Overall Rating Gold
Overall Score 77.34
Liaison Sally DeLeon
Submission Date Feb. 27, 2022

STARS v2.2

University of Maryland, College Park
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.67 / 2.00 Emily Hightower
Sustainability Coordinator
Environmental Safety, Sustainability, and Risk
"---" indicates that no data was submitted for this field

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?:
Yes

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:
The University of Maryland has many governing bodies that work to promote diversity, equity, and inclusion on campus. The Office of Diversity and Inclusion (ODI) provides leadership and expertise to help the university achieve its diversity, equity and inclusion goals. Guided by social justice principles, ODI cultivates a vibrant learning and working community for all members. ODI envisions a university that fully embraces diversity, equity and inclusion as morally right and educationally sound, and that centers the wellbeing of individuals and communities. ODI houses the ADA/504 Coordinator’s office, Bias Incident Support Services, Diversity Training and Education, the TerrapinSTRONG program, the Nyumburu Cultural Center, the Office of Multi-Ethnic Student Education, and the LGBTQ+ Center. Learn more at: https://diversity.umd.edu/

The Equity Council serves as an advisory group to the President and supports the longstanding and continuous goal of the University of Maryland to be a national leader in recruiting and retaining a diverse community of faculty, staff, and students. Learn more at: https://diversity.umd.edu/our-team/equity-council

Diversity & Inclusion Officers are responsible for providing diversity education and training, overseeing climate assessments, and supporting diversity-related recruitment/retention, programming, and evaluation efforts within their respective units. Diversity & Inclusion Officers also collaborate on campus-wide diversity initiatives. Learn more at: https://diversity.umd.edu/our-team/diversity-officers

University of Maryland’s Senate Committee on Equity, Diversity, & Inclusion supports the efforts of the Office of Diversity and Inclusion by actively promoting an equitable, diverse, and inclusive campus that is free from all forms of discrimination. The committee forumulates and reviews policies and procedures pertaining to issues of equity, diversity, and inclusion, including policies on non-discrimination and accessibility. The Senate EDI Committee consists of an appointed presiding officer; five faculty members; three exempt staff members; two non-exempt staff members; two graduate students; two undergraduate students; and the following persons or a representative of each: the Senior Vice President and Provost, the Vice President for Diversity & Inclusion, the Vice President for Administration & Finance, the Vice President for Student Affairs, and the Director of the Office of Civil Rights and Sexual Misconduct. Learn more at: https://senate.umd.edu/committee/EDI

The Office of the President is involved with diversity, equity, and inclusion on campus. Historically, the Office of the President established the Presidential Commissions on Disability Issues; Ethnic Minority Issues; Lesbian, Gay, Bisexual, and Transgender Issues; and Women’s Issues. More recently, President Pines has identified “creating a more inclusive, multicultural community for all” as one of the key priorities of his presidency. Towards this, President Pines created the TerrapinSTRONG initiative to build a sense of belonging and a commitment to diversity, equity and inclusion (DEI) on the campus at large. This was an opportunity to influence and improve the climate and foster an environment where people feel connected and like they belong.

Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most

Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most

Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most

A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
University of Maryland students are required to fulfill a General Education requirement in Diversity. To fulfill the Diversity requirement students must complete two Understanding Plural Societies courses (3-6 credits total) or one Understanding Plural Societies course (3 credits) and one Cultural Competence course (1-3 credits).

The Office of Diversity and Inclusion (ODI) curates and coordinates training opportunities that are open to all University affiliated members. Opportunities/programs include online training that focuses on educating the participants on issues such as diversity and inclusion, implicit bias, and using culturally inclusive language, and Anti Racism Teach-in Series.

In 2020, UMD developed the TerrapinSTRONG onboarding program for every new undergraduate and graduate student and all new faculty and staff. This program includes a training on unconscious bias and anti-racism, as well a module titled “Affirming our Commitment to Diversity, Equity and Inclusion.”

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:
In February 2022, President Pines and Senior Vice President & Provost Dr. King Rice announced the university's new strategic plan: Fearlessly Forward. The plan -- more formally titled Fearlessly Forward in Pursuit of Excellence and Impact for the Public Good: The University of Maryland Strategic Plan -- is rooted in the guiding principles of the "values-driven excellence; diversity, equity and inclusion; impact; innovation; collaboration; and service to humanity." The strategic commitments focus on reimagining learning, addressing humanity's grand challenges, investing in people and communities, and partnering to advance the public good. Learn more at: https://strategicplan.umd.edu/

Specific goals addressing diversity, equity and inclusion include:
- "Lead the nation in living a commitment to equity, diversity, and inclusion in all we do."
- "Become a connected, coordinated, and effective community of care that supports the success and well-being of students, faculty, and staff."
- "Align evaluations, rewards, and incentives with our goals and values."

In February 2022, President Pines and Senior Vice President & Provost Dr. King Rice announced the university's new strategic plan: Fearlessly Forward. The plan -- more formally titled Fearlessly Forward in Pursuit of Excellence and Impact for the Public Good: The University of Maryland Strategic Plan -- is rooted in the guiding principles of the "values-driven excellence; diversity, equity and inclusion; impact; innovation; collaboration; and service to humanity." The strategic commitments focus on reimagining learning, addressing humanity's grand challenges, investing in people and communities, and partnering to advance the public good. Learn more at: https://strategicplan.umd.edu/

Specific goals addressing diversity, equity and inclusion include:
- "Lead the nation in living a commitment to equity, diversity, and inclusion in all we do."
- "Become a connected, coordinated, and effective community of care that supports the success and well-being of students, faculty, and staff."
- "Align evaluations, rewards, and incentives with our goals and values."

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.