Overall Rating Silver - expired
Overall Score 60.66
Liaison Enid Cardinal
Submission Date March 30, 2018
Executive Letter Download

STARS v2.1

Rochester Institute of Technology
PA-4: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.33 / 2.00 Enid Cardinal
Senior Sustainability Advisor to the President
Office of the President
"---" indicates that no data was submitted for this field

Part 1 

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?:
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:
Working within the context of RIT’s Strategic Plan, the Vice President & Associate Provost for Diversity & Inclusion is responsible for influencing the design, development, delivery and measurement of initiatives, strategies, and processes as they relate to diversity and inclusion for students, faculty, and staff. Under the leadership of the Vice President, the Division of Diversity & Inclusion provides a holistic range of programs and services that uphold the values of diversity and inclusiveness for students, faculty, and staff, and support compliance efforts in the areas of equal opportunity and affirmative action for all employees. The division works collaboratively with academic and administrative units in employee recruitment, hiring, and retention to increase the diversity of faculty and staff members, and to ensure a welcoming, inclusive, vibrant and accessible environment.

Part 2 

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

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

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

If trainings are made available, provide:

A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:
RIT offers five certificate programs regarding Diversity and Inclusion Competencies through Bridges, a competency-based training program, designed to help impart knowledge, awareness, and skills regarding diversity, that enhance inclusive behavior for the faculty, staff, teaching assistants, and graduate assistants of the RIT community. The program offers five certificates that are designed to enhance work-related skills at the university: Certificate #1: Group Communications: Inclusive Approaches Certificate #2: Group Dynamics and Diversity Certificate #3: Ally Development Certificate #4: Sustainability and Social Change Certificate #5: Unconscious Bias RIT Diversity Theater presents interactive learning workshops using theater and theatrical techniques to engage participants in meaningful experiences within the context of diversity and inclusion education. Additionally, RIT offers the following Professional Development courses designed to assist in building an awareness of different cultures and to address issues associated with working effectively in the unique RIT community: Bystander Behavior in Colleges & Other Settings Diversity & Sustainability: Part One Diversity & Sustainability: Part Two Bullying Intervention The Implicit Association Test (IAT): Understanding and Measuring Unconscious Bias Inclusive Leadership: Micromessaging and You The Karma of International Diversity: A Case Study Knowing Your Own Mind: Unconscious Bias in the Workplace - Part 1 Part I: Ally Training: A Competency Base Part II: The Ally Competency Base Applied to Real Life with an Expert Panel Resolving Conflict - It’s as Simple as Respect Safe Zone Training Towers: Diversity and Production (Innovation) Understanding Your Organization’s Inclusive Efforts Walk a Mile in Her Shoes: Deconstructing Diversity Education The “I” in Diversity Additional Resources include: ADVANCE - RIT American Sign Language Learning Center Human Resources Diversity Information NTID Professional Development Group Program I: Provost Summer Intensive American Sign Language and Deaf Culture Experience Program II: Provost’s Development of ASL Communication Skill at RIT Unconscious Bias Training for Faculty and Staff Search Committees Undergraduate course offering: Inclusive Leadership Custom designed diversity programs upon request through the Director of Diversity Education

Optional Fields 

The website URL where information about the programs or initiatives is available:
https://www.rit.edu/fa/cpd/diversity-rit

Additional documentation to support the submission:
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Data source(s) and notes about the submission:
https://nsfadvance.rit.edu/ has information about a number of these programs as well.

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.