|Submission Date||April 22, 2016|
Southern Illinois University Edwardsville
PA-4: Diversity and Equity Coordination
Vice Chancellor for Administration
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 and equity on campus?:
Does the committee, office and/or officer focus on one or both of the following?:
|Yes or No|
|Student diversity and equity||Yes|
|Employee diversity and equity||Yes|
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
Welcome to Southern Illinois University Edwardsville's Office of Institutional Diversity and Inclusion. The Office is responsible for developing a recruitment and retention program including specific diversity initiatives to recruit and retain underrepresented groups.
It is also the charge of this Office to facilitate a campus climate where we embrace, appreciate and celebrate the diversity among the faculty, staff and students at SIUE.
In reviewing our site it will be evident that our mission is consistent with the mission of the University to provide a learning environment that promotes academic excellence in an open and harmonious campus environment.
The full-time equivalent of people employed in the diversity and equity office:
The website URL where information about the diversity and equity committee, office and/or officer is available:
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
|Yes or No|
A brief description of the cultural competence trainings and activities:
new employee orientation and office of diversity University-wide Diversity and Inclusion Workshops
Ouch! That Stereotype Hurts
Staying silent in the face of demeaning comments, stereotypes or bias allows these attitudes and behaviors to thrive. This undermines our ability to create an inclusive workplace where all employees are welcomed, treated with respect and able to do their best work. Yet, most employees and leaders who want to speak up don't know how. So, we say nothing. Ouch! That Stereotype Hurts enhances skills for speaking up against stereotypes without blame or guilt, identifies the most common reasons people sit silent in the face of bias and stereotypes and helps you to understand the impact of stereotypes and biased statements even when casually said.
Gateways to Inclusion: Turning Tense Moments into Productive Conversations
Gateways to Inclusion: Turning Tense Moments into Productive Conversations teaches four skills for turning tense moments into productive conversations which include, managing emotions, setting productive goals, assessing intent cautiously, and communicating in a way that demonstrates respect.
Is it Bias? Making Diversity Work
Is it Bias? Making Diversity Work is a DVD-based course to define, recognize, and reduce bias in the workplace. Bias cost organizations billions in lost productivity, high turnover, and low morale, not to mention the risk of expensive litigation. The course will show participants how to identify subtle biases in themselves and others and how to defeat them.
The website URL where information about the cultural competence trainings is available:
SIUE has a Diversity and Inclusion plan http://www.siue.edu/institutionaldiversityandinclusion/diversityplan.shtml
The Southern Illinois University’s Multicultural Center (SIUE-MCC), is a place where we celebrate the rich diversity and inclusion of our campus community. The Multicultural Center is a multi-use, professional, academic, and social space that supports positive engagement and constructive dialogue related to diversity and inclusion, and welcomes students, staff, and faculty who share those principles. We want to bring together people with different ideas, backgrounds, and talents, to foster understanding and discuss social and cultural issues. In addition, the center is a place to hang out with friends or hold meetings.
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.