|Submission Date||Aug. 12, 2015|
University of Alaska Anchorage
PA-6: Support for Underrepresented Groups
Director, Office of Campus Diversity & Compliance
Office of Campus Diversity & Compliance
Does the institution have mentoring, counseling, peer support, academic support, or other programs to support underrepresented groups on campus?:
A brief description of the programs sponsored by the institution to support underrepresented groups:
ANSEP University Retention Program
The objective of the University Retention Program is to effect a systemic change in the hiring patterns of Indigenous Americans in the engineering and science professions by placing ANSEP students on a career path to leadership in industry and academia.
Alaska Natives in Psychology (ANPsych) is a federally funded program that was created to increase the number of Alaska Native and American Indian psychologists by specifically focusing on the recruitment and retention of
Native Students in psychology.
The objectives of ANPsych are to recruit, retain and mentor Native students in the field of psychology; to provide outreach to high schools, rural campuses of UA, Native corporations and communities; to provide student support; cultural, social, academic, and networking; and to support
Native doctoral students in the Joint PhD program in clinical-community psychology with rural, indigenous emphasis.
Recruitment and Retention of Alaska Natives into Nursing (RRANN)
UAA is committed to increasing the number of Alaska Natives and American Indians graduating with an Associate of Applied Science or Baccalaureate of Science degree in Nursing from UAA. The Recruitment and Retention of Alaska Natives into Nursing (RRANN) program is dedicated to encouraging personal growth within an academic setting that
recognizes individual strengths, cultural diversity and Indigenous values.
Nursing Workforce Diversity Program
UAA is committed to increasing the number of under-represented ethnic minorities, economically disadvantaged and educationally disadvantaged students graduating with an Associate of Applied Science or Baccalaureate of
Science degree in Nursing from UAA. The Nursing Workforce Diversity (NWD) program is dedicated to encouraging personal growth within an academic setting that recognizes individual strengths and cultural diversity.
AHAINA is an acronym for African-American, Hispanic, Asian, International, and Native American. AHAINA Student Programs provides resources and academic assistance to students of diverse ethnicities. AHAINA Student Programs assist students in successfully achieving their academic goals by providing services that promote academic achievement, affirm cultural differences, and enhance student retention.
Disability Support Services (DSS) is responsible for coordinating support services for UAA students who experience disabilities. The department can provide details about services and accommodations that are available to qualified students with appropriate documentation.
The Department of Residence Life provides a living and learning environment through programs, services, and opportunities that contribute to the personal and academic success of students living in UAA’s residential communities. In partnership with students, faculty, and staff of other campus offices, Residence Life creates a living-learning community environment that is comfortable and safe, and supports the cultural, social, intellectual,
physical, and emotional development of UAA students.
Included in Residence Life is the Cama-i Room, a social gathering place for UAA students and the Anchorage
community. All are invited to take part in social and educational programs that focus on Alaska Native, Native
American, and Alaskan cultures.
CLUBS,COUNCILS, AND COMMITTEES
Board of Cultural Awareness
The Union of Students at UAA established the Board of
Cultural Awareness (BCA) to expose students to the diverse
cultures, beliefs, and lifestyles represented on campus and
throughout the world.
The website URL where more information about the support programs for underrepresented groups is available:
Does the institution have a discrimination response policy and/or team (or the equivalent) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:
A brief description of the institution’s discrimination response policy, program and/or team:
Board of Regents' Policy and University Regulations outline the process which faculty, staff and students may use to file informal and formal complaints of discrimination and sexual harassment. The specific text can be found in Chapter 04.02. General Personnel Policies/Regulations.
The university will not permit or tolerate discrimination that creates an intimidating,
hostile, or offensive working or learning environment, or that interferes with an
individual’s performance. The university recognizes that conduct which constitutes
discrimination in employment or educational programs and activities is prohibited and
will be subject to corrective and/or disciplinary action.
B. Discrimination refers to being adversely treated or affected, either intentionally or
unintentionally, in a manner that unlawfully differentiates or makes distinctions on the
basis of the individual’s legally protected status or on some basis other than an
individual’s qualifications, abilities and performance, as appropriate. The university will
vigorously exercise its authority to protect employees and students from discrimination
by agents or employees of the university, students, visitors and guests.
C. Nothing contained in this policy will be construed or applied to limit or abridge any
person's constitutional right to freedom of expression or to infringe upon the legitimate
academic freedom or right of due process of any member of the university community.
Principles of academic freedom and freedom of expression require tolerance of the
expression of ideas and opinions even though they may be offensive to some. However,
ideas and opinions must be expressed in a manner that does not create an intimidating,
hostile, or offensive working or learning environment or unreasonably interferes with an
individual’s performance. The university upholds and adheres to principles of academic
freedom and the laws prohibiting discrimination in employment and education.
04.02 2 General Personnel Policies/Regulations
D. Individuals who believe they have been subjected to discrimination are encouraged to
bring this behavior or action to the attention of an employee or faculty member who is in
a position to assist in addressing the concern. The affirmative action officer, human
resources or student affairs officer, or designee, as appropriate, will mediate disputes,
receive complaints, obtain process information, or discuss resolution options regarding
E. The university cannot guarantee confidentiality in connection with complaints alleging
discrimination; however, all university employees and students are expected to make a
reasonable effort to protect the legitimate privacy interests of involved persons consistent with their obligation to inform the accused.
F. Nothing in this policy will be construed or applied to create a right to an award of
damages or other monetary compensation against the university or university employees beyond any existing under state or federal law.
The website URL where more information about the institution’s discrimination response policy, program and/or team is available:
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Does the institution produce a publicly accessible inventory of gender neutral bathrooms on campus?:
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 and complete the Data Inquiry Form.
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 and complete the Data Inquiry Form.