Overall Rating Silver
Overall Score 59.88
Liaison Alex Frank
Submission Date April 14, 2022

STARS v2.2

University of Wisconsin-Madison
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.44 / 2.00 Alex Frank
Sustainability Analyst
Office of Sustainability
"---" 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:

Under the direction of Deputy Vice Chancellor for Diversity and Inclusion & Chief Diversity Officer LeVar Charleston, the Division of Diversity, Equity & Educational Achievement's (DDEEA) priority is to: increase access for underrepresented minorities in STEM; eliminate the achievement gap between majority and underrepresented students; recruit and retain a more diverse faculty and staff; prepare all students, staff and faculty to thrive personally and professionally in a world that is diverse, global and interconnected; enhance the campus climate for inclusion. All of the university's diversity programs are organized within DDEEA. DDEEA maintains a list of resources and trainings, holds a diversity forum, and shares event listings.

(https://diversity.wisc.edu/about/)


Estimated proportion of students that has participated in 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:
Some

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

A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:

For students and other members on campus:
Social Justice Education Programs provides educational opportunities that support exploration and engagement in topics related to diversity, equity and inclusion. UW community members are able to request trainings and workshops as well as participate in other learning opportunities about social justice. Collaboration with student organizations and campus partners is encouraged and occurs regularly. Priority is given to UW-Madison students. (https://inclusioneducation.wisc.edu/social-justice-education-programs/)

For students only:
All incoming, first-year, and transfer students are required to participate in Our Wisconsin, an inclusion education program that was created to raise awareness of the diversity across the UW-Madison campus and to encourage students to share their diverse perspectives to build community. The learning outcomes of the program include learning about social identities and building awareness of how personal and systemic actions impact individuals’ experiences, making connections between systems of power, privilege, and oppression and the impact on individuals and communities, and developing strategies for engaging in dialogue and action to build an inclusive campus. (https://inclusioneducation.wisc.edu/our-wisconsin/what-is-our-wisconsin/)

For faculty and staff:
Women in Science and Engineering Leadership Institute (WISELI, https://wiseli.wisc.edu/workshops/) offers workshops to faculty and staff that address cultural competency:
- Searching for Excellence in Diversity Workshop which provides faculty with information, advice, and techniques for:
* Running effective and efficient search committees
* Recruiting a highly qualified pool of diverse candidates
* Understanding the potential influence of unconscious bias on evaluation of candidates
* Ensuring a fair and thorough review of candidates
* Developing and implementing an effective interview process
* Successfully hiring selected candidates
- Breaking the Bias Workshop introduces faculty and staff to the concepts of implicit or unconscious biases and assumptions about diverse groups of people by treating the application of such biases as a “habit,” with a focus on race, ethnicity, and gender.
- Guest Lectures for courses and/or team meetings

HR Learning and Talent Development (https://hr.wisc.edu/professional-development/) offers a number of training that address cultural competency, include:
- Self-Knowledge to Influence Inclusion in the Work Environment
- Inclusion@UW (https://hr.wisc.edu/professional-development/programs/inclusion-at-uw/)


Website URL where information about the institution’s diversity and equity office or trainings is available:
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Additional documentation to support the submission:
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