| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 52.36 |
| Liaison | Matthew Williams |
| Submission Date | Dec. 4, 2020 |
| Executive Letter | Download |
University of Florida
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Hannah
Ulloa Digital Content Manager Office of Sustainability |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
"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/
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):
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.
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:
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.
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:
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/)
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:
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/)
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:
Data source(s) and notes about the submission:
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 or simply email your inquiry to stars@aashe.org.