Overall Rating Gold - expired
Overall Score 74.27
Liaison Konrad Schlarbaum
Submission Date Feb. 15, 2018
Executive Letter Download

STARS v2.1

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

Status Score Responsible Party
Complete 1.78 / 2.00 Andrea Herrera
Associate Vice Chancellor of Inclusion and Academic Engagement
Inclusion and Academic Engagement
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Does the institution have a diversity and equity committee, office, and/or officer tasked to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights on campus?:

Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees

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

Office of Institutional Equity - Mission
To achieve the UCCS mission of upholding a positive learning, working, and living environment, the Office of Institutional Equity (OIE) conducts fair, unbiased and impartial investigations into reports of sexual misconduct, protected class discrimination or harassment, or related retaliation. OIE treats all individuals who request our assistance with respect and dignity.

In addition to conducting investigations involving students and employees, OIE coordinates the provision of interim protective measures as appropriate and is responsible for implementing training on UCCS policy and related matters for the entire campus.

Equity Policies and Procedures

Discrimination and Harassment Policy

Associate Vice Chancellor for Inclusion and Academic Engagement - Facilitated Diversity Strategic Plan. Oversees Inclusive Campus Action Team with following purview.
ICAT will develop programming that builds awareness and capacities to support inclusiveness.
ICAT will register and follow-up on inclusiveness concerns that are not complaints about specific identified individuals.
ICAT will channel complaints regarding specific individuals to appropriate authorities for investigation and resolution.
ICAT will facilitate communication with community members who raise inclusiveness concerns and follow up on cases referred for action. https://www.uccs.edu/diversity/uccs-links.html

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 MOSAIC office (Multicultural Office for Student Access, Inclusiveness, and Community). The mission of MOSAIC is to support and create opportunities that assist all UCCS students in developing a sense of community and place on campus, with an emphasis on supporting and advocating for students from underrepresented communities. MOSAIC strives to create a safe place that encourages and nurtures connections and engagement across social identities, cultures, international status, experiences, gender identities and sexual orientations. https://www.uccs.edu/mosaic/

Programming Support from Library
Moving Forward Through Violent Times - a series of programs supporting diversity and inclusion.
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.

Diversity & Excellence Grants fund innovative projects that promote inclusive excellence and diversity throughout the University of Colorado system. Grants of up to $3,000 will be awarded for proposals that creatively advance the principles of diversity and inclusion in substantive ways. https://www.cu.edu/oaa/grants/diversity-excellence-grants

President's Diversity Award https://www.cu.edu/oaa/recognitions/presidents-diversity-award
This annual award recognizes significant achievements of faculty, staff, students, and academic or administrative units in developing a culturally and intellectually diverse university community reflective of inclusive excellence.

Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):

Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):

Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):

A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:

Students: All students as part of the General Education Requirements set in place in 2014, are required to complete an inclusiveness course.
What is the objective of an Inclusiveness GE course?
"Students will cultivate self-awareness and understanding of their impact-locally, nationally, and globally. Students will be prepared to participate effectively in a society that encompasses diverse experiences, perspectives, and realities. Compass Curriculum Goal 3, specifies that students learn about "Inclusiveness," and develop "competencies for cultural responsiveness across social differences in contexts ranging from local to global. https://www.uccs.edu/compasscurriculum/curriculum/inclusiveness

Staff and Faculty: 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 assigns a diversity champion for all search committees.

Knapsack Institute
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/. There are usually a few scholarships for staff to attend each year.

Matrix Center
At the Matrix Center we work with universities, corporations, non-profits, and schools to help develop strategies and meet diversity/inclusiveness goals. Our trainers are national experts, authors and educators, involved in shaping the national discourse around diversity. In addition, our consultants specialize in a range of issues including LGBTQ inclusion, K12 education, curriculum development, facilitation skills, strategies for integrating campus and organizational diversity requirements, among others.
List of Training offerings from Matrix Center
CU Diversity Summit - held yearly, hosted at UCCS in 2017 offering faculty, staff and administrators an opportunity to learn best practices and strategies they can implement on their campuses.

The theme of 2017 summit is “Fostering a Culture of Inclusion: Modeling Systemic Change.”

The website URL where information about the programs or initiatives 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.