Overall Rating Silver
Overall Score 57.01
Liaison Meghna Tare
Submission Date April 3, 2022

STARS v2.2

University of Texas at Arlington
PA-5: Diversity and Equity Coordination

Status Score Responsible Party
Complete 1.56 / 2.00 Bhargavi Jeyarajah
Sustainability Coordinator
Office of Sustainability
"---" 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:

On July 9, Interim President Teik C. Lim announced eight specific commitments to promote Diversity, Equity and Inclusion at UTA. Since then, the University has taken steps to fulfill those commitments and will complete all steps by Fall 2021 or sooner. We will be transparent and report regularly to our entire community on our progress toward these goals, as well as any additional strategies that are developed to further them.

Interim President Teik C. Lim announced Tuesday, March 23 that Dr. Bryan Samuel has been selected as the inaugural Vice President for Diversity, Equity and Inclusion and will join UTA in early May 2021.

Interim President Lim has formed a Diversity, Equity and Inclusion committee co-chaired by Debra Woody and Michele Bobadilla, which includes diverse representation from student government, as well as faculty and staff from schools, colleges and divisions across campus. This committee will make recommendations to University leadership on ways UTA can create a more supportive and fairer environment for every member of our community. Committee Membership

A University-wide talent management plan is being developed to enhance the recruiting, retention, and promotion of underrepresented faculty and staff. This effort is being led by Faculty Affairs in the Provost’s Office and Human Resources, with involvement from units across the University. This initiative will fall under the new Office of Diversity, Equity and Inclusion.

UTA has designated an additional $25 million in scholarships to address student diversity and especially the financial concerns of first-generation college students. These additional funds will support even more students from low-income families and those facing challenges in the wake of COVID-19.

The Office of Human Resources is implementing Diversity and Inclusion training for all faculty and staff. Employee training will include: Implicit Bias, Microaggressions, Upstander to Bystander, Cultural Competence, Creating Welcoming Diverse Environments, and Cultural Conflicts.

The University is immediately incorporating curriculum focused on identity, privilege, bias and oppression that will be delivered to new students for the Fall 2020 semester.

A task force has been formed with membership from across the University, to further develop curriculum focused on social justice and equity, that will be delivered to all new students. This enhanced curriculum will be launched in the Spring 2021 semester and will be regularly reviewed and improved for future semesters.

The UTA Police Department is reviewing departmental policies to ensure they are aligned with the core values of our University, and free from unfairness and bias.

In addition to regularly planned ongoing training, UTA police officers will receive additional advanced training in diversity, racial profiling, as well as implicit bias and explicit bias during the upcoming fall and spring semesters.

The Office of Multicultural Affairs is in the process of filling a staff position that is focused on providing opportunities to expand the Maverick Advantage program and support services for our diverse population of students. We are committed to expanding further programming and are creating a plan to add additional resources as we further our diversity, equity and inclusion initiatives.

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:

Throughout 2021, DEI professionals provided 24 workshops coverings topics such as bias, anti-racism, cultural conflict and etcetera. These sessions were attended by more that 930 faculty and staff; 827 of the attendees (25% of the 3296) were non-academic staff.

Implicit-Bias Training: how the unconscious mind works and elaborate on why understanding implicit bias is important not only for relationship building, effective communication, and breaking down common barriers that exist in the workplace, but also for identifying interventions. Creating a Welcoming Diverse Workplace Environment: Best Practices: will take a critical look at conditions that lends to an unwelcoming environment and consider the best practices and methods to create a truly welcoming and diverse workplace., Cultural Conflict and White Fragility: an in depth psycho-social look at WHY there is such a cultural conflict of denial regarding historical and current acts of racism and WHY some among the “dominant” white cultural group tends to dismiss racism despite evidence., Cultural Competence in the Workplace: will allow us the space to have open and honest conversations regarding cultural competence and how we can build and use it effectively in the workplace as well in as in our daily lives., Cultural Pluralism in Higher Education: a condition in which “minority groups” participate fully in the dominant society, yet maintain their cultural differences., Microaggression and Cultural Assumptions: will take a serious look at examples of cultural microaggression, the effects of such, and discuss ways to honestly and openly address this issue.
Can’t We All Just Get Along: Why Giving Up Ones’ Identity Should Never Be An Option to “Getting Along”: explore why it is that within Higher Education, despite our outward appearance why we don't embrace diversity, equity and inclusion. Crossing Cultural Lines In A World of Isms: will explore methods of first examining our own individual isms, and discuss how to cross those cultural lines through learning to listen and accept people for who they are.
The Diversity of Decolonization: What It Really Means in Higher Education: focus our discussion on rethinking, reframing and reconstructing the curriculum AND the environment with the goal of being more inclusive of all.
Embracing Diversity, Equity and Inclusion: focus on how much have we really progressed in recognizing , accepting and embracing such practices in our curriculum and work space, and if our efforts merely been lip service, or are we truly making a positive impact.

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 or simply email your inquiry to stars@aashe.org.