| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 66.29 |
| Liaison | Kevin Kirsche |
| Submission Date | Dec. 22, 2017 |
| Executive Letter | Download |
University of Georgia
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Kevin
Kirsche Director of Sustainability 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:
Full policy including definitions: https://eoo.uga.edu/policies/non-discrimination-anti-harassment-policy
The University of Georgia (“the University”) is committed to maintaining a fair and respectful environment for living, work and study. To that end, and in accordance with federal and state law, University System of Georgia policy, and University policy, the University prohibits harassment of or discrimination against any person because of race, color, sex (including sexual harassment and pregnancy), sexual orientation, gender identity, ethnicity or national origin, religion, age, genetic information, disability, or veteran status by any member of the University Community (as defined below) on campus, in connection with a University program or activity, or in a manner that creates a hostile environment for any member of the University Community. Incidents of harassment and discrimination will be met with appropriate disciplinary action, up to and including dismissal or expulsion from the University.
Bias based on the protected categories of race, color, sex (including sexual harassment and pregnancy), sexual orientation, gender identity, ethnicity or national origin, religion, age, genetic information, disability, or veteran status will not hinder employment, study or institutional services, programs or activities. Bias factors will not be permitted to have an adverse influence upon decisions regarding students, employees, applicants for admission, applicants for employment, contractors, or volunteers or participants in or users of institutional programs, services, and activities. The University of Georgia will continue in its efforts to maintain an institutional environment free of such bias and restates its policy prohibiting the interference of such bias.
The University will follow the Board of Regents Student Sexual Misconduct Policy 4.1.7 found at http://www.usg.edu/policymanual/section4/C327/#p4.1.7_sexual_misconduct_policy. All allegations of discrimination and harassment not covered by the Board of Regents Student Sexual Misconduct Policy based on the protected categories will be handled pursuant to this Policy.
Every member of the University Community is expected to uphold this Policy as a matter of mutual respect and fundamental fairness in human relations. Every student of this institution has a responsibility to conduct himself/herself in accordance with this Policy as a condition of enrollment, and every University employee has an obligation to observe University policies as a term of employment.
In addition, one aspect of performance appraisal for University personnel at all levels of supervision and administration will include the qualitative evaluation of their leadership in implementing this Policy. Merit and productivity, free from prohibited bias, will continue to guide decisions relating to employment and enrollment.
Nothing in this Policy prevents a University Community member from filing a complaint with a state or federal agency or court.
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):
Any member of the University Community who feels he or she has experienced discrimination or harassment is encouraged, but not required, to clearly explain to the alleged offender that the behavior is objectionable and request that it cease. The University encourages any Community member to report any unresolved incidents of discrimination or harassment as outlined in this Policy.
University employees identified as witnesses are required to fully cooperate with an investigation. Any member of the University Community who willfully disregards, delays or thwarts an investigation or makes false statements during an investigation may be found in violation of this Policy and subject to disciplinary action under this Policy; provided, however, that this provision does not require persons accused under this Policy to make a statement or respond to the allegations against her/him during the investigation. If the accused chooses not to provide a statement or response to the allegations, that silence will be considered a general denial of the allegations. However, the investigation may ultimately proceed and result in a policy violation if the evidence collected proves a violation by a preponderance of the evidence.
The NDAH Officer/Title IX Coordinator or his/her designees will explain to all parties that he/she is not an advocate or representative for either the complainant or the respondent. Advocacy, counseling and support resources available on campus and in the greater community are identified at the end of this Policy.
Information obtained during the course of the complaint process will be shared with other participants or witnesses in the investigation only to the extent necessary to conduct a thorough, fair and impartial investigation.
Informal Process
The informal process is an opportunity to bring resolution to a complaint through awareness, education, and/or a facilitated discussion. Informal resolution may be appropriate if the complainant or alleged victim when not the complainant, respondent and EOO Director/NDAH Officer/Title IX Coordinator or his or her designee all agree. The informal process cannot be used to resolve complaints of sexual assault.
During an informal process, fact-finding occurs to the extent necessary to resolve the conflict and protect the interest of the parties and the University Community, but the EOO Director/NDAH Officer/Title IX Coordinator or his or her designee does not make a determination of whether the Policy has been violated. The complainant or respondent always has the option to end the informal process and request a formal process.
Informal resolutions may include, but are not limited to:
Training;
Changes to work or academic arrangements;
Housing reassignment;
Informal discussion with person whose conduct, if not stopped, could rise to the level of discrimination or harassment;
Advisory discussion with the respondent’s supervisor, professor or advisor; and
“No contact” directive to one or more of the parties.
Formal Process
All complaints that are not resolved through the informal process or to which the informal process does not apply (e.g., sexual assault complaints) are resolved through a formal process involving a full investigation conducted by the EOO Director/NDAH Officer/Title IX Coordinator designees.
As part of the formal process, the investigator will:
Inform complainant, alleged victim, and respondent of their right to be interviewed and provide evidence;
Obtain information and evidence, including the identity of any witnesses, from the complainant, alleged victim, and the respondent;
Attempt to obtain information from the identified witnesses;
Ask relevant questions, submitted by the parties, to any witness or party;
Ask additional questions deemed relevant by the investigator;
Collect and maintain appropriate documentation of the investigation;
Disclose appropriate information to others only on a need-to-know basis consistent with state and federal law;
Keep the appropriate supervisors/administrators/faculty informed of the status of the complaint and investigation, and seek input from them as appropriate when implementing any resolution or discipline; and
Provide the complainant, alleged victim, and the respondent the opportunity to review the evidence collected and respond to that evidence.
The respondent may choose to remain silent during the investigation. If the respondent chooses to remain silent without providing a verbal or written response to the allegations, the investigator will consider the absence of a response as a general denial of the alleged misconduct. The investigation will proceed and a Policy violation may be found against the respondent if supported by a preponderance of the evidence.
The interviews and exchange of information, including the opportunity to respond to evidence, through the investigator constitute the hearing process.
At the completion of the investigation process, the investigator will prepare a report of findings, which will be shared with the parties. The parties will have at least three (3) business days to submit a written response to the report. The investigator will respond to any additional information provided in the responses by continuing the investigation, make any modifications to the investigation report as appropriate, or finalize the report of findings without further action.
University and Community Support Services
UGA Title IX Coordinator:
UGA Equal Opportunity Office & Title IX Coordinator - (706) 542-7912 or ugaeoo@uga.edu
http://eoo.uga.edu
Individual support, consultation and referral services:
· UHC Counseling and Psychiatric Services (CAPS) – (706) 542-2273 http://www.uhs.uga.edu/caps/
· UHC Office of Relationship and Sexual Violence Prevention (RSVP) (provides crisis support, information, advocacy, education and outreach) – (706) 542- 7233 or (706) 542-8690 https://www.uhs.uga.edu/rsvp/
· UGA Center for Counseling and Personal Evaluation – (706) 542-8508 http://www.coe.uga.edu/chds/research-centers-projects/the-center-for-counseling-and-personal-evaluation/
· UGA Psychology Clinic – (706) 542-1173
http://psychology.uga.edu/clinic/index.php
· Aspire Clinic (offers individual, couple, and family therapy) – (706) 542-4486 http://www.aspireclinic.org/
UGA Family Violence Clinic – (706) 542-6272 http://www.law.uga.edu/family-violence-clinic
· The Cottage Sexual Assault Center (provides interventions, referrals, support and resources for survivors of sexual assault) – (706) 546-1133; 24-hour Crisis Line:(877) 363-1912
http://www.northgeorgiacottage.org/
· Project Safe (24-hour confidential information and domestic violence services) –
(706) 543-3331
Employee Assistance Program (EAP) (professional help in work or personal life) – (888) 960-3305 https://espyr.com/
Health & medical services:
· University of Georgia’s Health Center - (706) 542-1162
http://www.uhs.uga.edu/index.html
o Women’s Clinic - (706) 542-8691
http://www.uhs.uga.edu/services/womens_clinic.html
o Primary Care Clinics and Urgent Care - (706) 542-1162
http://www.uhs.uga.edu/index.html
o John Fontaine, Jr. Center for Alcohol Awareness and Education – (706) 542-1162 http://www.uhs.uga.edu/aod/
o Health Promotion Department – (706) 542-8690
http://www.uhs.uga.edu/healthpromotion/
Collegiate Recovery Community – (706) 542-0285
· St. Mary’s Hospital - (706) 389-3000
http://www.stmarysathens.org/
· Athens Regional Medical Center - (706) 475-7000
http://www.athenshealth.org/healthservices
· Athens-Clarke County Health Department - (706) 389-6921
http://publichealthathens.com/wp/clinics/health-departments/clarke-county/
Law enforcement and student conduct services:
· University of Georgia Police Department – 911 or (706) 542-2200
Athens-Clarke County Police Department – 911 or (706) 613-3330
http://www.athensclarkecounty.com/200/Police
· UGA Office of Student Conduct – (706) 542-1131
Academic support or problem solving:
· Office of the Vice President for Student Affairs - (706) 542-3564
http://studentaffairs.uga.edu/
· Office of Dean of Students, including Student Care and Outreach– (706) 542-7774
· Division of Academic Enhancement – (706) 542-5436
· UGA Regents’ Center for Learning Disorders – (706) 542-4589
· UGA Disability Resource Center – (706) 542-8719/(706) 542-8778 (tty) or dsinfo@uga.edu
· UGA Human Resources – (706) 542-2222 or hrweb@uga.edu
· Office of Legal Affairs – (706) 542-0006
· Ombudsperson Program (http://www.uga.edu/ombudsperson/):
o For Students – Karen Saunders at (706) 542-7774 or ksaunders@uga.edu
o For Faculty – Cathy Jones at (706) 542-3159 or cmjones@uga.edu
o For Staff – Steven P. Gibson at (706) 542-1147 or sgibson@uga.edu
Housing services:
· University Housing Department – (706) 542-1421
· Residential Programs & Services – (706) 542-6533 or rps@uga.edu
https://housing.uga.edu/housing-staff/residential-programs-services
· Family & Graduate Housing – (706) 542-1473 or fgh@uga.edu
https://housing.uga.edu/family-graduate
Cultural support:
· UGA Office of Multicultural Services and Programs – (706) 542-5773
· UGA Disability Resource Center – (706) 542-8719/(706) 542-8778 (tty) or dsinfo@uga.edu
· Lesbian, Gay, Bisexual and Transgender (LGBT) Resource Center – (706) 542-4077
· Student Veterans Resource Center – (706) 542-9629
· UGA International Student Life – (706) 542-5867
· International Student, Scholar and Immigration Services – (706) 542-2900 or issis@uga.edu
http://international.uga.edu/issis/
· UGA Office of Institutional Diversity – (706) 583-8195 or diverse@uga.edu
Women’s Resources Initiative
http://women.uga.edu/
(https://eoo.uga.edu/policies/non-discrimination-anti-harassment-policy)
The Equal Opportunity Office (https://eoo.uga.edu/) is responsible for ensuring that UGA complies with all applicable laws and policies regarding discrimination on the basis of race, sex (including sexual harassment and pregnancy), gender identity, sexual orientation, ethnicity or national origin, religion, age, genetic information, disability or veteran status.
The EOO also:
--Administers and enforces UGA’s Non-Discrimination and Anti-Harassment Policy
--Administers within the UGA community the University System of Georgia Board of Regents' Student Sexual Misconduct Policy
--Houses the University’s Title IX Coordinator and ADA/Section 504 Coordinator
--Administers the University’s Affirmative Action Plan for University employees
--Maintains the University System of Georgia Applicant Clearinghouse (a job placement referral service for colleges and universities in the Board of Regents’ system)
--Coordinates UGA’s Ombudsperson Program.
https://eoo.uga.edu/policies/non-discrimination-anti-harassment-policy
"Any administrator, supervisor, faculty member, responsible employee or other person in a position of authority who is not a confidential resource as defined above (a “Responsible Employee”) who knows of, or receives a complaint of, potential discrimination or harassment or potential violation of the Prohibited Consensual Relationship provision must fully report the information or complaint to the EOO promptly. Student employees who serve in a supervisory, advisory, or managerial role are Responsible Employees and in positions of authority for purposes of this Policy (e.g., teaching assistants, residential assistants, student managers, orientation leaders, etc.) and must also promptly report discrimination or harassment to the EOO. A complaint or report of discrimination or harassment made to any administrator, supervisor, faculty member or other Responsible Employee or person in a position of authority generally obligates the University to investigate the incident and take appropriate steps to address the situation...All reports and complaints of discrimination or harassment that may fall under the jurisdiction of this Policy will be promptly evaluated and appropriate action will be taken as expeditiously as possible. ...Complaints and reports of discrimination and harassment should be reported as soon as possible after the incident(s) in order to be most effectively investigated. Complaints may be made in person, in writing (via complaint form, email or otherwise) or over the phone. "
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:
Student Recruitment
Georgia Daze, a program of the Office of Institutional Diversity
--In the Fall 2004, three African Americans students founded Georgia Daze at the University of Georgia. Georgia Daze is a overnight campus visitation program for high school seniors that have been admitted to UGA. This program aims to encourage talented, historically underrepresented students to enroll at the University of Georgia. During this weekend prospective students are exposed to classes, faculty, campus leaders, University Housing, dining halls and student organizations.
--2017 Georgia Daze weekend programs were held February 24 - 25 and April 21 - 22. The cost of the program is $40.00. During this weekend, parents are invited and encouraged to attend a half-day orientation provided by the Office of Institutional Diversity on the Friday of that weekend.
--Academic year 2015-16, 88 admitted students participated over the two weekends. As a result, 85% of the Georgia Daze participants enrolled at the University of Georgia.
Graduate Student Recruitment
The University of Georgia Graduate School’s Office of Recruitment & Diversity Initiatives Future Scholars Visitation Program serves as a recruitment tool for prospective graduate students, allowing them to visit the University of Georgia campus and their academic departments of interest. This program follows the University of Georgia’s strategic plan to create a more diverse environment on campus by recruiting students from underrepresented within the discipline and/or first-generation populations. (http://grad.uga.edu/index.php/diversity/future-students/future-scholars-visitation-program/)
The Future Scholars Visitation Program serves as a recruitment tool for prospective graduate students, allowing them to visit the University of Georgia campus and their academic departments of interest. This program follows the University of Georgia’s strategic plan to create a more diverse environment o
Staff Recruitment
UGA recruits staff through an institutional membership with Diverse Hires. This allows departments across campus to post their job openings to a site with wide viewership of professionals from diverse background.
Faculty Recruitment
UGA efforts to recruit a diverse faculty is primarily coordinated through the Southern Regional Education Board’s doctoral scholars program. Representatives from UGA and the Office of Institutional Diversity attend their annual conference and actively recruit newly minted and graduating PhD from a variety of fields. Years in which the host city is Atlanta (one every 2-3 years) we host a reception with UGA faculty, some academic administrators, and the doctoral students.
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:
CASA - Cultures of Academic Success and Achievement. CASA is a new program at UGA and is intended to help historically underrepresented students achieve and maintain academic success at UGA. CASA will collaborate with other units to match student needs with campus resources.
UGA also boasts a rich community of Cultural Student Organizations, many of which receive funding from the university. http://msp.uga.edu/awareness/culturalstudies.html
Multicultural Services & Programs has a listing of books and videos that can be rented with the intent "To transform relationships among UGA students through dialogue by addressing tensions related to, but not limited to, race, gender, socioeconomic status, religion, sexual orientation, and other diversity-related issues." - http://msp.uga.edu/resources/videos.html
The E Series: Engage ~ Expand ~ Enhance
MSP invites you to join us as we embark on a common journey of self-reflection, critical thinking and community building. Diverse opinions, profound insights and fascinating discussion will be explored across a broad scope of experiences. - http://msp.uga.edu/services/speakers.html
Additionally, there are a number of institutes specific to various underrepresented groups; a list can be found at: http://msp.uga.edu/awareness/glossary.html
Additional University and Community Support Services for students, faculty and staff:
UGA Title IX Coordinator:
UGA Equal Opportunity Office & Title IX Coordinator - (706) 542-7912 or ugaeoo@uga.edu
http://eoo.uga.edu
Individual support, consultation and referral services:
· UHC Counseling and Psychiatric Services (CAPS) – (706) 542-2273 http://www.uhs.uga.edu/caps/
· UHC Office of Relationship and Sexual Violence Prevention (RSVP) (provides crisis support, information, advocacy, education and outreach) – (706) 542- 7233 or (706) 542-8690 https://www.uhs.uga.edu/rsvp/
· UGA Center for Counseling and Personal Evaluation – (706) 542-8508 http://www.coe.uga.edu/chds/research-centers-projects/the-center-for-counseling-and-personal-evaluation/
· UGA Psychology Clinic – (706) 542-1173
http://psychology.uga.edu/clinic/index.php
· Aspire Clinic (offers individual, couple, and family therapy) – (706) 542-4486 http://www.aspireclinic.org/
UGA Family Violence Clinic – (706) 542-6272 http://www.law.uga.edu/family-violence-clinic
· The Cottage Sexual Assault Center (provides interventions, referrals, support and resources for survivors of sexual assault) – (706) 546-1133; 24-hour Crisis Line:(877) 363-1912
http://www.northgeorgiacottage.org/
· Project Safe (24-hour confidential information and domestic violence services) –
(706) 543-3331
Employee Assistance Program (EAP) (professional help in work or personal life) – (888) 960-3305 https://espyr.com/
Health & medical services:
· University of Georgia’s Health Center - (706) 542-1162
http://www.uhs.uga.edu/index.html
o Women’s Clinic - (706) 542-8691
http://www.uhs.uga.edu/services/womens_clinic.html
o Primary Care Clinics and Urgent Care - (706) 542-1162
http://www.uhs.uga.edu/index.html
o John Fontaine, Jr. Center for Alcohol Awareness and Education – (706) 542-1162 http://www.uhs.uga.edu/aod/
o Health Promotion Department – (706) 542-8690
http://www.uhs.uga.edu/healthpromotion/
Collegiate Recovery Community – (706) 542-0285
· St. Mary’s Hospital - (706) 389-3000
http://www.stmarysathens.org/
· Athens Regional Medical Center - (706) 475-7000
http://www.athenshealth.org/healthservices
· Athens-Clarke County Health Department - (706) 389-6921
http://publichealthathens.com/wp/clinics/health-departments/clarke-county/
Law enforcement and student conduct services:
· University of Georgia Police Department – 911 or (706) 542-2200
Athens-Clarke County Police Department – 911 or (706) 613-3330
http://www.athensclarkecounty.com/200/Police
· UGA Office of Student Conduct – (706) 542-1131
Academic support or problem solving:
· Office of the Vice President for Student Affairs - (706) 542-3564
http://studentaffairs.uga.edu/
· Office of Dean of Students, including Student Care and Outreach– (706) 542-7774
· Division of Academic Enhancement – (706) 542-5436
· UGA Regents’ Center for Learning Disorders – (706) 542-4589
· UGA Disability Resource Center – (706) 542-8719/(706) 542-8778 (tty) or dsinfo@uga.edu
· UGA Human Resources – (706) 542-2222 or hrweb@uga.edu
· Office of Legal Affairs – (706) 542-0006
· Ombudsperson Program (http://www.uga.edu/ombudsperson/):
o For Students – Karen Saunders at (706) 542-7774 or ksaunders@uga.edu
o For Faculty – Cathy Jones at (706) 542-3159 or cmjones@uga.edu
o For Staff – Steven P. Gibson at (706) 542-1147 or sgibson@uga.edu
Housing services:
· University Housing Department – (706) 542-1421
· Residential Programs & Services – (706) 542-6533 or rps@uga.edu
https://housing.uga.edu/housing-staff/residential-programs-services
· Family & Graduate Housing – (706) 542-1473 or fgh@uga.edu
https://housing.uga.edu/family-graduate
Cultural support:
· UGA Office of Multicultural Services and Programs – (706) 542-5773
· UGA Disability Resource Center – (706) 542-8719/(706) 542-8778 (tty) or dsinfo@uga.edu
· Lesbian, Gay, Bisexual and Transgender (LGBT) Resource Center – (706) 542-4077
· Student Veterans Resource Center – (706) 542-9629
· UGA International Student Life – (706) 542-5867
· International Student, Scholar and Immigration Services – (706) 542-2900 or issis@uga.edu
http://international.uga.edu/issis/
· UGA Office of Institutional Diversity – (706) 583-8195 or diverse@uga.edu
Women’s Resources Initiative
http://women.uga.edu/
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:
UGA participates in The Southern Regional Education Board (SREB) State Doctoral Scholars Program. The program is funded in part by participating states and participation depends upon university support. Only universities committed to the program's goals sponsor doctoral scholars. In return, some participating states require that doctoral scholars teach in-state after completing their degrees.
Also, the Peach State LSAMP is an NSF-funded program that supports undergraduates from under-represented groups seeking degrees in the STEM disciplines (Sciences, Technology, Engineering and Mathematics). The program provides mentoring, financial support, and academic opportunities such as research. One of the program's main goals is to encourage these minority students to go on to graduate school and higher education. A long term view of this program is that they may pursue careers in academia. (http://diversity.uga.edu/programs/peach_state_lsamp/)
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:
Gender-neutral bathroom locations, Athens Campus: https://eoo.uga.edu/athens_campus_unisex_restroom_locations
LGBT Resource Center: lgbt.uga.edu
Multicultural Services and Programs: https://msp.uga.edu/
Gender-neutral bathroom locations, Athens Campus: https://eoo.uga.edu/athens_campus_unisex_restroom_locations
LGBT Resource Center: lgbt.uga.edu
Multicultural Services and Programs: https://msp.uga.edu/
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.