The Division of Student Life adheres to Creighton University’s Statement on Diversity which welcomes the rich variety of (a) states of being, (b) ways of thinking, and (c) individual, group, and organizational behaviors that are present in our community. Our intent as the Division of Student Life is to promote inclusion, self-awareness, diversity competency*, and an open atmosphere of learning for staff and students. The Division of Student Life is committed to promoting a climate of acceptance and respect, recognizing the dignity of all persons in the University community, and those served by the University community.
*Diversity Competency is defined as a combination of personal attitudes (awareness of personal assumptions about others, openness to change), interpersonal skills (empathy for multiple perspectives, engaging in inquiry), and knowledge of societies (dominant and non-dominant groups) that promote an ethic of warmth and welcome toward the diverse groups that make up our campus, local, and national communities.
** Theoretical foundation for the development of diversity competency. The article “A Typology of Intergroup Competencies” (download the PDF) by V. Jean Ramsey of Texas Southern University and Jean Kantambu Latting of the University of Houston, outlines the developing theory that supports the skills that this Policy seeks to build in Division staff.
1) Diversity Action Team. The Diversity Action Team is a standing committee of the Division of Student Life, its Chair and members appointed by the Vice President for Student Life. The Diversity Action Team will be responsible for the following:
1) Support and Collaboration. Support the work of the Office of Multicultural Affairs. Collaborate with the Office of Multicultural Affairs along with other University divisions or organizations to promote campus-wide diversity.
2) Implementation of IDEA training. Design and implement the continuing education in diversity programming for all Division staff.
3) Review this policy. Annually review the Division’s Diversity Policy, making recommendations to the Vice President for improvements in the policy and its implementation.
4) Review atmosphere. Review, on an on-going basis, the atmosphere within the Division regarding any manifestations of racism, sexism, religious prejudice, homophobia, or attitudes at variance with this policy among Division employees or students, and make recommendations to the Vice President for remediation.
5) Assist Directors. Make available to Department Directors a list of questions that can be used in hiring to assess an applicant’s experience and attitude toward diversity and commitment to diversity competency. Maintain accurate records of CE hours completed by Division employees from Division-sponsored programs.
6) Meet with non-majority student leaders. Make contact each semester with leaders of the non-majority student groups to determine their needs and concerns, and make recommendations to the Vice President regarding those needs and concerns.
7) Develop website. Develop and maintain a website reflecting the resources and programming that meets the Division’s continuing education requirements.
8) Implement a Diversity Leadership award. Solicit nominations annually and select one staff member to receive a Diversity Leadership Award. The Award will be presented at a Division breakfast, recognizing the staff member who has contributed most to promoting diversity competency.
Assessment: The Diversity Action Team will submit an annual report to the Vice President outlining the Team’s programming, meetings, and actions of the previous year, and assessing the Division’s activities in promoting diversity competency.
Assessment: The Diversity Action Team will provide to the Vice President and to supervisors a summary of each Divisional employee’s IDEA units each April so that each employee’s annual review can reflect the completion of the training efforts.
Each Department within the Division of Student Life will
1) Complete Division-level objectives for Diversity. The Directors of each department will be responsible for completing the Division’s policy for Diversity as it applies to their department. Specifically this means that each Director will
2) Promote diversity competency in the Department’s programming with students. Each department will offer programming that promotes diversity competency among the students it serves.
3) Website enhancement. Each unit in the Division will bring up a “diversity/multicultural” section on its website by January 1, 2006. This website will be updated annually to reflect the Department’s efforts in promoting diversity.
Assessment: Departmental Annual Reports must reflect the department’s efforts at encouraging diversity competency. Annual evaluations for Directors should review whether affirmative action was utilized in hiring. Annual evaluations of all staff should reflect whether IDEA Units in diversity competency were completed.