| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 46.15 |
| Liaison | Jessica Bilecki |
| Submission Date | March 4, 2021 |
University of the Pacific
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.56 / 2.00 |
Jessica
Bilecki Sustainability Director Sustainability |
"---"
indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Intercultural Student Success Office within Student Life strives to provide enriching educational opportunities toward understanding and integrating intercultural dialogue, conflict management, and identity development that advances student success and community engagement. Foundational values are diversity and inclusion, social justice, leadership and civic engagement, advocacy, and empowerment. The Office includes programs and initiatives to support Asian, Pacific Islander and Desi Student Success; Black Student Success; LantinX and Native American Student Success as well as the Gender Equity Center and Pride Resource Center.
Diversity Leadership Team was dissolved in March 2020 and, simultaneously, the UCD (University Committee for Diversity) changed its name to the UCDEI and became the overarching responsible party for coordination of DEI efforts university-wide. The University Committee for Diversity, Equity and Inclusion (UCDEI) is a collaborative partner in creating and sustaining a university-wide culture that consistently reflects diversity, equity and inclusion (DEI) as a core value that informs how we work, interact and support one another and those we serve. This is on-going work that requires commitment, education, humility, innovation and accountability. We are committed to helping all Pacificans build and strengthen the capacity of employees and students to incorporate DEI principles within their respective roles at the university. We are mindful of the incredible cross section of identities represented at Pacific and strive to leverage those strengths to take the necessary steps over time to achieve our University President’s vision for University of the Pacific to become the “leading anti-racist institution in the nation.
The Committee is charged jointly by the President and Academic Council to make recommendations on all diversity-related matters, which include, but are not limited to, university climate, student recruitment and retention, faculty and staff recruitments and retention, curricular and co-curricular affairs, and alumni/community outreach. Additionally, the UCDEI selects recipients of the Diversity, Equity, and Inclusion Grants and the Champions of Diversity, Equity and Inclusion Award in conjunction with the Office of the President.
Diversity Leadership Team was dissolved in March 2020 and, simultaneously, the UCD (University Committee for Diversity) changed its name to the UCDEI and became the overarching responsible party for coordination of DEI efforts university-wide. The University Committee for Diversity, Equity and Inclusion (UCDEI) is a collaborative partner in creating and sustaining a university-wide culture that consistently reflects diversity, equity and inclusion (DEI) as a core value that informs how we work, interact and support one another and those we serve. This is on-going work that requires commitment, education, humility, innovation and accountability. We are committed to helping all Pacificans build and strengthen the capacity of employees and students to incorporate DEI principles within their respective roles at the university. We are mindful of the incredible cross section of identities represented at Pacific and strive to leverage those strengths to take the necessary steps over time to achieve our University President’s vision for University of the Pacific to become the “leading anti-racist institution in the nation.
The Committee is charged jointly by the President and Academic Council to make recommendations on all diversity-related matters, which include, but are not limited to, university climate, student recruitment and retention, faculty and staff recruitments and retention, curricular and co-curricular affairs, and alumni/community outreach. Additionally, the UCDEI selects recipients of the Diversity, Equity, and Inclusion Grants and the Champions of Diversity, Equity and Inclusion Award in conjunction with the Office of the President.
Part 2
Most
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Some
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
If trainings are made available, provide:
The Diversity Leadership Team and Human Resources hosted several Diversity and Inclusion Training sessions on each campus in 2019. The aim was to train employees on how to recognize and acknowledge both conscious and unconscious personal bias. 84% of participants agreed that they felt prepared to use and apply what they learned. Following each training, Post Session Dialogues were held to further the dialogue, discuss issues, and discuss how to create a more inclusive Pacific community. 2020 voluntary opportunities included the training session, ‘Diversity Awareness: Fostering a Climate of Inclusion, Sensitivity, and Respect in the Workplace and a Diversity Dialogue course.
Participants in the Staff Advisory Council Mentor Training Program are required to participate in a live training, Building Inclusion: One Relationship at a Time.
The Diversity Leadership Team offered Bias Awareness Training for Faculty Search Committees; The Assistant Provost for Diversity expanded previous efforts to train chairs of faculty search committees to training the entire committee on ways to mitigate unconscious bias in the search process. Since then, every search committee for any tenure-track faculty position has undergone this training (about 8-10 per year). In 2020, all VPs, Deans and their hiring designees are required to complete a Hiring Training which includes a section on Affirmative Action and Equal Employment Opportunity.
Many faculty and staff are required to complete the online trainings “Policy Prohibiting Sexual Misconduct, Discrimination, and Retaliation” (also offered to students) and “Preventing Harassment and Discrimination: Title IX/Clery Module”.
Additional Title IX Related trainings include: Title IX issues (open to all), Civil Rights Investigator training, Hearing Officer & Decision Maker Training, Investigator training.
Residence Life has three learning outcomes around intercultural competence. Individual outcomes include being able to describe one’s own intersecting identities; integrating the experiences of others in how they interact with the world; and navigating increasingly diverse environments. These are learning outcomes for all students living on campus. They are achieved by training resident life staff to address intercultural competencies through intentional interactions with residents, apartment meetings and passive educational opportunities such as bulletin boards or community postings.
Participants in the Staff Advisory Council Mentor Training Program are required to participate in a live training, Building Inclusion: One Relationship at a Time.
The Diversity Leadership Team offered Bias Awareness Training for Faculty Search Committees; The Assistant Provost for Diversity expanded previous efforts to train chairs of faculty search committees to training the entire committee on ways to mitigate unconscious bias in the search process. Since then, every search committee for any tenure-track faculty position has undergone this training (about 8-10 per year). In 2020, all VPs, Deans and their hiring designees are required to complete a Hiring Training which includes a section on Affirmative Action and Equal Employment Opportunity.
Many faculty and staff are required to complete the online trainings “Policy Prohibiting Sexual Misconduct, Discrimination, and Retaliation” (also offered to students) and “Preventing Harassment and Discrimination: Title IX/Clery Module”.
Additional Title IX Related trainings include: Title IX issues (open to all), Civil Rights Investigator training, Hearing Officer & Decision Maker Training, Investigator training.
Residence Life has three learning outcomes around intercultural competence. Individual outcomes include being able to describe one’s own intersecting identities; integrating the experiences of others in how they interact with the world; and navigating increasingly diverse environments. These are learning outcomes for all students living on campus. They are achieved by training resident life staff to address intercultural competencies through intentional interactions with residents, apartment meetings and passive educational opportunities such as bulletin boards or community postings.
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Diversity Equity & Inclusion Committee: https://pacificedu.sharepoint.com/sites/FacultyGov/SitePages/University-
Committee-for-Diversity-Equity-and-Inclusion.aspx
Intercultural Student Success: https://www.pacific.edu/student-life/equity-inclusion/intercultural-student-success-
Non Discrimination policy: https://webshare.pacific.edu/sites/policies/pages/non-discrimination%20and%20non-retaliation%20policy.aspx
Information compiled by Sustainability Staff but reported by: Shani Richards, former chair of the diversity Committee; Marshae Pratt, co-chair UCDEI and
Cara Schon in Learning & Development.
Residence Life Training information contact Maria Lazaro (mlazaro@pacific.edu) or Joshua Harzman (jharzman@pacific.edu)
Committee-for-Diversity-Equity-and-Inclusion.aspx
Intercultural Student Success: https://www.pacific.edu/student-life/equity-inclusion/intercultural-student-success-
Non Discrimination policy: https://webshare.pacific.edu/sites/policies/pages/non-discrimination%20and%20non-retaliation%20policy.aspx
Information compiled by Sustainability Staff but reported by: Shani Richards, former chair of the diversity Committee; Marshae Pratt, co-chair UCDEI and
Cara Schon in Learning & Development.
Residence Life Training information contact Maria Lazaro (mlazaro@pacific.edu) or Joshua Harzman (jharzman@pacific.edu)
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.