Overall Rating Gold - expired
Overall Score 65.82
Liaison Kimberly Reeves
Submission Date Feb. 20, 2015
Executive Letter Download

STARS v2.0

University of Colorado Colorado Springs
PA-4: Diversity and Equity Coordination

Status Score Responsible Party
Complete 2.00 / 2.00 Kee Warner
Associate Vice Chancellor for Diversity and Inclusiveness
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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 and equity on campus?:

Does the committee, office and/or officer focus on one or both of the following?:
Yes or No
Student diversity and equity Yes
Employee diversity and equity Yes

A brief description of the diversity and equity committee, office and/or officer, including purview and activities:

The Diversity Strategic Plan Task and Leadership Team is responsible for creating, implementing and measuring progress toward goals outlined in the UCCS Diversity Strategic Plan.

The Associate Vice Chancellor for Diversity, Kee Warner, is charged with promoting and overseeing diversity campus-wide, and implementing the UCCS Diversity Strategic Plan. The AVCD regularly reports progress to the Dean's Council and the Leadership Team.

The MOSAIC office (Multicultural Office for Student Access, Inclusiveness, and Community) sponsors leadership development scholarships for students involved in advancing diversity and inclusiveness at UCCS. Student leaders of campus organizations can be funded for travel and conference costs.

UCCS has a number of committees focusing on dimensions of diversity and equity. Some are embedded within the governance structures of the university, including faculty government and the student government association. The Diversity Foundations committee is advisory to the Associate Vice Chancellor for Diversity and Inclusiveness. This group monitors and guides implementation of the Diversity Strategic Plan for the campus. Diversity Foundations includes representation from all of the colleges and divisions on campus. Other committees focused on diversity and equity include the Faculty Minority Affairs Committee, the Women’s Committee, PRIDE, Diversity Alliance, and the Inclusive Campus Action Team.

The full-time equivalent of people employed in the diversity and equity office:

The website URL where information about the diversity and equity committee, office and/or officer is available:
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
Yes or No
Students Yes
Staff Yes
Faculty Yes
Administrators Yes

A brief description of the cultural competence trainings and activities:

In response to the recommendations of the Diversity Strategic Plan, UCCS developed the BIG Idea Building Inclusiveness in 2007. It is available for faculty, staff and student leaders, serving approximately five hundred participants each year. This has been augmented with the development of a Safe Zone training specific to UCCS offered through the LGBT Resource Center in collaboration with SPECTRUM and PRIDE under the umbrella of The BIG Idea Building Inclusiveness program.

This 2.5-hour interactive workshop aims to provide awareness, knowledge and skills to participants about personal and institutional dynamics of social inequality. Providing hands-on strategies, the goal of the workshop is to better equip members of your organization to engage diverse social identities, to explore how oppression and privilege operate in our daily lives, and to create a more inclusive organizational culture.

Also, Safe Space Training is a training for allies interested in creating a safe and affirming environment for LGBT students, friends, family and colleagues. The Safe Space Training is conducted by the MOSAIC Office in partnership with SPECTRUM and PRIDE.

As outlined in the UCCS Strategic Recommendations page 14, Goals, and Priority Actions 2007-2008, UCCS provides support and training to search committees on best practices in diversity recruitment. The Human Resources office is developing new training and support for Diversity Champions.

As our nation becomes increasingly diverse, it is imperative to have the understanding and resources to effectively navigate discussions about diversity and inequality in the classroom and workplace. The Knapsack Institute is designed for individuals at the beginning to intermediate stages of this journey, as well as those seeking to refresh their approach and embrace intersectional strategies. This is a 3 day intensive training that occurs every year at UCCS. http://www.uccs.edu/~knapsack/

The website URL where information about the cultural competence trainings is available:

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.