
CEJS
"---" 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?:
Yes

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:

1. THE OFFICE OF DIVERSITY AND INCLUSION LED BY CHIEF DIVERSITY OFFICER NATASHA MARTIN (https://www.seattleu.edu/diversity/):

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. ODI visions a welcome, open and safe campus climate for all who learn, live and work at Seattle University.

The University has recently announced an Inclusive Excellence Action Plan for Inclusion and anti-racism named LIFT SU. LIFT SU is formulated on the effort to Listen and learn, Impact through intentional action, Fail forward, and Transform together. More detailed information on the Action Plan can be found on the LIFT SU page here: https://www.seattleu.edu/diversity/lift-su/

2. THE OFFICE OF MULTICULTURAL AFFAIRS (OMA) (https://www.seattleu.edu/oma/):
The Office of Multicultural Affairs works to promote an inclusive learning environment for all students to enhance their understanding of identity and power, to build intercultural awareness and skills, and to support the success of students from historically underrepresented backgrounds.
The focal points of the Office of Multicultural Affairs are to:
--Establish a sense of cultural solidarity and community among our underrepresented students
--Assist in the retention of students from underrepresented student groups
--Support students in their multicultural competency development
--Serve as a campus partner on issues of multiculturalism and inclusion for students
OMA does this by providing opportunities for engagement through a variety of programs and services focused on amplifying the voices of those historically minoritized, interrogating dynamics of power and privilege, and pursuing social justice.

3. THE OFFICE OF INSTITUTIONAL EQUITY (OIE) (https://www.seattleu.edu/equity/):
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 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

A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:

Nearly each department on campus offers some amount of DEI-related engagement for faculty and staff. ODI facilitates the "Educating for Justice" and "Red Talks" series. See https://www.seattleu.edu/diversity/

In relation to student engagement, there are 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 Diversity and Inclusion (ODI), Office of Institutional Inclusion, Center for Community Engagement, Center for Jesuit Education, Student Success and Outreach, 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 regularly offer opportunities for staff/faculty to use their professional development funds to attend trainings at organizations such as The People’s Institute Northwest and The Social Justice Training Institute.

The Office of Multicultural Affairs (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 can deepen their understanding of cultural dynamics, address structural inequalities, and greater perspective on systems of privilege.


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