| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 54.11 |
| Liaison | Sarah Williams |
| Submission Date | Feb. 7, 2020 |
Whitman College
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.56 / 2.00 |
Elissa
Brown Campus Sustainability Coordinator Office of Sustainability, Physical Plant Services |
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, equity, inclusion and human rights?:
Does the committee, office and/or officer focus on students, employees, or both?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Whitman Inclusion, Diversity & Equity (WIDE) committee consists of a broad range of faculty, staff and students who work in collaboration to proactively advise the President of the college around issues of Diversity and Inclusion. This committee members make a multi-year commitment and meet bi-weekly either as an entire group or in subcommittees to execute the work of WIDE. This committee works in close partnership with community members to offer ideas, strategies, and actions that reflect a broad range of voices in our community. The WIDE committee seeks to actively develop an inclusive climate and institutional culture that supports, and rewards diversity, equity, and inclusion.
Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
100% of incoming freshman participate in a series of workshops over the course of their first semester that address diversity and matters of social inclusion (Identity, gender and sexuality, class and religion and spirituality). Additionally, we host regular trainings that support inclusion for all students and Inclusion training is built into all of our major leadership trainings.
Every year, Residence Life at Whitman College provides a Gender and Sexuality Workshop for all incoming first years as part of the orientation experience. Following the Gender and Sexuality Workshop, Residence Life also provides an Ally Training workshop for those who would like further training on how to become a better ally. Upon completing the Ally Training Workshop, newly trained allies will be equipped with sufficient knowledge to be granted a safe zone poster.
The Power & Privilege Symposium is a two-day symposium in February. The Whitman faculty have cancelled class on a specific day every February so that everyone has a chance to participate in student and faculty led workshops and panels throughout the day. During the symposium, we seek to challenge students' understanding of their place in the world based on these experiences, and the power dynamics associated with them. The program is student-led, and any student can apply to serve on sub-committees, or volunteer roles. The Power & Privilege Symposium is funded by the Associated Students of Whitman College (ASWC), Dean of Students Office, and President's Office.
Continuing the Conversation
A weekly series addressing diversity, equity & inclusion in the Whitman Community born out of the Power and Privilege Symposium.
Other: Lunch & Learn Series; Intergroup Dialogue; Reading Groups; Tenure Track Committee Anti-Bias Training; Online Training through our HR Platform
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
Data source(s) and notes about 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 or simply email your inquiry to stars@aashe.org.