| Overall Rating | Silver |
|---|---|
| Overall Score | 60.54 |
| Liaison | Jane Stewart |
| Submission Date | March 1, 2024 |
Washington and Lee University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.78 / 2.00 |
Tamara
Futrell Associate Dean of Students Office of Diversity and Inclusion |
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indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
1.OIE - The Class of 1994 Office of Inclusion and Engagement supports the university's mission by striving to foster a culture in which all members of the community feel fully welcome and able to participate in everything Washington and Lee has to offer. Toward this end, OIE develops programs that explore, promote and celebrate the increasingly diverse backgrounds of our students, faculty and staff.
2. UCICC - University Committee on Inclusiveness and Campus Climate (UCICC) reports jointly to the Provost, Vice President of Student Affairs and Dean of Students, and the Vice President for Finance and Treasurer who act as liaisons to the President and the cabinet. Representing the views of students, staff, administration, and faculty, the committee is charged with providing guidance and direction as we build a supportive, inclusive, and diverse community. Specifically, the committee advises on policy issues, practices, and procedures relating to DEI and matters of campus climate. The committee also serves as a resource for the W&L community around current DEI trends and promising practices. UCICC assists the University in fulfilling its institutional values that stress the importance of the individual and respect for others.
3. ERGs -Washington and Lee University's Commitment to Diversity, Equity, and Inclusion affirms that diverse perspectives and backgrounds enhance our community. The University is committed to the recruitment, enrichment, and retention of faculty and staff who embody many experiences, cultures, points of view, interests, and identities. The Provost's Office and Human Resources have partnered to expand on and pilot Employee Resource Groups (ERGs) to foster the development of meaningful connections, and hopefully a robust sense of community, amongst employees. ERGs have been defined in a variety of ways, and are commonly described as voluntary, employee-led groups, with the goal of fostering a diverse and inclusive workplace in line with the mission and values of the institution at which they are employed. While all employees are welcome to participate in all ERGs, ERGs are sometimes also referred to as affinity groups, as they are often shaped by employees who share an affinity or characteristic, such as race, ethnicity, nationality, religious affiliation, sexual orientation and gender identity, or other connections. ERGs are designed to bring employees together in a safe place where conversations can flow freely and everyone can feel comfortable being themselves. They offer interested faculty and staff members the chance to strengthen our University through community building, social activities, professional development, and dialogue.
2. UCICC - University Committee on Inclusiveness and Campus Climate (UCICC) reports jointly to the Provost, Vice President of Student Affairs and Dean of Students, and the Vice President for Finance and Treasurer who act as liaisons to the President and the cabinet. Representing the views of students, staff, administration, and faculty, the committee is charged with providing guidance and direction as we build a supportive, inclusive, and diverse community. Specifically, the committee advises on policy issues, practices, and procedures relating to DEI and matters of campus climate. The committee also serves as a resource for the W&L community around current DEI trends and promising practices. UCICC assists the University in fulfilling its institutional values that stress the importance of the individual and respect for others.
3. ERGs -Washington and Lee University's Commitment to Diversity, Equity, and Inclusion affirms that diverse perspectives and backgrounds enhance our community. The University is committed to the recruitment, enrichment, and retention of faculty and staff who embody many experiences, cultures, points of view, interests, and identities. The Provost's Office and Human Resources have partnered to expand on and pilot Employee Resource Groups (ERGs) to foster the development of meaningful connections, and hopefully a robust sense of community, amongst employees. ERGs have been defined in a variety of ways, and are commonly described as voluntary, employee-led groups, with the goal of fostering a diverse and inclusive workplace in line with the mission and values of the institution at which they are employed. While all employees are welcome to participate in all ERGs, ERGs are sometimes also referred to as affinity groups, as they are often shaped by employees who share an affinity or characteristic, such as race, ethnicity, nationality, religious affiliation, sexual orientation and gender identity, or other connections. ERGs are designed to bring employees together in a safe place where conversations can flow freely and everyone can feel comfortable being themselves. They offer interested faculty and staff members the chance to strengthen our University through community building, social activities, professional development, and dialogue.
Part 2
All
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
If trainings are made available, provide:
Cultural competency training and activities happen during first-year orientation activities for all entering students. Additional training occurs for students as they progress through their tenure through various ways. We have student training for Leading Edge trip peer leaders, members of the LEAD team, members of fraternities and sororities, residence life staff, Kurgis Fellows (Law School). First-year workshops activities have been happening for several years; additional training for targeted groups has been ongoing in a concerted way for the past four years, typically upon request (examples of groups that have requested trainings - Executive Committee, Student Judicial Council, Interfraternity Council, Panhellenic Conference, National Pan-Hellenic Conference, all athletics teams.
For employees, New Employee Orientation includes a session on inclusion, diversity and bias. and the following programs are offered:
1)LGBTQ+ Safe Zone Ally Training 2) Faculty Committee Recruitment Bias Training. 3) Verne Myers Unconscious Bias Training for Recruitment (fac/staff), 54 Leadership Development Training which includes Inclusion and Bias Training; 6) OIE sponsored programs: https://my.wlu.edu/odi/programs-and-events 7) Related Museums Programs; 8) Related Academic lectures. Finally, Fall Academy and Winter Academy sessions - broad opt-in employee educational opportunities for faculty and staff held at the beginning of each term - often include cultural competence trainings.
For employees, New Employee Orientation includes a session on inclusion, diversity and bias. and the following programs are offered:
1)LGBTQ+ Safe Zone Ally Training 2) Faculty Committee Recruitment Bias Training. 3) Verne Myers Unconscious Bias Training for Recruitment (fac/staff), 54 Leadership Development Training which includes Inclusion and Bias Training; 6) OIE sponsored programs: https://my.wlu.edu/odi/programs-and-events 7) Related Museums Programs; 8) Related Academic lectures. Finally, Fall Academy and Winter Academy sessions - broad opt-in employee educational opportunities for faculty and staff held at the beginning of each term - often include cultural competence trainings.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
This section also includes input from Jodi Williams, Executive Director of Human Resources.
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.