| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 67.83 |
| Liaison | Alex Roman Gonzalez |
| Submission Date | March 10, 2017 |
| Executive Letter | Download |
University of Cincinnati
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.44 / 2.00 |
Daniel
Hart Sustainability Coordinator Planning + Design + Construction |
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indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
Staffed by the office of the Chief Diversity Officer, the University Diversity Council serves as the university-level governance committee charged with building institution-wide capacity to meet the needs of an increasingly diverse campus that embraces diversity as one of our core values, infusing every aspect of campus life and purpose, and every measure of success.
The council is charged with maintaining the Report of the President's UC│21 Diversity Task Force (March 2007) as a living document, holding responsible parties accountable and reporting on at least an annual basis to the President and community at large. The council is empowered to set its own annual agenda as well as identify short and long term goals. It is expected to take recommendations from the report and develop a 5-year strategic plan, policy recommendations and implementation plans. Over time, the council may establish work groups or committees and the chair may invite other members of the university community to contribute to this effort. Products from the council are forwarded to the Academic Coordinating Committee and the Fiscal Coordinating Committee for consideration.
The council recognizes a very broad and inclusive concept of diversity that includes commonly recognized considerations such as race, ethnicity, gender, age, disability status, socioeconomic status, gender identity, sexual orientation, religion and regional or national origin. It will guide the university's efforts to conceptualize, define, assess, nurture and cultivate diversity and inclusion as institutional and educational resources at the University of Cincinnati.
Part 2
Most
Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some
Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some
If trainings are made available, provide:
The University of Cincinnati’s Office of Equal Opportunity and Access has developed several workshops and seminars to inform staff, faculty and students about issues such as diversity, sexual harassment, equal opportunity, teamwork and communications. Ranging in length from one to four hours, each workshop or seminar can be customized to meet the needs of any specific group or organization.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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