| Overall Rating | Gold |
|---|---|
| Overall Score | 74.69 |
| Liaison | Tess Esposito |
| Submission Date | Feb. 9, 2022 |
University of Dayton
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 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:
The Office of Diversity and Inclusion (ODI) provides leadership and support for the university’s strategic efforts to advance its work on diversity, equity, and inclusion. Ultimately, our goal is to create and sustain a campus educational community and workplace environment that celebrates and enjoys the gift of diversity, achieves equitable outcomes for individuals and communities regardless of their identities, and to model inclusion throughout the institution. We invite all members of the campus community and our guests to join us in advancing UD’s Catholic and Marianist mission for the common good. As one part of our pursuit of the core values of diversity, equity, and inclusion, the University appointed its first vice president of diversity and inclusion in 2016, Dr. Larry Burnley. (https://udayton.edu/diversity/index.php)
There is also an Affirmative Action office. (https://udayton.edu/hr/affirmative-action/index.php)
The University Inclusive Excellence Council (UIEC) is a permanent standing council of the University of Dayton, established for the purpose of advancing and supporting efforts across the University to achieve and sustain inclusive excellence.
Its primary functions include:
• Advise the University’s president and vice president for diversity and inclusion on University-wide strategic and organizational matters related to diversity, equity and inclusion at the University of Dayton.
• Serve as an organizational mechanism to cultivate and sustain synergy and collaboration of initiatives and programming related to diversity, equity and inclusion across the University.
• Monitor and report on the University’s progress in the execution of the The Flyers Plan for Community Excellence, the University’s diversity, equity and inclusion strategic plan for 2020–24.
• Make recommendations for effective internal and external communication of University initiatives in the areas of diversity, equity and inclusion.
• Work to identify and advance systemic structures, practices, policies and traditions that will advance diversity, equity and inclusion, while also removing barriers of the same type.
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:
Students: All incoming students received cultural competency training as part of new student orientation, residential life programming, and as part of entering the housing lottery.
All employees: All employees (staff and faculty) are required to complete Title IX training on-line.
Additional cultural competency training is provided by a variety of areas including Human Resources, the Learning and Teaching Center, the Office of Multicultural Affairs, the Center for International Programs and other offices on campus. Trainings/workshops are incorporated into new employee training, Leadership UD (a program to build leaders at UD - exempt employees are nominated to participate), and UD Connections (another program to build leadership skills at UD - non-exempt employees are nominated to participate).
The Office of Diversity and Inclusion coordinates and implements opportunities for employees to gain cultural competency and to dialogue on diversity and inclusion issues. The Center for International Programs and our Office of Multicultural Affairs also offer programs for students and employees. These programs range from intergroup dialogues, conversations with international students, competency training, etc. The Learning Teaching Center also promotes such trainings/workshops for faculty.
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:
additional trainings:
https://udayton.edu/diversity/initiatives/iea-levels.php
Inclusive Excellence Academy: https://udayton.edu/diversity/initiatives/inclusive-excellence-academy.php
UIEC Standing Committees: https://udayton.edu/diversity/about/uiec-standing-committees-purpose-8.12.21.pdf
additional trainings:
https://udayton.edu/diversity/initiatives/iea-levels.php
Inclusive Excellence Academy: https://udayton.edu/diversity/initiatives/inclusive-excellence-academy.php
UIEC Standing Committees: https://udayton.edu/diversity/about/uiec-standing-committees-purpose-8.12.21.pdf
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.