| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 69.87 |
| Liaison | Kevin Kirsche |
| Submission Date | June 22, 2021 |
University of Georgia
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Nate
Shear Sustainability Metrics Intern Office of Sustainability |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
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 6.7 found at http://www.usg.edu/policymanual/section6/C2655 . 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.
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 6.7 found at http://www.usg.edu/policymanual/section6/C2655 . 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.
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
II. Rights & Responsibilities
C. Confidentiality
The University strongly supports an individual’s interest in confidentiality, particularly in instances involving sexual misconduct. When a Complainant or alleged victim requests their identity be withheld or the allegation(s) not be investigated, the University will consider, through the EOO Director/Title IX Coordinator, whether this request can be honored while still complying with other laws, regulations, or policies and providing a safe and nondiscriminatory environment for the University. Honoring the request may limit the University’s ability to respond fully to the incident and may limit the University’s ability to discipline the Respondent. The Complainant or alleged victim will be informed of any decision to act contrary to the request for confidentiality or no investigation before any disclosures are made and before an investigation begins.
In support of an individual’s request for confidentiality and the University’s interest in learning about incidents of discrimination and harassment, the University designates two levels of confidential resources:
1. Privileged Resource Employee: Employees working in one or more of the groups listed below are not required to report patient or client disclosures of harassment or discrimination to the NDAH Officer/Title IX Coordinator:
University Health Center CAPS (Counseling and Psychiatric Services)
University Health Center Medical Clinicians
UGA Psychology Clinic
UGA Center for Counseling and Personal Evaluation
Aspire Clinic
UGA Family Violence Clinic
Veterans Legal Clinic
Wilbanks Child Endangerment and Sexual Exploitation Clinic
UGA First Amendment Clinic
2. Support Resource Employee: These employees may talk to an alleged victim in confidence and generally report to the University only that the incident occurred (date, time, location and perpetrator, if known) without revealing information that will personally identify the alleged victim. Disclosures to these employees will not automatically trigger an investigation against the alleged victim’s wishes; provided, however, that these employees are required to fully disclose to EOO any report where there is a threat of danger to the community (including to the alleged victim):
University Health Center RSVP (Relationship and Sexual Violence Prevention)
University Ombudspersons
Student Care and Outreach
The university provides various resources for community and individual support for students/staff experiencing discrimination:
IV. University and Community Support Resources
UGA Title IX Coordinator
UGA Equal Opportunity Office & Title IX Coordinator
(706) 542-7912
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/
University Health Center Process Support Services
https://www.uhs.uga.edu/processsupport/process-support-services
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 Office of Multicultural Services and Programs
(706) 542-5773
http://msp.uga.edu/
UGA Disability Resource Center
(706) 542-8719 / (706) 542-8778 (tty)
dsinfo@uga.edu
http://drc.uga.edu/
Lesbian, Gay, Bisexual and Transgender (LGBT) Resource Center
(706) 542-4077
http://lgbtcenter.uga.edu/
UGA Office of Institutional Diversity
(706) 583-8195
diverse@uga.edu
http://diversity.uga.edu/
Full Policy: https://eoo.uga.edu/policies-resources/ndah-policy/
C. Confidentiality
The University strongly supports an individual’s interest in confidentiality, particularly in instances involving sexual misconduct. When a Complainant or alleged victim requests their identity be withheld or the allegation(s) not be investigated, the University will consider, through the EOO Director/Title IX Coordinator, whether this request can be honored while still complying with other laws, regulations, or policies and providing a safe and nondiscriminatory environment for the University. Honoring the request may limit the University’s ability to respond fully to the incident and may limit the University’s ability to discipline the Respondent. The Complainant or alleged victim will be informed of any decision to act contrary to the request for confidentiality or no investigation before any disclosures are made and before an investigation begins.
In support of an individual’s request for confidentiality and the University’s interest in learning about incidents of discrimination and harassment, the University designates two levels of confidential resources:
1. Privileged Resource Employee: Employees working in one or more of the groups listed below are not required to report patient or client disclosures of harassment or discrimination to the NDAH Officer/Title IX Coordinator:
University Health Center CAPS (Counseling and Psychiatric Services)
University Health Center Medical Clinicians
UGA Psychology Clinic
UGA Center for Counseling and Personal Evaluation
Aspire Clinic
UGA Family Violence Clinic
Veterans Legal Clinic
Wilbanks Child Endangerment and Sexual Exploitation Clinic
UGA First Amendment Clinic
2. Support Resource Employee: These employees may talk to an alleged victim in confidence and generally report to the University only that the incident occurred (date, time, location and perpetrator, if known) without revealing information that will personally identify the alleged victim. Disclosures to these employees will not automatically trigger an investigation against the alleged victim’s wishes; provided, however, that these employees are required to fully disclose to EOO any report where there is a threat of danger to the community (including to the alleged victim):
University Health Center RSVP (Relationship and Sexual Violence Prevention)
University Ombudspersons
Student Care and Outreach
The university provides various resources for community and individual support for students/staff experiencing discrimination:
IV. University and Community Support Resources
UGA Title IX Coordinator
UGA Equal Opportunity Office & Title IX Coordinator
(706) 542-7912
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/
University Health Center Process Support Services
https://www.uhs.uga.edu/processsupport/process-support-services
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 Office of Multicultural Services and Programs
(706) 542-5773
http://msp.uga.edu/
UGA Disability Resource Center
(706) 542-8719 / (706) 542-8778 (tty)
dsinfo@uga.edu
http://drc.uga.edu/
Lesbian, Gay, Bisexual and Transgender (LGBT) Resource Center
(706) 542-4077
http://lgbtcenter.uga.edu/
UGA Office of Institutional Diversity
(706) 583-8195
diverse@uga.edu
http://diversity.uga.edu/
Full Policy: https://eoo.uga.edu/policies-resources/ndah-policy/
Recruitment programs
Yes
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Yes
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
Yes
If yes to any of the above, provide:
Georgia Daze:
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. The 2020 Georgia Daze weekend program was held February 7 - 8. 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 the weekend.
GAAME:
The Georgia African American Male Experience (GAAME) is a program created to increase the enrollment and support African American males at the University of Georgia. GAAME has a weekend program which focuses on leadership and leadership development. During this weekend, admitted students will meet with distinguished faculty, prominent alumni, and leading members of the student body. Students will also participate in various extracurricular activities that the University has to offer.
Movimiento Latino:
Movimiento Latino was founded at the University of Georgia in the spring of 2008. The purpose of the daylong event is to encourage admitted Latino students to commit to the University of Georgia. During the program, admitted high school seniors will interact with faculty, students and campus leaders. In addition, they will have the opportunity to attend classes, visit University Housing and eat in the dining hall. Movimiento Latino invites admitted students and parents to participate in orientations given by the Office of Institutional Diversity and the university communities. We provide the program in both Spanish and English.
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.
Staff Recruitment:
UGA recruits staff through an institutional membership with Insight Into Diversity magazine. 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.
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. The 2020 Georgia Daze weekend program was held February 7 - 8. 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 the weekend.
GAAME:
The Georgia African American Male Experience (GAAME) is a program created to increase the enrollment and support African American males at the University of Georgia. GAAME has a weekend program which focuses on leadership and leadership development. During this weekend, admitted students will meet with distinguished faculty, prominent alumni, and leading members of the student body. Students will also participate in various extracurricular activities that the University has to offer.
Movimiento Latino:
Movimiento Latino was founded at the University of Georgia in the spring of 2008. The purpose of the daylong event is to encourage admitted Latino students to commit to the University of Georgia. During the program, admitted high school seniors will interact with faculty, students and campus leaders. In addition, they will have the opportunity to attend classes, visit University Housing and eat in the dining hall. Movimiento Latino invites admitted students and parents to participate in orientations given by the Office of Institutional Diversity and the university communities. We provide the program in both Spanish and English.
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.
Staff Recruitment:
UGA recruits staff through an institutional membership with Insight Into Diversity magazine. 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.
Mentoring, counseling and support programs
Yes
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Yes
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
Yes
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
During the "Building Bridges" Summer Institute, Peach State LSAMP hosts 14 incoming minority STEM freshmen for a three-week long residential program. The students will participate in professional development, academic enrichment, and social engagement activities designed to facilitate their transition from high school to the university setting. The program schedule includes workshops regarding effective resume writing, lab tours, research presentations, and panels focusing on student services available at UGA.
https://pslsamp.uga.edu/summerbridge/
UGA boasts a rich community of Cultural Student Organizations, many of which receive funding from the university.
https://msp.uga.edu/student-organizations/
The Office of Multicultural Programs and Services and the Division of Student Affairs at the University of Georgia present the MSP Lecture Series. The purpose of this series is to foster conversations within the realm of diversity, equity, and/or inclusion. Through these conversations, we seek to provide an educational experience that offers insight into issues revolving around diverse populations through research, lived experiences and lessons learned.
https://msp.uga.edu/msp-lecture-series/
Dialogues in Diversity is a lunchtime series that provides an opportunity for faculty and staff to discuss, share, and offer recommendations for enhancing diversity and inclusion across the University of Georgia campuses. Through Dialogues, our aim is to foster an informal gathering of awareness-building and action among our faculty and staff.
Each semester, the series has a centralized theme and features a faculty member from our UGA community who provides commentary around that theme as a catalyst to encourage discussions about diversity, equity, and inclusion at UGA. This is followed by small group discussions.
https://diversity.uga.edu/faculty_and_staff/individual_opportunities/dialogues_in_diversity/
The National Center for Faculty Development & Diversity (NCFDD) is an independent faculty development center dedicated to supporting academics in
making successful transitions throughout their careers. By becoming an Institutional Member, all
faculty, staff, postdocs, and graduate students at University of Georgia have access to the following member resources at no additional cost:
-Weekly Monday Motivator
-Monthly Core Curriculum Webinars
-Monthly Guest Expert Webinars
-Access to Multi-Week Courses
-Access to Dissertation Success Curriculum for graduate students
-Private Discussion Forum for peer-mentoring, problem-solving, & moderated writing challenges
-Monthly accountability buddy matches
-Access to 14-Day Writing Challenges
-Access to the Member Library that includes past webinar materials, referrals, and readings
https://diversity.uga.edu/faculty_and_staff/individual_opportunities/ncfdd/
https://pslsamp.uga.edu/summerbridge/
UGA boasts a rich community of Cultural Student Organizations, many of which receive funding from the university.
https://msp.uga.edu/student-organizations/
The Office of Multicultural Programs and Services and the Division of Student Affairs at the University of Georgia present the MSP Lecture Series. The purpose of this series is to foster conversations within the realm of diversity, equity, and/or inclusion. Through these conversations, we seek to provide an educational experience that offers insight into issues revolving around diverse populations through research, lived experiences and lessons learned.
https://msp.uga.edu/msp-lecture-series/
Dialogues in Diversity is a lunchtime series that provides an opportunity for faculty and staff to discuss, share, and offer recommendations for enhancing diversity and inclusion across the University of Georgia campuses. Through Dialogues, our aim is to foster an informal gathering of awareness-building and action among our faculty and staff.
Each semester, the series has a centralized theme and features a faculty member from our UGA community who provides commentary around that theme as a catalyst to encourage discussions about diversity, equity, and inclusion at UGA. This is followed by small group discussions.
https://diversity.uga.edu/faculty_and_staff/individual_opportunities/dialogues_in_diversity/
The National Center for Faculty Development & Diversity (NCFDD) is an independent faculty development center dedicated to supporting academics in
making successful transitions throughout their careers. By becoming an Institutional Member, all
faculty, staff, postdocs, and graduate students at University of Georgia have access to the following member resources at no additional cost:
-Weekly Monday Motivator
-Monthly Core Curriculum Webinars
-Monthly Guest Expert Webinars
-Access to Multi-Week Courses
-Access to Dissertation Success Curriculum for graduate students
-Private Discussion Forum for peer-mentoring, problem-solving, & moderated writing challenges
-Monthly accountability buddy matches
-Access to 14-Day Writing Challenges
-Access to the Member Library that includes past webinar materials, referrals, and readings
https://diversity.uga.edu/faculty_and_staff/individual_opportunities/ncfdd/
Support for future academic staff
Yes
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. https://www.sreb.org/doctoral-scholars-program
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. https://pslsamp.uga.edu/summerbridge/
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. https://pslsamp.uga.edu/summerbridge/
Optional Fields
Yes
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Gender-neutral bathroom locations, Athens Campus: https://eoo.uga.edu/athens_campus_unisex_restroom_locations
Multicultural Services and Programs: https://msp.uga.edu/
Diversity Initiatives: https://diversity.uga.edu/
Project Red - Campus Sustainability Grant Project to provide free menstrual products in gender neutral bathrooms
Multicultural Services and Programs: https://msp.uga.edu/
Diversity Initiatives: https://diversity.uga.edu/
Project Red - Campus Sustainability Grant Project to provide free menstrual products in gender neutral bathrooms
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.