Overall Rating Silver
Overall Score 61.14
Liaison Jeff Spoelstra
Submission Date Feb. 28, 2019
Executive Letter Download

STARS v2.1

Western Michigan University
PA-4: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.33 / 2.00 Candy McCorkle
Vice President of Diversity and Inclusion
Diversity and Inclusion
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Does the institution have a diversity and equity committee, office, and/or officer tasked to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights on campus?:

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:

Office of Diversity and Inclusion: To ensure equitable access for all, ODI provides leadership by working collaboratively with the University community to identify and overcome institutional barriers and affirm the dignity, value and uniqueness of each member of our community.

Office of Institutional Equity: Promotes equal opportunity, equity, access, and excellence for all members of the university community and provides compliance oversight regarding applicable laws, regulations, and policies to ensure a welcoming, safe, and civil and inclusive environment.

University-wide Diversity Councils endeavor to promote change and inclusivity within each academic college through curriculum change, access and equity, research and scholarship, and the building of a multicultural and inclusive climate throughout the college.

Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):

Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):

Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):

A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:

At this time the university does not have a structured training to advance diversity and inclusion. However all faculty and administrative search committees are required to participate in an Implicit Bias training. This training would include faculty, staff and a minimal amount of students. Approximately less than 5% of employees and students have completed formal diversity training.

Additional programs:

The Real Talk Diversity Series (8 to 12 events each AY) serves as a catalyst to promote, celebrate, and increase awareness about diversity at WMU, to recognize cultural differences as well as similarities, and to encourage cross-cultural interaction. Participants gain an increased awareness of diversity, develop basic communication skills around diversity, gain a basic understanding of privilege and identify examples of oppression, and learn to actively resist systems of privilege and oppression in their everyday lives. This is open to students, faculty, staff, and the broader community.


The Lyceum Lecture Series has in the past addressed inclusion and diversity as a topic. The lectures are every Wednesday over the lunch hour. There are approximately 13 events each semester. The spring 2018 series focused on Mental Health Matters: College Student Mental Health in the 21st century. The fall 2018 series focused on Food for All: Sustainable Practices, Community Access and Nutrition. This is open to students, faculty, staff, and the broader community.


The Office of Institutional Equity offers Implicit Bias training, Title IX training and other resources. There are online resources for recruitment, retention, and hiring at http://www.wmich.edu/equity/resources as well as a Bias-free Hiring Quick Reference Guide. WMU's Office of Institutional Equity monitors and recommends additional recruitment to create diverse pools. This is open to search committees for faculty and executive level positions. Other search committees may make a request as well.


The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:

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 and complete the Data Inquiry Form.