| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.01 |
| Liaison | Paul Mathisen |
| Submission Date | May 23, 2017 |
| Executive Letter | Download |
Worcester Polytechnic Institute
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.78 / 2.00 |
Liz
Tomaszewski Facilities Systems Manager/Sustainability Coordinator Facilities Department |
"---"
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:
The Office of Multicultural Affairs is committed to promoting a campus community that is inclusive, pluralistic, and free of discrimination. We strive to provide high-touch outreach and support to underrepresented students, while at the same time, fostering inclusion and pluralism across the entire student body. Our office provides students with the tools and resources they need to achieve their academic, professional, and personal goals and become responsible and productive global citizens. In addition, we offer a wide range of programs to the entire campus community to raise awareness of and appreciation for diversity and multiculturalism. In addition, Human Resources ensures equity and fairness for all employees: it is the policy of WPI to provide each qualified individual - regardless of race, sex, age, color, national origin, religion, genetic identity disability, gender identity or expression, marital or parental status, sexual orientation, transgender status, veteran status, or any other protected status – the opportunity to participate in the University’s educational and employment programs and activities in a discrimination and harassment-free environment, in accordance with state and federal laws, including Title VI of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, Title IX of the Education Amendments of 1972, and the Age Discrimination Act of 1975.
Part 2
Most
Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
All
Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Most
If trainings are made available, provide:
There is some cultural competence training built into the New Student Orientation program, RA training, CA training, and we are now offering this through the Leadership Development series through HR for faculty and staff. In addition, a cultural diversity training session for employees is offered throughout the year. Beyond that, the OMA and HR are working proactively to reach out to student groups and departments to offer diversity and cultural training. The cultural competency trainings and activities cover multicultural competencies, including sensitivity to differences and diversity, human biases and prejudices, cross-cultural communication, dialogue around different and difficult conversations, becoming a change agent, multicultural education structures, etc.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
https://web.wpi.edu/offices/hr/sexual-harassment.html
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.