| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 45.40 |
| Liaison | Danielle Smith |
| Submission Date | Aug. 23, 2017 |
| Executive Letter | Download |
University of New Brunswick, Fredericton
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 2.00 |
Mike
Hardy Sustainability Officer Facilities Management |
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:
AUNBT-UNB Joint Employee Equity Committee
"Several policies regarding diversity and equity" (Find them)
A Human Resources (Equity) Consultant is responsible for implementing these policies.
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:
The Office of Human Rights and Positive Environment provides free workshops, educational programs and presentations to members of the University community on issues related to its work. We work with students and student groups, staff unions and associations, individual administrative and academic units, groups of leaders and managers, groups of instructors, and many more. We are willing to work with members of the community to design such programs to suit their individual needs, in terms of subject matter, educational approach, location, time and date and duration of the session. We have done everything from a five-minute introduction to the work of the office or the major issues we cover to half-day and full-days sessions on specific issues, such as sexual harassment, employment equity, inclusive workplace or classroom, etc. We try as much as possible to work with campus partners with expertise in specific areas in creating and implementing these sessions.
The website URL where information about the programs or initiatives 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.