| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 56.33 |
| Liaison | Taylor Smith |
| Submission Date | Feb. 25, 2020 |
University of Maryland, Baltimore County
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
2.92 / 3.00 |
"---"
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:
UMBC Non-Discrimination Policy Statement
https://humanrelations.umbc.edu/non-discrimination/
The University of Maryland, Baltimore County (“University” or “UMBC”) values safety, cultural and ethnic diversity, social responsibility, lifelong learning, equity, and civic engagement. Consistent with these principles, the University does not discriminate in offering equal access to its educational programs and activities or with respect to employment terms and conditions on the basis of a UMBC community member’s race, creed, color, religion, sex, gender, pregnancy, ancestry, age, gender identity or expression, national origin, veterans status, marital status, sexual orientation, physical or mental disability, or genetic information.
The University’s protection of these statuses, is in accordance with applicable federal, state, and local laws and regulations, as well as University System of Maryland (“USM”) policies. Relevant laws and policies include, but are not limited to: Title IX of the Education Amendments of 1972 as amended (“Title IX”), Title VI of the Civil Rights Act of 1964 as amended (“Title VI”), Title VII of the Civil Rights Act of 1964 as amended (“Title VII”), Jeanne Clery Disclosure of Campus Security and Crime Statistics Act, 20 U.S.C. § 1092(f) (“Clery Act”), Section 304 of the 2013 Amendments to the Violence Against Women Act (“VAWA”), Equal Pay Act of 1963, Lilly Ledbetter Fair Pay Act of 2009, Executive Order 11246 as amended, Executive Order 13672, Section 504 of the Rehabilitation Act of 1973 (“Rehab Act”), Americans with Disabilities Act of 1990 as amended (“ADA”), Age Discrimination in Employment Act of 1967 as amended (“ADEA”), Uniformed Services Employment and Reemployment Rights Act (“USERRA”), Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (“VEVRAA”), Veterans Employment Opportunities Act of 1998 as amended (“VEO”), Genetic Nondiscrimination Act of 2008 (“GINA”), Pregnancy Discrimination Act (“PDA”), Immigration Reform and Control Act of 1986, Small Business Act of 1958 as amended, Section 15(g)(1), and USM Policies VI-1.00, VI-1.05, and VI-1.60.
Inquiries concerning the application of Title IX may be referred to:
Bobbie L. Hoye, Title IX Coordinator
University of Maryland Baltimore County
Office of Human Relations
1000 Hilltop Circle, Administration Building, Room 901
Baltimore, MD 21250
Phone: (410) 455-1606
Email: titleixcoordinator@umbc.edu
Additional information is available through:
U.S. Department of Education Office for Civil Rights
The Wannamaker Building, Region III Office
100 Penn Square, East Suite 505
Philadelphia, PA 19107
Phone: 215-656-6010
Email: OCR@ed.gov
www2.ed.gov
Inquiries concerning the University’s Notice of Non-Discrimination may be referred to:
Bobbie L. Hoye, Human Relations Officer
Associate General Counsel
Office of Human Relations
University of Maryland, Baltimore County
1000 Hilltop Circle AD 901
Baltimore, MD 21250
(410) 455-1606 (Telephone)
(410) 455-1713 (Fascimile)
bhoye@umbc.edu
David R. Gleason, General Counsel
Office of General Counsel
University of Maryland, Baltimore County
1000 Hilltop Circle
Baltimore, MD 21250
(410) 455-2870 (Telephone)
(410) 455-1210 (Fascimile)
gleason@umbc.edu
Stephanie Lazarus
Accessibility Manager and ADA/Section 504 Coordinator
Office of Accessibility and Disability Services
University of Maryland, Baltimore County
1000 Hilltop Circle M/P 218
Baltimore, MD 21250
Phone: (410) 455-5745
slazar@umbc.edu
https://humanrelations.umbc.edu/non-discrimination/
The University of Maryland, Baltimore County (“University” or “UMBC”) values safety, cultural and ethnic diversity, social responsibility, lifelong learning, equity, and civic engagement. Consistent with these principles, the University does not discriminate in offering equal access to its educational programs and activities or with respect to employment terms and conditions on the basis of a UMBC community member’s race, creed, color, religion, sex, gender, pregnancy, ancestry, age, gender identity or expression, national origin, veterans status, marital status, sexual orientation, physical or mental disability, or genetic information.
The University’s protection of these statuses, is in accordance with applicable federal, state, and local laws and regulations, as well as University System of Maryland (“USM”) policies. Relevant laws and policies include, but are not limited to: Title IX of the Education Amendments of 1972 as amended (“Title IX”), Title VI of the Civil Rights Act of 1964 as amended (“Title VI”), Title VII of the Civil Rights Act of 1964 as amended (“Title VII”), Jeanne Clery Disclosure of Campus Security and Crime Statistics Act, 20 U.S.C. § 1092(f) (“Clery Act”), Section 304 of the 2013 Amendments to the Violence Against Women Act (“VAWA”), Equal Pay Act of 1963, Lilly Ledbetter Fair Pay Act of 2009, Executive Order 11246 as amended, Executive Order 13672, Section 504 of the Rehabilitation Act of 1973 (“Rehab Act”), Americans with Disabilities Act of 1990 as amended (“ADA”), Age Discrimination in Employment Act of 1967 as amended (“ADEA”), Uniformed Services Employment and Reemployment Rights Act (“USERRA”), Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (“VEVRAA”), Veterans Employment Opportunities Act of 1998 as amended (“VEO”), Genetic Nondiscrimination Act of 2008 (“GINA”), Pregnancy Discrimination Act (“PDA”), Immigration Reform and Control Act of 1986, Small Business Act of 1958 as amended, Section 15(g)(1), and USM Policies VI-1.00, VI-1.05, and VI-1.60.
Inquiries concerning the application of Title IX may be referred to:
Bobbie L. Hoye, Title IX Coordinator
University of Maryland Baltimore County
Office of Human Relations
1000 Hilltop Circle, Administration Building, Room 901
Baltimore, MD 21250
Phone: (410) 455-1606
Email: titleixcoordinator@umbc.edu
Additional information is available through:
U.S. Department of Education Office for Civil Rights
The Wannamaker Building, Region III Office
100 Penn Square, East Suite 505
Philadelphia, PA 19107
Phone: 215-656-6010
Email: OCR@ed.gov
www2.ed.gov
Inquiries concerning the University’s Notice of Non-Discrimination may be referred to:
Bobbie L. Hoye, Human Relations Officer
Associate General Counsel
Office of Human Relations
University of Maryland, Baltimore County
1000 Hilltop Circle AD 901
Baltimore, MD 21250
(410) 455-1606 (Telephone)
(410) 455-1713 (Fascimile)
bhoye@umbc.edu
David R. Gleason, General Counsel
Office of General Counsel
University of Maryland, Baltimore County
1000 Hilltop Circle
Baltimore, MD 21250
(410) 455-2870 (Telephone)
(410) 455-1210 (Fascimile)
gleason@umbc.edu
Stephanie Lazarus
Accessibility Manager and ADA/Section 504 Coordinator
Office of Accessibility and Disability Services
University of Maryland, Baltimore County
1000 Hilltop Circle M/P 218
Baltimore, MD 21250
Phone: (410) 455-5745
slazar@umbc.edu
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
Procedures:
https://police.umbc.edu/files/2015/09/Attachment-2.pdf
The essential nature of the University requires an atmosphere of tolerance and understanding of diverse groups, ideas, and opinions. Acts of destruction, violence or harassment which are racially, ethnically, religiously, and/or otherwise motivated against the personal property of others or which infringe on the rights and freedom of others will not be tolerated at UMBC. Individuals committing such acts at the University are subject to campus judicial and personnel action including suspension, expulsion or termination.
B. The University will investigate and report hate/bias incidents or crimes,
required by applicable laws and regulations as defined by Md. Criminal Law Code
Ann. § 10-301 through 10-308.
Support:
UMBC Green Dot - The Green Dot program is a violence prevention and bystander intervention program lead by the Student Conduct and Community Standards department here at UMBC. The goal of the program is to engage a critical mass of our community in a behavior change where violence will not be tolerated and the end result will be a reduction in violence. Green Dot is built on the premise that in order to measurably reduce the perpetration of power-based personal violence, including sexual violence, partner violence, or stalking, a cultural shift is necessary. In order to create a cultural shift, a critical mass of people will need to engage in a new behavior or set of behaviors that will make violence less sustainable within any given community. The “new behavior” is a green dot.
Additional Resources:
The University encourages those who have experienced Sexual Misconduct bias to seek support as needed at any time. The following are many of the resources available on campus and in the community that offer confidential medical support, confidential psychological/emotional support and interim protective measures (e.g., no-contact orders, housing options, academic concerns). While some support options are confidential as noted below, others have a responsibility to report incidents to the University as responsible employees. For emergency situations contact campus police via 410-455-5555 or local police via 911.
Title IX Coordinator, Bobbie L. Hoye bhoye@umbc.edu 410-455-1606, Office: Admin 901.
Counseling Center (Confidential) provides free and confidential counseling and crisis intervention to student survivors of sexual and relationship violence. Services are available to survivors at all stages of recovery, from initial crisis intervention to healing, through a variety of modalities. The Center can be reached at (410) 455-2472 and has instructions for contacting the counselor-on-call after hours. The Center is located in the Student Development and Success Center, across Center Road from Erickson Field.
The Women’s Center (Quasi-Confidential) provides resources, guidance, and support for any UMBC community members who have experienced sexual, gender-based, or intimate partner violence. The Director and Coordinator can be reached via womenscenter@umbc.edu, 410.455.2714, or in the Women’s Center, located on the ground floor of The Commons next to the Yum Shoppe.
The Women’s Center co-hosts a survivor discussion group with the student organization We Believe You on Thursdays from 5:30-6:30pm in the Women’s Center.
University Health Services (Confidential); Provides medical exams, including sexually transmitted infection screening, pregnancy testing. Please contact Bruce Herman or Sandy Riggs via 410-455-2542)
GBMC’s SAFE exam program serves our campus locally.You can receive medical attention at any medical facility; however, certain facilities have specially-trained staff to help survivors of sexual assault. Free, confidential Sexual Assault Forensic Exam (SAFE), performed by a trained nurse, can be obtained at the local hospitals listed below. Completing a SAFE does not require you to file a police report or report to the institution, although we encourage these reports if you are comfortable doing so. If needed, free transportation can be arranged through contacting the Title IX Coordinator at 410.455.1606 and for after-hours requests, with the UMBC Police (no charges need to be filed with the UMBC Police to access this service) by calling 410.455.5555.
The SAFE should be performed within 120 hours/5 days of the sexual assault. If possible, please do not bathe, douche, smoke, use the toilet, or clean the location where the incident occurred. Save items you were wearing, sheets, or towels in a paper bag. Text messages, records of phone calls, emails, pictures, notes, and gifts can all be pertinent for a report under the Policy, if you choose to make a report. It is important to preserve evidence that may be useful in obtaining a protection order and/or in proceeding with the University’s administrative process or a criminal investigation, should you choose to do so. Your immediate and long-term safety is what’s most important.
https://police.umbc.edu/files/2015/09/Attachment-2.pdf
The essential nature of the University requires an atmosphere of tolerance and understanding of diverse groups, ideas, and opinions. Acts of destruction, violence or harassment which are racially, ethnically, religiously, and/or otherwise motivated against the personal property of others or which infringe on the rights and freedom of others will not be tolerated at UMBC. Individuals committing such acts at the University are subject to campus judicial and personnel action including suspension, expulsion or termination.
B. The University will investigate and report hate/bias incidents or crimes,
required by applicable laws and regulations as defined by Md. Criminal Law Code
Ann. § 10-301 through 10-308.
Support:
UMBC Green Dot - The Green Dot program is a violence prevention and bystander intervention program lead by the Student Conduct and Community Standards department here at UMBC. The goal of the program is to engage a critical mass of our community in a behavior change where violence will not be tolerated and the end result will be a reduction in violence. Green Dot is built on the premise that in order to measurably reduce the perpetration of power-based personal violence, including sexual violence, partner violence, or stalking, a cultural shift is necessary. In order to create a cultural shift, a critical mass of people will need to engage in a new behavior or set of behaviors that will make violence less sustainable within any given community. The “new behavior” is a green dot.
Additional Resources:
The University encourages those who have experienced Sexual Misconduct bias to seek support as needed at any time. The following are many of the resources available on campus and in the community that offer confidential medical support, confidential psychological/emotional support and interim protective measures (e.g., no-contact orders, housing options, academic concerns). While some support options are confidential as noted below, others have a responsibility to report incidents to the University as responsible employees. For emergency situations contact campus police via 410-455-5555 or local police via 911.
Title IX Coordinator, Bobbie L. Hoye bhoye@umbc.edu 410-455-1606, Office: Admin 901.
Counseling Center (Confidential) provides free and confidential counseling and crisis intervention to student survivors of sexual and relationship violence. Services are available to survivors at all stages of recovery, from initial crisis intervention to healing, through a variety of modalities. The Center can be reached at (410) 455-2472 and has instructions for contacting the counselor-on-call after hours. The Center is located in the Student Development and Success Center, across Center Road from Erickson Field.
The Women’s Center (Quasi-Confidential) provides resources, guidance, and support for any UMBC community members who have experienced sexual, gender-based, or intimate partner violence. The Director and Coordinator can be reached via womenscenter@umbc.edu, 410.455.2714, or in the Women’s Center, located on the ground floor of The Commons next to the Yum Shoppe.
The Women’s Center co-hosts a survivor discussion group with the student organization We Believe You on Thursdays from 5:30-6:30pm in the Women’s Center.
University Health Services (Confidential); Provides medical exams, including sexually transmitted infection screening, pregnancy testing. Please contact Bruce Herman or Sandy Riggs via 410-455-2542)
GBMC’s SAFE exam program serves our campus locally.You can receive medical attention at any medical facility; however, certain facilities have specially-trained staff to help survivors of sexual assault. Free, confidential Sexual Assault Forensic Exam (SAFE), performed by a trained nurse, can be obtained at the local hospitals listed below. Completing a SAFE does not require you to file a police report or report to the institution, although we encourage these reports if you are comfortable doing so. If needed, free transportation can be arranged through contacting the Title IX Coordinator at 410.455.1606 and for after-hours requests, with the UMBC Police (no charges need to be filed with the UMBC Police to access this service) by calling 410.455.5555.
The SAFE should be performed within 120 hours/5 days of the sexual assault. If possible, please do not bathe, douche, smoke, use the toilet, or clean the location where the incident occurred. Save items you were wearing, sheets, or towels in a paper bag. Text messages, records of phone calls, emails, pictures, notes, and gifts can all be pertinent for a report under the Policy, if you choose to make a report. It is important to preserve evidence that may be useful in obtaining a protection order and/or in proceeding with the University’s administrative process or a criminal investigation, should you choose to do so. Your immediate and long-term safety is what’s most important.
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?:
No
If yes to any of the above, provide:
1) Diversity Hiring Plans
To broaden the pool of applicants for faculty positions and thereby increase diversity, department diversity plans for new faculty searches were introduced by the Provost in August 2000. This university-wide requirement obligates all departments to submit a written plan detailing how each will create a diverse and inclusive pool of candidates for a new faculty search. Department Chairs and Search Committee Chairs must attend a workshop conducted by the Provost and the Deans to learn how to conduct an inclusive search. In this workshop, instructions are given on how to create and screen a broad applicant pool. The plan must include a clear commitment to:
Consider diversity when establishing the search committee
Advertise in publications focused on underrepresented groups
Fully consider women and underrepresented minority applicants
Arranging meetings for candidates with groups focused on diversity
Address dual career issues
A concerted effort is made so that all STEM women candidates have an informational meeting with ADVANCE personnel and an informal meeting over coffee with a group (8-10) of WISE faculty during their interview.
The Mosaic Center is dedicated to creating an environment that supports cross-cultural education and collaboration at UMBC. We invite you to join us in our commitment to empowering all UMBC students and staff to be culturally conscious and informed members of our community. A safe and inclusive space for students and staff of all backgrounds, the Mosaic Center strives to develop innovative programs and initiatives that celebrate cultural diversity, equality, and social justice.
In 2008, The ADVANCE Program in conjunction with the Office of the Provost currently conducted an analysis of gender diversity in interview pools and actual hires of women in STEM from 1998-2008. This analysis compares data from pre-ADVANCE activities to current data. In addition, gender diversity in candidate pools were analyzed.
2) UMBC STRIDE: (Committee on Strategies and Tactics for Recruiting to Improve Diversity and
Excellence) is a faculty-led group that provides peer-to-peer training on the ways that overt
discrimination, implicit bias, accumulated advantage and disadvantage, and the influence of
gender and racial schemas have inhibited the recruitment and hiring of underrepresented
minority faculty. STRIDE also provides guidance on best practices that will maximize the
likelihood that diverse candidates for faculty positions will be identified, recruited, and hired at
UMBC. The Committee leads workshops for faculty and administrators involved in every stage
of the hiring process. It also works directly with individual departments by meeting with chairs,
faculty search committees, and other department members involved with recruitment and hiring.
3) The Transfer Engagement and Mentoring (T.E.A.M.) program is dedicated to increasing the persistence and retention of underrepresented male students at UMBC, with emphasis on black men. This program is supported by Off-Campus Student Services alongside faculty and staff from different departments on campus. T.E.A.M. emphasizes mentorship, increasing the awareness of transfer-specific resources, and creating a comfortable environment in which students of color can have fun, discuss important issues, motivate each other, and find academic and social success.
4) Louis Stokes Alliances for Minority Participation (LSAMP) program assists universities and colleges in their efforts to significantly increase the numbers of students matriculating into and successfully completing high quality degree programs in science, technology, engineering and mathematics (STEM) disciplines in order to diversify the STEM workforce. Particular emphasis is placed on transforming undergraduate STEM education through innovative, evidence-based recruitment and retention strategies, and relevant educational experiences in support of racial and ethnic groups historically underrepresented in STEM disciplines: African Americans, Hispanic Americans, American Indians, Alaska Natives, Native Hawaiians, and Native Pacific Islanders. The Meyerhoff Scholars Program is a key component to the implementation of LSAMP at UMBC.
The LSAMP Program at UMBC is funded through an award from the National Science Foundation (Award #1002566). Any opinions, findings and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation (NSF).
5) UMBC McNair Scholars
The Ronald E. McNair Post Baccalaureate Achievement (McNair Scholars) Program provides experiences that prepare students for graduate education in all disciplines. The program involves students in research, mentoring, and other scholarly activities. McNair participants are from diverse backgrounds and have demonstrated strong academic potential.
6) UMBC First Generation Students Network
Students who are the first generation in their family sometimes lack the information possessed by students who have the benefit of parents who have attended and completed college. It is imperative that all students, not just first-generation students, receive support in gaining the information they need to be successful at UMBC. Research shows that the barriers to success for first-generation students are not just academic. The social barriers can be just as impactful.
To broaden the pool of applicants for faculty positions and thereby increase diversity, department diversity plans for new faculty searches were introduced by the Provost in August 2000. This university-wide requirement obligates all departments to submit a written plan detailing how each will create a diverse and inclusive pool of candidates for a new faculty search. Department Chairs and Search Committee Chairs must attend a workshop conducted by the Provost and the Deans to learn how to conduct an inclusive search. In this workshop, instructions are given on how to create and screen a broad applicant pool. The plan must include a clear commitment to:
Consider diversity when establishing the search committee
Advertise in publications focused on underrepresented groups
Fully consider women and underrepresented minority applicants
Arranging meetings for candidates with groups focused on diversity
Address dual career issues
A concerted effort is made so that all STEM women candidates have an informational meeting with ADVANCE personnel and an informal meeting over coffee with a group (8-10) of WISE faculty during their interview.
The Mosaic Center is dedicated to creating an environment that supports cross-cultural education and collaboration at UMBC. We invite you to join us in our commitment to empowering all UMBC students and staff to be culturally conscious and informed members of our community. A safe and inclusive space for students and staff of all backgrounds, the Mosaic Center strives to develop innovative programs and initiatives that celebrate cultural diversity, equality, and social justice.
In 2008, The ADVANCE Program in conjunction with the Office of the Provost currently conducted an analysis of gender diversity in interview pools and actual hires of women in STEM from 1998-2008. This analysis compares data from pre-ADVANCE activities to current data. In addition, gender diversity in candidate pools were analyzed.
2) UMBC STRIDE: (Committee on Strategies and Tactics for Recruiting to Improve Diversity and
Excellence) is a faculty-led group that provides peer-to-peer training on the ways that overt
discrimination, implicit bias, accumulated advantage and disadvantage, and the influence of
gender and racial schemas have inhibited the recruitment and hiring of underrepresented
minority faculty. STRIDE also provides guidance on best practices that will maximize the
likelihood that diverse candidates for faculty positions will be identified, recruited, and hired at
UMBC. The Committee leads workshops for faculty and administrators involved in every stage
of the hiring process. It also works directly with individual departments by meeting with chairs,
faculty search committees, and other department members involved with recruitment and hiring.
3) The Transfer Engagement and Mentoring (T.E.A.M.) program is dedicated to increasing the persistence and retention of underrepresented male students at UMBC, with emphasis on black men. This program is supported by Off-Campus Student Services alongside faculty and staff from different departments on campus. T.E.A.M. emphasizes mentorship, increasing the awareness of transfer-specific resources, and creating a comfortable environment in which students of color can have fun, discuss important issues, motivate each other, and find academic and social success.
4) Louis Stokes Alliances for Minority Participation (LSAMP) program assists universities and colleges in their efforts to significantly increase the numbers of students matriculating into and successfully completing high quality degree programs in science, technology, engineering and mathematics (STEM) disciplines in order to diversify the STEM workforce. Particular emphasis is placed on transforming undergraduate STEM education through innovative, evidence-based recruitment and retention strategies, and relevant educational experiences in support of racial and ethnic groups historically underrepresented in STEM disciplines: African Americans, Hispanic Americans, American Indians, Alaska Natives, Native Hawaiians, and Native Pacific Islanders. The Meyerhoff Scholars Program is a key component to the implementation of LSAMP at UMBC.
The LSAMP Program at UMBC is funded through an award from the National Science Foundation (Award #1002566). Any opinions, findings and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation (NSF).
5) UMBC McNair Scholars
The Ronald E. McNair Post Baccalaureate Achievement (McNair Scholars) Program provides experiences that prepare students for graduate education in all disciplines. The program involves students in research, mentoring, and other scholarly activities. McNair participants are from diverse backgrounds and have demonstrated strong academic potential.
6) UMBC First Generation Students Network
Students who are the first generation in their family sometimes lack the information possessed by students who have the benefit of parents who have attended and completed college. It is imperative that all students, not just first-generation students, receive support in gaining the information they need to be successful at UMBC. Research shows that the barriers to success for first-generation students are not just academic. The social barriers can be just as impactful.
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:
The Mosaic Center is dedicated to creating an environment that supports cross-cultural education and collaboration at UMBC. We invite you to join us in our commitment to empowering all UMBC students and employees to be culturally conscious and informed members of our community. A safe and inclusive space for students and staff of all backgrounds, the Mosaic Center strives to develop innovative programs and initiatives that celebrate cultural diversity, equality, and social justice.
The UMBC Counseling Center staff help students successfully navigate those challenges and take advantage of opportunities to make the most of your experience. We provide counseling services designed to enable you to understand yourself and your situation in ways that prepare you to deal with the challenges of college life and create opportunities for personal development. We offer support to UMBC students to assist with a variety of personal, academic and career concerns. Our approach is collaborative, goal-oriented, and multiculturally sensitive. We are here to help you develop more personal awareness, learn the skills you need to be successful, help you achieve your personal goals and make the most of your UMBC experience. We are also here to assist faculty, staff, and students to assist students they are concerned about and to help students make the most of their time at UMBC.
The Counseling Center offers free and confidential services to all registered UMBC students in the form of individual, couples, or group counseling as well as workshops, campus presentations, consultation and self-help resources.
The UMBC Counseling Center staff help students successfully navigate those challenges and take advantage of opportunities to make the most of your experience. We provide counseling services designed to enable you to understand yourself and your situation in ways that prepare you to deal with the challenges of college life and create opportunities for personal development. We offer support to UMBC students to assist with a variety of personal, academic and career concerns. Our approach is collaborative, goal-oriented, and multiculturally sensitive. We are here to help you develop more personal awareness, learn the skills you need to be successful, help you achieve your personal goals and make the most of your UMBC experience. We are also here to assist faculty, staff, and students to assist students they are concerned about and to help students make the most of their time at UMBC.
The Counseling Center offers free and confidential services to all registered UMBC students in the form of individual, couples, or group counseling as well as workshops, campus presentations, consultation and self-help resources.
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:
The Emerging Scholars/Get to Know UMBC Program: The Emerging Scholars Program
provides departments, centers, and programs with funding to host advanced graduate students
and junior faculty from underrepresented communities on campus for a two-day immersion
experience. The Emerging Scholars Program seeks to (a) elevate the visibility of UMBC within
networks of graduate students and junior faculty working with underrepresented communities;
(b) increase the number of job applicants from underrepresented communities; (c) strengthen
information sharing and candidate identification strategies for future recruitment of
underrepresented faculty; and (d) enhance the exposure of UMBC students to a pedagogically
and demographically diverse faculty
provides departments, centers, and programs with funding to host advanced graduate students
and junior faculty from underrepresented communities on campus for a two-day immersion
experience. The Emerging Scholars Program seeks to (a) elevate the visibility of UMBC within
networks of graduate students and junior faculty working with underrepresented communities;
(b) increase the number of job applicants from underrepresented communities; (c) strengthen
information sharing and candidate identification strategies for future recruitment of
underrepresented faculty; and (d) enhance the exposure of UMBC students to a pedagogically
and demographically diverse faculty
Optional Fields
Yes
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
---
Website URL where information about the institution’s support for underrepresented groups is available:
---
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
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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.