University of Central Florida
PA-6: Support for Underrepresented Groups

UCF-3.001 Non-Discrimination; Affirmative Action Programs.
(1) The University shall actively promote equal opportunity policies and practices conforming to federal and state laws against discrimination. The University shall not discriminate in offering access to its educational programs and activities or with respect to employment terms and conditions on the basis of race, color, religion, sex, national origin, age, disability, marital status, sexual orientation, gender identity, gender expression, and veteran status (as protected under the Vietnam Era Veterans’ Readjustment Assistance Act). This commitment applies to the University’s relationships with outside organizations, including the federal government, the military, ROTC, and private employers, only to the extent of state and federal requirements.
(2) It is the policy of the University that each employee and student be allowed to work and study in an environment free from unlawful discrimination, including harassment, and retaliation.
(a) For purposes of this regulation, unlawful discrimination is defined as treating an individual differently than similarly situated other individuals based on a protected category (such as race, color, religion, et al).
(b) Unlawful harassment is a form of unlawful discrimination wherein an individual is subjected to verbal or physical conduct, based on a protected category (such as race, color, religion, et al), which, due to severity and pervasiveness of the conduct, (i) has the purpose or effect of creating an objectively intimidating, hostile or offensive work, educational or business environment; and (ii) has the purpose or effect of unreasonably interfering with an individual’s employment, schooling, or business with the University.
(c) Retaliation is defined as taking an adverse action against an individual because that individual, in good faith: (i) reported or threatened to report discrimination or harassment; or (ii)
participated in any capacity, including as a witness or complainant, in a discrimination investigation or proceeding.
(d) Gender identity is defined as an individual’s self-perception of being male, female, or both. Gender expression is defined as the manifestation of an individual’s self-perception of being male, female, or both.
(3) Sexual harassment is a form of sex discrimination. Sexual harassment is defined as unwelcome sexual advances, or requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
(a) Submission to such conduct or request is made either explicitly or implicitly a term or condition of an individual’s employment or academic achievement;
(b) Submission to or rejection of such conduct or request by an individual is used as the basis for employment or academic decisions affecting such individual; or
(c) Such conduct or request has the purpose or effect of both unreasonably interfering with an individual’s employment or academic performance and creating an intimidating, hostile, or offensive work or academic environment.
(4) Disciplinary Action.
(a) Any employee or student of the University who is found to have unlawfully discriminated against an employee, an applicant for employment, or a student will be subject to disciplinary action up to and including dismissal or expulsion. Any contractor or other visitors to the University who is found to have engaged in unlawful discriminatory or retaliatory conduct in violation of this regulation will be subject to removal from University facilities and may be denied reentry.
(b) Any employee in a supervisory capacity or student in a position of authorized influence who has actual knowledge by direct observation or by receipt of a complaint of
discrimination involving any of those employees he or she supervises or over whom he or she has authority, and who does not investigate or report the matter to an appropriate university official with authority to take action with regard to the matter, shall be subject to disciplinary action up to and including dismissal or expulsion.
(5) Complaint and Grievance Procedures. Any employee, student, contractor or visitor who believes that he or she is a victim of unlawful discrimination, including harassment, or retaliation may take formal or informal action. The individual may report the conduct to his or her supervisor or a higher level for further action; pursue informal resolution of the complaint, or may file a formal written grievance in accordance with Regulation UCF-3.0134. The Office of Equal Opportunity and Affirmative Action Programs is available to assist employees, students, contractors, and visitors in reporting discriminatory conduct, informally resolving a complaint, or filing a formal grievance.
(6) The University, in affirming equal opportunity practices, is committed to a continuing program of promotion and maintenance of an affirmative action program. The University, as a federal contractor, is required by law to maintain a current affirmative action plan for the University. For further information about that plan, contact the Office of Equal Opportunity and Affirmative Action Programs, University of Central Florida, Orlando, Florida 32816.
Authority: BOG Regulation 1.001. History–New 10-8-75, Amended 1-10-82, 1-9-83, 12-27-83, 12-27-84, Formerly 6C7-3.01, Amended 3-27-86, 1-6-93, 3-16-03, 11-07-07, 07-10-08. Formerly 6C7-3.001, Amended 3-25-00, 1-3-11.

http://regulations.ucf.edu/docs/notices/3.001Non-DiscrimAffirmActionsPrograms_Nov10.pdf

The Just Knights Response Team (JKRT) is an inter-divisional team that assesses bias incidences in order to coordinate university resources for the creation of effective interventions and future incident prevention programming. The JKRT creates timely interventions to incidents that are sensitive to the rights of all parties involved. It is intended that any JKRT programming or intervention will be educational at its core. It will involve a variety of activities including discussion, mediation, training, counseling and consensus building. Through the voluntary participation of the persons involved in and impacted by bias incidences, the JKRT’s interventions and prevention programming will foster a sense of civility and campus community encompassing respect and understanding that supports a multicultural and diverse campus environment.

Incidents which occur on campus that are not covered by formal policies and procedures but have the effect of harming individuals or groups may be addressed by the Just Knights Response Team (JKRT) protocol. The protocol may be initiated in cases when it is clear that the incidents have harmful effects on persons or groups based upon their race, sex (including gender identity/expression), color, religion, ancestry, national origin, age, disability, veteran status, military status, or sexual orientation.

Reports may be made using an online form. The team makes a strong attempt to follow up on all reports within 48 hours. Due to the nature of the incidents reported actions that resulted from the reports are not included in this submission.

UCF – Becoming a Hispanic Serving Institution
* In order to fulfill its goal to becoming a Hispanic Serving Institution UCF's goals align with the Department of Education's Developing Hispanic-Serving Institutions Program (DHSI). UCF has satisfied both title III and V requirements for need-based assistance and minority enrollments (39% and 25%, respectively). In the past five years, the UCF Hispanic /Latino population has increased from 19% to 25% and continues to grow.
https://diversity.ucf.edu/files/2015/02/UCF-HSI-Overview.pdf

Office of Equal Opportunity and Affirmative Action Programs: Search and Screening Guidelines, Faculty and Administrative & Professional Positions
*UCF uses search committees to prevent discrimination and practice affirmative action. These search committees are diverse by race/ethnicity and sex. UCF also employs specific hiring guidelines and the use of equal opportunity and affirmative action language in all job description postings.
http://www.eeo.ucf.edu/documents/SearchScreeningGuidelines.pdf

Recruiting a Diverse Faculty (EEOA 9-1-15)
*To recruit a diverse faculty, UCF assembles search committees that are diverse. These committee members must complete Harvard Implicit Association Tests. Moreover, to ensure a diverse pool of employees, UCF recruits minorities and women by emailing job postings to minority serving institutions. Additionally, UCF conducts an assessment of race/sex diversity within applicant pools through Human Resources.
http://www.eeo.ucf.edu/documents/RecruitingaDiverseFaculty.pdf

The LEGACY Leadership and Mentoring Program
The LEGACY Leadership and Mentoring Program supports the retention and graduation of all ethnic minority students who are sophomores, junior or seniors at the University of Central Florida.
The LEGACY Program is an mentorship program where students are paired with the amazing faculty and staff members, provided with professional development opportunities and leadership positions in the LEGACY Executive Board.

CREAR (College Readiness, Achievement and Retention) Futuros
CREAR Futuros, which means “To Create Futures” in Spanish, is a peer-mentor based initiative designed to improve student success at targeted UCF colleges. CREAR students will be paired with knowledgeable and highly trained upper-class UCF peer-mentors that will introduce them to campus resources, provide tips on stress and time management, and offer insight on how to make the most out of their time at UCF.

Leadership Empowerment Program (LEP)
The LEP provides opportunities for selected faculty and staff to gain career-enhancing skills and experiences in today’s changing educational environment. With a completely revised curriculum, the 2016-17 program will engage scholars in an exploration of leadership principles and strategies, professional skills and higher education issues through self-reflection, mentorship, engagement with dozens of guest speakers and project development.

Black Faculty and Staff Association
The University of Central Florida’s Black Faculty and Staff Association (BFSA) is an organization representative of UCF’s goal to be more inclusive and diverse.
The BFSA’s mission is to promote an environment which fosters cultural sensitivity and enrichment by providing quality programming, networking opportunities and guidance to UCF’s Black students, faculty and staff; and the greater UCF community.
HTTP://WWW.BFSA-UCF.ORG

Latino Faculty and Staff Association
The University of Central Florida’s Latino Faculty and Staff Association (LaFaSA) is an organization dedicated to raising awareness and advocating for the needs and goals of Latino faculty and staff at UCF. LaFaSA seeks to promote a family environment that embraces and respects the various identities within the Latino/a culture.
HTTP://WWW.UCFLAFASA.ORG

PRIDE Faculty and Staff Association
We are an organization for faculty and staff whose focus is on making the University of Central Florida a better place for our every person. We are committed to all of UCF’s goals with primary focus on goal 4, to make UCF a more inclusive and diverse campus. Many members of PFSA are actively involved in the LBGTQ+ community on campus and throughout Central Florida. We are proud to represent UCF in many organizations and groups. We serve in a variety of volunteer positions on numerous boards of directors offering our guidance and leadership to the greater community. We are proud of the student-activists on our campus and of the graduate-activists who are working to change our state and nation.
HTTP://WWW.UCFPRIDE.ORG