Overall Rating Gold
Overall Score 65.04
Liaison Thomas Adams
Submission Date July 30, 2021

STARS v2.2

National University of Ireland, Galway
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.33 / 2.00 EDI Comittee
Senior Lecturer
Mechanical Engineering
"---" indicates that no data was submitted for this field

Does the institution have a diversity and equity committee, office, and/or officer tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights?:

Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees

A brief description of the diversity and equity committee, office and/or officer, including purview and activities:

In accordance with the recommendations of the NUI Galway Gender Equality Task Force 2016, the University has put in place a cohesive governance structure to guarantee clear and consistent leadership, responsibility, accountability, and oversight of equality, diversity, and inclusion.

The structures put in place allow for information to flow from local School or Unit level through the appropriate committee and into the Governing Authority. There are two Institutional EDI Committees - The Equality, Diversity, and Inclusion Campus Committee was established in 2016, and following from that, the Equality, Diversity, and Inclusion Committee of Údarás na hOllscoile (Governing Authority) was established in May 2017. Both of these committees work toward progressing the equality agenda in all areas at NUI Galway.

Our college is committed to fostering an environment which actively promotes social and educational inclusion and equality of opportunity for all, whilst celebrating the richness of our diverse community. Our EDI strategy aligns with NUI Galway’s 2020-2025 vision which is to create a distinctively values-based culture, having excellence, ambition and the wellbeing of our communities at its core. We are guided by our core values of respect in our actions, excellence in our work, openness in our outlook and sustainability in our approach. We focus on equality by treating people with respect and dignity, and providing everyone with opportunities to fulfil their potential. We focus on diversity to enrich our College by sparking innovation and creating a rewarding and vibrant community. We focus on inclusion as a way to ensure equality of opportunity for all our people and to demonstrate our commitment to Equality, Diversity and Human Rights. We are committed to promoting and enabling a positive culture where staff, students and visitors are confident to be their authentic selves and where we are each valued as our authentic selves. We invite you to join us as a prospective student or staff. Our terms of reference (attached) offer further detail on our vision and strategic content.

Estimated proportion of students that has participated in that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:

Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:

Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:

A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:

The following are examples:
1) Intercultural Awareness & Communication:
This course is designed to increase cultural awareness among NUI Galway staff members working with international students and/or in an intercultural environment, and to foster better interactions and communication between staff and international students.

As part of the course a workshop will encourage participants to explore their own assumptions and preconceptions about other cultures, as well as creating awareness of their own cultural heritage and how it affects their world views, values and assumptions. It also encourages participants to focus on their communication style, and how it is affected by culture, as well as the importance of non-verbal communication signals and the way these affect the communication process. The session is interactive and draws upon participants' own experiences.

2) Unconscious Bias Workshops:
Face-to-face unconscious bias workshops are scheduled each semester, and advertised on the Staff Training and Development courses webpage. NUIG communicates the dates of these training workshops to all staff as they are made available. This face-to-face workshop is mandatory for all members of the University and Academic Management Teams, Heads of School, Chairs of committees, members of interview and promotion boards/panels, and other senior decision-makers, and then can be refreshed each year using the online module. Other members of staff are also welcome to attend these workshops to learn more about unconscious bias, review case studies, and work through the ways to mitigate bias in the workplace.

As part of the Unconscious Bias workshop, you may be asked to complete an Implicit Association Test (IAT). These tests are meant simply to raise awareness of unconscious bias, and anyone that may be interested can take a sample IAT test. Participants in these tests may choose to submit some demographic data for the researchers behind this project, alternatively participants may opt not to share this information by clicking the ‘Decline’ link for each question.

3) Becoming an LGBT+ Ally:
Introduction to the NUI Galway Ally programme. This session provides the opportunity for staff members to learn more about LGBT+ concerns and issues, to increase their knowledge of terminology and policy, to give them the information they need to provide links to the correct resources on campus, and feel confident in supporting their colleagues and students as an Ally. Run in conjunction with the Students' Union and Student Society GiGSoc.

4) Transgender 101:
Trans 101 training is a classroom-based session which includes an explanation of the language we use to differentiate between sex, gender identity, gender expression and sexual orientation, as well as what life is like for a trans person living in Ireland. The first hour focuses on terminology and language. The second hour focuses on the lived experience. The aim of the training is to improve knowledge of the trans community, demystify any misunderstandings, and build empathy. Currently provided by Transgender Equality Network Ireland.

5) Disability Awareness:
Disability awareness training has been designed to support the roll out of the staff guide to Disability in the Workplace. The training is for all staff and in particular, any staff member who has a responsibility for another staff member i.e. line managers and PIs.

The workshop will include the following:
a) Information on the models of disability with particular emphasis on the social model in the context of the UN Convention on the Rights of Persons with Disabilities (UNCRPD)
b) Participants will be encouraged to explore their own attitudes towards disability and accessibility
c) Identifying barriers students and staff with disabilities face and how to remove these barriers
d) An overview of the relevant legislation (Disability Act and Employment Equality legislation) and how it relates to the employment of people with disabilities in NUI Galway
e) Why it is important that NUI Galway promotes an inclusive environment for staff and students beyond mere compliance with legislation
f) An introduction to, and overview of the NUI Galway Staff Guide to Disability in the Workplace (including disclosing a disability and requesting a reasonable accommodation)
g) The role & responsibility of NUI Galway line managers and PIs in respect of supporting and accommodating a staff member with a disability

Again dates are posted for this course on the Staff Training and Development courses webpage.

Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:

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 and complete the Data Inquiry Form.