| Overall Rating | Reporter |
|---|---|
| Overall Score | |
| Liaison | Tatiana Molina Velásquez |
| Submission Date | March 4, 2022 |
Universidad CES
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
Reporter |
Tatiana
Molina Jefe sostenibilidad Sostenibilidad |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Protocol and care route for the prevention and care of cases of abuse, violence or discrimination, to provide timely management and accompaniment to situations that may arise.
https://sitios.ces.edu.co/planeacion/wp-content/uploads/2021/11/PT-BI-007-Protocolo-de-prevencio%CC%81n-y-atencio%CC%81n-en-casos-de-violencia-de-ge%CC%81nero-y-otros-tipos-de-violencia-v01.pdf
https://www.ces.edu.co/es/comite-de-convivencia/#derechos-inscripcion460e-2caf
https://sitios.ces.edu.co/planeacion/wp-content/uploads/2021/11/PT-BI-007-Protocolo-de-prevencio%CC%81n-y-atencio%CC%81n-en-casos-de-violencia-de-ge%CC%81nero-y-otros-tipos-de-violencia-v01.pdf
https://www.ces.edu.co/es/comite-de-convivencia/#derechos-inscripcion460e-2caf
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
We have Protocol for prevention and care in cases of gender-based violence and other types of violence that occur at the CES University aims to provide tools that allow the effective approach to situations related to gender violence and other types of violence, which may put the integrity of the person involved at risk and that is presented at the CES University, its own service centers and practice centers in agreement.
https://www.ces.edu.co/es/bienestar-institucional-y-desarrollo-humano/protocolos-y-rutas-de-atencion-violencia-de-genero/
This protocol is an intervention guide for the different areas of the CES University, seeking to be an inter-institutional articulation strategy with the different institutions of the Metropolitan Area involved in the course of action to follow. Therefore, it will have current information, which allows the understanding of cases related to gender violence and other types of violence from the legal and institutional spheres and their possible forms of approach.
This protocol is addressed to the University community.
Also the coexistence committee at CES University aims to contribute to the prevention and solution of situations caused by workplace harassment behavior including discrimination within the institutions, being one more tool in the protection of employees against psychosocial risks. that may affect your health in the workplace.
Goal: Generate a collective conscience for coexistence between the University employees, in order to internalize values that lead to the promotion of work in decent and fair conditions, harmony and a good occupational environment, protecting privacy , honor, mental health and freedom of employees.
https://www.ces.edu.co/es/bienestar-institucional-y-desarrollo-humano/protocolos-y-rutas-de-atencion-violencia-de-genero/
This protocol is an intervention guide for the different areas of the CES University, seeking to be an inter-institutional articulation strategy with the different institutions of the Metropolitan Area involved in the course of action to follow. Therefore, it will have current information, which allows the understanding of cases related to gender violence and other types of violence from the legal and institutional spheres and their possible forms of approach.
This protocol is addressed to the University community.
Also the coexistence committee at CES University aims to contribute to the prevention and solution of situations caused by workplace harassment behavior including discrimination within the institutions, being one more tool in the protection of employees against psychosocial risks. that may affect your health in the workplace.
Goal: Generate a collective conscience for coexistence between the University employees, in order to internalize values that lead to the promotion of work in decent and fair conditions, harmony and a good occupational environment, protecting privacy , honor, mental health and freedom of employees.
Recruitment programs
Yes
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Yes
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
Yes
If yes to any of the above, provide:
We have specific scholarship programs for minorities and students from underrepresented groups.
In the case of employees, we established an agreement to start the labor inclusion program, hiring people with disabilities and from underrepresented groupsin the workforce.
We designed the "protagonists of the future in the present" program, training students from underrepresented groups in skills required by the university, in this way they are not only paid for their studies but also linked and paid for their internship at the university.
In addition, reasonable adjustments are used allowing students to enter the institution and access inclusive education.
In the case of employees, we established an agreement to start the labor inclusion program, hiring people with disabilities and from underrepresented groupsin the workforce.
We designed the "protagonists of the future in the present" program, training students from underrepresented groups in skills required by the university, in this way they are not only paid for their studies but also linked and paid for their internship at the university.
In addition, reasonable adjustments are used allowing students to enter the institution and access inclusive education.
Mentoring, counseling and support programs
Yes
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Yes
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
Yes
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
Diversity, interculturality and inclusion: We want to promote the inclusion, respect and adaptation of students with various special needs, thus supporting comprehensive institutional training.
Actions:
PAIRS
Accompaniment program for the adaptation process of foreign students of the University, through:
• Psychosocial support and support networks
• Cultural outings
• Academic monitoring
• Advice on stationery and student insurance
• Cultural agenda.
CES Passport: Thinking about your Well-being we created the CES Passport, in it you can access useful information about the university and the city, how to get around, where to eat, areas of the U, activities, accommodation and much more so that your arrival at Universidad CES and Medellín will be memorable.
Inclusion table: Space for the generation of alliances and agreements with educational institutions and public and private entities to share and apply experiences related to inclusion.
Inclusion Committee: Interdisciplinary team for the study, planning and execution of actions that improve the mobility and access of people with disabilities.
Actions:
PAIRS
Accompaniment program for the adaptation process of foreign students of the University, through:
• Psychosocial support and support networks
• Cultural outings
• Academic monitoring
• Advice on stationery and student insurance
• Cultural agenda.
CES Passport: Thinking about your Well-being we created the CES Passport, in it you can access useful information about the university and the city, how to get around, where to eat, areas of the U, activities, accommodation and much more so that your arrival at Universidad CES and Medellín will be memorable.
Inclusion table: Space for the generation of alliances and agreements with educational institutions and public and private entities to share and apply experiences related to inclusion.
Inclusion Committee: Interdisciplinary team for the study, planning and execution of actions that improve the mobility and access of people with disabilities.
Support for future academic staff
Yes
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
• Coordination of activities with other support areas under the "Professionals with the CES seal" route, which aims to enhance the personal skills involved in the success of students in their transition to working life and in their management process, search of employment and job placement, through a comprehensive support, so that they can enhance their personal and institutional brand at the time of starting their professional life. The stages are:
1. Preparation for the promise
2. Preparation Course for Working Life
3. Occupational orientation (this stage includes an interview and psychotechnical tests)
4. Towards your working life
5. Follow-up to graduates and employers
6. Graduate observatory
We designed the "protagonists of the future in the present" program, training students from underrepresented groups in skills required by the university, in this way they are not only paid for their studies but also linked and paid for their internship at the university.
1. Preparation for the promise
2. Preparation Course for Working Life
3. Occupational orientation (this stage includes an interview and psychotechnical tests)
4. Towards your working life
5. Follow-up to graduates and employers
6. Graduate observatory
We designed the "protagonists of the future in the present" program, training students from underrepresented groups in skills required by the university, in this way they are not only paid for their studies but also linked and paid for their internship at the university.
Optional Fields
No
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes
Website URL where information about the institution’s support for underrepresented groups is available:
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Additional documentation to support the submission:
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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.