Overall Rating Silver
Overall Score 56.22
Liaison Olivia Wiebe
Submission Date Jan. 28, 2022

STARS v2.2

University of Idaho
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Yolanda Bisbee
Chief Diversity Officer
Office of Human Rights, Access & Inclusion
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :
Yes

The non-discrimination statement, including the website URL where the policy is publicly accessible:

The 2021 nondiscrimination statement is located on the diversity website at
https://catalog.uidaho.edu/university/nondiscrimination-policy/


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
Yes

A brief description of the institution’s discrimination response protocol or team:

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 ocri@uidaho.edu, or titleix@uidaho.edu. 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.

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?:
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

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff 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. Recruitment for the African American/Black students beings this spring 2022 with the hire of a center director.

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.

https://www.uidaho.edu/human-resources/equal-employment-opportunity-affirmative-action/affirmative-action

https://www.uidaho.edu/human-resources/equal-employment-opportunity-affirmative-action/equal-employment-opportunity


Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
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:

Students:
Office of Multicultural Affairs OMA): 4 Full time staff (Director, Program Coordinator, Retention Specialist and 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): 3 full time staff (Director, Program Coordinator and recruiter), 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.

African American/Black Student Center: Director. Provides recruitment and outreach for African American/Black students and provides student services for currently enrolled students.

Academic and Non-Academic staff:

The African/Black Faculty and Staff have formed an affinity group. Affinity groups can assist the University with the recruitment, retention, and development of employees, as well as provide support for students. By empowering its members, Employee Affinity Groups can also help increase morale, provide insights, and enhance institutional community engagement efforts.


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?:
Yes

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

In 2019 the University was awarded the NSF Louis Stokes Alliances for Minority Participation (LSAMP) which assists American Indian students to pursue their doctoral degrees in STEM related fields. Each LSAMP Scholar is paired with a faculty mentor within their field of study.

The College of Education support the Ronald E. McNair Post-Baccalaureate Achievement Program (McNair). The mission of the McNair Program at the University of Idaho is to increase the participation of low-income, first generation, and underrepresented scholars in graduate research based studies. McNair is a comprehensive program structured to prepare undergraduates for successful careers as graduate students, professors, and professional researchers. At the University of Idaho, the McNair Program will provide services to at least twenty-five students each year.


Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
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:

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.