| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 31.76 |
| Liaison | Jonathan Ehrlich |
| Submission Date | Dec. 17, 2019 |
United World College-USA
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.56 / 2.00 |
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:
Being a very small institution, the College tends not to have permanent committees. During a recent (i.e., 2019) renewal of the College's accreditation through the Independent Schools Association of the Southwest (ISAS), though, the College chose the option of conducting a self-study as part of the assessment process and formed a working group to examine the College's current approach to cultural competence. The main goals were to assess 1) multicultural integration and understanding and 2) faculty training on intercultural understanding and integration of cultural competencies into the classroom. Through the above analysis, the group identified concerns around cultural competency on campus, offered next steps, and provided processes by which to evaluate our success on an ongoing basis.
Estimated proportion of students 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:
With a student population representing over 90 countries and a deliberately diverse faculty, cultural competence, anti-oppression, anti-racism, and social inclusion lie at the heart of the College experience. Training and relevant activities are held throughout the two-year period, including during orientation, a weekend retreat focused on Constructive Engagement with Conflict, restorative justice trainings, and other activities and events. There is also a shared expectation that all employees commit to ongoing work to develop greater cultural competency during their tenure at the College.
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
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.