Overall Rating Gold
Overall Score 75.41
Liaison Marianne Martin
Submission Date March 23, 2018
Executive Letter Download

STARS v2.1

University of Colorado Boulder
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Alphonse Keasley
Faculty, Asst Professor Attend
Academic Affairs
"---" indicates that no data was submitted for this field

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

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

CU-Boulder prohibits discrimination,[1] harassment and/or related retaliation based on protected class in admission and access to, and treatment and employment in, its educational programs and activities.[2] For purposes of this CU-Boulder policy, "protected classes" refers to race, color, national origin, sex, pregnancy, age, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy.

This prohibition applies to all students, faculty, staff, contractors, patients, volunteers, affiliated entities and other third parties. Any violations may be subject to disciplinary action, up to and including, expulsion or termination of employment, as applicable. CU-Boulder will consider what appropriate potential actions should be taken, including contract termination and/or property exclusion, regarding third party conduct that is alleged to have violated this policy; however those options may be limited depending on the circumstances of the arrangement.

This prohibition applies to conduct that occurs on campus. It also applies to off-campus conduct, including on-line or electronic conduct, if the conduct (1) occurred in the context of an employment or education program or activity of the University or (2) has continuing adverse effects on campus.

CU-Boulder takes prompt and effective steps reasonably intended to stop any form of discrimination, harassment, and/or related retaliation, eliminate any hostile environment, prevent its recurrence and as appropriate, remedy its effects.


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) 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 protocol or team (including examples of actions taken during the previous three years):

The Office of Institutional Equity and Compliance is committed to preventing and eliminating discrimination and harassment based on race, color, national origin, pregnancy, sex, age, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy at the University of Colorado Boulder.

The University is committed to taking appropriate action against those who violate the policy on discrimination and harassment, the sexual harassment policy, or the policy on amorous relationships. Individuals who violate these policies will be disciplined or subjected to corrective action, up to and including termination or expulsion.
Reporting incidents may be done at https://cuboulder.qualtrics.com/jfe/form/SV_0PnqVK4kkIJIZnf

When an individual notifies OIEC (either directly or through a responsible employee, advocate, third party or other) that they have experienced conduct prohibited by these policies, OIEC will provide assistance as needed (and whether or not there is a formal report or participation in an investigation) in accessing on and off campus services, including but not limited to counseling, health services, mental health services, victim advocacy, legal assistance, visa and immigration services, and/or the availability of forensic sexual assault nurse exams (“SANE”).

OIEC will also discuss options for resolution with the Complainant (formal investigation, informal resolution, or not proceeding with any action), privacy and confidentiality, the prohibition on retaliation, and the fact that there is no statute of limitations for addressing a complaint. If the individual would still like to maintain privacy and does not wish for OIEC to investigate or address the matter or the individual does not wish for OIEC to report the matter to law enforcement, the Executive Director of OIEC or designee will weigh and determine those requests against the University’s obligation to provide a safe, non-discriminatory environment for all students, faculty, and staff.

For a written summary of options and resources available to any victim of sexual misconduct or protected class discrimination and harassment, please refer to “Options for Reporting, Assistance, and University Resolution Process” on our website: http://www.colorado.edu/institutionalequity/reporting-options.

Other support resources include:
Office of Victim Assistance, Counseling and Psychiatric Services, Faculty and Staff Assistance Program, Moving to End Sexual Assault, and Safe House Progressive Alliance for Non-Violence.

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

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

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

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

The University of Colorado at Boulder seeks students that are highly qualified academically. In our judgment, having students learn from each other is an important part of the University's educational mission. Therefore, the campus also seeks diverse student populations that encompass a wide range of characteristics including geographic origins, social and economic backgrounds, races and ethnicities, viewpoints, special talents, and personal achievements. Assessing personal achievements shall take into account a prospective student's circumstances and obstacles that she or he has overcome. Diversity review shall compare all applicants based on all diversity criteria made relevant by this statement of policy. No separate procedure, track, or criteria may be used.

Admission visit programs that recruit underrepresented groups include:
Engineer Your Future: An Exploration Day for Women, Engineer Your Future: An Exploration Day for Diverse Students, Engineer Your Future: An Exploration Day for Transfer and Non-Traditional Students, Business at a Glace: An Exploration Day for Diverse Students, D.I.V.E. (Diversity and Inclusion Visit Experience)


The campus instituted its Strategic, Targeted, Accelerated Recruitment (STAR) program. As stated in the guidelines, “This program is particularly interested in scholars with the potential to bring to their academic careers the critical perspective that comes from their non-traditional educational background or understanding of the experiences of groups historically underrepresented in higher education.

See STAR, https://www.colorado.edu/facultyaffairs/sites/default/files/attached-files/star_program_with_deans_edits_9_13.pdf

Affirmative action is a part of the way CU Boulder regularly conducts its business and complements the philosophy and belief that diversity enriches the educational and employment experience for all faculty, staff and students at CU Boulder.
Policies and Resources: https://www.colorado.edu/hr/managers-and-supervisors/hiring/search
CU resources for recruiting from underrepresented groups: https://www.colorado.edu/hr/sites/default/files/attached-files/diversity_outreach_resources_1.pdf

Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:

A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:

The CU Leadership, Excellence, Achievement, and Diversity (CU-LEAD) Alliance is a unique set of academic learning communities whose students, faculty, and the staff is united to promote inclusive excellence. These “academic neighborhoods” foster scholastic camaraderie and promote student success through enhanced instruction, small group classes, leadership activities, computer labs, personal links to faculty and staff, scholarships, research experiences, advising, mentoring and tutoring, and community service for students of color and first-generation students. Programs include Designers Without Boundaries, Diverse Musicians Alliance Program, Diverse Scholars Program, Education Diversity Scholars Program, Journalism Diversity Scholars Program, Miramontes Arts and Sciences Program (MASP), Engineering BOLD Center (BOLD), Chancellor’s Leadership Residential Academic Program (CLR) and Ethnic Living and Learning Community (ELLC), Honors CU-LEAD Scholars Program. Student Outreach and Retention Center is another available resource.

The Center for Inclusion and Social Change (CISC) is a newly formed center within Student Affairs. It combines the Cultural Unity Center, the Women’s Resource Center and the Gender and Sexuality Center. As a center, it promotes intersectionality across social identities for all students, particularly underrepresented and marginalized students.

See CISC, https://www.colorado.edu/studentaffairs/diversity-inclusion

Undergraduate Research Opportunities Program (UROP) funds undergraduate research and creative work through individual grants, research assistantships, team grants and research seminars. The program is looking at new ways to recruit underrepresented academic departments and student populations in an effort to increase the range of the research and creative work it supports.

RAP and G-RAP programs: Diversity is served also by the “flagship initiatives” in the university’s strategic plan. For example, expanding residential academic programs under the flagship initiative “Residential Colleges” will foster a greater appreciation of diversity and community. Interdisciplinary work, which is the focus of the initiative on “Transcending Traditional Academic Boundaries,” includes research projects that incorporate diversity goals.

The CU McNeill Academic Program is a multicultural learning community that supports student's academic, personal and professional development through outstanding faculty and staff, excellent instruction, collaborative learning, community engagement and leadership development.

Graduate Students
The Graduate Teacher Program (gtp) prepares graduate students, including grad assistants and graduate part-time instructors (gpti), to offer the best learning opportunities for all students. They are committed to the Making Excellence Inclusive (MEI) and High Impact Practices as emphasized by the Association of American Colleges and Universities (AAC&U).

See gtp, https://www.colorado.edu/gtp/

Faculty Teaching Excellence Program (FTEP) promotes excellence in the service of student learning through its initiatives, workshops, symposia, individual consultations to faculty and research in undergraduate learning and in academic development for the faculty. The Program encourages shifts in faculty members’ thinking about undergraduate deep learning and constructing understanding as opposed to conveying knowledge.

See FTEP, http://www.colorado.edu/ftep/

The Faculty & Staff Assistance Program is dedicated to serving the emotional and psychological needs of the campus community. All FSAP staff are trained as generalist counselors and are equipped to deal with a wide range of personal and work related issues. You must be a CU Boulder employee to use FSAP services, and services are free to all CU Boulder faculty and staff members.

In order to help the CU Boulder campus deepen the practices of inclusive pedagogy, ODECE hosts regular conversations for the Inclusive Pedagogy Community of Practice (IPCoP). These conversations are meant to be “brave spaces” where faculty, staff and students can talk honestly about areas of concern and practice techniques for making excellence inclusive in lived experiences.

ODECE has worked with faculty in the College of Arts & Sciences and CU Law to conduct a new series of UndocuAlly sessions, which have been attended by over 80 faculty and staff thus far. The goal of these sessions is to help our community gain a greater appreciation of the challenges that undocumented students face and to provide resources for ways to show support for these students as allies.

The IMPART (Implementation of Multicultural Perspectives and Approaches in Research and Teaching) grant program develops a campus environment which supports and encourages diversity and inclusivity in approaches to scholarly work and teaching.

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?:

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

The campus has three major initiatives for preparing students from underrepresented groups for careers as faculty, Including: The Ronald E. McNair Post-Baccalaureate Achievement Program (McNair), the Colorado Diversity Initiative (CDI), and the CU-Boulder Post-Doctoral Fellowship (Fellowship). They include a program for undergraduate (McNair), graduate (CDI) and those with completed doctorates (the Fellowship).

See McNair, https://www.colorado.edu/mcnair/

See CDI, https://www.colorado.edu/smart/

See the Fellowship, https://www.colorado.edu/postdoctoralaffairs/current-postdocs/chancellors-postdoctoral-fellowship-program

Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:

The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:

The inventory of gender neutral bathrooms can be found at: http://www.colorado.edu/glbtqrc/

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.