| Overall Rating | Gold |
|---|---|
| Overall Score | 69.27 |
| Liaison | Mark Klapatch-Mathias |
| Submission Date | Feb. 29, 2024 |
University of Wisconsin-River Falls
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.78 / 2.00 |
Mark
Klapatch-Mathias Sustainability Coordinator Office of Sustainability |
"---"
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:
Diversity and Inclusivity Committee (Faculty Senate) goals:
a. To facilitate the advancement of diverse campus populations.
b. To seek ways to encourage faculty and academic staff development focused on diversity issues.
c. To assess reports and information on the campus climate as it relates to diversity issues and make appropriate recommendations for improvement to the Faculty Senate.
d. To establish and maintain communication links between the committee and relevant student organizations as well as the broader community (City of River Falls, School District of River Falls, etc.).
e. To seek ways to encourage infusion of diversity content into the University curriculum and courses.
f. To collaborate with Library Collections regarding the acquisition of materials as they relate to diversity and review the annual state-of-the-library report that is prepared for the Learning Resources Committee.
Diversity, Inclusion, and Belonging Office:
The Diversity, Inclusion, and Belonging Office at the University of Wisconsin–River Falls thrives to create an inclusive campus community where all people can feel valued, respected, and safe. As such, the Center of Diversity, Inclusion, and Belonging is dedicated to affirming and embracing the multiple identities, values, belief systems, and cultural practices of the campus community. We foster student learning through inclusive and empowering experiences in the areas of identity development, multicultural awareness, leadership workshops, campus outreach, and campus activities.
Additional committees include: Affirmative Action Advisory Committee, Disability Advisory Committee, and the Recruitment, Admissions, and Retention Committee.
a. To facilitate the advancement of diverse campus populations.
b. To seek ways to encourage faculty and academic staff development focused on diversity issues.
c. To assess reports and information on the campus climate as it relates to diversity issues and make appropriate recommendations for improvement to the Faculty Senate.
d. To establish and maintain communication links between the committee and relevant student organizations as well as the broader community (City of River Falls, School District of River Falls, etc.).
e. To seek ways to encourage infusion of diversity content into the University curriculum and courses.
f. To collaborate with Library Collections regarding the acquisition of materials as they relate to diversity and review the annual state-of-the-library report that is prepared for the Learning Resources Committee.
Diversity, Inclusion, and Belonging Office:
The Diversity, Inclusion, and Belonging Office at the University of Wisconsin–River Falls thrives to create an inclusive campus community where all people can feel valued, respected, and safe. As such, the Center of Diversity, Inclusion, and Belonging is dedicated to affirming and embracing the multiple identities, values, belief systems, and cultural practices of the campus community. We foster student learning through inclusive and empowering experiences in the areas of identity development, multicultural awareness, leadership workshops, campus outreach, and campus activities.
Additional committees include: Affirmative Action Advisory Committee, Disability Advisory Committee, and the Recruitment, Admissions, and Retention Committee.
Part 2
All
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
If trainings are made available, provide:
All students are required to take one American Cultural Diversity course and one Global Perspectives course.
Training and activities open to both employees and students include ally workshops, poverty simulation, diversity round table discussions, pronoun workshops, common reads, LGBTQ+ history and culture trivia, Friendsgiving, this I believe series, understanding, connecting, and supporting autistic college students training, cultural competence and culturally sustaining teaching practices, soul food dinner.
All employees are required to complete Title IX (sexual harassment/sexual discrimination) training every three years. While this does cover all employees, we do not feel that this is enough to qualify for this credit on its own. The responses of most are in relation to the employees who participate in the trainings, workshops, etc. noted above.
Training and activities open to both employees and students include ally workshops, poverty simulation, diversity round table discussions, pronoun workshops, common reads, LGBTQ+ history and culture trivia, Friendsgiving, this I believe series, understanding, connecting, and supporting autistic college students training, cultural competence and culturally sustaining teaching practices, soul food dinner.
All employees are required to complete Title IX (sexual harassment/sexual discrimination) training every three years. While this does cover all employees, we do not feel that this is enough to qualify for this credit on its own. The responses of most are in relation to the employees who participate in the trainings, workshops, etc. noted above.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Website for the Diversity, Inclusion, and Belonging Office: https://www.uwrf.edu/inclusivity/
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.