University of Florida
PA-6: Support for Underrepresented Groups

"The University shall actively promote equal opportunity policies and practices conforming to laws against discrimination. The University is committed to non-discrimination with respect to race, creed, color, religion, age, disability, sex, sexual orientation, gender identity and expression, marital status, national origin, political opinions or affiliations, genetic information and veteran status as protected under the Vietnam Era Veterans’ Readjustment Assistance Act." https://lgbtq.multicultural.ufl.edu/about/non-discrimination-policy/

UF has established a Stop Bias resource through the U Matter We Care program, titled the RESPECT team. (https://respect.ufsa.ufl.edu/) The purpose of the RESPECT Team is to provide impacted parties of bias incidents opportunities to be heard and supported; understand and respond to situations that affect the University of Florida; educate and inform the community; and create awareness of ignorance and intolerance. This site includes information about stopping bias as well as resources focused on combating bias at UF. The program also includes ways to report bias incidents either to the Bias Education and Response Team or to report a bias incident or hate crime to the UF Police Department.

STUDENTS: UF has published a list of Recruitment & Retention Resources to Enhance Diversity (https://research.ufl.edu/research-program-development/research_program_development_docs/Recruitment_to_Enhance_Diversity.pdf) This list covers the variety of initiatives for student recruitment from underrepresented groups. For example, the Office of Graduate Diversity Initiatives (OGDI) is a function of the Graduate School dedicated to recruitment and retention of underrepresented graduate students. This includes increasing the number of UF graduate students from underrepresented ethnic/racial populations, low-income or first-generation college students, as well as advancing and promoting professional development for all graduate students at the University of Florida. (http://graduateschool.ufl.edu/about-us/offices/division-of-graduate-student-affairs-dgsa/graduate-diversity-initiatives-ogdi/) STAFF: UF's Human Resources website (https://hr.ufl.edu/manager-resources/recruitment-staffing/institutional-equity-diversity/) outlines UF's Equal Opportunity and Affirmative Action program which requires that UF "shall provide equal employment opportunities and practices for all qualified persons which conform to laws against discrimination on the basis of race, creed, religion, color, marital status, protected veteran status, sex, national origin, disability, political opinions or affiliations, age, genetic information, or handicap; and to promote the full realization of equal opportunity through a positive, continuing program of affirmative action which shall be aimed at enlarging and expanding the employment opportunities of qualified women and minority groups throughout the University." To reach these goals, HR outlines UF's commitment to assess deficiencies in the representation of women and minority groups and develop procedures to increase the employment of women and minorities at all levels. In the Hiring Center, HR provides comprehensive resources that include these topics for those responsible for hiring of new staff. In addition to this, HR clearly outlines guidelines for ADA compliance in the recruitment process as well as Veteran Preference in reviewing applicants (https://hr.ufl.edu/manager-resources/recruitment-staffing/hiring-center/managing-applications/reviewing-applicants/) FACULTY: HR provides comprehensive resources for members of Faculty Search Committees which outline diversity considerations, inclusive language, and expanding the applicant pool. (https://learn-and-grow.hr.ufl.edu/toolkits-resource-center/human-resources-toolkits/faculty-search-committee/) They also encourage Faculty Search Committees to assign or include an Equity Advisor on each committee who will ensure that equity and inclusive practices were used in all aspects of the hiring process in order to expand the diversity of the candidate pool. The UF Office of the Provost also encourages an Online Training Tutorial (http://aa.ufl.edu/policies/faculty-recruitment-and-retention/) for all Faculty Search Committee members, which address equity and diversity considerations and policies.

STUDENTS Office of Academic Support offers programs and services, including peer mentoring, to support first generation and students disadvantaged due to income, education or cultural factors. These students are often disproportionally from underrepresented groups (http://oas.aa.ufl.edu). The Office of Multicultural and Diversity Affairs also offers a number of resources and opportunities for involvement to students, including the University Minority Mentor Program. (http://www.multicultural.ufl.edu) FACULTY/STAFF - Association for Academic Women (http://aawufl.org) - Association of Black Faculty & Staff (http://handbook.aa.ufl.edu/resources/personnel-resources-and-information/faculty-development/) - Association of Hispanic Faculty and Staff (http://handbook.aa.ufl.edu/resources/personnel-resources-and-information/faculty-development/) - Gators Together is a certificate program for individual employees and supervisors. This diversity and inclusion program is designed to increase performance and engagement by creating an inclusive environment for our diverse talents. (https://learn-and-grow.hr.ufl.edu/courses-registration/gators-together/)

UF participates in and fully support a McNair Scholars Program whcih is funded by the U.S. Department of Education as one of the federal government's TRIO programs, this program prepares undergraduate students for pursuit of a doctoral degree by providing financial support, mentoring and opportunities so they can gain research experience, academic skills and strategies, and develop student/faculty mentor relationships that are so crucial for success in higher education. This program has a significant role in supporting underrepresented student groups to pursue and complete Ph.D. programs. (http://mcnair.aa.ufl.edu/about/) The Bridge to Doctorate Fellowship and the McKnight Doctoral Fellowship are examples of the programs offered through the Office of graduate Diversity Initiatives that focus specifically on increasing the success of underrepresented and/or minority students pursuing Ph.D's. (http://graduateschool.ufl.edu/prospective-students/funding/diversity-fellowships/) The UF/Santa Fe College Faculty Development Project is a partnership between the University of Florida and local Santa Fe College that aims to increase faculty diversity at Santa Fe College while providing doctoral students at UF with valuable teaching experience. Participants teach two courses per year at SFC and assist in its recruitment and retention of minority and underrepresented students. (http://graduateschool.ufl.edu/prospective-students/funding/other/ufsanta-fe-college-faculty-development-project/) The UF Warrington College of Business participates in The PhD project (https://www.phdproject.org/support-the-phd-project/participating-universities-2/) through the Ph.D. in Business Administration-Management which focuses on training students to become academic scholars and to place them at top research universities. (https://warrington.ufl.edu/phd-in-business-administration-management/)