Overall Rating Silver - expired
Overall Score 53.23
Liaison Ryan Kmetz
Submission Date Dec. 14, 2017
Executive Letter Download

STARS v2.1

St. Lawrence University
PA-4: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.56 / 2.00
"---" indicates that no data was submitted for this field

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?:
Both students and employees

A brief description of the diversity and equity committee, office and/or officer, including purview and activities:

The Presidential Commission on Diversity at St. Lawrence carefully studied the history and current situation of the University’s campus climate, measuring the many vital signs of diversity, whether strong or faint. This commission invited wide and inclusive participation within the community, paying particular attention to the academic program as a core theme of the project. In addition, the many dimensions of student life and alumni engagement were fully integrated into the new University strategic map. The report of this commission was submitted to the President in February of 2014. This work lead to the establishment of a Diversity and Inclusivity Committee, which includes members of the President's senior staff, in the fall of 2014. This group will use the report and further investigation to develop goals, a timeline and measurable objectives with five-year goals.

Additionally, the University is an active partner with Minority Access. Our Chaplain was recently selected as a Minority Access National Role model. Minority Access assists colleges and universities, federal and local governments, private agencies and corporations in diversifying their campuses and work sites. Building on its expertise in the recruitment, retention and enhancement of minority populations, Minority Access identifies – through its National Role Models Project partnership with 170 colleges and universities – exemplary individuals to inspire emulation that would lead to expanding the pool of scholars and professionals from underrepresented populations (http://www.stlawu.edu/news/chaplain-st-lawrence-univ-earn-diversity-recognition).

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 students and all staff take courses on sexual assault, sexual harassment, relationship violence and other issues related to Title IX, which has been defined by the federal government as the most egregious form of gender bias. Intensive training on Title IX issues has been taking place for the federally defined roles of Responsible Employees and Responsible Administrators, as well as the newly formed Review Panel, which replaces the Special Hearing Board. This training continues to develop, for example in January 2015 there will be a staff development day that focuses on topics related to sexual harassment, Title IX and bystander intervention for staff.

The Advocates Program is an inclusive campus-wide student effort aimed at education, outreach, community coordination, prevention, and advocacy about sexual assault, relationship violence, and stalking. The program is dedicated to creating safe spaces in St. Lawrence University and the surrounding communities for survivors of all genders, sexual orientations, classes, races, and religions.

The University has an ALLY program which is open to all students, faculty, and staff. The ALLY program to provides assistance to lesbian, gay, bisexual, transexual, queer, intersex, asexual (LGBTQIA) students and employees and increases the visibility of faculty, administrator and staff allies. The goal of ALLY is to Its goal is to create a supportive environment that confronts hetero-sexism and homophobia and improves acceptance and tolerance throughout the campus. Additionally all students have access to LGBTQIA support groups and Queer Peer mentoring.

The website URL where information about the programs or initiatives is available:
Additional documentation to support 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 and complete the Data Inquiry Form.