| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 76.93 |
| Liaison | Ezra Small |
| Submission Date | March 6, 2020 |
University of Massachusetts Amherst
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Nathanael
Schildbach Marketing Manager University Relations |
"---"
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:
Non-Discrimination Statement
https://www.umass.edu/diversity/notice-non-discrimination-based-protected-status
The University of Massachusetts Amherst (the “University”) is committed in policy, principle, and practice to maintaining an environment which prohibits discriminatory behavior and provides equal opportunity for all persons. The University affirms its commitment to provide a welcoming and respectful work and educational environment, in which all individuals within the University community may benefit from each other’s experiences and foster mutual respect and appreciation of divergent views. The University will not be tolerant of conduct which violates rights guaranteed by the law, the University Policy Against Discrimination, Harrassment, and Related Interpersonal Violence, and/or other University policies.
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.
https://www.umass.edu/diversity/notice-non-discrimination-based-protected-status
The University of Massachusetts Amherst (the “University”) is committed in policy, principle, and practice to maintaining an environment which prohibits discriminatory behavior and provides equal opportunity for all persons. The University affirms its commitment to provide a welcoming and respectful work and educational environment, in which all individuals within the University community may benefit from each other’s experiences and foster mutual respect and appreciation of divergent views. The University will not be tolerant of conduct which violates rights guaranteed by the law, the University Policy Against Discrimination, Harrassment, and Related Interpersonal Violence, and/or other University policies.
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.
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
(https://www.umass.edu/diversity/fight-hate/university-response-protocol)
University Response Protocol
Step 1: Automated Response
Once a online bias incident report is received, an automated response immediately provides crisis resources.
Step 2: Internal Review and Threat Assessment
Within 24 hours a member of the Dean of Students Office reviews the reports if related to students and it is sent to Human Resources if it pertains to a faculty or staff member. In both cases, a threat assessment is conducted by UMPD to ensure the physical safety of the campus community.
Step 3: Leadership Engagement
Relevant campus administrators are informed and consulted regarding any necessary and appropriate actions that need to be taken.
Step 4: Engaging those who are impacted
Often bias incidents aim to send a message to a target community, our goal in engaging is to counteract harm and ensure a safe and inclusive environment for all. In residence halls, floor or building meetings with representatives from the Dean of Students Office, Residence Hall Staff, UMPD, and CCPH are held to allow for information and resource sharing as well as enable residence members to ask questions and get collective support. Outside of residence halls engagement can take many forms, from individual meetings to a unit/college email that aims to make others aware as well as provide resources to cope.
The priority is restoring a sense of psychological safety by providing mental health resources to help impacted individuals and communities rebound. The Center for Counseling and Psychological Health (CCPH) provides support for students while the Faculty and Staff Assistance Program (FSAP) supports employees.
Step 5: Track Bias Incidents
All bias incidents that are reported to the UMPD are tracked publicly along with other crimes on the daily crime log. An annual bias incident report is prepared to enable ongoing and comparative assessment of bias incidents.
Step 6: Action Steps
Criminal and/or university sanctions may be pursued against perpetrators of true threats or other legally actionable misconduct. Violations of the Code of Conduct are investigated and determined by Student Conduct and Compliance. Violations of the University's Harassment and Discrimination Policy and/or other University policies are investigated and determined by the Office of Equal Opportunity. The determination of whether an incident is a hate crime is not made by campus officials. Suspected violations of hate crime laws are investigated and determined by the District Attorney’s office.
University Response Protocol
Step 1: Automated Response
Once a online bias incident report is received, an automated response immediately provides crisis resources.
Step 2: Internal Review and Threat Assessment
Within 24 hours a member of the Dean of Students Office reviews the reports if related to students and it is sent to Human Resources if it pertains to a faculty or staff member. In both cases, a threat assessment is conducted by UMPD to ensure the physical safety of the campus community.
Step 3: Leadership Engagement
Relevant campus administrators are informed and consulted regarding any necessary and appropriate actions that need to be taken.
Step 4: Engaging those who are impacted
Often bias incidents aim to send a message to a target community, our goal in engaging is to counteract harm and ensure a safe and inclusive environment for all. In residence halls, floor or building meetings with representatives from the Dean of Students Office, Residence Hall Staff, UMPD, and CCPH are held to allow for information and resource sharing as well as enable residence members to ask questions and get collective support. Outside of residence halls engagement can take many forms, from individual meetings to a unit/college email that aims to make others aware as well as provide resources to cope.
The priority is restoring a sense of psychological safety by providing mental health resources to help impacted individuals and communities rebound. The Center for Counseling and Psychological Health (CCPH) provides support for students while the Faculty and Staff Assistance Program (FSAP) supports employees.
Step 5: Track Bias Incidents
All bias incidents that are reported to the UMPD are tracked publicly along with other crimes on the daily crime log. An annual bias incident report is prepared to enable ongoing and comparative assessment of bias incidents.
Step 6: Action Steps
Criminal and/or university sanctions may be pursued against perpetrators of true threats or other legally actionable misconduct. Violations of the Code of Conduct are investigated and determined by Student Conduct and Compliance. Violations of the University's Harassment and Discrimination Policy and/or other University policies are investigated and determined by the Office of Equal Opportunity. The determination of whether an incident is a hate crime is not made by campus officials. Suspected violations of hate crime laws are investigated and determined by the District Attorney’s office.
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?:
Yes
If yes to any of the above, provide:
STUDENTS:
UNDERGRADUATE
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 region with 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.
Additional information on recruitment efforts that target students from underrepresented groups is available at the Undergraduate Admissions Diversity Matters web page at https://www.umass.edu/admissions/diversity
GRADUATE:
Support for Graduate Student Diversity and Climate Improvements
In spring 2018, the UMass Amherst Graduate School established its own Office of Inclusion and Engagement and subsequently appointed Dr. Olufunmilayo (Funmi) Adebayo as Assistant Dean for Inclusion and Engagement. The new office will have two primary objectives:
1) to serve as the principal campus-wide resource for augmenting the recruitment, retention and success of outstanding graduate students from historically underrepresented populations while creating professional development programming for recipients of the Graduate School’s Spaulding-Smith STEM Fellowships and Research Enhancement and Leadership (REAL) Fellowships; and
2) to foster new career possibilities for graduate students by developing training opportunities and funding mechanisms that will help students meaningfully participate in existing public discussions of key problems related to their research. Toward this end, Adebayo will work with the Graduate School’s Office of Professional Development to offer skill-building workshops and leadership seminars designed to enhance student communication and networking proficiency. She will also administer grant programs underwriting pilot projects that enable students to explain the significance of their research to and connect with non-academic communities.
Application Fee Waivers
The Graduate School is pleased to offer application fee waivers to eligible domestic students from underrepresented groups who are participants of the programs listed below.
Annual Biomedical Research Conference for Minority Students (ABRCMS)
Florida A&M University Graduate Feeder Scholars Program
The National Consortium for Graduate Degrees for Minorities in Engineering and Science (GEM)
Louis Stokes Alliance for Minority Participation (LSAMP)
McNair Scholars
National Organization of Black Chemists and Chemical Engineers (NOBCCHE) Annual Conference
Society for Advancement of Chicanos and Native Americans in Science (SACNAS) Annual Conference
Tuskegee Graduate Fair
Students eligible for the GRE fee waiver
ACADEMIC STAFF:
Mandatory Faculty Diversity Recruitment Workshops
STRIDE (Strategies and Tactics for Recruiting to Improve Diversity and Excellence) workshops are intended for faculty members with an important role in faculty recruitment efforts (e.g., search committee chairs and members, and other key faculty). This two-hour training reviews research driven best practices to recruit for diversity and excellence across every stage in the search process and is designed to help faculty produce diverse candidate pools and run effective searches by:
* Getting great applications from the best applicants
* Developing a strong short list
* Managing the visit
* Choosing and attracting the best candidate.
Starting in Fall 2019, STRIDE is required for all faculty involved in search committees, and access to candidate files will only be granted upon completion of the training. Exceptions to this will be made only at the discretion of your school/college dean. Training is valid for a three -year period, after which it will have to be renewed.
To promote small-group discussion and interaction, workshops are capped at 40 participants.
NON-ACADEMIC STAFF:
The Offices of Equity and Inclusion and Human Resources are launching the UMass Employee Resource Groups (ERGs) as of Spring 2020 (https://www.umass.edu/diversity/employee-resource-groups). This initiative will provide employees with resources for professional development, networking, and mentorship, while also promoting the recruitment, retention, and advancement of employees who are underrepresented in our community. This initiative is one of many ways the University works to invest in our workforce, and make UMass a workplace of choice. Becoming a workplace of choice for underrepresented groups is a key element of improving recruitment effectiveness especially for nonacademic staff who are not targeted through multiple efforts as academic staff are.
ERGs as of Spring 2020:
UMass Diverse Abilities Group
Promoting an environment that is open and inclusive for all individuals across the continuum of ability, through engagement, education, and advocacy. The group also focuses on ways to support the recruitment, retention, and advancement of employees experiencing disabilities.
UMass International Staff/Faculty Network
Building connections, assisting in the transition to the University, and promoting a community and working environment for both new arrivals and long-time residents of the U.S., that is both welcoming and nurturing.
UMass LGBTQIA+ Network
Cultivating a more welcoming and respectful campus community for Lesbian, Gay, Bisexual, Trans, Queer, Intersex, and Asexual individuals and their allies, with a primary focus on the retention, advancement, and edification of UMass Amherst staff and faculty.
UMass Veterans Network
Working to make UMass Amherst a workplace of choice for veterans, reservists, and guardsmen, while fostering a community to support and encourage networking, career development, and mentorship.
UMass Faculty and Staff of Color Network
Fostering connections and developing community for employees from underrepresented groups at UMass Amherst, and promoting an inclusive work environment.
UNDERGRADUATE
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 region with 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.
Additional information on recruitment efforts that target students from underrepresented groups is available at the Undergraduate Admissions Diversity Matters web page at https://www.umass.edu/admissions/diversity
GRADUATE:
Support for Graduate Student Diversity and Climate Improvements
In spring 2018, the UMass Amherst Graduate School established its own Office of Inclusion and Engagement and subsequently appointed Dr. Olufunmilayo (Funmi) Adebayo as Assistant Dean for Inclusion and Engagement. The new office will have two primary objectives:
1) to serve as the principal campus-wide resource for augmenting the recruitment, retention and success of outstanding graduate students from historically underrepresented populations while creating professional development programming for recipients of the Graduate School’s Spaulding-Smith STEM Fellowships and Research Enhancement and Leadership (REAL) Fellowships; and
2) to foster new career possibilities for graduate students by developing training opportunities and funding mechanisms that will help students meaningfully participate in existing public discussions of key problems related to their research. Toward this end, Adebayo will work with the Graduate School’s Office of Professional Development to offer skill-building workshops and leadership seminars designed to enhance student communication and networking proficiency. She will also administer grant programs underwriting pilot projects that enable students to explain the significance of their research to and connect with non-academic communities.
Application Fee Waivers
The Graduate School is pleased to offer application fee waivers to eligible domestic students from underrepresented groups who are participants of the programs listed below.
Annual Biomedical Research Conference for Minority Students (ABRCMS)
Florida A&M University Graduate Feeder Scholars Program
The National Consortium for Graduate Degrees for Minorities in Engineering and Science (GEM)
Louis Stokes Alliance for Minority Participation (LSAMP)
McNair Scholars
National Organization of Black Chemists and Chemical Engineers (NOBCCHE) Annual Conference
Society for Advancement of Chicanos and Native Americans in Science (SACNAS) Annual Conference
Tuskegee Graduate Fair
Students eligible for the GRE fee waiver
ACADEMIC STAFF:
Mandatory Faculty Diversity Recruitment Workshops
STRIDE (Strategies and Tactics for Recruiting to Improve Diversity and Excellence) workshops are intended for faculty members with an important role in faculty recruitment efforts (e.g., search committee chairs and members, and other key faculty). This two-hour training reviews research driven best practices to recruit for diversity and excellence across every stage in the search process and is designed to help faculty produce diverse candidate pools and run effective searches by:
* Getting great applications from the best applicants
* Developing a strong short list
* Managing the visit
* Choosing and attracting the best candidate.
Starting in Fall 2019, STRIDE is required for all faculty involved in search committees, and access to candidate files will only be granted upon completion of the training. Exceptions to this will be made only at the discretion of your school/college dean. Training is valid for a three -year period, after which it will have to be renewed.
To promote small-group discussion and interaction, workshops are capped at 40 participants.
NON-ACADEMIC STAFF:
The Offices of Equity and Inclusion and Human Resources are launching the UMass Employee Resource Groups (ERGs) as of Spring 2020 (https://www.umass.edu/diversity/employee-resource-groups). This initiative will provide employees with resources for professional development, networking, and mentorship, while also promoting the recruitment, retention, and advancement of employees who are underrepresented in our community. This initiative is one of many ways the University works to invest in our workforce, and make UMass a workplace of choice. Becoming a workplace of choice for underrepresented groups is a key element of improving recruitment effectiveness especially for nonacademic staff who are not targeted through multiple efforts as academic staff are.
ERGs as of Spring 2020:
UMass Diverse Abilities Group
Promoting an environment that is open and inclusive for all individuals across the continuum of ability, through engagement, education, and advocacy. The group also focuses on ways to support the recruitment, retention, and advancement of employees experiencing disabilities.
UMass International Staff/Faculty Network
Building connections, assisting in the transition to the University, and promoting a community and working environment for both new arrivals and long-time residents of the U.S., that is both welcoming and nurturing.
UMass LGBTQIA+ Network
Cultivating a more welcoming and respectful campus community for Lesbian, Gay, Bisexual, Trans, Queer, Intersex, and Asexual individuals and their allies, with a primary focus on the retention, advancement, and edification of UMass Amherst staff and faculty.
UMass Veterans Network
Working to make UMass Amherst a workplace of choice for veterans, reservists, and guardsmen, while fostering a community to support and encourage networking, career development, and mentorship.
UMass Faculty and Staff of Color Network
Fostering connections and developing community for employees from underrepresented groups at UMass Amherst, and promoting an inclusive work environment.
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:
STUDENTS
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:
http://www.umass.edu/cmass/
https://www.umass.edu/studentlife/advocacy-inclusion-support
Graduate Students:
The Office of Inclusion and Engagement (OIE) is part of the UMass Amherst Graduate School’s commitment to fostering diversity and a positive campus climate to promote graduate student success. OIE aims to cultivate an inclusive environment through which graduate students from all backgrounds can thrive and succeed at UMass Amherst. OIE works to promotes student success through recruitment efforts, graduate fellowships, mentoring and community-building programming.
Our Mission
Increase access to graduate education to scholars from traditionally underrepresented backgrounds
Foster belonging for all graduate students through the development of a more inclusive campus climate
Promote success through mentoring, community-building and personal and professional development opportunities for all graduate students, especially those from historically underrepresented backgrounds
ACADEMIC STAFF
ADVANCE
While academic careers require peer support, it can be difficult to develop mentoring relationships with other faculty members. ADVANCE provides new resources and publicizes existing resources to foster community and career development. We build on the Mutual Mentoring model, developed by Mary Deane Sorcinelli and Jung Yun. The ADVANCE Program will promote networks, peer mentoring and recognition of mentoring, and helps establish a network of College Diversity officers, aimed at ensuring that all faculty members are part of inclusive communities.
Some key supports in this area include:
* Creating, enhancing, and supporting networks for women, underrepresented minorities, LGBTQIA, and international faculty.
* Promotion of the work of mutual mentoring groups and networks on campus to enhance inclusive community.
* Workshops on career development for women faculty members
* Workshops on career development for faculty of color
* Workshops on career development for international faculty members
* Workshops on career development for LGBTQIA faculty members
* Workshops on career development at the intersections of race, gender, nationality, and sexuality
* Workshops on development productive mentoring relationships
* Workshops on understanding and addressing the experiences of women faculty, faculty of color, international faculty, and LGBTQIA faculty
* Workshop on addressing diversity through inclusive community building
* Workshops on encouraging, recognizing, and rewarding peer mentoring work
* Promotion of faculty/peer mentoring in each college, through awards and other institutional structur
NON-ACADEMIC STAFF
The Offices of Equity and Inclusion and Human Resources are launching the UMass Employee Resource Groups (ERGs) as of Spring 2020 (https://www.umass.edu/diversity/employee-resource-groups). This initiative will provide employees with resources for professional development, networking, and mentorship, while also promoting the recruitment, retention, and advancement of employees who are underrepresented in our community. This initiative is one of many ways the University works to invest in our workforce, and make UMass a workplace of choice.
ERGs as of Spring 2020:
UMass Diverse Abilities Group
Promoting an environment that is open and inclusive for all individuals across the continuum of ability, through engagement, education, and advocacy. The group also focuses on ways to support the recruitment, retention, and advancement of employees experiencing disabilities.
UMass International Staff/Faculty Network
Building connections, assisting in the transition to the University, and promoting a community and working environment for both new arrivals and long-time residents of the U.S., that is both welcoming and nurturing.
UMass LGBTQIA+ Network
Cultivating a more welcoming and respectful campus community for Lesbian, Gay, Bisexual, Trans, Queer, Intersex, and Asexual individuals and their allies, with a primary focus on the retention, advancement, and edification of UMass Amherst staff and faculty.
UMass Veterans Network
Working to make UMass Amherst a workplace of choice for veterans, reservists, and guardsmen, while fostering a community to support and encourage networking, career development, and mentorship.
UMass Faculty and Staff of Color Network
Fostering connections and developing community for employees from underrepresented groups at UMass Amherst, and promoting an inclusive work environment.
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:
http://www.umass.edu/cmass/
https://www.umass.edu/studentlife/advocacy-inclusion-support
Graduate Students:
The Office of Inclusion and Engagement (OIE) is part of the UMass Amherst Graduate School’s commitment to fostering diversity and a positive campus climate to promote graduate student success. OIE aims to cultivate an inclusive environment through which graduate students from all backgrounds can thrive and succeed at UMass Amherst. OIE works to promotes student success through recruitment efforts, graduate fellowships, mentoring and community-building programming.
Our Mission
Increase access to graduate education to scholars from traditionally underrepresented backgrounds
Foster belonging for all graduate students through the development of a more inclusive campus climate
Promote success through mentoring, community-building and personal and professional development opportunities for all graduate students, especially those from historically underrepresented backgrounds
ACADEMIC STAFF
ADVANCE
While academic careers require peer support, it can be difficult to develop mentoring relationships with other faculty members. ADVANCE provides new resources and publicizes existing resources to foster community and career development. We build on the Mutual Mentoring model, developed by Mary Deane Sorcinelli and Jung Yun. The ADVANCE Program will promote networks, peer mentoring and recognition of mentoring, and helps establish a network of College Diversity officers, aimed at ensuring that all faculty members are part of inclusive communities.
Some key supports in this area include:
* Creating, enhancing, and supporting networks for women, underrepresented minorities, LGBTQIA, and international faculty.
* Promotion of the work of mutual mentoring groups and networks on campus to enhance inclusive community.
* Workshops on career development for women faculty members
* Workshops on career development for faculty of color
* Workshops on career development for international faculty members
* Workshops on career development for LGBTQIA faculty members
* Workshops on career development at the intersections of race, gender, nationality, and sexuality
* Workshops on development productive mentoring relationships
* Workshops on understanding and addressing the experiences of women faculty, faculty of color, international faculty, and LGBTQIA faculty
* Workshop on addressing diversity through inclusive community building
* Workshops on encouraging, recognizing, and rewarding peer mentoring work
* Promotion of faculty/peer mentoring in each college, through awards and other institutional structur
NON-ACADEMIC STAFF
The Offices of Equity and Inclusion and Human Resources are launching the UMass Employee Resource Groups (ERGs) as of Spring 2020 (https://www.umass.edu/diversity/employee-resource-groups). This initiative will provide employees with resources for professional development, networking, and mentorship, while also promoting the recruitment, retention, and advancement of employees who are underrepresented in our community. This initiative is one of many ways the University works to invest in our workforce, and make UMass a workplace of choice.
ERGs as of Spring 2020:
UMass Diverse Abilities Group
Promoting an environment that is open and inclusive for all individuals across the continuum of ability, through engagement, education, and advocacy. The group also focuses on ways to support the recruitment, retention, and advancement of employees experiencing disabilities.
UMass International Staff/Faculty Network
Building connections, assisting in the transition to the University, and promoting a community and working environment for both new arrivals and long-time residents of the U.S., that is both welcoming and nurturing.
UMass LGBTQIA+ Network
Cultivating a more welcoming and respectful campus community for Lesbian, Gay, Bisexual, Trans, Queer, Intersex, and Asexual individuals and their allies, with a primary focus on the retention, advancement, and edification of UMass Amherst staff and faculty.
UMass Veterans Network
Working to make UMass Amherst a workplace of choice for veterans, reservists, and guardsmen, while fostering a community to support and encourage networking, career development, and mentorship.
UMass Faculty and Staff of Color Network
Fostering connections and developing community for employees from underrepresented groups at UMass Amherst, and promoting an inclusive work environment.
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:
UMass Amherst is part of the Center for the Integration of Research, Teaching, and Learning (CIRTL) network, which comprises numerous Research-1 institutions with a shared goal of improving the preparation of STEM graduate students and postdocs for careers that include college and university teaching.
The Research Enhancement and Leadership (REAL) Fellowship is awarded to outstanding doctoral and MFA students from historically underrepresented groups in the humanities and arts, social sciences, education, nursing and business. The fellowship provides four years of summer support in the form of a $4000 fellowship each summer (two years for MFA students). REAL Fellows are included in a variety of programs, including informal, monthly mentoring dinners, professional development workshops, and other events designed to facilitate a cohesive community of young scholars.
Graduate Student Organizations
Graduate Students of Color Association (GSCA) aims to build a sense of community among graduate students of color at UMass Amherst, through professional development workshops, peer mentoring and social networking.
The First Generation Initiative works to provide a social network and mentoring between graduate students and faculty who identify as the first in their immediate family to attain a four-year college degree.
Graduate Women in STEM is dedicated to the advancement of women in science and engineering through outreach, mentoring and professional development initiatives.
The Research Enhancement and Leadership (REAL) Fellowship is awarded to outstanding doctoral and MFA students from historically underrepresented groups in the humanities and arts, social sciences, education, nursing and business. The fellowship provides four years of summer support in the form of a $4000 fellowship each summer (two years for MFA students). REAL Fellows are included in a variety of programs, including informal, monthly mentoring dinners, professional development workshops, and other events designed to facilitate a cohesive community of young scholars.
Graduate Student Organizations
Graduate Students of Color Association (GSCA) aims to build a sense of community among graduate students of color at UMass Amherst, through professional development workshops, peer mentoring and social networking.
The First Generation Initiative works to provide a social network and mentoring between graduate students and faculty who identify as the first in their immediate family to attain a four-year college degree.
Graduate Women in STEM is dedicated to the advancement of women in science and engineering through outreach, mentoring and professional development initiatives.
Optional Fields
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:
---
Data source(s) and notes about the submission:
https://www.umass.edu/diversity/employee-resource-groups
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.