| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 49.78 |
| Liaison | Sarah Rykal |
| Submission Date | Nov. 4, 2015 |
| Executive Letter | Download |
University of Wisconsin-Stout
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
Tim
Cline Graduate Assistant Sustainability Office |
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 and equity on campus?:
Does the committee, office and/or officer focus on one or both of the following?:
| Yes or No | |
| Student diversity and equity | Yes |
| Employee diversity and equity | Yes |
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
This committee is responsible for developing the Inclusive Excellence action plan using a participatory process, keeping it current, and ensuring completion of all tasks on the plan:
• Update the UW-Stout Inclusive Excellence plan annually using a participative process
• Ensure completion of Inclusive Excellence goals and action items
• Provide a 6-month and year-end progress update to the Chancellor
• Address any gaps identified through the planning process
Cultural competence trainings and activities were available to all members of students, staff, faculty, and administrators through sessions using the Intercultural Development Inventory (IDI). Sessions were offered on campus beginning in fall 2014.
The full-time equivalent of people employed in the diversity and equity office:
The website URL where information about the diversity and equity committee, office and/or officer is available:
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
| Yes or No | |
| Students | Yes |
| Staff | Yes |
| Faculty | Yes |
| Administrators | Yes |
A brief description of the cultural competence trainings and activities:
*UW-Stout provides two training sessions during a professional development week hosted once a year. Descriptions of the events:
Introduction to Intercultural Development
Phyllis Braxton, President and Founder of PINK Consulting, LLC
Phyllis Braxton, President and Founder of PINK Consulting, LLC will provide faculty and staff with a deeper understanding of how people generally experience cultural differences, their strengths and developmental needs to be more effective when interacting across cultural commonalities and differences. In addition, faculty and staff will be introduced to the prominent Intercultural Development Framework from which the Intercultural Development Inventory (IDI) is based. This is a practical and proactive approach to diversity that has potential to impact teaching, programs, relationships and our campus climate.
Foundations of Intercultural Competence: Creating Shared Meaning
Phyllis Braxton, President and Founder of PINK Consulting, LLC
Phyllis Braxton, President and Founder of PINK Consulting, LLC will introduce participants to the different approaches to diversity & inclusion work and common words, language, definitions and their current meanings. Participants will gain a deeper understanding of how diversity & inclusion work has changed and transitioned over the years and the current impact on their ability to be more effective across cultural commonalities and differences.
*Intercultural Development Inventory (IDI) training is available for selected groups and units on campus.
*University Housing facilitates training sessions, which are intended to increase the cultural competence of Resident Advisers, Desk Service Managers, and Academic Resource Coordinators. The competencies are listed as follows:
· discuss how their values affect their perceptions of privilege
· understand the definition of diversity, privilege, and oppression
· identify their own identity group designations
· explore the concept of privilege and oppression as they relate to identity groups
· identify the difference between a hate crime and a bias incident
· know the procedures to address both hate crimes and bias incidents
· be able to provide support to victims of hate crimes and bias incidents
The website URL where information about the cultural competence trainings is available:
Data source(s) and notes about the submission:
Information from the Director of Multicultural Student Services
Information from the Director of Multicultural Student Services
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.