Overall Rating Gold
Overall Score 70.15
Liaison Kelly Wellman
Submission Date Dec. 19, 2019
Executive Letter Download

STARS v2.1

Texas A&M University
PA-4: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.67 / 2.00 Jennifer Reyes
Vice President & Associate Provost for Diversity
"---" 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:

Texas A&M's President's Council on Climate and Diversity (PCCD) provides counsel to the President and the Provost and Executive Vice President for Academics on all ways of attracting and retaining culturally diverse students, faculty, and staff to Texas A&M University and strengthening, sustaining, and promoting our diversity efforts in support of the University Diversity Plan goals. In addition, the Council assists the Vice President and Associate Provost for Diversity in planning appropriate assessment and evaluation of all university units regarding diversity-related endeavors.

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:

For staff in the Division of Academic Affairs and the Division of Student Affairs, cultural competence training is required annually.

Developing Cultural Competence in the Workplace (6-hour workshop) - focuses on exploring the role that culture plays in our daily interactions with others; provides participants with the opportunity to examine both the challenges and opportunities that result from an increasingly diverse workforce and examines ways to develop cultural competence. Introduction to Diversity and Inclusion (online training) – emphasizes Texas A&M’s commitment to diversity and the role all employees play in ensuring the university is a community of respect.

Diversity and Inclusion in the Workplace certificate program (22 hours plus independent assignments) The intent of this program is to enhance Texas A&M's work climate by increasing employees' ability to work effectively with others within a diverse environment. The program introduces participants to the value of diversity and inclusion; content includes assessing one’s awareness of how cultural identity, filters, and behaviors impact the work environment, how to respond to bias in a proactive and transformational way, and how to utilize strategies to bridge differences among and work more effectively with people who differ from one another according to a wide variety of attributes. Constructive Communication in the Workplace certificate program (28 hours plus independent assignment): This program teaches advanced communication skills that will allow participants to more confidently transmit information, express ideas and listen effectively in their daily interactions, and to engage in courageous conversations that may occur when conflict arises.

Other courses include: •Bridging the Gap - The Multigenerational Workforce
•Fostering Respect in a Diverse Workplace
•Interpersonal Communication Skills
•Lost in Translation: Navigating Intercultural Communication in the Workplace

For undergraduate students, the cultural competence session of New Student Conferences is required for all incoming students effective 2016. Furthermore, Cultural C

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.