Overall Rating Gold - expired
Overall Score 65.20
Liaison Olivia Conner-Bennett
Submission Date March 2, 2020

STARS v2.2

Stevens Institute of Technology
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.33 / 2.00 Maria Ouckama
AVP
Human Resources
"---" indicates that no data was submitted for this field

Part 1 

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

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.

Part 2 

Estimated proportion of students 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

If trainings are made available, provide:

A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
"Our program includes training on:
1. Safe Zone - training to promote awareness and understanding for LGBTQ community and issues.
2. Bystrander- training to prevent sexual assault, rape, harassment or unwaned comments of racist, homophobic or transphobic nature.
3. Title IX - training on Title IX policy
4. Anti-discrimination - training to prevent discrimintion, harrassment or bias"

Optional Fields 

Website URL where information about the institution’s diversity and equity office or trainings is available:
http://www.stevens.edu/sit/diversity-and-inclusion

Additional documentation to support the submission:
---

Data source(s) and notes about the submission:
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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.