| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 36.72 |
| Liaison | Lindsey Abernathy |
| Submission Date | July 17, 2019 |
| Executive Letter | Download |
University of Mississippi
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.78 / 2.00 |
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:
In the Office of the Chancellor, there is a Vice Chancellor position for Diversity and Community Engagement. This division also includes two Assistant Vice Chancellors. The Assistant Vice Chancellor for Diversity is in charge of the Center for Inclusion & Cross-Cultural Engagement, and the Assistant Vice Chancellor for Comunity Engagement is in charge of the Mclean Institute for Public Service and Community Engagement.
The Center for Inclusion & Cross-Cultural Engagement was created to provide programs and services that encourage cross-cultural interactions and provide a physical space that is both nurturing and welcoming for students with diverse backgrounds, the center emphasizes inclusion and broad cultural educational opportunities for all students.
In addition to these administrative positions, the University of Mississippi also has committees, community-based research efforts, and commissions regarding diversity and equity. These include:
Chancellor's Standing Committee (Sensitivity and Respect) - The Committee will serve as an immediate point of contact for any member of our University community who is subjected to actions or words that are in conflict with our EEO anti-discrimination policy. The Committee will be asked to receive and review any such complaints as well as consider proactive measures to encourage community harmony and emphasize the high value we place on respect for the dignity of individuals.
Chancellors Advisory Committee on History and Context- Recommends Oxford campus sites for contextualization so as to explain the environment in which they were created or named; design the content and format to contextualize the designated sites.
Chancellor's LGBTQ Advisory Committee - The committee provides counsel and makes recommendations to the Chancellor and Provost on University policies, programs, practices, and facilities as they impact or pertain to students, faculty, and staff who identify as lesbian, gay, bisexual, transgender or queer/questioning. The committee seeks to foster and support University efforts to promote and enjoy a safe, open, and diverse learning community where LGBTQ members experience respect, civility, and fairness consistent with the values of the Ole Miss Creed.
Chancellor's Standing Committee (Accessibility) -The Committee on Accessibility advises university leadership in the centralization and coordination of efforts to foster a fully accessible university. The committee connects university and community members with campus resources to enable maximal participation in the university's physical, educational, virtual, and social environments. The committee will make recommendations to university leaders and participate in the assessment of efforts to achieve the highest level of accessibility on campus. The committee fosters and supports an accessible and welcoming campus culture for all.
Chancellor's Commission on the Status of Women - The Commission on the Status of Women consists of approximately 30 faculty, staff, and student members appointed by the Chancellor and charged with the duty of studying the status of women faculty, staff, and students. The Commission keeps the Chancellor apprised and makes recommendations.
Critical Race Studies Group - The purpose of the CRSG is to identify and address racial and other inequalities at the University of Mississippi and elsewhere, thus helping to promote vibrant, respectful, diverse communities.
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:
Center for Inclusion and Cross Cultural Engagement (CICCE Training):
During the 2017-2018 academic year, the Center for Inclusion & Cross-Cultural Engagement hosted 43 programs and events and facilitated nine cultural competency trainings. Approximately 3,702 students, faculty, and staff participated in training during the year. These include the Allies Training, which is a 3-hour training to learn how to be an effective advocate for the LGBTQ+ community and the Bias Training which is 45-minute to an hour training on implicit bias and how to combat it.
Housing Training:
Diversity and inclusion training sessions for Housing staff are offered each semester (July/August and January) for all three levels of main staff: Community Coordinators, Graduate Assistants, and Community Assistants. Students in Housing also receive cultural competency training through student programming. The Residential Curriculum model requires each of the 17 residence halls to produce a Community Learning Plan event each month that invites a campus or community partner in to educate the residents of that hall on various topics including diversity topics.
HR Training:
All staff and faculty complete training in the first week of hire on discrimination and cultural competence. This includes ”The Respect Advantage”,” Discrimination & Harassment for Higher Education”, and “Preventing Discrimination & Sexual VIolence: Title IX, VAWA, and the Clery Act for Faculty and Staff.”
The UM Police Department (UPD) has employed additional diversity training within the department (100 percent compliance). UPD requires a “Hate vs. Bias Training” for all new officers and is developing new training with the Department of Justice related to transgender students.
The Department of Human Resources partnered with the Office of the Vice Chancellor for Student Affairs, William Winter Institute for Racial Reconciliation, and University Communications to develop a new employee onboarding program titled “Welcome Home.” The Welcome Home program includes a one-hour presentation on the history of the university, including its commitment to racial reconciliation.
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.