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Questions & Answers
Loyce Stewart is director of the Office of Equity, Diversity and Affirmative Action Administration.
What is the mission of the Office of Equity, Diversity and Affirmative
Action Administration?
The mission of the office of EDAAA is to promote
a campus environment that values the tenets of a democratic and
pluralistic society; an environment that supports the intellectual,
personal and professional development of each individual; an environment
that generates understanding, attitudes and perspectives that create an
atmosphere of civility, collegiality, appreciation and mutual respect
for diversity and cultural differences. The office is committed to
ensuring, for all individuals, a work and educational environment that
is free of discrimination and harassment. What are your
responsibilities? The office's primary responsibility is to ensure that
the university is in compliance with state and federal
non-discrimination laws and executive orders, and related university
policies. This includes preparing mandated federal reports on university
hiring, promotion and termination practices and workforce profiles, as
well compiling a variety of other federal and state workforce
compliance-related reports. Other broad categories of responsibilities
include but are not limited to:
Resolution of allegations of discrimination. We receive, review and investigate allegations of discrimination based on: race, religion, ethnicity, national origin, sex, sexual harassment, sexual orientation, disability, accessibility/accommodations, age, harassment, marital status, Vietnam-era veteran status, veterans with disabilities and other eligible veterans. The community we serve includes faculty, staff, students, visitors, vendors and contractors of the University at Buffalo, the Research Foundation and UB-affiliated organizations>
Training and education. The office provides assistance to search committees, deans and chairs on matters of recruitment, retention and promotion. We conduct training and educational modules on the prevention of discrimination, harassment and sexual harassment, and present seminars and workshops on cultural differences, diversity and understanding the EO/AA laws and the EO/AA debate. We maintain an extensive lending library of films on EO/AA topics.
Diversity initiatives and program development. Individually and in collaboration with other divisions and units, our office develops and implements programs and activities that support and promote a positive campus environment; support and promote the recruitment, retention and promotion of eligible women and protected class members, and support and promote educational equity and academic excellence.
What do you consider to be the most important service your office
provides?
The most important service our office provides is the
resolution of allegations of discrimination. It is critical that we
provide and protect the right of every member of the university
community to work and study in a hostile-free environment. Beyond that,
although it is a less-publicized aspect of our services, the office is
often called upon to offer guidance and assistance with issues that do
not fit neatly within the definition of a complaint or a grievance or
discrimination of any type. We often serve as an impartial listener,
provide direction, advice or referrals, offer options and/or solutions
to difficult human relation situations and, in some cases, we serve as a
mediator and/or an advocate in non-official situations.
Is sexual harassment a serious problem at UB?
Sexual harassment is
illegal; therefore it is a serious issue whenever and wherever it
occurs. Unfortunately sexual harassment does occur in educational
institutions and work environments across the nation. UB is not an
exception. UB does not have a higher or lower incidence rate of sexual
harassment than other universities of our size; however, it should be
noted that one incident of sexual harassment is one too many. Counting
the number of incidents for comparison purposes or national rating is
not the objective. Our objective is to educate the university community
in sexual-harassment prevention with the idealized goal of eradicating
the problem here at UB. We have a responsive complaint procedure and an
institutionalized approach to education and prevention. We recently
completed the initial phase of a campuswide education and training
program aimed at the prevention of sexual harassment. Each decanal area
and major administrative unit will have trained personnel within their
respective units who will be responsible for educating their
constituents.
Have the events of 9/11 had an impact on your work?
Yes, to the extent
that UB is part of the larger society and the campus community is
comprised of individuals who had varying emotional responses to that
tragedy. We saw in the immediate aftermath a heightened level of stress
and anxiety, which can translate to increased tensions on the campus.
Over time, however, we did not see the type of bias-related incidents
reported in some communities. What we have seen is a decrease in the
number of international students and scholars coming to UB, which has
had a severe and negative impact on UB's ethnic and cultural
diversification.
You have worked in UB's affirmative action office for more than a
decade. Have you seen any change over the years in how members of the
university community view these issues? Have we become more aware or
enlightened?
Although some positive changes have taken place, such as a
slight increase in female faculty and the rise of a few women into
leadership positions (chairs, deans and senior or mid level
administrative and professional staff positions), there has been very
little change in our effort or success in diversification of faculty or
staff from an ethnic or racial perspective. There has been an increased
awareness and implementation of legislation such as the Americans with
Disabilities Act and the Family Medical Leave Act. Campus-wide
understanding of non-discrimination laws and the necessity for them
still leaves a lot to be desired. Educating the campus community and
monitoring campus culture in compliance with these laws remain on-going
tasks for this office. While there has been more discussion of
affirmative action/equity issues and some on campus appear more aware of
such issues, they are not necessarily more enlightened. Enlightenment
requires an accompanying change in consciousness and in behavior, based
on recognition that difference is what makes us human. Difference is
something to be celebrated, something to be embraced, rather than
feared. At this point in time, I think we are headed in the right
direction. We may have quite a way to go, but with capable and committed
leadership, I have confidence that advancements will be forthcoming.
What is the greatest challenge your office faces?
The greatest challenge
is trying to dispel the negative myths surrounding the phrase
"affirmative action."
What question do you wish I had asked, and how would you have answered
it?
Where can members of the campus community get information on equity,
diversity, affirmative action and related topics? Visit our Web site at
http://affirmativeaction.buffalo.edu