| Overall Rating | Gold |
|---|---|
| Overall Score | 69.05 |
| Liaison | Katherine Spector |
| Submission Date | March 3, 2023 |
State University of New York at Oswego
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.89 / 2.00 |
Jonathan
Mills Administrator Sustainability Office |
"---"
indicates that no data was submitted for this field
Part 1
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:
The James A. Triandiflou Institute for Equity, Diversity, Inclusion and Transformative Practice was unveiled in the Spring of 2022 with a mission to foster an environment that respects, embraces, and promotes cultural humility, civil discourse, and active engagement in developing an inclusive and vibrant community of transformational agents committed to positive change in the world.
Our Chief Diversity and Inclusion Officer provides counsel on all matters pertaining to diversity and inclusive excellence on campus. The CDIO also chairs the Campus-City Relations Committee (CCRC). The purpose of the Campus-City Relations Committee (CCRC) is to maintain and strengthen positive relations between the college and the City of Oswego, with efforts always grounded in the mission: One City. One Campus. One Community. Several students and employees of the college serve on the Mayor appointed CCRC.
Each of the schools within the institution (SOB, CLAS, SCMA, and SOE) has a standing Diversity Equity and Inclusion Committee comprised of faculty, staff, and students. In 2022, the Chief Diversity and Inclusion Officer formed a campus-wide CDIO Advisory Council comprised of the chairs of the aforementioned committees, as well as other individuals doing equity and inclusion work in their areas. The Advisory Council assists the CDIO in identifying areas in need of additional support and facilitates campus-wide collaboration and communication around DEI practices, initiatives, and strategies.
In addition, diversity, equity, and inclusion are central operative values in SUNY Oswego's strategic Institutional Plan (Tomorrow: Greater Impact and Success)
Our Chief Diversity and Inclusion Officer provides counsel on all matters pertaining to diversity and inclusive excellence on campus. The CDIO also chairs the Campus-City Relations Committee (CCRC). The purpose of the Campus-City Relations Committee (CCRC) is to maintain and strengthen positive relations between the college and the City of Oswego, with efforts always grounded in the mission: One City. One Campus. One Community. Several students and employees of the college serve on the Mayor appointed CCRC.
Each of the schools within the institution (SOB, CLAS, SCMA, and SOE) has a standing Diversity Equity and Inclusion Committee comprised of faculty, staff, and students. In 2022, the Chief Diversity and Inclusion Officer formed a campus-wide CDIO Advisory Council comprised of the chairs of the aforementioned committees, as well as other individuals doing equity and inclusion work in their areas. The Advisory Council assists the CDIO in identifying areas in need of additional support and facilitates campus-wide collaboration and communication around DEI practices, initiatives, and strategies.
In addition, diversity, equity, and inclusion are central operative values in SUNY Oswego's strategic Institutional Plan (Tomorrow: Greater Impact and Success)
Part 2
Most
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
All
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
All
If trainings are made available, provide:
The James A. Triandiflou Institute for Equity, Diversity, Inclusion and Transformative Practice offers trainings on cultural humility, non-violent communication, social identities, micro/macro aggressions, inclusive pedagogy, dialogue facilitation, structural inequality, collaborative advocacy, and restorative justice.
All employees are required annually to participate in a training titled "Preventing Discrimination and Harassment for Employees".
All employees are required annually to participate in a training titled "Preventing Discrimination and Harassment for Employees".
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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