|Submission Date||Feb. 11, 2020|
The American College of Greece
PA-5: Diversity and Equity Coordination
|1.67 / 2.00||
Office of Public Affairs
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?:
Does the committee, office and/or officer focus on students, employees, or both?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
Committee on Disabilities and Learning Differences
• Monitor and recommend policies and procedures in order to accommodate individuals with disabilities and learning differences.
• Periodically review Recommended actions and alternative assessments for students who have documented disability or face learning differences.
ACG Non-Discrimination, Anti-Harassment, Sexual Misconduct, Relationship Violence and Stalking Policy
Effective Date: June 1, 2019
Issuing Authority: Office of the VP of Administration and Human Resources
Responsible Officers: Vice President of Administration and Human Resources (responsible for overall enforcement and applicability to employees) | Dean of Students (responsible for applicability to students)
I. STATEMENT OF POLICY
The American College of Greece is dedicated to adding distinctive and sustainable value to the lives of students and to maintaining a campus ethos of mutual respect, care and responsible action. The ACG Non-Discrimination, Anti-Harassment, Sexual Misconduct, Relationship Violence and Stalking Policy [the Policy] is grounded in the ACG Community’s respect for diversity and commitment to inclusion and guarantees that each community member is treated fairly and with respect within an educational environment free of discrimination, sexual misconduct, including sexual or gender-based harassment, sexual assault, sexual exploitation and relationship/dating violence, stalking, intimidation and retaliation against whistleblowers ( see ACG Whistleblower Policy) who in good faith report prohibited conduct under the Policy. All prohibited conduct under the Policy is also proscribed by law and will not be tolerated.
This Policy applies to (A) students, faculty and staff, as well as third parties; (B) ACG premises and off-campus locations of scheduled College programs and activities; and the virtual space within which electronic communications involving persons to whom the Policy applies take place; (C) relationships involving ACG Community members. Prohibited conduct within the scope of the Policy includes (D) discrimination, harassment and sexual harassment, gender-based harassment, sexual assault, sexual exploitation, relationship/dating violence, stalking and cyber-stalking, and retaliation. Key terms are defined (E) towards clear delineation of the Policy Scope. Violations of the Policy are subject to appropriate sanction or action up to and including discharge and expulsion.
A. TO WHOM THIS POLICY APPLIES
The Policy applies to all ACG students, faculty and staff, regardless of sexual orientation or gender identity, as well as third parties, when the misconduct occurs on ACG Campuses, premises or at the ACG Residence Complex, and to ACG appointees and those who participate in ACG programs and activities on and off campus, including programs abroad. Individuals to whom this policy applies are subject to appropriate disciplinary sanctions or actions in accordance with the Student Code of Conduct, the Faculty Code of Conduct, the Employee Handbook, and any other relevant ACG Policy
Estimated proportion of students that has participated in that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
The College has successfully organized a series of workshops on Cultural Diversity, in September 2018. The goal of these workshops were to: Increase cultural humility/competency with a focus on race, gender, and sexual orientation, and ways its experienced/understood in the U.S. context.
2. Examine unconscious bias and how it manifests in daily interactions with people of differing social identities. 3. Develop personal ability to recognize and challenge bias in the classroom.
4. Learn effective techniques to empathetically, cooperatively, and courageously engage uncomfortable and challenging conversations in a classroom environment.
5. Grow 1:1 dialogue skills aimed at becoming an ally to individuals and groups from marginalized identities. 6. Nurture community interdependence by identifying opportunities for intercultural exchange.
In addition student clubs such as the Health and Social awareness club, the Cultures and Languages Club, the LGBTQ+ club are continually promoting workshops and activities towards cultural competence
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
The American College of Greece is dedicated to fostering the education of the whole person and strives to provide an environment that encourages the search for truth and freedom of inquiry. The College recognizes the important contribution a diverse community of students, faculty, and staff makes towards the advancement of its goals and ideals. The College is committed to providing an environment that is free of discrimination and harassment as defined by federal, state, and local law, as well as under this policy.
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.