Overall Rating Silver
Overall Score 45.62
Liaison Alvaro Pena
Submission Date Oct. 10, 2024

STARS v2.2

Universidad Tecnológica del Uruguay
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 1.08 / 3.00
"---" indicates that no data was submitted for this field

Non-discrimination statement 

Does the institution have a publicly posted non-discrimination statement? :
Yes

The non-discrimination statement, including the website URL where the policy is publicly accessible:

The document "PROTOCOLO DE PREVENCIÓN Y ACTUACIÓN EN CASOS DE ACOSO Y DISCRIMINACIÓN" was issued on June 26, 2018, by UTEC in Montevideo. It outlines the measures and procedures for preventing and addressing harassment and discrimination within the institution.

Key Points of the Protocol:

  1. Scope of Application: The protocol applies to collaborators, consultants, students, and anyone associated with UTEC, regardless of the relationship type, as long as they are part of the UTEC community (Article 1).

  2. Human Rights Framework: The protocol is based on human rights and gender equality, which are central components of UTEC's Institutional Educational Project. The institution has aimed to incorporate gender perspectives both in its foundational principles and in its educational model (Article 2).

  3. Objectives: The objectives include establishing a commitment to provide a healthy work and study environment, defining behaviors to prevent, raising awareness of the impact of such behaviors, and preventing harassment and discrimination. The protocol also defines the role of the Commission for Prevention and Action in cases of harassment and discrimination and sets up reporting mechanisms, regular training, and monitoring of the work and academic environment (Article 3).

  4. Legal Framework: The protocol's legal framework references the Constitution of Uruguay and several laws, such as Law 18.561 on sexual harassment prevention, Law 18.104 on gender equality, and others regarding anti-racism and freedom of association (Article 4).

  5. Principles: The principles of the protocol include gender equality, prevention of harassment and discrimination, open communication, confidentiality during investigations, prompt action, prohibition of retaliation, and acting in good faith (Article 5).

  6. Definitions: The protocol provides definitions for various forms of harassment, including moral and sexual harassment, and discrimination, drawing on both national laws and academic references. Moral harassment (or "mobbing") involves repetitive actions aimed at socially excluding or negatively impacting someone's work. Sexual harassment involves unwanted sexual conduct, which creates an intimidating or hostile environment (Articles 6-9).

  7. Commission: The Commission for Prevention and Action in cases of harassment and discrimination was formally created in December 2017. It is composed of five main members and five alternates with backgrounds in legal, psychological, sociological, or labor relations fields. The commission's responsibilities include prevention, conducting investigations, and providing training (Articles 10-11).

  8. Reporting Process: Affected individuals can report harassment directly to the Commission, the Educational Coordinator, or through other channels. Reports can be written or verbal and must be handled confidentially (Articles 12-13).

  9. Investigation and Resolution: The Commission is responsible for investigating cases and reporting to the CDCp within 20 working days. The investigation may involve interviews, gathering evidence, and presenting findings to determine appropriate actions (Articles 14-15).

  10. Protection for Complainants and Respondents: The protocol ensures measures to protect complainants, such as temporary changes in work or study conditions. It also guarantees respondents the right to express their version of events until the investigation is complete (Articles 16-17).

  11. False Reports: The protocol also addresses false reporting. If it is determined that a report was made in bad faith, disciplinary measures may be taken against the complainant (Article 18).

This comprehensive protocol reflects UTEC's commitment to providing a safe and inclusive environment for all members of its community, addressing issues of harassment and discrimination systematically and proactively.

 

Bias response team 

Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
Yes

A brief description of the institution’s discrimination response protocol or team:

Yes, UTEC has a discrimination response protocol called the "Protocolo de Prevención y Actuación en Casos de Acoso y Discriminación." Additionally, there is a dedicated committee, the Commission for Prevention and Action in Cases of Harassment and Discrimination, which was formally created to handle these cases. The protocol ensures a comprehensive response, including prevention, investigation, and measures to address and resolve instances of discrimination or harassment within the institution.

 

Recruitment programs 

Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Yes

Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
No

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
No

If yes to any of the above, provide:

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:

For programs with costs, UTEC offers scholarships to students in greater vulnerability. According to the Continuing Education Scholarship Regulations, the evaluation of potential recipients takes into consideration their socioeconomic background. The regulations also ensure compliance with national laws 19.122 and 19.684, which provide for legal inclusion quotas, promoting equitable access to educational opportunities for underrepresented groups.


Mentoring, counseling and support programs 

Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
No

Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
No

Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
No

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
---

Support for future academic staff

Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:
No

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
---

Optional Fields 

Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
No

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
No

Website URL where information about the institution’s support for underrepresented groups is available:
---

Additional documentation to support the submission:
---

Data source(s) and notes about the submission:

Prevention of Harassment and Discrimination - UTEC
The Technological University of Uruguay (UTEC) demonstrates its commitment to equality and non-discrimination through several official policies and documents.

On its website, UTEC provides public access to the Protocol for the Prevention and Action in Cases of Harassment and Discrimination, which establishes guidelines to prevent and address harassment and discrimination within the institution.

https://utec.edu.uy/uploads/documento/81f95d7de7b03c61abd29a6ee6b37f6be36f2966.pdf

Additionally, public access is also provided to the Report Form for Situations of Harassment or Discrimination, enabling members of the university community to report any related incidents.

https://utec.edu.uy/uploads/documento/242fff53e5532cd65eefe8e883ee9dc989eb38a9.pdf


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.