|Submission Date||Feb. 27, 2019|
University of Illinois, Urbana-Champaign
PA-4: Diversity and Equity Coordination
|2.00 / 2.00||
Institute for Sustainability, Energy, and Environment
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?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Chancellor's and Provost's Faculty Advisory Council on Diversity and Cultural Understanding reports directly to the Chancellor and Provost. It focuses on the identification and implementation of strategies to institutionalize the values and goals related to diversity at Illinois. EDGE seeks to assist in the development of a structure and culture of responsibility, incentive, and accountability, focused on objectives, targets, goals, implementation steps, and timelines.
Illinois EDGE- Faculty Diversity and Cultural Understanding Council
EDGE seeks to assist in the development of a structure and culture of responsibility, incentive, and accountability, focused on objectives, targets, goals, implementation steps, and timelines.
Diversity Administrative Coordinating Team
The Diversity Administrative Coordinating Team (DACT) reports directly to the Chancellor and encourages intentional efforts across the Offices of the Chancellor, Student Affairs and Provost to implement and evaluate diversity initiatives. DACT also assists in greater communication and coordination across the Chancellor’s diversity committees which include the Committee on Race and Ethnicity, the Gender Equity Council, the Committee on Access and Accommodations, and the Lesbian, Gay, Bisexual and Transgender Advisory Committee.
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:
Inclusive Illinois, one campus, many voices, is the University’s commitment to cultivating a community at Illinois where everyone is welcomed, celebrated, and respected. Inclusive Illinois is about institutionalizing a climate of inclusion at Illinois. Inclusion can only be accomplished through interactions, relationships, education, and the sharing of our voices and perspectives. As evidence of the University’s commitment to enhance the living, learning, and working environments for faculty, staff, and students, the University encourages a standard of conduct and behavior that is consistent with the values of inclusion. In an inclusive environment, there is no place for acts of hatred, intolerance, insensitivity, bigotry, threats of violence, harassment, or discrimination. At Illinois, the I-Initiative is an interactive, web-based, online education program. All faculty and staff members are expected to complete the education course. The tangible benefits of the I-Initiative at Illinois are the following:
1. Sustain an inclusive, respectful, discrimination- and harassment-free living, learning, and working environment;
2. Minimize inappropriate and illegal conduct in the workplace;
3. Increase awareness of conduct in an educational environment which can lead to complaints; faculty interactions with other faculty members, including bullying; inappropriate use of technology between faculty, staff, and students, sometimes involving dating relationships; faculty language in the classroom; and workplace joking and insensitivity;
4. Decrease legal risk and minimize potential liability because of the implementation of a comprehensive education program; and
5. Protect Illinois’ reputation.
The University of Illinois at Urbana-Champaign provides guidelines, resources and workshops to help EEO Officers, Diversity Advocates and Search Committee Members in carrying out their role in the search process. The guidelines, resources and workshops include how to run an effective and efficient search committee, recruiting a diverse pool of applicants, raising awareness of unconscious assumptions, confidentiality, responsibilities in the search process, ensuring a fair review of applicants, and ensuring a fair interview process. Several workshops are offered throughout the year to discuss these topics and include:
• Hire Touch/Search Process Meetings
• Hire Touch Workshops
• Being a Change Agent in the Search Process
The website URL where information about the programs or initiatives is available:
Additional documentation to support 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 and complete the Data Inquiry Form.