| Overall Rating | Bronze |
|---|---|
| Overall Score | 36.20 |
| Liaison | Laurel Pikcunas |
| Submission Date | March 3, 2022 |
University of Hawaii at Manoa
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
Matthew
Lynch Director UH System Office of Sustainability |
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?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The UH Mānoa Provost's Commission on Racism and Bias is charged with examining how UH has responded to racism and bias at UH Mānoa and proposing ways to move forward together. The commission approaches these issues in an honest, open and rigorous manner, drawing from multiple perspectives, while leveraging existing resources and ongoing campus-wide initiatives. https://manoa.hawaii.edu/provost/racism-and-bias/
The Office of Equity Assurance is currently in a search for the inaugural Executive Director to lead efforts relating to Title IX, EEO/AA and related matters. EAO is responsible for overall system wide policy and procedures, training, federal reporting and coordination of other compliance functions for the entire UH System as well as operational implementation and management of equity, diversity and compliance programs for UH Mānoa and UH System level offices. https://hawaii.edu/executivesearch/edea/docs/job-announcement.php
Estimated proportion of students 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:
All employees are required to undergo Title IX training which includes anti-racism/bias, micro-aggressions, etc. Required every 2 years.
Website URL where information about the institution’s diversity and equity office or trainings 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.