Use our Diversity Database Update Form to submit changes to your program.

Equity & Civil Rights Compliance- Training & Compliance

Office of the Provost

Policy

Groups Served
Collegiate, Faculty, Graduate, Other, Postbaccalaureate, Postdoctoral, Pre-Collegiate, Staff

Program Website
Visit the Program Website

Contact Information
Butler, Annette
abutler@gsu.edu

Address
33 Gilmer Street
Atlanta, GA 30303

Building
Sparks Hall

Campus
Atlanta

Funding

Institutional Funding (e.g., President's Office, Provost Office, College or Academic Unit, Departmental Funding)

Overview

The mission of the Office of AA/EEO Training & Compliance is to educate the University community and monitor compliance by providing engaging sessions and appropriate reviews to create an inclusive respectful environment.

Benefits

The goal of Equity & Civil Rights Compliance (ECRC) Training & Compliance is:

To champion innovative educational sessions, engage conversations, encourage understanding by providing knowledge and resources in a proactive approach to equity compliance for the specific policies and laws that protect an individual’s rights and employment opportunities.

To lead in outreach efforts and provide expert advice and leadership to colleges, departments, faculty, students and staff in the university’s efforts to create a diverse and dynamic academic community and employment environment free from discrimination, harassment and retaliation in compliance with equity related policies and laws.

To monitor Georgia State University’s compliance with equity related policies and laws and promote understanding and advocacy of affirmative action and other equal opportunity and compliance laws.

Supplemental Materials

AAEE One Pager 62420

Discipline Focus
Not discipline specific (University-Wide)

Diversity Group ( Social Identity)
Ability/Disability, Age, Gender, Military/Veteran Status, Other, Race/Ethnicity, Religion, Sexual Orientation, Color, Sex, Pregnancy, national origin, genetic information, transgender status and Title IX

Race/Ethnic Group
Gender

Program, Initiative, Policy or Sponsored Award Category

Priority 3: Policy

Established
08/27/1997

Number Served
>10,000

Research Routines, Responsibilities and Activities

Committee/council/group/advisory board/task force, Program sponsored (in-house) professional development sessions/ training/coursework (e.g., workshops, mini-courses, specialized course, modules, professional development etiquette, facilitated discussion, panel, summit, educational programming, speaker series), Funding to attend professional development sessions/coursework (e.g., conference travel, professional development session/coursework registration fee, application fee waiver, book purchase), Speaker honorarium/stipend, Orientation/Onboarding, celebrations of diverse groups (e.g. Black history, Asian American/ Pacific Islander Heritage, etc.), Creation of materials (syllabi, templates, tool-kits, lists, resources (printed or web-based), Dissemination/communication of policy, newsletter, brief, common definitions, web-based diversity, equity and/or inclusion statements, practices & procedures (e.g., accountability, recruitment, retention, hiring, promotion, tenure, compensation, guided pathways (leadership), financial aid, technology, land use and acknowledgement, vendor agreements, partnerships with educational, labor, government, business and community organizations), Other

Other: Veterans Series

Additional Research Components, Roles and Responsibilities

Educational sessions and compliance monitoring has been provided for years through the university department formerly known as the Affirmative Action Office. The current Equity & Civil Rights Compliance (ECRC) Training & Compliance Director has first had knowledge and involvement with the training and compliance role since August 1997 by progressing through various roles including Director of ECRC to the current position, which was created in August 2014. The Women at Work Series began in 2003 as an annual workshop. The first mock trial was held in February 2005. The Panthers Dialogue Toward Civility course development began in 1998 and included specific classes on each racial group, racism, sexism, stereotypes, effective listening, facilitation skills and other related topics. The prevention and compliance offerings have expanded through the years. More detailed information is available. See attached sample calendars that include descriptions. Additional calendars are available.

Self-efficacy Emphasis

Workshops, trainings and educational and informational sessions are held where the attendees receive encouragement and support to participate.

Acknowledgement/Affirmation of Identity, Strengths, Needs

The Women at Work Series is a professional development program designed to educate, motivate and empower Georgia State University employees and students. The Series has six pillars individuals can work on to be successfully balanced: Image, communication, financial fitness, community service, health and wellness and fun. The Prevention and Compliance Series educates individuals on the importance of creating a safe, respectful and inclusive environment for everyone.

Examples of Inclusionary Practices and Activities

Specialized Curricula/Workshops (e.g. training for participants, directors and/or faculty on imposter syndrome, implicit bias, microaggressions), Structured Dialogues and Interactions (e.g. lab discussions, one-on-one sessions, virtual dialogues), Orientation (e.g. reviewing norms, expectations, structures, goals and/or protocols), Other

Other: Compliance

Participant Empowerment

Coaching, Knowledge transfer to the community (e.g., parents, peers, stakeholders), Publication opportunities

Mentoring Components

Mentoring is not used in our program

Opportunities to Privilege Voice

Participants have the opportunity to provide feedback for workshops, trainings and educational/informational sessions attended, share their experiences during sessions including creating journey lines in some classes and are also encouraged to journal plus continue to expand their knowledge base.

Evaluation Methods

average attendance to events, meeting minutes, course/curricula content changes, advisory board/external review/evaluation, annual performance report, newsletter, program survey(s)

Anticipated Participant Outcomes

meeting attendance, completion of a course(s),other

Other: Compliance with laws and policies

Outcome Milestones

See attached sample of summary reports. Additional information is available.

Key Performance Indicators

See attached sample of summary reports. Additional information is available.

Program, Initiative, Policy or Sponsored Award Category

Priority 3: Policy

Established
08/27/1997

Number Served
>10,000

Research Routines, Responsibilities and Activities

Committee/council/group/advisory board/task force, Program sponsored (in-house) professional development sessions/ training/coursework (e.g., workshops, mini-courses, specialized course, modules, professional development etiquette, facilitated discussion, panel, summit, educational programming, speaker series), Funding to attend professional development sessions/coursework (e.g., conference travel, professional development session/coursework registration fee, application fee waiver, book purchase), Speaker honorarium/stipend, Orientation/Onboarding, celebrations of diverse groups (e.g. Black history, Asian American/ Pacific Islander Heritage, etc.), Creation of materials (syllabi, templates, tool-kits, lists, resources (printed or web-based), Dissemination/communication of policy, newsletter, brief, common definitions, web-based diversity, equity and/or inclusion statements, practices & procedures (e.g., accountability, recruitment, retention, hiring, promotion, tenure, compensation, guided pathways (leadership), financial aid, technology, land use and acknowledgement, vendor agreements, partnerships with educational, labor, government, business and community organizations), Other

Other: Veterans Series

Additional Research Components, Roles and Responsibilities

Educational sessions and compliance monitoring has been provided for years through the university department formerly known as the Affirmative Action Office. The current Equity & Civil Rights Compliance (ECRC) Training & Compliance Director has first had knowledge and involvement with the training and compliance role since August 1997 by progressing through various roles including Director of ECRC to the current position, which was created in August 2014. The Women at Work Series began in 2003 as an annual workshop. The first mock trial was held in February 2005. The Panthers Dialogue Toward Civility course development began in 1998 and included specific classes on each racial group, racism, sexism, stereotypes, effective listening, facilitation skills and other related topics. The prevention and compliance offerings have expanded through the years. More detailed information is available. See attached sample calendars that include descriptions. Additional calendars are available.

Please describe how your program addresses self-efficacy (one's beliefs in their own ability to execute behaviors necessary to perform) in its participants?

Workshops, trainings and educational and informational sessions are held where the attendees receive encouragement and support to participate.

How does your program acknowledge or affirm individuals’ different identities, strengths, or needs?

The Women at Work Series is a professional development program designed to educate, motivate and empower Georgia State University employees and students. The Series has six pillars individuals can work on to be successfully balanced: Image, communication, financial fitness, community service, health and wellness and fun. The Prevention and Compliance Series educates individuals on the importance of creating a safe, respectful and inclusive environment for everyone.

Inclusionary practices/activities utilized in your program:

Specialized Curricula/Workshops (e.g. training for participants, directors and/or faculty on imposter syndrome, implicit bias, microaggressions), Structured Dialogues and Interactions (e.g. lab discussions, one-on-one sessions, virtual dialogues), Orientation (e.g. reviewing norms, expectations, structures, goals and/or protocols), Other

Other: Compliance

Participant Empowerment

Coaching, Knowledge transfer to the community (e.g., parents, peers, stakeholders), Publication opportunities

Mentoring Components

Mentoring is not used in our program

Opportunities to Privilege Voice

Participants have the opportunity to provide feedback for workshops, trainings and educational/informational sessions attended, share their experiences during sessions including creating journey lines in some classes and are also encouraged to journal plus continue to expand their knowledge base.

Evaluation methods are used to substantiate the program’s outcomes:

average attendance to events, meeting minutes, course/curricula content changes, advisory board/external review/evaluation, annual performance report, newsletter, program survey(s)

Anticipated participant outcomes for your program:

meeting attendance, completion of a course(s),other

Other: Compliance with laws and policies