Explore Programs

Diversity and Equity

Diversity and equity are key to the human element and climate justice of sustainability. Here at MCC, we work with the Office of Equity and Inclusion to highlight their initiatives and support the recommendations by AASHE STARS. Below are the STARS credits for diversity and equity. To learn more about MCC’s current report, go to the STARS website.
Recent initiatives include support for faculty looking to improve diversity and inclusion in the classroom and the creation of a bias response process for MCC students. Other Equity and Inclusion activities can also be seen on the MCC website .

Credit	Summary	Points possible
Diversity and Equity Coordination	Part 1: Institution has a diversity and equity committee, office, and/or officer (or the equivalent) tasked by the administration or governing body to advice 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 trainings and activities available to students, staff, and/or faculty.	2.0
Assessing Diversity and Equity	Institution has engaged in a structured assessment process during the previous three years to improve diversity, equity, and inclusion on campus. The structured diversity and equity assessment process addresses: Campus climate by engaging stakeholders to assess the attitudes perceptions and behaviors of faculty, staff, administrators and students, including the experiences of underrepresented groups; Student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups); and/or Employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups). The results of the assessment may be shared with the campus community and/or made publicly available.	1.0
Support for Underrepresented Groups	Institution has one or more of the following policies, programs or initiatives to support underrepresented groups and foster a more diverse and inclusive campus community: A publicly posted non-discrimination statement. A discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime. Programs specifically designed to recruit students, staff and/or faculty from underrepresented groups. Mentoring, counseling, peer support, academic support, or other programs to support students, staff and/or faculty from underrepresented groups. Programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members (sometimes known as pipeline programs).	3.0

Credit

Summary

Points possible

Diversity and Equity Coordination

Part 1: Institution has a diversity and equity committee, office, and/or officer (or the equivalent) tasked by the administration or governing body to advice 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 trainings and activities available to students, staff, and/or faculty.

2.0

Assessing Diversity and Equity

Institution has engaged in a structured assessment process during the previous three years to improve diversity, equity, and inclusion on campus. The structured diversity and equity assessment process addresses:

Campus climate by engaging stakeholders to assess the attitudes perceptions and behaviors of faculty, staff, administrators and students, including the experiences of underrepresented groups;
Student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups); and/or
Employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups).

The results of the assessment may be shared with the campus community and/or made publicly available.

1.0

Support for Underrepresented Groups

Institution has one or more of the following policies, programs or initiatives to support underrepresented groups and foster a more diverse and inclusive campus community:

A publicly posted non-discrimination statement.
A discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime.
Programs specifically designed to recruit students, staff and/or faculty from underrepresented groups.
Mentoring, counseling, peer support, academic support, or other programs to support students, staff and/or faculty from underrepresented groups.
Programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members (sometimes known as pipeline programs).

3.0