| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 47.46 |
| Liaison | Olivia Conner-Bennett |
| Submission Date | Dec. 16, 2015 |
| Executive Letter | Download |
Stevens Institute of Technology
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 2.00 |
Ruani
Ribe Editorial & Project Coordinator President's Office |
"---"
indicates that no data was submitted for this field
None
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?:
Yes
None
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 |
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
Purview and activities of the Director of Diversity & Inclusion are to Advance the Success of Women Faculty through the development/execution/assessment of a variety of programs and policies; Strengthen Existing Efforts to Increase Recruitment and Retention of Women and URM by identifying and catalyzing collaborative and individual efforts to increase the number and percentage of undergraduate women and URM students; Collaborate with the Vice President for Enrollment Management and Student Affairs to develop programs and raise awareness of diversity and includsion in order to create a welcoming and supportive environment for all current and prospective members of the Stevens community; Enhance the Diversity & Inclusion webpage, both graphically and with expanded content, and work with the Division of Communications and marketing to ensure that women and URM are appropriately represented in the University's communications; Advocate for diversity in relevant venues and with relevant constituencies; Work with the President, the Division of Development, and the faculty to identify and pursue external funding including the submission of at least one major proposal targeted at diversity and includsion objectives to increase the impact of institutional funding.
None
The full-time equivalent of people employed in the diversity and equity office:
1.75
None
The website URL where information about the diversity and equity committee, office and/or officer is available:
None
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
| Yes or No | |
| Students | No |
| Staff | No |
| Faculty | No |
| Administrators | No |
None
A brief description of the cultural competence trainings and activities:
---
None
The website URL where information about the cultural competence trainings is available:
---
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.