| Overall Rating | Gold |
|---|---|
| Overall Score | 68.50 |
| Liaison | Derek Nichols |
| Submission Date | May 17, 2022 |
University at Buffalo
IN-39: Sustainability Office Diversity Program
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 0.50 |
Derek
Nichols Sustainability Engagement Coordinator UB Sustainability |
Does the sustainability office have initiatives specifically designed to recruit sustainability employees from underrepresented groups?:
A brief description of the initiatives specifically designed to recruit sustainability employees from underrepresented groups:
Current strategies from UB’s Office for Equity, Inclusion and Diversity
-Draft your announcement as broadly as possible to attract a large pool of applicants.
-Ensure the University’s EEO statement is prominently displayed in any posting, advertisements or communication.
-Appoint a diverse search committee. Consider including individuals in other departments or disciplines.
-Know the availability pool for the position. Information about faculty availability is available or you may contact Equity, Diversity and Inclusion (EDI) for more information.
-Gear advertising toward reaching a broad audience, and also include advertisements aimed toward underrepresented groups.
-Use formal and informal networks to connect with potential applicants. Consulting with colleagues, interfacing with potential hires at conferences, and availing yourself of listserv and other online resources can potentially augment the pool of applicants.
-Consider applicants and prospects that fall outside of traditional fields or areas.
-Treat candidates equitably. To the extent possible, provide the same questions and format for candidate interviews. Provide a welcoming, friendly environment for all applicants.
-Ensure questions are reasonably related to the candidates’ qualifications for the position.
-Instruct search committee members and others who will meet with the candidates to refrain from asking impermissible questions. This includes questions asked in a formal interview setting, and also questions in informal interactions such as small talk, discussions during hosted dinners and other casual settings.
Supplemental UB Sustainability strategies
-Post job advertisements on at least 5 diversity recruitment websites
-Ensure jobs are posted within underrepresented groups in the WNY community through informal and formal networks
-All job descriptions will highlight how the department values diversity and inclusion, and emphasize the importance of working with diverse populations as a requirement
-Have hiring committee take an implicit bias test before interviewing to make them aware of their own implicit biases
-Provide hiring committee a handout on assessing candidates in terms of equity, inclusion and diversity
Does the sustainability office ensure that sustainability employees complete DEI training?:
A brief description of the DEI trainings for sustainability employees:
UB Sustainability employees are mandated to attend an Environmental Justice 101 training.
Does the sustainability office regularly collaborate on events, projects, or initiatives with the institution’s DEI office/program and/or organizations that support underrepresented groups on campus?:
A brief description of events, projects, or initiatives during the previous year developed in collaboration with the DEI office/program and/or organizations that support underrepresented groups on campus:
UB Sustainability has partnered with our Office of Inclusive Excellence on the Environmental Justice 101 workshops, as well as hosting difficult conversations, "DIFCONs," on climate change.
Does the sustainability office or committee include at least one individual with formal DEI and/or environmental or social justice responsibilities?:
Documentation of the formal DEI and/or environmental or social justice responsibilities:
Please see attached job description below.
Website URL where information about the initiatives to advance DEI within the sustainability program is available:
Additional documentation to support the submission:
Data source(s) and notes about 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 or simply email your inquiry to stars@aashe.org.