| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 53.05 |
| Liaison | Dedee DeLongpre Johnston |
| Submission Date | Jan. 28, 2011 |
| Executive Letter | Download |
Wake Forest University
PAE-6: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
Barbee
Oakes Assistant Provost for Diversity and Inclusion Office of the Provost |
Does the institution have a diversity and equity committee?:
The charter or mission statement of the committee or a brief description of the committee's purview and activities :
During spring 2011, the Assistant Provost for the Office of Diversity and Inclusion is completing the university's first Strategic Plan for Diversity and Inclusion. The plan includes forming a Diversity and Inclusion Planning Council (DIPC) which will be launched before May 2011.
Members of the committee, including affiliations :
Members of the DIPC will include the Assistant Provost for Diversity and Inclusion, faculty and/or staff representatives from the College, the Schools of Business, the Law School, the Divinity School, the Graduate School, Undergraduate Admissions, Student Services, the Winston-Salem community, and other areas as specified by the Provost and Assistant Provost.
The website URL where information about the diversity and equity committee is available:
Does the institution have a diversity and equity office?:
A brief description of the diversity office:
The vision of the Office of Diversity & Inclusion is to maximize the power of diversity and inclusion to accomplish and realize the mission and purpose of WFU. Leveraging diversity and building inclusive environments are key concepts in shaping The Collegiate University.
We will achieve the Vision by:
Fostering an inclusive culture that embraces our differences and similarities
Serving as an integrating force within the institution by cultivating strategic alliances with key stakeholders in the university
Ensuring that everyone is treated with dignity and respect
Creating a fair and equitable environment in which everyone is allowed to maximize their talents
Recruiting, retaining and developing a high performance faculty and staff that is reflective of the diversity of our region, nation and the world
Preparing our students to work and lead in a global culture by increasing their cultural competence and instituting a myriad of campus-wide inclusion enhancement initiatives
Leveraging diversity and inclusion as fundamental educational resources essential to institutional excellence
The number of people employed in the diversity office:
The website URL where information about the diversity and equity office is available:
Does the institution have a diversity and equity coordinator?:
Diversity coordinator’s name:
Diversity coordinator's position title:
A brief description of the diversity coordinator's position:
Provides dynamic leadership, strategic vision and organizational integrity to strengthen and sustain the operational effectiveness of comprehensive institutional diversity inclusiveness initiatives. Provides supervision over the Director of the Office of Multicultural Affairs and the Coordinator for LGBTQ Initiatives. Responsible for the administration and management of Diversity and Inclusion Initiatives through collaborative efforts with the Provost and other major units across the university. Collaborates with Associate Provosts, Deans of the College, Graduate School, and Professional Schools to formulate and administer diversity projects. Develops and implements programs and services to enhance institutional diversity and inclusion, utilizing staff support, strategic partnering and long-range planning.
The website URL where information about the diversity and equity coordinator is available:
Data source(s) and notes about the submission:
The website URL for all Diversity and Inclusion information, including the Strategic Plan will be revised before August 2011.
The website URL for all Diversity and Inclusion information, including the Strategic Plan will be revised before August 2011.
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.