| Overall Rating | Silver |
|---|---|
| Overall Score | 52.70 |
| Liaison | Diana Peláez |
| Submission Date | Nov. 4, 2024 |
Tecnológico de Monterrey – Campus San Luis Potosi
PA-6: Institutional Climate
| Status | Score | Responsible Party |
|---|---|---|
|
2.17 / 3.00 |
6.1 Support for students from underrepresented groups
Narrative and/or website URL providing an overview of the institution’s programs, initiatives, and networks for students with disabilities:
Taking actions around diversity, equity, inclusion, and belonging involves engaging and consulting the community, especially historically discriminated and underrepresented groups. Therefore, through the Office of Diversity and Inclusion — now the Office of Diversity, Equity, Inclusion, and Belonging — at the Center for the Recognition of Human Dignity, we created 5 advisory committees on diversity and inclusion — now the advisory committees on diversity, equity, inclusion, and belonging. Their names and creation dates are listed below:
- People with disabilities
- LGBTQA+ Community
- Socio economic inclusion
- Cultural diversity
- Red Impulsa
These voluntary and cyclical participation groups are made up of faculty members and staff who share identities, interests, and contexts, thereby giving visibility to the specific needs and challenges we face as an institution. Furthermore, in line with the values and objectives of the Tecnológico de Monterrey, they promote the recognition and respect of human dignity.
Although each committee has specific objectives, one of their general goals, and main function, is to advise and consult on initiatives and proposals within the institution, with the aim of transforming them into projects that help prevent discrimination and inequalities.
Currently, our institution has 8 student groups at the national level, including both high school and university students, dedicated to topics related to the inclusion of people with disabilities (PcD). Along with other groups with similar activities, they sum up 16 projects
Furthermore, there are some outcomes for these type of committes such as documents as the following:
Manual for Sensory Load Identification:
Document developed by the student group MIND (Movement for Neurodiversity Inclusion) from Campus Monterrey. It aims to create more inclusive institutional events. To achieve this, it proposes a series of aspects to detail regarding sensory stimuli in events and activities, so that they are known by those who attend them or are impacted by their execution.
Human Library
The objectives of the Human Library™ include: creating learning and practice communities capable of recognizing and appreciating human diversity, promoting listening devices, fostering the deconstruction of stereotypes and prejudices, and building spaces where knowledge opens up to citizens.
https://tec.mx/es/dignidad-humana/la-diversidad-y-la-inclusion-al-centro
https://tec.mx/sites/default/files/dignidad-humana/reportes/reporte-diversidad-inclusion-2022-2023.pdf (Page 39 and 55)
Does the institution support one or more programs, initiatives, or networks designed to address the specific needs of students that identify as members of marginalized racial, ethnic, and/or Indigenous groups?:
Narrative and/or website URL providing an overview of the institution’s programs, initiatives, and networks for students that identify as members of marginalized racial, ethnic, and/or Indigenous groups:
Taking actions around diversity, equity, inclusion, and belonging involves engaging and consulting the community, especially historically discriminated and underrepresented groups. Therefore, through the Office of Diversity and Inclusion — now the Office of Diversity, Equity, Inclusion, and Belonging — at the Center for the Recognition of Human Dignity, we created 5 advisory committees on diversity and inclusion — now the advisory committees on diversity, equity, inclusion, and belonging. Their names and creation dates are listed below:
- People with disabilities
- LGBTQA+ Community
- Socio economic inclusion
- Cultural diversity
- Red Impulsa
These voluntary and cyclical participation groups are made up of faculty members and staff who share identities, interests, and contexts, thereby giving visibility to the specific needs and challenges we face as an institution. Furthermore, in line with the values and objectives of the Tecnológico de Monterrey, they promote the recognition and respect of human dignity.
Although each committee has specific objectives, one of their general goals, and main function, is to advise and consult on initiatives and proposals within the institution, with the aim of transforming them into projects that help prevent discrimination and inequalities.
Furthermore, in October 2018, through the strengthening of relationships and knowledge exchange with the indigenous peoples of Chiapas, we established the Center for Social Innovation (CIS) in San Cristóbal de las Casas. Its purpose is to form a multidisciplinary team that develops formative and research strategies to address some of the country's main social needs, while promoting the common good and generating innovative solutions.
Part of the activies were the development and implementation of the first Indigenous knowledges workshop, with the APRU (Association of Pacific Rim Universities, and in collaboration with 7 other universities. (https://conecta.tec.mx/es/noticias/nacional/institucion/organiza-tec-de-monterrey-taller-global-de-conocimientos-indigenas )
In this exchange, the best practices observed by researchers for the preservation of language, education, cultural diversity, and Indigenous identity were shared, in order to taking into account to create strategies and initiatives for students and staff that identifies as members of certain indigenous/etnic group.
Representatives from Ecuador, the Philippines, Australia, New Zealand, Canada, the United States, and Mexico gathered to discuss the actions taken in their academic institutions with Indigenous peoples.
Besides in 2023, the Diversity, equity, inclusion and belonging office was officially launched. It's objective is to build a inclusion culture that recognices and respects the human dignity, regardless of your race, ethnicity, or socioeconomic status.
Furthermore, along with the Vice Presidency of Inclusion, Social Impact, and Sustainability, there are the following objectives:
- Social mobility, at Tec de Monterrey, it is extremely important to contribute to social transformation, therefore, we motivate young people with outstanding abilities by granting them academic scholarships that allow them to obtain the professional development. Scholarships offer educational opportunities while promoting equity and inclusion, the impact is significant for students as well as for society, as they aid in reducing economic inequalities, this contribute to SDG's 4,8 and 10.
- Accessible and sustainable spaces. A city’s quality and effectiveness depend to a large degree on the quality, functionality, and sustainability of its public spaces. These spaces, accessible for all, must be designed to protect the environment and natural ecosystems. Public spaces are fundamental for the quality of life, the development of healthy communities, and environmental preservation. At Tec, we are working to improve the integral experience on our campuses and the
quality of life outside of them, collaborating with neighbors and authorities for the positive transformation of surrounding areas, as we care for the environment and promote practices that benefit the community and local ecosystems.The development of sustainable infrastructure is closely related to the construction and rehabilitation of spaces for offering essential services to the community, in addition to encouraging inclusion and community well-being. This focus promotes spaces that are secure, inclusive, and adapted to the needs of all and the emerging climate conditions. These projects contribute to SDGs 6, 9, 11 and 13.
- Solidary Action. At Tec de Monterrey, we comprehend that for society to address social, economic, and environmental challenges, in addition to having economic, scientific, and technological resources, we need to deploy a series of actions of a solidary nature that will allow us to put our personal talent and professional excellence at the service of others, especially for people and living creatures that are in a situation of vulnerability. Solidary action encompasses efforts focused on collecting and delivering donations for covering the vulnerable population’s basic needs. 139 initiatives were identified, with an impact on approximately 197,000 people. It needs to be emphasized that 73% of people in situations of vulnerability have some type of physical handicap, whether visual, auditory, or related to mobility, or a psychosocial and/ or intellectual handicap.
Evidence of this are in the following links:
Does the institution support one or more programs, initiatives, or networks designed to address the specific needs of LGBTQ+ students?:
Narrative and/or website URL providing an overview of the institution’s programs, initiatives, and networks for LGBTQ+ students:
The creation of the "COMUNIDAD LGBTIQ+ committee", to address all of the initiatives, networks and challenges faced by our LGBTI+ community, in this committee, reunite regularly to create a work plan to create policies or projects to prioritize the community.
Currently, at Tec de Monterrey, there are 9 national student groups, including both high school and university students, dedicated to topics related to the LGBTIQA+ community. Along with other groups with similar themes, they have developed 41 projects to raise awareness and to make visible and celebrate body and sexual diversity.
LGBT+ Pride Month and International Day Against Homophobia, Transphobia, and Biphobia:
In the framework of the International Day Against Homophobia, Transphobia, Biphobia, and Lesbofobia, student group PRIDE organized the IDAHOBIT Week in 2022 and 2023. During this week, there were various activities and events to promote respect for diversity and share experiences related to the discrimination faced by LGBTIQA+ individuals. In several campus, there were also events to raise awareness about gender and sexual diversity, as well as to reflect on the barriers and violence faced by the LGBTIQA+ community.
Does the institution support one or more programs, initiatives, or networks designed to address the specific needs of low-income and/or first-generation students?:
Narrative and/or website URL providing an overview of the institution’s programs, initiatives, and networks for low-income and/or first-generation students:
Evidence 1 -Tecnológico de Monterrey has an inclusive and supportive initiative called “Leaders of Tomorrow”, for the formation of transforming leaders with social impact, focused on bright young people who require 100% financial support to study a professional career at the Tecnológico de Monterrey because of their social and economic conditions. Our university pays for their full tuition and registration fees for the full duration of the bachelors studies for the admitted students to this program. Also, students receive monthly financial support for buying groceries.
https://lideresdelmanana.itesm.mx/programa#programa/1
Evidence 2 - Page 11 - More than 2,100 students had been supported by these scholarships. Page 14 - The average family income of students in the Leaders of Tomorrow program is around the 2nd decile of income distribution in the country. Upon graduation, students typically move up to the 10th decile
Does the institution support one or more programs, initiatives, or networks designed to address the specific needs of refugees, asylum seekers, internally displaced, and/or undocumented students?:
Narrative and/or website URL providing an overview of the institution’s programs, initiatives, and networks for refugees, asylum seekers, internally displaced, and/or undocumented students:
Does the institution support one or more programs, initiatives, or networks designed to address the specific needs of students from additional underrepresented groups?:
Narrative and/or website URL providing an overview of the institution’s programs, initiatives, and networks for students from additional underrepresented groups:
The Reporting Tool will automatically calculate the following figure:
6.2 Support for employees from underrepresented groups
Narrative and/or website URL providing an overview of the institution’s programs, initiatives, and networks for employees with disabilities:
Taking actions around diversity, equity, inclusion, and belonging involves engaging and consulting the community, especially historically discriminated and underrepresented groups. Therefore, through the Office of Diversity and Inclusion — now the Office of Diversity, Equity, Inclusion, and Belonging — at the Center for the Recognition of Human Dignity, we created 5 advisory committees on diversity and inclusion — now the advisory committees on diversity, equity, inclusion, and belonging. Their names and creation dates are listed below:
- People with disabilities
- LGBTQA+ Community
- Socio economic inclusion
- Cultural diversity
- Red Impulsa
These voluntary and cyclical participation groups are made up of faculty members and staff who share identities, interests, and contexts, thereby giving visibility to the specific needs and challenges we face as an institution. Furthermore, in line with the values and objectives of the Tecnológico de Monterrey, they promote the recognition and respect of human dignity.
Although each committee has specific objectives, one of their general goals, and main function, is to advise and consult on initiatives and proposals within the institution, with the aim of transforming them into projects that help prevent discrimination and inequalities.
https://tec.mx/es/dignidad-humana/la-diversidad-y-la-inclusion-al-centro
Mexican Sign Language Workshops:
We aim to promote the inclusion of the deaf community by promoting the learning of Mexican Sign Language (LSM). From August 2021 to June 2023, there were 26 online courses and workshops benefiting 1050 participants.
Does the institution support one or more programs, initiatives, or networks designed to address the specific needs of employees that identify as members of marginalized racial, ethnic, and/or Indigenous groups?:
Narrative and/or website URL providing an overview of the institution’s programs, initiatives, and networks for employees that identify as members of marginalized racial, ethnic, and/or Indigenous groups:
Taking actions around diversity, equity, inclusion, and belonging involves engaging and consulting the community, especially historically discriminated and underrepresented groups. Therefore, through the Office of Diversity and Inclusion — now the Office of Diversity, Equity, Inclusion, and Belonging — at the Center for the Recognition of Human Dignity, we created 5 advisory committees on diversity and inclusion — now the advisory committees on diversity, equity, inclusion, and belonging. Their names and creation dates are listed below:
- People with disabilities
- LGBTQA+ Community
- Socio economic inclusion
- Cultural diversity
- Red Impulsa
These voluntary and cyclical participation groups are made up of faculty members and staff who share identities, interests, and contexts, thereby giving visibility to the specific needs and challenges we face as an institution. Furthermore, in line with the values and objectives of the Tecnológico de Monterrey, they promote the recognition and respect of human dignity.
Although each committee has specific objectives, one of their general goals, and main function, is to advise and consult on initiatives and proposals within the institution, with the aim of transforming them into projects that help prevent discrimination and inequalities.
Does the institution support one or more programs, initiatives, or networks designed to address the specific needs of LGBTQ+ employees?:
Narrative and/or website URL providing an overview of the institution’s support for LGBTQ+ employees:
Taking actions around diversity, equity, inclusion, and belonging involves engaging and consulting the community, especially historically discriminated and underrepresented groups. Therefore, through the Office of Diversity and Inclusion — now the Office of Diversity, Equity, Inclusion, and Belonging — at the Center for the Recognition of Human Dignity, we created 5 advisory committees on diversity and inclusion — now the advisory committees on diversity, equity, inclusion, and belonging. Their names and creation dates are listed below:
- People with disabilities
- LGBTQA+ Community
- Socio economic inclusion
- Cultural diversity
- Red Impulsa
These voluntary and cyclical participation groups are made up of faculty members and staff who share identities, interests, and contexts, thereby giving visibility to the specific needs and challenges we face as an institution. Furthermore, in line with the values and objectives of the Tecnológico de Monterrey, they promote the recognition and respect of human dignity.
Although each committee has specific objectives, one of their general goals, and main function, is to advise and consult on initiatives and proposals within the institution, with the aim of transforming them into projects that help prevent discrimination and inequalities.
For the 3rd consecutive year, in 2023, we received the EQUIDAD MX certification as the "Best Place to Work for LGBTQ+" from the Human Rights Campaign (HRC). In its 6th edition, 298 companies received this certification, with Tecnológico de Monterrey being the only educational institution. The certification evaluates 4 strategic pillars of inclusion:
- Human Rights Campaign Certification
- Adoption of non-discrimination policies
- LGBTIQA+ organizational competence
- Education and training in LGBTIQA+ diversity and inclusion
- Involvement in public activities that support LGBTIQA+ inclusion
Additionally, for the past 4 years, we have supported our value partners through awareness sessions and direct mentoring, so they can participate in this certification, if they wish.
In August 2022, we provided guidance to 24 companies to participate in Equidad MX. In 2023, 18 companies attended our awareness session, where we shared best practices and answered their questions about the certification.
https://www.hrc.org/resources/hrc-equidad-mx-global-workplace-equality-program
Does the institution support one or more programs, initiatives, or networks designed to address the specific needs of employees from additional underrepresented groups?:
Narrative and/or website URL providing an overview of the institution’s programs, initiatives, and networks for employees from additional underrepresented groups:
"Impulsa"
Is a committee that seeks to support women to break the salary and equity gap in the workplaces, that emerged in 2018 as the first Advisory Committee on diversity, equity, inclusion, and belonging coordinated by the Center for Human Dignity Recognition. It is comprised of women and men leaders of our institution who seek to provide gender perspective to processes and decision-making, integrating the diversity of voices and experiences of employees. Its goal is to advance gender equality, particularly by increasing the representation of women in leadership positions.
The committee goals are:
- Analyze the current situation and opportunities for gender equality within the institution.
- Generate proposals aimed at closing the identified gaps.
- Actively participate in the implementation of these proposals.
Through this committee of the functional priority project: Diversity, Equity, Inclusion, and Belonging, and thanks to the collaboration of the different schools and areas, we are building an increasingly empathetic organization that recognizes diversity as one of its greatest strengths in developing egalitarian and inclusive communities.
The Red Impulsa was consolidated with the participation of 105 women leaders with growth potential. They were supported by 22 mentors—outstanding leaders from our institution—who guided them in generating new connections and visualizing more development opportunities.
In addition to group mentoring, participants have access to inspiring conferences, continuous learning workshops, networking spaces, and our newsletter on women’s leadership.
Furthermore, during their time in the network, they are tasked with establishing and advancing their development plan—which includes self-awareness actions—as well as taking advantage of the growth opportunities offered by the institution.
https://tec.mx/es/dignidad-humana/impulsa
The Reporting Tool will automatically calculate the following figure:
6.3 Institutional climate assessment
Description of the methodology used to assess institutional climate:
Along with the workplace and global research management consulting "GALLUP", the ECO survey is being deployed each year to know the institutional climate, and address the challenges that are being displayed on the survey.
Does the institution publish the results of its institutional climate assessments?:
Published results of the institution’s most recently finalized institutional climate assessment:
Online resource where the results of the institution’s institutional climate assessments are publicly available:
The Reporting Tool will automatically calculate the following figure:
Optional documentation
Additional documentation for this credit:
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.