University of Delaware
PA-6: Support for Underrepresented Groups

The University of Delaware does not discriminate against any person on the basis of race, color, national origin, sex, gender identity or expression, sexual orientation, genetic information, marital status, disability, religion, age, veteran status or any other characteristic protected by applicable law in its employment, educational programs and activities, admissions policies, and scholarship and loan programs as required by Title IX of the Educational Amendments of 1972, the Americans with Disabilities Act of 1990, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964, and other applicable statutes and University policies. The University of Delaware also prohibits unlawful harassment including sexual harassment and sexual violence. Please see https://sites.udel.edu/oei/non-discrimination-policy/ for details.

Complaint Process Informal: The complainant has the option to resolve the matter informally. The complainant and the respondent will work with a member of the OEI staff to resolve the matter and in some cases other offices may be brought into the conversation to resolve the issue. A possible outcome may result in moving the complaint into the Formal Process. See the policy for more details on this process. Formal: The complainant has the option to file a formal complaint in most cases, and an investigation may ensue. An investigator will interview the complainant, the respondent and any witnesses, and collect any documentation that may be relevant to the case. Once the investigation has concluded, the parties are invited to meet with the investigator to review the draft report and respond to it in writing as outlined in the policy. The investigator then completes the final report and notifies the parties in writing of the outcome. The parties are invited to meet with the investigator to review and discuss the final report and to learn of next steps. Sanctioning and appeal processes are outlined in detail in the policy. Standard of Proof: The standard of proof in all matters under this Policy will be preponderance of the information. This standard requires the Investigator to conclude that it is more likely than not that the Respondent violated this policy in order for there to be a finding of responsible. Under this standard, individuals are presumed not to have violated this Policy unless a preponderance of the information supports a finding of responsible.

The University of Delaware’s educational mission is to prepare students to live in an increasingly interconnected and diverse world. To do so, we are committed to fostering a robust educational environment that supports critical thinking, free inquiry, and an understanding of diverse views and values. We see diversity as a core value and guiding principle for our educational mission and thus must work to make diversity an integral part of everyday life on campus. To this end, we take diversity to mean both the recognition and appreciation of the different backgrounds, values, and ideas of those who comprise our campus, as well as a commitment to ensuring that all people on our campus are treated according to principles of fairness, civility, dignity, and equity. We are committed to building an educational community that understands people from different backgrounds and economic circumstances, with different needs, and from diverse personal and philosophical beliefs. We want to make all people who are part of the University feel welcome and valued in campus life. Our University is committed to embracing a diverse and inclusive campus that reflects our collective views, experiences, capabilities, cultures, aspirations, and ultimately our commitment to excellence. Educational communities are enriched by the contributions and full participation of people from different backgrounds. We strive to: Increase the racial and cultural diversity of its students, faculty and staff. Create a climate that encourages the University community to respect and appreciate individual and cultural differences. Promote equity for people of different backgrounds throughout all areas of University life. Develop organizational practices that include the participation and perspectives of these groups. Enhance the curriculum by including the contributions and perspectives of different races, cultures and gender admissions website, HR website

UD is implementing many recommendations from our Diversity Action Plan, including underrepresented group Caucuses which meet regularly with the Office of Equity and Inclusion to discuss issues or concerns and guide University action. The University also has programs and resources available to faculty, staff and students - from free educational programming and professional development to support groups or networks - to support and improve a campus climate of diversity and inclusion, and to support underrepresented groups on campus.

UD's Faculty Senate Committee of Diversity and Inclusion will "review all University policies and practices pertaining to diversity and inclusion in the recruiting and retaining of students and faculty. The committee shall submit an annual report in May evaluating the status of policies and practices, including current data on the recruitment and retention of underrepresented faculty and students. It shall recommend for consideration by the Senate statements of goals, policies, and practices pertaining to (1) the recruitment, retention, promotion, and general well-being of underrepresented faculty; (2) teaching by faculty that contributes to an inclusive, dynamic campus community in which underrepresented populations are welcomed, represented, and engaged; and (3) encouraging faculty research that furthers knowledge of diversity in its many forms." This Committee of the Faculty Senate also works with the Executive Council Diversity Committee and the Vice Provost for Diversity to pursue the goals of the Equity and Inclusion Action Plan