| Overall Rating | Gold |
|---|---|
| Overall Score | 73.66 |
| Liaison | Amber Saxton |
| Submission Date | Feb. 22, 2024 |
George Mason University
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.78 / 2.00 |
Kyle
Warfield Associate Director and Chief Investigator Office for Diversity, Equity and Inclusion |
Criteria
Part 1
Institution has a diversity and equity committee, office and/or officer (or the equivalent) tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion, and human rights on campus. The committee, office and/or officer may focus on students and/or employees.
Part 2
Institution makes cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities available to students, academic staff (i.e., faculty members), and/or non-academic staff.
The trainings and activities help participants build the awareness, knowledge, and skills necessary to redress inequalities and social disparities, and work effectively in cross-cultural situations.
Applicability
This credit applies to all institutions.
Scoring
Each part is scored independently.
Part 1
An institution earns 1 point in Part 1 of this credit for having a committee, office, or officer that meets the criteria outlined above and focuses on both students and employees diversity. Partial points are not available if the committee, office and/or officer focuses on students or employees, but not both. For example, an institution with a diversity and equity office that focuses solely on student diversity would earn 0.5 points (half of the points available for Part 1 of this credit).
Part 2
An institution earns the maximum of 1 point available for Part 2 when all members of the campus community have participated in cultural competence, anti-oppression, anti-racism and./or social inclusion trainings and activities. Partial points are available based on the extent to which students, academic staff, and non-academic staff participate in such trainings, as follows:
|
Group |
Estimated proportion of each group that has participated in cultural competence, anti-oppression, anti-racism and/or social inclusion trainings and activities (points available) |
Points earned for Part 2 |
|
Students |
All (0.33), Most (0.22), or Some (0.11) |
|
|
Academic staff |
All (0.33), Most (0.22), or Some (0.11) |
|
|
Non-academic staff |
All (0.33), Most (0.22), or Some (0.11) |
|
|
Total points earned → |
Up to 1 |
|
Measurement
Timeframe
Part 1
Report on current diversity and equity committee composition and practices, office status, and/or officer position status at the time of submission.
Part 2
Report on trainings and activities offered and participation status at the time of submission.
Sampling and Data Standards
Not applicable.
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.