|Submission Date||Dec. 14, 2018|
University at Buffalo
PA-4: Diversity and Equity Coordination
|1.44 / 2.00||
Equity, Diversity and Inclusion
Does the institution have a diversity and equity committee, office, and/or officer tasked to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights on campus?:
Does the committee, office and/or officer focus on students, employees, or both?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
UB is fortunate to have two offices dedicated to equity and inclusion--the Office of Inclusive Excellence and Inclusion & the Office of Equity, Diversity and Inclusion. Although their names are similar, their missions are distinct. Both offices are concerned with diversity and fairness, but each office works to achieve these goals in a different way.
The Office of Exclusive Excellence plans, coordinates and monitors UB’s efforts to institutionalize the culture of equity and inclusion university-wide. The office does this by promoting excellence in all aspects of UB’s operations by facilitating processes that remove barriers to access and advancement on the basis of race, gender identity, sex, sexual orientation, religion, disability, or veteran status for students, faculty and staff. Excellence—embracing and exhibiting the highest level of quality in research, teaching and service—can be achieved only when diverse perspectives are engaged.
The Office of Equity, Diversity and Inclusion ensures UB's compliance with policies covering discrimination, harassment, accommodations, equal opportunity and child protection. They do this by working to:
-Provide assistance in the University’s goal to promote diversity and a climate welcoming of a diverse faculty, staff, student body and the University community.
-Effectively oversee policies governing discrimination, harassment, reasonable accommodation, religious accommodation, child protection and recruitment.
-Ensure that issues of harassment, discrimination and accommodation are addressed in a timely and effective manner that does not tolerate retaliation.
-Assist the University in its commitment to foster and sustain a working and learning environment where each member of the community can succeed.
In addition, The Equity & Inclusion Council is composed of faculty, administrators, staff, students and alumni, and supports the diversity and inclusion work in several important ways. The Council:
-Represents a broad cross-section of the University Community, and can therefore assist the VPEI in communicating effectively across UB’s campuses and constituencies
-Ensures that the VPEI’s priorities reflect the consensus of those invested in equity and inclusion on campus
-Broadens the scope of discussion of equity and inclusion initiatives at UB beyond a single individual
-Partners with the VPEI to seek input from a range of relevant stakeholders whose activities need to be coordinated
Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:
UB’s Office of Equity, Diversity and Inclusion offers training in cultural competence for UB’s employees and students upon departmental request. EDI has provided this training to areas including the School of Dental Medicine, Enrollment Management, and the School of Medicine and Biomedical Sciences, and has offered the training to employees University-wide through the Employee Assistance Program. The training covers the following topics: the definition of culture; how culture can be shaped not only by national origin but by factors like geographic location, generational differences, profession, disability, LGBTQ and other factors; why cultural competence is important; stereotypes; unconscious bias and how to combat it; the role of culture in addressing conflict; and strategies for promoting culturally competent communication.
In addition, the Intercultural and Diversity Center offers a variety of competence training to all student in the areas of diversity celebratory events; 3-credit courses; certificate programs; workshops (1-hour sessions); recognition events; and mentoring programs.
The website URL where information about the programs or initiatives 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.
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.