| Overall Rating | Gold |
|---|---|
| Overall Score | 66.39 |
| Liaison | Michelle Patterson |
| Submission Date | March 4, 2022 |
Washington University in St. Louis
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.44 / 2.00 |
Trish
Gomez Associate Director, Operations Academy for Diversity & Inclusion |
"---"
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:
There are several D&I offices within the university serving different stakeholders:
The Office of Diversity Programs (School of Medicine) enhances the educational environment through recruitment of a culturally diverse academic workforce while preparing a diverse student body to become leaders in a vibrant, global society.
The Office of Diversity & Inclusion (School of Medicine) aims to create a workplace environment that is diverse, inclusive and nurturing of people from all backgrounds.
The Academy for Diversity, Equity, & Inclusion: Sparked by a semester of campus activism and dialogue and the recommendations of a steering committee, the Commission on Diversity and Inclusion worked from August 2015 through October 2017 ultimately producing 19 reports containing recommendations for improving diversity and inclusion at Washington University. One of the Commission’s recommendations was to: “Create an Academy for Diversity and Inclusion for staff and faculty members, to become the university’s ‘primary forum for changing climate and culture’ by housing diversity and inclusion resources, including training resources, support for campus affinity groups, and annual events and recognition ceremonies.” The Academy works with existing diversity, equity, inclusion, climate, and culture offices, initiatives, and entities across the university serving as a catalyst for this work across the institution.
Center for Diversity & Inclusion (CDI): The CDI is the student-facing piece of our strategic institutional priority to infuse considerations of diversity and inclusion throughout every part of of the university. The center’s staff supports and advocates for students from traditionally underrepresented or marginalized populations and creates collaborative partnerships with campus and community members to promote dialogue and social change.
The Danforth Campus Faculty Affairs and Diversity mission is to build an inclusive, dynamic campus community that inspires innovation, leadership and academic excellence through equity and social justice. The Provost’s Faculty Affairs and Diversity Team focuses primarily on faculty diversity and development, consulting and collaborating with Washington University’s schools on their diversity and inclusion goals.
The Office of Diversity Programs (School of Medicine) enhances the educational environment through recruitment of a culturally diverse academic workforce while preparing a diverse student body to become leaders in a vibrant, global society.
The Office of Diversity & Inclusion (School of Medicine) aims to create a workplace environment that is diverse, inclusive and nurturing of people from all backgrounds.
The Academy for Diversity, Equity, & Inclusion: Sparked by a semester of campus activism and dialogue and the recommendations of a steering committee, the Commission on Diversity and Inclusion worked from August 2015 through October 2017 ultimately producing 19 reports containing recommendations for improving diversity and inclusion at Washington University. One of the Commission’s recommendations was to: “Create an Academy for Diversity and Inclusion for staff and faculty members, to become the university’s ‘primary forum for changing climate and culture’ by housing diversity and inclusion resources, including training resources, support for campus affinity groups, and annual events and recognition ceremonies.” The Academy works with existing diversity, equity, inclusion, climate, and culture offices, initiatives, and entities across the university serving as a catalyst for this work across the institution.
Center for Diversity & Inclusion (CDI): The CDI is the student-facing piece of our strategic institutional priority to infuse considerations of diversity and inclusion throughout every part of of the university. The center’s staff supports and advocates for students from traditionally underrepresented or marginalized populations and creates collaborative partnerships with campus and community members to promote dialogue and social change.
The Danforth Campus Faculty Affairs and Diversity mission is to build an inclusive, dynamic campus community that inspires innovation, leadership and academic excellence through equity and social justice. The Provost’s Faculty Affairs and Diversity Team focuses primarily on faculty diversity and development, consulting and collaborating with Washington University’s schools on their diversity and inclusion goals.
Part 2
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
If trainings are made available, provide:
OVERALL: https://diversity.wustl.edu/training/
STUDENTS -
Bear Beginnings: The first year orientation (for all students) includes presentations and conversations on diversity and inclusion.
The Center for Diversity and Inclusion (CDI) offers a catalog of interactive and experiential trainings and workshops designed to increase participants’ knowledge, awareness, and understanding of the selected topic in efforts to strengthen Washington University’s commitment to diversity and inclusion. Their staff work with training requestors to best tailor each offering to meet participant needs. The Center for Diversity and Inclusion also supports/trains student groups that do cultural competency outreach and education. About 1500 students have participated in the CDI programs.
Undergraduate SafeZones is a student-run organization that provides inclusivity training to promote awareness and discussion about lesbian, gay, bisexual, transgender, queer, questioning, intersex, asexual and ally (LGBTQIA*) issues.
The Gephardt institute offers a variety of workshops for students that are interested in starting a community-based project. Workshops include "Entering Communities" where participants will consider how their social identities impact the communities in which they engage and their engagement, examine assumptions and expectations, and engage in the process of reflection. Participants will walk away with a framework for reflection to utilize as individuals or with their group of practice. https://gephardtinstitute.wustl.edu/for-students/workshops/
STAFF -
The Academy for Diversity, Equity, and Inclusion offers a number of courses in Learn@Work including "Foundations of an Inclusive Workplace," and "Skills for Navigating Difficult Conversations." The Academy also offers community engagement spaces such as the DEI Community of Practice Space and "What does it mean to be here, now" sessions and also facilitates anti bias/anti racism trainings through a third party, Crossroads Antiracism Organizing and Training.
The Human Resources Department offers formal diversity and inclusion training through the online platform Learn@Work. Additional sections can be pursued as individuals or as a department:
Diversity 1.0 – Awareness
Diversity 2.0 – Understanding
Diversity 3.0 – Commitment
Diversity 4.0 – Action
Disabilities 1.0
New Manager Orientation (NMO)
Each quarter, WUSM diversity and inclusion leaders facilitate a 3.5-hour training session for new managers that includes experiential activities, short lectures, and group interactions.
Perspective series - Perspectives is a monthly dialogue series open to all members of the Washington University community. The goal of Perspectives is to strengthen our community’s ability to discuss important topics related to diversity, inclusion, and equity in meaningful ways. Such programs are widely used at workplaces across the country as a tool in building a diverse and inclusive culture. https://diversity.med.wustl.edu/training/perspectives/
An anti-racism program has been launched by Executive Faculty at the School of Medicine, including a campuswide rollout of the Understanding Systemic Racism curriculum: https://diversity.med.wustl.edu/anti-racism/ and a new Equity Champions program creating intentional partnerships between the Office of Diversity, Equity and Inclusion and each department/division.
MORE: https://diversity.wustl.edu/framework/2020-commitments-to-racial-equity/
STUDENTS -
Bear Beginnings: The first year orientation (for all students) includes presentations and conversations on diversity and inclusion.
The Center for Diversity and Inclusion (CDI) offers a catalog of interactive and experiential trainings and workshops designed to increase participants’ knowledge, awareness, and understanding of the selected topic in efforts to strengthen Washington University’s commitment to diversity and inclusion. Their staff work with training requestors to best tailor each offering to meet participant needs. The Center for Diversity and Inclusion also supports/trains student groups that do cultural competency outreach and education. About 1500 students have participated in the CDI programs.
Undergraduate SafeZones is a student-run organization that provides inclusivity training to promote awareness and discussion about lesbian, gay, bisexual, transgender, queer, questioning, intersex, asexual and ally (LGBTQIA*) issues.
The Gephardt institute offers a variety of workshops for students that are interested in starting a community-based project. Workshops include "Entering Communities" where participants will consider how their social identities impact the communities in which they engage and their engagement, examine assumptions and expectations, and engage in the process of reflection. Participants will walk away with a framework for reflection to utilize as individuals or with their group of practice. https://gephardtinstitute.wustl.edu/for-students/workshops/
STAFF -
The Academy for Diversity, Equity, and Inclusion offers a number of courses in Learn@Work including "Foundations of an Inclusive Workplace," and "Skills for Navigating Difficult Conversations." The Academy also offers community engagement spaces such as the DEI Community of Practice Space and "What does it mean to be here, now" sessions and also facilitates anti bias/anti racism trainings through a third party, Crossroads Antiracism Organizing and Training.
The Human Resources Department offers formal diversity and inclusion training through the online platform Learn@Work. Additional sections can be pursued as individuals or as a department:
Diversity 1.0 – Awareness
Diversity 2.0 – Understanding
Diversity 3.0 – Commitment
Diversity 4.0 – Action
Disabilities 1.0
New Manager Orientation (NMO)
Each quarter, WUSM diversity and inclusion leaders facilitate a 3.5-hour training session for new managers that includes experiential activities, short lectures, and group interactions.
Perspective series - Perspectives is a monthly dialogue series open to all members of the Washington University community. The goal of Perspectives is to strengthen our community’s ability to discuss important topics related to diversity, inclusion, and equity in meaningful ways. Such programs are widely used at workplaces across the country as a tool in building a diverse and inclusive culture. https://diversity.med.wustl.edu/training/perspectives/
An anti-racism program has been launched by Executive Faculty at the School of Medicine, including a campuswide rollout of the Understanding Systemic Racism curriculum: https://diversity.med.wustl.edu/anti-racism/ and a new Equity Champions program creating intentional partnerships between the Office of Diversity, Equity and Inclusion and each department/division.
MORE: https://diversity.wustl.edu/framework/2020-commitments-to-racial-equity/
Optional Fields
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
https://diversity.wustl.edu/framework/2020-commitments-to-racial-equity/
https://diversity.wustl.edu/
https://diversity.wustl.edu/
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