|Submission Date||March 2, 2018|
University of Massachusetts Amherst
PA-6: Support for Underrepresented Groups
|3.00 / 3.00||
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Affirmative Action and Non-Discrimination Policy Statement
The University of Massachusetts Amherst prohibits discrimination on the basis of race, color, religion, creed, sex, age, marital status, national origin, mental or physical disability, political belief or affiliation, veteran status, sexual orientation, gender identity and expression, genetic information and any other class of individuals protected from discrimination under state or federal law in any aspect of the access to, admission, or treatment of students in its programs and activities, or in employment and application for employment. Furthermore, University policy includes prohibitions of harassment of students and employees, i.e., racial harassment, sexual harassment, and retaliation for filing complaints of discrimination.
Affirmative action in employment is required for women; racial and ethnic minorities; disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, and Armed Forces service medal veterans; and individuals with disabilities in order to address under-representation in the workforce.
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):
Bias Reporting & Crisis Support:
UMass has several methods through which you can report an incident of bias or receive support. These resources are made available to the campus community and listed here: http://www.umass.edu/diversity/resources/bias-reporting-crisis-support
UMass also has an online Public Incident report to report a bias-related incident available to the campus community online here:
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 Diversity Strategic Planning Steering Committee was formed (in Spring 2014) to articulate a comprehensive and clearly-articulated diversity-oriented strategy to match our commitment. The resulting 2015 Diversity Strategic Plan outlined five major goals to realize the promise of a culturally diverse campus.
-Establish UMass Amherst as a destination of choice for students of color and other underrepresented groups.
-Improve the campus climate of inclusion.
-Enhance effectiveness of curriculum and educational programs with regard to diversity and inclusion.
-Increase focus on recruiting, retention, and promotion of diverse faculty and staff.
-Increase outreach and engagement with external communities/schools with large proportions of underrepresented minorities.
Increased Outreach and Engagement to Support Student Recruitment
The assistant provost for diversity engages in ongoing outreach activities to communities across Massachusetts and the Northeastern regionwith the goal of building more robust pipelines of applicants to UMass Amherst. In recent years, the campus has developed connections with a number of public and private schools, and nonprofit organizations through intensive efforts including: 1) sponsoring Camp College an intensive, three-day college access and preparedness workshop designed for rising high school juniors and seniors; 2) Attending college signing days and graduation ceremonies at local high schools; 3) Engagement with the 100 males to College Program; and 4) admissions table present at the annual Powwow for northern and northeast woodland Native Americans.
Enhanced Faculty Recruitment Efforts
UMass Amherst has long been committed to improving diversity in the ranks of its faculty. Departments and colleges have continually focused on increasing underrepresented groups on our faculty as a part of normal hiring cycles. In the 2014-2015 academic year, the central administration revised the Campus High Impact Program (CHIP) and the Target of Opportunity Program (TOO) to provide mechanisms to enhance incremental hiring. The Chancellor and Provost committed 20% of the revenue previously reserved for hiring to support these two programs and created incentives for departments/colleges to become more aggressive in identifying CHIP and UMass Amherst has long been committed to improving diversity in the ranks of its faculty. Departments and colleges have continually focused on increasing underrepresented groups on our faculty as a part of normal hiring cycles. In the 2014-2015 academic year, the central administration revised the Campus High Impact Program (CHIP) and the Target of Opportunity Program (TOO) to provide mechanisms to enhance incremental hiring. The Chancellor and Provost committed 20% of the revenue previously reserved for hiring to support these two programs and created incentives for departments/colleges to become more aggressive in identifying CHIP and TOO hires in their search processes. The initial success of these programs is encouraging and for the foreseeable future, approximately 20% of the hiring budget will be committed to support these efforts.
Increased Efforts to Support the Retention of Faculty and Staff of Color
In November 2016, Eduardo Bonilla-Silva gave a lecture 'The Diversity Blues at HWCUs: Towards a Deep Diversity Agenda', where Bonilla-Silva discussed structural racism, “color-blind racism,” introduced the concept of historically white colleges and universities, and offered ideas on how we need to reframe the agenda and struggle for racial justice therein. The Chancellor’s Office hosted a reception for faculty and staff of color in conjunction with the lecture to foster community and connection.
This can all be found on the "Our Plan" section and "Our Progress" page of the Diversity Matters website :
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:
The Center for Multicultural Advancement & Student Success (CMASS) provides academic support, cultural enrichment, student development as well as support for institutional diversity on the University of Massachusetts Amherst campus. This includes peer mentoring, social connection, exposure to national student leadership conferences, help in navigating offices of the Bursar, Registrar or Financial Aid, and more. The center ensures that students have the resources to thrive in an inclusive and multicultural environment during their time at the university. CMASS also provides workshops on diversity at New Student Orientations. The Center operates four distinct cultural centers:
Josephine White Eagle Cultural Center: The Josephine White Eagle Cultural Center (JWECC) provides a warm and welcoming gathering place for Native American students, staff, and faculty at the university. JWECC student staff organizes public lecture events for the campus, student social events, community trips, and community night potluck suppers (with community guest speakers or presenters). They also host health awareness workshops, study nights, craft nights, movie and discussion nights and schedule community meetings. The Center includes a computer lab and the Kitty Wagner Cultural Resource Library, providing books, magazines, newspapers and videos.
Latin American Cultural Center: This cultural center serves as a place for Latino students to celebrate their cultural identity and share it with the larger UMass Amherst community. Social and cultural events organized by the students are open to the public. The Center is equipped with computers, couches, TV and radio. Typical events hosted by the Center in the past include: Latino Comedy Night, Salsa Workshops, Pina Colada and Carnaval Latino.
Malcolm X Cultural Center: The Malcolm X Cultural Center is a multifunctional site that provides space and opportunity for students to develop educational and social activities that enhance and broaden the awareness of the UMass Amherst campus, fellow students and the Five College area community with regards to issues that focus on the African Diaspora. The Malcolm X Cultural Center’s goal is to promote community involvement in relation to these issues. The Center annually coordinates a series of campus programming for Black History Month in February.
Yuri Kochiyama Cultural Center: The Yuri Kochiyama Cultural Center aka "the YKCC" is the Asian Cultural Center on the UMass campus. The Center sponsors and organizes cultural and social events throughout the year that create a sense of community for Asian and Asian Americans students and educate the UMass Amherst campus about Asian culture. The YKCC has an office and activities room underneath the Oak Room in the Worcester Dining Commons. The cultural center is used by the YKCC and the various Asian student organizations for meetings and events. The YKCC also annually coordinates Asian Awareness Month in April.
Women in Science Initiative
The College of Natural Science's Women in Science Initiative (WISI) focuses on increasing the success of women scientists at all stages of their academic careers. WISI offers special programs and events; connects women scientists through campus organizations, mentoring, and community outreach; and provides helpful off-campus resources for women scientists.
Women of Color Leadership Network
The Women of Color Leadership Network (WOCLN) celebrates and supports the accomplishments and endeavors of Black/African American, African, Latina, South American, Chicana, Asian-Pacific Islander, South Asian, Native American, Middle Eastern, Arab/Arab American, Caribbean, biracial and multiracial, and all indigenous women in the Five College region of Western Massachusetts.
LGBTQIA Ally Workshops
Available through the Stonewall Center
Stonewall offers introductory and advanced LGBTQIA workshops for campus departments and offices, residence hall staff, student organizations, other colleges, social service agencies, and community groups. These sessions are tailored to the particular audience and are free to campus groups (off-campus training is offered on a sliding scale). Faculty and staff who complete a training can receive an LGBTQIA supporter placard and be listed as an ally on the Stonewall website.
Respectful Workplace and Diversity Workshops
Available through Workplace Learning and Development
Workplace Learning and Development (WL&D) provides a wide range of workshops on both respectful workplace issues and specific diversity topics. These range from topics such as "Customer Service in a Multicultural Society" to "Addressing Inappropriate or Disrespectful Behavior in the Workplace."
Active Bystander Trainings
Available through Workplace Learning and Development and Labor/Management Workplace Education and through UMatter@UMass.
Have you seen behavior that hurts or undermines other members of the UMass community? Do you want to help create a campus community where everyone is respected? Learn how to help stop and change hurtful behavior. Instead of being a passive bystander—wondering what to say or do—learn new skills for change and empowerment and become an active bystander.
Faculty/Staff Policy and Administrative Training
The Office of Equal Opportunity and Diversity Office conducts a variety of educational workshops and training for the campus community to assist in combating sexual harassment, discrimination, and retaliation including: Diversity Training, New Employee Training, Complaint Handler Training, Individualized Training, Search Procedures Training, Sexual Harassment Prevention Training, and Harassment/Discrimination Prevention Training...
1) New Employee Training on Harassment and Discrimination
New employee training, provided on an ongoing basis, is a joint offering from the Equal Opportunity and Diversity Office and Disability Services. It provides an overview of the policies, procedures and laws dealing with sexual harassment and discrimination. The training covers what constitutes a disability, harassment and discrimination and how to address it.
2) Sexual Harassment Training
Sexual harassment training is open to all UMass Amherst employees. This three-hour training is scheduled on an ongoing basis or can be scheduled by request through the Equal Opportunity and Diversity Office. The important aspects of sexual harassment, such as: what constitutes sexual harassment; what the laws exist; what are the campus policies and procedures; steps individuals can take if they have been harassed; and how supervisors can address this issue, are covered.
Faculty and Staff Assistance Program
The Faculty and Staff Assistance Program (FSAP) is a free and confidential counseling, consultation, and referral service that assists employees in resolving personal, work-related, and family problems. FSAP serves employees of UMass Amherst, Amherst/Pelham public schools, and the UMass Five College Federal Credit Union. Immediate family members are also eligible. All FSAP services are a benefit and voluntary.
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:
1) Northeast Alliance for Graduate Education and the Professoriate (funded by NSF and UMass Amherst)
Provides first- and fifth-year fellowships for underrepresented minority doctoral students in science, technology, engineering and mathematics (STEM) disciplines at UMass Amherst.
Provides mentoring, networking and professional development activities for underrepresented minority post-baccalaureate and doctoral students in STEM disciplines at UMass Amherst.
Provides one-year paid internships that include course work, research and professional development activities in STEM disciplines.
Includes 8-week summer research program for underrepresented minority students who have graduated within the past 36 months in a STEM discipline, but have not been accepted to a doctoral program.
Provides travel funds for doctoral students to attend national and international scientific meetings
The website URL where more information about the program(s) is available : http://www.neagep.org/program.html
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:
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.