|Overall Rating||Gold - expired|
|Submission Date||May 16, 2017|
University of Illinois, Urbana-Champaign
PA-6: Support for Underrepresented Groups
|3.00 / 3.00||
Institute for Sustainability, Energy, and Environment
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 commitment of the University of Illinois at Urbana-Champaign (Illinois) to the most fundamental principles of academic freedom, equality of opportunity, and human dignity requires that decisions involving students and employees be based on merit and be free from invidious discrimination in all its forms. This policy is designed to promote a safe and healthy learning and work environment and to comply with multiple laws that prohibit discrimination, including: Equal Pay Act of 1963, Title VI and VII of the Civil Rights Act of 1964, the Americans with Disabilities Act Amendments Act, the Rehabilitation Act of 1973, the Age Discrimination in Employment Act of 1967, the Age Discrimination Act of 1975, Title IX of the Education Amendments Act of 1972, the Pregnancy Discrimination Act of 1978, the Uniformed Services Employment and Re-employment Act, the Vietnam-Era Veterans Readjustment Assistance Act of 1974, the Genetic Information Nondiscrimination Act of 2008, and the Illinois Human Rights Act. This policy and the associated procedures are established to provide a means to address complaints of discrimination or harassment based on the protected categories described herein.
This Nondiscrimination Policy applies to admissions, employment, and access to and treatment in University programs and activities. In furtherance of Illinois’ commitment to the principles of equality and equal opportunity, this policy may be invoked by students, applicants, visitors, faculty, staff, employees, and former employees of the University of Illinois Urbana-Champaign.
Office of the Chancellor.
It is the policy of the University not to engage in discrimination or harassment against any person because of race, color, religion, sex, pregnancy, disability, national origin, citizenship status, ancestry, age, order of protection status, genetic information, marital status, sexual orientation including gender identity, arrest record status, unfavorable discharge from the military, or status as a protected veteran and to comply with all federal and state nondiscrimination, equal opportunity, and affirmative action laws, orders, and regulations.
To be subject to different treatment based on membership in a protected classification and to thereby experience an adverse employment or academic action or to be excluded from participation in or denied the benefits of a University program.
A form of discrimination and unwelcome conduct based on an individual’s status within a Protected Classification. The unwelcome conduct may be verbal, written, electronic or physical in nature. This policy is violated when the unwelcome conduct is based on one or more of the protected classifications (defined below), and is either:
(1) sufficiently severe or pervasive; and (2) objectively offensive; and (3) unreasonably interferes with, denies, or limits a person’s ability to participate or benefit from educational or employment opportunities, assessments, or status at the University; or
performed by a person having power or authority over another in which submission to such conduct is made explicitly or implicitly a term or condition of educational and/or employment opportunities, participation, assessments, or status at the University.
Race, color, religion, sex, pregnancy, disability, national origin, ancestry, age, order of protection status, genetic information, marital status, disability, sexual orientation including gender identity, arrest record status, unfavorable discharge from the military or status as a protected veteran.
Any action, or attempted action, directly or indirectly, against any person(s), because they have, in good faith, reported or disclosed a violation of this policy, filed a complaint of discrimination, or in any other way participated in an investigation, proceeding, complaint, or hearing under this policy. Retaliation includes, but is not limited to harassment, discrimination, threats, job termination or other disciplinary action, negative job performance evaluations, adjustment in pay or responsibilities, or actions that have a negative impact on academic progress. Actions are considered retaliation if they have a materially adverse effect on the working, academic, or living environment of a person or if they hinder or prevent the person from effectively carrying out their University responsibilities. Any person or group within the scope of this policy who engages in retaliation is subject to a separate complaint of retaliation under this policy.
Defined as set forth in CAM policy IX-B-6, Sexual Misconduct Policy.
Individuals who believe that a University of Illinois at Urbana-Champaign employee has subjected them to discrimination or harassment in violation of this policy should contact the Office of Diversity, Equity, and Access at firstname.lastname@example.org or (217) 333-0885. Office of Diversity, Equity and Access Procedural Guidelines will govern these complaints.
Individuals alleging violations of this policy should report the alleged misconduct immediately upon experiencing or learning of the alleged misconduct.
University employees to whom alleged misconduct is reported should immediately report the alleged misconduct to the appropriate campus office. Supervisory employees who fail to report alleged or suspected violations of this policy to the appropriate campus office in a timely manner may be subject to disciplinary action, up to and including termination.
Individuals who believe they have been subjected to misconduct by a student in violation of the Student Code should contact the Office for Student Conflict Resolution at (217) 333-3680 or email@example.com. Complaints referred to the Office for Student Conflict Resolution shall be investigated and resolved pursuant to Student Disciplinary Procedures. Students reporting alleged or suspected violations of this policy during non-business hours or University-designated holidays should contact the Emergency Dean at (217) 333-0050.
There are no exceptions to this 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):
The steps listed below constitute a generalization of the process the Tolerance Program uses to respond to an incident report. Not all cases will require that each step be taken or that they be taken in the order listed. Each case is assessed on an individual basis.
1. When an incident report is received, the Tolerance Program Coordinator will assign it a case number.
2. As needed, the Tolerance Program Coordinator (or a designated BIIT member) will communicate with the reporting party to answer the following questions:
a. With whom may the Tolerance Program share the reporting party’s personally identifiable information? (Until this question is answered, this information will not be shared with anyone who is not associated with the Tolerance program.)
b. What, if any, additional limitations or restrictions does the reporting party desire that BIIT members respect in responding to the report? (For instance, a reporting party may desire nothing beyond the inclusion of the report in annual statistics, or s/he may direct the BIIT not to contact a particular individual.)
c. What is the reporting party’s desired outcome?
3. The Tolerance Program Coordinator will present the case to the BIIT at the next regularly scheduled meeting or at a specially convened meeting.
4. The BIIT will review and discuss the case and develop an action plan for responding, given the information available. This plan may include meeting with involved parties, facilitating discussions/meetings between parties, suggesting and assisting with programming, drafting letters of concern, making referrals to other offices, or any other actions deemed appropriate for addressing the incident. The action plan will be developed in accordance with the limitations and restrictions identified by the reporting party, provided that doing so is in compliance with both university policy and the law.
5. The case will be assigned to a BIIT member, who will be responsible for the implementation of the action plan. Other BIIT members may be called upon to assist as needed.
6. If a meeting with the reporting party (or an impacted party) occurs, the assigned BIIT member will provide her/him with (a) general information about bias-motivated incidents and the Tolerance Program, (b) information about responding to similar behavior in the future, and (c) information about other relevant campus and community resources.
7. If a meeting with the respondent(s) occurs, the assigned BIIT member will provide her/him with general information about bias-motivated incidents and the Tolerance Program and will give her/him the opportunity to respond to the report.
8. The assigned BIIT member will provide updates to the Tolerance Program Coordinator and to the BIIT and will suggest revisions to the action plan as needed.
9. An action plan revision may be approved either by the BIIT at its next meeting or by the Tolerance Program Coordinator at any time.
10. Once the BIIT has implemented the action plan to the best of its ability and no further action is deemed necessary, the case will be closed. Cases may be reopened at any time and for any legitimate reason.
11. The Tolerance Program coordinator will be responsible for including the case in the Tolerance Program’s annual statistics.
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:
The University has a stated commitment to diversity in its hiring process including urging applicants from underrepresented groups. In addition to the standing Affirmative Action policies, the University of Illinois participates in separate Illinois Board of Higher Education efforts to diversify higher education and target under-represented groups.
Efforts to recruit students from underrepresented groups is thoroughly documented in our institutional repository and include targeted tours and campus open houses, outreach to schools, and broader promotion:
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:
Bruce D. Nesbitt African American Cultural Center
In 1969, the African American Cultural Center was created with the two-fold purpose of assisting the University in providing a safe and welcoming environment for African American students and serving as a resource to the campus at-large regarding African American contributions and issues.
Asian American Cultural Center
The Asian American Cultural Center promotes cross-cultural understanding of Asian American and Asian international experiences, and provides educational and cultural support for Asians and Asian Americans in our university community.
La Casa Cultural Latina
The mission of La Casa Cultural Latina is to promote a welcoming and dynamic atmosphere through the development of educational, cultural, socio-political, and social programs that lead to greater recruitment, retention, advancement, and empowerment of Latina/o students. La Casa engages current and future leaders through mentorship, civic engagement, and the promotion of social advocacy.
Native American House
The Native American House serves as a support and resource center for all American Indian and Alaskan Native students and their families by providing programs throughout the year that allow students the opportunity to enrich their cultural and academic experiences at the University of Illinois.
Women’s Resource Center
The Women's Resources Center as a part of Student Affairs is responsible for improving the campus climate for women and developing and implementing programs that address women's issues and gender-related concerns.
Lesbian, Gay, Bisexual, Transgender Resource Center
The Lesbian, Gay, Bisexual, and Transgender Resource Center as a part of the Office of Student Affairs serves as an integral part of the University community, dedicated to intellectual and personal development of the individual. Its mission is to foster an environment that is open, safe and inclusive for people of all sexualities and gender identities.
Division of Disability Resources and Educational Services
The mission of the Division of Disability Resources and Educational Services is to ensure that qualified students with disabilities are afforded an equal opportunity to participate in and benefit from the programs, services and activities of the University of Illinois at Urbana-Champaign through the identification and enactment of reasonable modifications to institutional policies and procedures; the provision of effective auxiliary aids and services; the establishment of innovative educational services; and the pursuit of interdisciplinary disability research.
Diversity and Social Justice Education
I-Connect Diversity & Inclusion workshop is an experiential training designed to help incoming students embrace differences and recognize shared experiences in order to build a welcoming and engaged campus community. Facilitated by fellow students, I-Connect uses collaborative exercises and engaging discussion to build participants’ communication skills and their ability to collaborate, learn, and work in diverse environments.
Inclusion and Intercultural Relations
The Office of Inclusion and Intercultural Relations (OIIR) seeks to improve campus climate by providing transformative learning experiences to the Illinois community that result in an appreciation for diversity and cross cultural engagement. OIIR contributes to the academic mission of the University by providing students educational opportunities about the various dimensions of diversity and intersections of identities.
Cultural Programming Fee
The purpose of the Student Cultural Programming Fee (SCPF) is to provide direction and allocation of resources for culture-specific programming for African American, Asian American, Latina/o, Native American, lesbian, gay, bisexual, transgender, and women’s programs and activities. The goal is to advance further cultural awareness, encourage diversity, educate the University of Illinois community as a whole, and provide a forum for the development, exploration, and improvement of cultural programs.
I-Unite draws together over 30 events for all members of the University community to embrace the value of differences in individuals and communities, while exploring diversity and inclusion locally and globally. This campus-wide event is an exciting opportunity for the campus to learn about and celebrate the unique cultures and contributions of faculty, staff, and students at the University of Illinois at Urbana-Champaign.
Lunchtime Discussion Series
The Asian American Cultural Center, Bruce D. Nesbitt African American Cultural Center, La Casa Cultural Latina, Lesbian, Gay, Bisexual, Transgender Resources Center, Native American House and the Women's Resource Center collaborate to host a series of lunchtime forum that provide audience members and participants with introductions to the cultures, histories, and societal issues that the diverse communities of our campus face. We welcome you to our centers and encourage you to connect with us.
Latino Family Visit Day
Latina/o Family Visit Day is an all-day event held annually in the fall for families of first-year and transfer Latina/o students. LFVD provides families with the opportunity to learn about the college experience. Activities such as the resource fair, parent panels, alumni panels, and faculty presentations emphasize the benefits of college while providing an opportunity for parents to discuss the transitions families face when their children leave for college. Little siblings participate in age-appropriate activities to give them a glimpse of what a college campus has to offer.
The University is deeply committed to creating and maintaining an inclusive, just, and respectful learning community. The University of Illinois welcomes and encourages all of its students, faculty, and staff to embrace the marketplace of ideas as part of the educational experience. Campus Uncensored program is an event that highlights the vital roles and meanings of the First Amendment and Academic Freedom at the University of Illinois.
This program of activities has three goals:
• To broaden our understanding of the First Amendment. This includes both historical and contemporary analyses, and conversations about your rights to free speech and other freedoms granted by this amendment;
• To enhance awareness of the responsibilities that accompany these constitutional rights and freedoms, and;
• To encourage students, faculty, and staff to use this understanding and awareness for personal and collective application on the campus and in everyday life.
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:
Summer Research Opportunities Program (SROP)
The University of Illinois at Urbana-Champaign offers a summer research program that provides undergraduate students from populations underrepresented in graduate study at Illinois with an opportunity to explore careers in research. The program at Illinois provides each student with an experience that will help strengthen his or her knowledge, skills, and understanding of graduate school.
The many activities offered through the Summer Research Opportunities Program (SROP) will afford participants an opportunity to establish important relationships with faculty in their respective fields of study, conduct graduate-level research under the supervision of a University of Illinois renowned faculty member, become acquainted with the culture of graduate school, and to learn what is needed and expected of them as graduate students in their discipline at the University of Illinois.
SROP at Illinois brings talented undergraduate students from across the US and its territories, such as Puerto Rico, to our campus as an introduction to graduate study, research and the admission process. SROP has served more than 1,500 students since 1986.
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: