|Submission Date||Feb. 27, 2019|
University of Idaho
PA-6: Support for Underrepresented Groups
|1.50 / 3.00||
Chief Diversity Officer
Office of Human Rights, Access & Inclusion
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 2018 nondiscrimination statement is located on the diversity website at https://www.uidaho.edu/ocri/policy-procedure/nondiscrimination-policy
A copy of the statement is available under PA-6 additional documentation.
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):
The institution's discrimination response protocol asks students and employees who witness or overhear something that might be harassment, discrimination or bias to report it. The following information regarding the incident will be helpful when reporting:
1.Name of person accused (if known);
2.Date & location;
3.Names of others involved; and
4.Description of the incident.
Reports can be submitted by completing a Vandal Care online form, or by sending a note to email@example.com, or firstname.lastname@example.org. Concerns may be resolved through informal interventions, mediation or as a result of a formal investigation. Formal investigations generally will take place as a result of your decision to file a formal complaint but in some situations, the UI may have a legal obligation to investigate, regardless.
For support and guidance, students are referred to the Counseling & Testing Center, LGBTQA Office, Disability Support Services, Violence Prevention Programs, Office of Multicultural Affairs, Native American Student Center, and the College Assistance Migrant Program. Employees are referred to the Employee Assistance Plan, and Human Resources. Students and employees are referred to the Ombuds, Alternatives to Violence of the Palouse and the Women’s Center.
During the previous three years some actions we have taken have been things like responding to graffiti that has been etched in elevator doors that were racist and biased, flyer distributions across campus that were promoting hate and bias, education programs developed across campus to provide avenues for open discussion on current immigration reform, executive orders, and the development of a bias response page on the Diversity and Equity website.
Initiatives and Priorities:
-Access and inclusion: developed campus-wide climate focused campaign
-Investigate discrimination and harassment complaints, provide written reports and determine action to be taken.
-Title IX Coordination: Monitor gender equity in all UI terms and conditions of employment, educational and co-curricular opportunities. Includes sexual discrimination and sexual harassment prevention and complaint response.
-Education and Outreach: Information and educational outreach on the arc of issues regarding human rights, access, inclusion, diversity dimensions, equity and equal opportunity.
-University-wide Policy & Procedure Review: Embed diversity practices systemically
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:
Yes, we do recruit students from underrepresented groups. The Office Admissions has a Multicultural recruiter whose primary target is Latino students, but they also aid in the recruitment of students of color. Other underrepresented student groups that are recruited include migrant/seasonal students who are predominately Latino. This recruitment initiative is led by the College Assistance Migrant Program. Recruitment of Native American students is implemented out of the Native American Student Center and the Office of Tribal Relations.
In addition, we recruit staff and faculty from underrepresented groups. We conduct search committee training campus-wide which teaches what affirmative action and equal employment opportunity are and how our campus is impacted. Included with that is the importance of outreach and broad and targeted advertising for all posted positions. We also send affirmative action information to search committees regarding goals for the job group in which their position is placed, and provide advertising resources for those groups.
We also have a website with lots of information regarding affirmative action and equal employment opportunity.
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:
Office of Multicultural Affairs OMA): 3 Full time staff (Director, Program Coordinator, Administrative Assistant) and 6 student assistants—shares with the Women’s Center a 30 hr week mentor coordinator cultural programming, directs Diversity Scholars program (intensive student of color retention program), oversees and advises multicultural student organizations.
CAMP (college assistance migrant program): 4 full time staff (Director, Assistant Director, Program Coordinator, Administrative Assistant) and 2 student assistants federally funded program to recruit annual cohort of students with migrant/agricultural labor background with emphasis on cohort high-touch, high impact first year transition.
LGBTQQA Office: 1 Full time staff member (coordinator and 2 student assistants develops and directs variety of programs for LGBTQQA students and about LGBTQAA issues. Houses the Safe Zone program. Coordinates the annual Lavender Graduation.
Native American Student Center (NASC): 2 full time staff (Director and Program Coordinator), 1 part time coordinator (part time during academic year, full time in summer) that runs the Summer bridge program, HOIST, focusing on introducing Native students to the STEM fields. Academic Year: in addition to Director, Program Coordinator, HOIST Coordinator: 3 student assistants. Summer: additional 3 Instructors and 6 Resident Assistants/Mentors. The NASC directs recruitment and in particular retention programs for Native American students. Conducts cultural programming for campus and the annual PowWow.
Women’s Center: 3 full time staff: Director, Program Coordinator, Administrative Assistant and 6 student interns, plus shares with OMA a 30 hour week mentor coordinator for educational outreach on broad dimension of gender issues. Student services for students. Deputy title ix duties.
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:
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:
public map of gender-neutral bathrooms: https://www.uidaho.edu/diversity/edu/lgbtqa/coming-out/gender-inclusive-restrooms
Theresa Nuhn, Equal Employment Opportunity specialist, Human Resources
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 and complete the Data Inquiry Form.