University of Massachusetts Amherst
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Ezra
Small Sustainability Manager Physical Plant |
"---"
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:
The University of Massachusetts, Amherst prohibits discrimination on the basis of race, color, religion, caste, creed, sex, age, marital status, national origin, mental or physical disability, political belief or affiliation, pregnancy and pregnancy related condition(s), veteran status, sexual orientation, gender identity and expression, genetic information, natural and protective hairstyle 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 prohibits harassment of students and employees, i.e., racial harassment, sexual harassment, sexual misconduct, and retaliation for filing complaints of discrimination.
https://www.umass.edu/equalopportunity/affirmative-action-non-discrimination-and-title-ix-non-discrimination-policy-statement
https://www.umass.edu/equalopportunity/affirmative-action-non-discrimination-and-title-ix-non-discrimination-policy-statement
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
The incident response team is composed of members of University Relations, Student Affairs and Campus Life, Office of the Provost, and OEI. It is overseen by the Associate Vice Chancellor for Incident Response.
While the Office of Equity and Inclusion has a response protocol for incidents reported directly to OEI, university response protocols may vary depending on the nature of the incident.
OEI Response Protocol:
• Step 1: Automated Response: Once a online climate incident report is received, an automated response immediately provides crisis resources.
• Step 2: Engaging those who are impacted: Within 36 hours of receipt of the report (with the exception of weekends), OEI meets with the reporting party or person directly affected, obtains more details about the incident, and connects them to relevant supports.
• Step 3: Leadership Engagement: Relevant campus administrators are informed of the incident and advised regarding any necessary and appropriate actions that need to be taken.
• Step 4: Action Steps: The offices of the appropriate campus administrators take the necessary actions, and provide additional supports to affected parties as necessary.
• Step 5: Track Climate Incidents: All climate incidents that are reported to the OEI are tracked publicly. An annual climate incident report is prepared to enable ongoing and comparative assessment of incidents.
UMass Amherst supports those who have experienced or witnessed a bias incident, act of discrimination, or hate crime. There are a number of self care tips and resources that members of the campus community are made aware of and have access to outlined here: https://www.umass.edu/diversity/fight-hate/taking-care-yourself. These include: Advice from the Dean of Students office, confidential mental wellness resources such as student support groups from the Center for Counseling & Psychological Health and the Faculty and Staff Assistance Program (FSAP), success coaches available through the Center for Multicultural Affairs and Student Success (CMASS), and additional support from the UMass Ombuds Office.
While the Office of Equity and Inclusion has a response protocol for incidents reported directly to OEI, university response protocols may vary depending on the nature of the incident.
OEI Response Protocol:
• Step 1: Automated Response: Once a online climate incident report is received, an automated response immediately provides crisis resources.
• Step 2: Engaging those who are impacted: Within 36 hours of receipt of the report (with the exception of weekends), OEI meets with the reporting party or person directly affected, obtains more details about the incident, and connects them to relevant supports.
• Step 3: Leadership Engagement: Relevant campus administrators are informed of the incident and advised regarding any necessary and appropriate actions that need to be taken.
• Step 4: Action Steps: The offices of the appropriate campus administrators take the necessary actions, and provide additional supports to affected parties as necessary.
• Step 5: Track Climate Incidents: All climate incidents that are reported to the OEI are tracked publicly. An annual climate incident report is prepared to enable ongoing and comparative assessment of incidents.
UMass Amherst supports those who have experienced or witnessed a bias incident, act of discrimination, or hate crime. There are a number of self care tips and resources that members of the campus community are made aware of and have access to outlined here: https://www.umass.edu/diversity/fight-hate/taking-care-yourself. These include: Advice from the Dean of Students office, confidential mental wellness resources such as student support groups from the Center for Counseling & Psychological Health and the Faculty and Staff Assistance Program (FSAP), success coaches available through the Center for Multicultural Affairs and Student Success (CMASS), and additional support from the UMass Ombuds 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
"UMass Amherst Undergraduate Admissions is committed to the responsibility of providing access and opportunities for all, while actively upholding diversity as a priority, demonstrating our commitment to inclusion of historically underrepresented communities. We believe that a multicultural and diverse campus is essential to achieving academic excellence, allowing students of all identities and backgrounds to thrive at UMass Amherst."
https://www.umass.edu/admissions/undergraduate-admissions/explore/diversity-umass
Programs:
Admission Diversity Fellows:
The Admission Diversity Fellows are a team of undergraduate students who work for the UMass Amherst Undergraduate Admissions Office, and assist the team with the goal to increase the number of underrepresented students on our campus, and support them while they are here. The Diversity Fellows serve as mentors for prospective students applying to college, and newly admitted students deciding on a college home. They ensure that historically underrepresented students are on track for academic and social success. Diversity Fellows are essential in achieving our goal to make UMass Amherst a more diverse and inclusive campus, where students from all walks of life can feel like they belong.
URep UMass:
URep UMass is a series of events and programming, hosted by the Undergraduate Office of Admission, geared toward students of color and first-generation-to-college students. Under the URep UMass heading are a series of events meant to guide students through the admissions process— from the prospective stage through enrollment.
Community Access Partners
Our community access partners are critical to our success in supporting students throughout their academic journey. Access partners not only bring an array of diverse experience and resources, our partnership allow us to support students beyond the admission process, ensuring that UMass Amherst students thrive and unlock their potential every step of the way.
Partners:
College Greenlight (https://www.cappex.com/greenlight)
OneGoal (https://www.onegoalgraduation.org/locations/massachusetts/)
Boys and Girls Clubs of Greater Holyoke (https://www.hbgc.org/index.php/en/)
100 Males to College (https://www.mass.edu/strategic/100MalestoCollege.asp)
Upward Bound UMass Amherst (https://www.umass.edu/cmass/upward-bound)
Eureka! Girls Inc. of the Valley (https://www.girlsincvalley.org/portfolio/eureka/)
GRADUATE:
"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."
https://www.umass.edu/graduate/inclusion
Programs:
REAL Fellows: The Research Enhancement and Leadership (REAL) Fellowship is awarded to outstanding graduate 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 $5,000 fellowship each summer (two years for MFA students).
Spaulding-Smith Fellowship: The Spaulding-Smith Fellowship is awarded to outstanding doctoral students from historically underrepresented groups in science, technology, engineering and mathematics (STEM). The fellowship provides full financial support during the first and final year of graduate school.
UMass Amherst has several graduate student organizations dedicated to the promotion and advancement of diversity and inclusion. Working with the Graduate School, these organizations aim to promote a sense of belonging for all students, especially those from groups historically underrepresented in academia, through community-building events, professional development programming, and the cultivation of a positive campus climate.
Graduate Diversity & Inclusion Awards: Each year, the Graduate School selects two members of the university community to receive a Commitment to Diversity Award. This award recognizes one graduate student and one faculty member for their outstanding contributions to diversity and inclusion in graduate education at UMass Amherst.
CIRTL: UMass Amherst is a member of the Center for the Integration of Research, Teaching, and Learning (CIRTL) network, a consortium of Research-1 institutions with a shared goal of improving the preparation of graduate students and postdoctoral researchers for careers that include college and university teaching.
"The UMass Amherst Graduate School is deeply committed to promoting access and inclusion in graduate education for all students, especially those from backgrounds historically underrepresented in higher education. We invite you to learn more about our commitment to diversity and the ways we can support you as you consider graduate school."
https://www.umass.edu/graduate/inclusion/recruitment
Graduate Recruitment Events
Representatives from UMass Amherst regularly attend recruitments events throughout the academic year. We would like to meet with you at one of these events!
The Annual Biomedical Research Conference for Minority Students (ABRCMS)
The National Consortium for Graduate Degrees for Minorities in Engineering and Science (GEM) Annual conference
Florida A&M University Annual Graduate Feeder Scholars Conference
National Organization of Black Chemists and Chemical Engineering (NOBCCHE) Annual Conference
Society for the Advancement of Chicanos and Native Americans in Science (SACNAS) Annual Conference
Inclusive Astronomy 2 Conference
The Conference for Undergraduate Women in Astronomy
Conferences for Undergraduate Women in Physics
If you are a university or corporate representative interested in having the UMass Amherst Graduate School participate in your graduate recruitment event, please contact Dr. Wilmore Webley.
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. To request an application fee waiver, please contact the Office of Inclusion & Engagement before submitting your application.
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
Individual requests may be considered on a case-by-case basis.
ACADEMIC STAFF:
The Office of Equity and Inclusion provides resources for faculty recruitment including "Pathways for Increasing Equity and Inclusion in Faculty Recruitment". The office states that "We are introducing two new ways to increase the ranks of tenure-system faculty who will contribute to the campus goals of greater equity and inclusion. Faculty members can now be hired as part of the Tenure-Track Pathway or the Postdoctoral Pathway Fellowship based on their life experiences and scholarship, as well as their mentoring, teaching and outreach activities." More info here: https://www.umass.edu/diversity/faculty-search.
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). These two-hour workshops review 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
STRIDE is required for all faculty involved in search committees. 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 must be renewed.
To promote small-group discussion and interaction, workshops are capped at 20 participants.
More info here: https://www.umass.edu/provost/resources/all-resources/faculty-diversity/stride-faculty-recruitment-workshops
NON-ACADEMIC STAFF:
The Offices of Equity and Inclusion and Human Resources launched the UMass Employee Resource Groups (ERGs) as of Spring 2020. This initiative will provide UMass staff and faculty 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. Supervisors are encouraged to provide release time to staff members to participate in ERG programming throughout the year. https://www.umass.edu/diversity/employee-resource-groups
ERGs as of Winter 2022:
1) UMass Allies for Illness and Disability Access (UMAIDA) Network:
Promoting a supportive network and work environment that is inclusive and accessible for all individuals with lived experience of disability, deafness, illness (chronic and mental), injury, neurodiversity and their allies. The group also focuses on ways to support the recruitment, retention, professional development and career advancement of employees with disabilities.
2) 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.
3) 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.
4) 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.
5) 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.
6) University Women's Network:
University Women’s Network (UWN) is a longstanding organization on the UMass Amherst campus that dedicates itself to promoting the personal and professional development of its members by networking, educating and supporting, and also collaborating with other campus organizations throughout the state, such as Massachusetts Women in Public Higher Education (MWPHE). Established in 1981 by then Vice Chancellor of University Relations, Deirdre Ling, UWN has maintained a tradition of support and encouragement for all University women in their endeavors and aspirations for over 40 years.
UNDERGRADUATE
"UMass Amherst Undergraduate Admissions is committed to the responsibility of providing access and opportunities for all, while actively upholding diversity as a priority, demonstrating our commitment to inclusion of historically underrepresented communities. We believe that a multicultural and diverse campus is essential to achieving academic excellence, allowing students of all identities and backgrounds to thrive at UMass Amherst."
https://www.umass.edu/admissions/undergraduate-admissions/explore/diversity-umass
Programs:
Admission Diversity Fellows:
The Admission Diversity Fellows are a team of undergraduate students who work for the UMass Amherst Undergraduate Admissions Office, and assist the team with the goal to increase the number of underrepresented students on our campus, and support them while they are here. The Diversity Fellows serve as mentors for prospective students applying to college, and newly admitted students deciding on a college home. They ensure that historically underrepresented students are on track for academic and social success. Diversity Fellows are essential in achieving our goal to make UMass Amherst a more diverse and inclusive campus, where students from all walks of life can feel like they belong.
URep UMass:
URep UMass is a series of events and programming, hosted by the Undergraduate Office of Admission, geared toward students of color and first-generation-to-college students. Under the URep UMass heading are a series of events meant to guide students through the admissions process— from the prospective stage through enrollment.
Community Access Partners
Our community access partners are critical to our success in supporting students throughout their academic journey. Access partners not only bring an array of diverse experience and resources, our partnership allow us to support students beyond the admission process, ensuring that UMass Amherst students thrive and unlock their potential every step of the way.
Partners:
College Greenlight (https://www.cappex.com/greenlight)
OneGoal (https://www.onegoalgraduation.org/locations/massachusetts/)
Boys and Girls Clubs of Greater Holyoke (https://www.hbgc.org/index.php/en/)
100 Males to College (https://www.mass.edu/strategic/100MalestoCollege.asp)
Upward Bound UMass Amherst (https://www.umass.edu/cmass/upward-bound)
Eureka! Girls Inc. of the Valley (https://www.girlsincvalley.org/portfolio/eureka/)
GRADUATE:
"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."
https://www.umass.edu/graduate/inclusion
Programs:
REAL Fellows: The Research Enhancement and Leadership (REAL) Fellowship is awarded to outstanding graduate 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 $5,000 fellowship each summer (two years for MFA students).
Spaulding-Smith Fellowship: The Spaulding-Smith Fellowship is awarded to outstanding doctoral students from historically underrepresented groups in science, technology, engineering and mathematics (STEM). The fellowship provides full financial support during the first and final year of graduate school.
UMass Amherst has several graduate student organizations dedicated to the promotion and advancement of diversity and inclusion. Working with the Graduate School, these organizations aim to promote a sense of belonging for all students, especially those from groups historically underrepresented in academia, through community-building events, professional development programming, and the cultivation of a positive campus climate.
Graduate Diversity & Inclusion Awards: Each year, the Graduate School selects two members of the university community to receive a Commitment to Diversity Award. This award recognizes one graduate student and one faculty member for their outstanding contributions to diversity and inclusion in graduate education at UMass Amherst.
CIRTL: UMass Amherst is a member of the Center for the Integration of Research, Teaching, and Learning (CIRTL) network, a consortium of Research-1 institutions with a shared goal of improving the preparation of graduate students and postdoctoral researchers for careers that include college and university teaching.
"The UMass Amherst Graduate School is deeply committed to promoting access and inclusion in graduate education for all students, especially those from backgrounds historically underrepresented in higher education. We invite you to learn more about our commitment to diversity and the ways we can support you as you consider graduate school."
https://www.umass.edu/graduate/inclusion/recruitment
Graduate Recruitment Events
Representatives from UMass Amherst regularly attend recruitments events throughout the academic year. We would like to meet with you at one of these events!
The Annual Biomedical Research Conference for Minority Students (ABRCMS)
The National Consortium for Graduate Degrees for Minorities in Engineering and Science (GEM) Annual conference
Florida A&M University Annual Graduate Feeder Scholars Conference
National Organization of Black Chemists and Chemical Engineering (NOBCCHE) Annual Conference
Society for the Advancement of Chicanos and Native Americans in Science (SACNAS) Annual Conference
Inclusive Astronomy 2 Conference
The Conference for Undergraduate Women in Astronomy
Conferences for Undergraduate Women in Physics
If you are a university or corporate representative interested in having the UMass Amherst Graduate School participate in your graduate recruitment event, please contact Dr. Wilmore Webley.
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. To request an application fee waiver, please contact the Office of Inclusion & Engagement before submitting your application.
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
Individual requests may be considered on a case-by-case basis.
ACADEMIC STAFF:
The Office of Equity and Inclusion provides resources for faculty recruitment including "Pathways for Increasing Equity and Inclusion in Faculty Recruitment". The office states that "We are introducing two new ways to increase the ranks of tenure-system faculty who will contribute to the campus goals of greater equity and inclusion. Faculty members can now be hired as part of the Tenure-Track Pathway or the Postdoctoral Pathway Fellowship based on their life experiences and scholarship, as well as their mentoring, teaching and outreach activities." More info here: https://www.umass.edu/diversity/faculty-search.
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). These two-hour workshops review 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
STRIDE is required for all faculty involved in search committees. 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 must be renewed.
To promote small-group discussion and interaction, workshops are capped at 20 participants.
More info here: https://www.umass.edu/provost/resources/all-resources/faculty-diversity/stride-faculty-recruitment-workshops
NON-ACADEMIC STAFF:
The Offices of Equity and Inclusion and Human Resources launched the UMass Employee Resource Groups (ERGs) as of Spring 2020. This initiative will provide UMass staff and faculty 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. Supervisors are encouraged to provide release time to staff members to participate in ERG programming throughout the year. https://www.umass.edu/diversity/employee-resource-groups
ERGs as of Winter 2022:
1) UMass Allies for Illness and Disability Access (UMAIDA) Network:
Promoting a supportive network and work environment that is inclusive and accessible for all individuals with lived experience of disability, deafness, illness (chronic and mental), injury, neurodiversity and their allies. The group also focuses on ways to support the recruitment, retention, professional development and career advancement of employees with disabilities.
2) 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.
3) 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.
4) 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.
5) 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.
6) University Women's Network:
University Women’s Network (UWN) is a longstanding organization on the UMass Amherst campus that dedicates itself to promoting the personal and professional development of its members by networking, educating and supporting, and also collaborating with other campus organizations throughout the state, such as Massachusetts Women in Public Higher Education (MWPHE). Established in 1981 by then Vice Chancellor of University Relations, Deirdre Ling, UWN has maintained a tradition of support and encouragement for all University women in their endeavors and aspirations for over 40 years.
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
Student Life Advocacy, Inclusion, and Support:
https://www.umass.edu/studentlife/advocacy-inclusion-support
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/
Center for Women and Community
The Center for Women and Community (CWC) provides leadership opportunities, educational workshops and trainings; counseling, advocacy and support services, and information and referral services on campus and for all of Hampshire County. CWC is also the Rape Crisis Center for the campus and surrounding county, offering 24-hour confidential support to those affected by sexual or relationship violence, including survivors, their family and friends. Center for Women and Community's mission is to provide leadership in promoting educational access and equity for women, to empower women to take full control of their lives and to strengthen the connections among women.
https://www.umass.edu/studentlife/advocacy-inclusion-support
Women of Color Leadership Network
The Women of Color Leadership Network (WOCLN) provides a home away from home for African American, Latina, Asian American, Native American, Middle Eastern American, multiracial, and multicultural women. WOCLN provides advocacy, coaching, mentoring, internships, and a wide range of workshops and events, all with the aim of strengthening self-identity as well as community.
https://www.umass.edu/cwc/wocln
The UMass Men and Masculinities Center
The Men and Masculinities Center supports male student success and the development of masculine identity that is healthy for individuals and communities at UMass Amherst. Using a male-positive, multicultural, and pro-feminist perspective, the Center promotes healthy relationships and positive expressions of masculinity; provides programs to support male students to explore the intersections of male identities; and fosters men’s healthy and positive development through scholarship, leadership development, outreach, and advocacy.
https://www.umass.edu/masculinities/
Office of Religious and Spiritual Life
The Office of Religious and Spiritual Life provides individual and institutional advocacy, interfaith dialogue, and other educational and bridge-building activities designed to foster an informed, caring and supportive campus community for students of all backgrounds and beliefs. It also serves as the liaison between the University and the private religious organizations and advisers who provide pastoral counseling and other religious services for our students.
https://www.umass.edu/orsl/
The Stonewall Center
The Stonewall Center provides support, advocacy, and programming for LGBT and allied students, staff, and faculty at UMass Amherst and for the larger Pioneer Valley. The Center seeks to educate the campus and local community about heterosexism, genderism, and sexual and gender prejudice in order to create a more inclusive and welcoming climate for bisexual, gay, lesbian, queer, and transgender individuals and their allies.
https://www.umass.edu/stonewall/
Veteran Student Resource Center
The Veteran Student Resource Center is a central place on campus to study, relax, meet other student veterans and learn about and access resources. The SVRC hosts a variety of workshops throughout the year, to help you to stay informed and provide support.
https://www.umass.edu/veterans/
ACADEMIC STAFF
ADVANCE: https://www.umass.edu/advance/about-advance
Through the power of collaboration UMass ADVANCE transforms the campus by cultivating faculty equity, inclusion and success. ADVANCE provides the resources, recognition and relationship building that are critical to equitable and successful collaboration in the 21st century academy. UMass ADVANCE is funded by the National Science Foundation (NSF), which is advancing women faculty, including women faculty of color, in science and engineering.
Program Goals
-Retain faculty who are diverse by gender, race/ethnicity, nationality, and other measures.
-Ensure that faculty feel satisfied, included, and respected, and can effectively pursue their career goals.
-Provide clear pathways to advancement to promotion, tenure, and leadership roles for all faculty members.
-Help faculty members identify collaborators, effectively engage in collaborative research, and receive recognition for collaborative research.
-Create opportunities for faculty members to build relationships and inclusive communities.
-Guarantee that all faculty members receive support and mentoring in their career development.
-Develop best practices models for shared decision-making and leadership development.
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 structures
ADVANCE interventions in the area of collaborative community building more deeply engage all faculty in an inclusive community, regardless of race, gender, nationality, sexuality, or other statuses. Providing the resources, relationships and recognition for inclusive community across campus leads to greater equity in retention and satisfaction as faculty feel a greater sense of belonging and being valued for their work.
NON-ACADEMIC STAFF
UMass HR Employee Counseling and Consultation Office (ECCO) Services:
https://www.umass.edu/humres/ecco
-Counseling and Personal Consultations
-Referrals to Community Therapists
-Supervisor Consultations
-Workshops: Includes "Building Diversity and Inclusion Certificate"
Trainings:
Get Inclusive Training
The University of Massachusetts Amherst deeply values its responsibility to create and ensure a respectful, safe, and inclusive campus for all members of the community. The University has teamed up and contracted with “Get Inclusive” to offer online trainings in HIPAA, Harassment Prevention and Title IX and more. Click the button below to login and get started.
https://www.umass.edu/humres/Get-Inclusive-Training
The Offices of Equity and Inclusion and Human Resources launched the UMass Employee Resource Groups (ERGs) as of Spring 2020. This initiative will provide UMass staff and faculty 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. Supervisors are encouraged to provide release time to staff members to participate in ERG programming throughout the year. https://www.umass.edu/diversity/employee-resource-groups
ERGs as of Winter 2022:
1) UMass Allies for Illness and Disability Access (UMAIDA) Network:
Promoting a supportive network and work environment that is inclusive and accessible for all individuals with lived experience of disability, deafness, illness (chronic and mental), injury, neurodiversity and their allies. The group also focuses on ways to support the recruitment, retention, professional development and career advancement of employees with disabilities.
2) 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.
3) 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.
4) 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.
5) 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.
6) University Women's Network:
University Women’s Network (UWN) is a longstanding organization on the UMass Amherst campus that dedicates itself to promoting the personal and professional development of its members by networking, educating and supporting, and also collaborating with other campus organizations throughout the state, such as Massachusetts Women in Public Higher Education (MWPHE). Established in 1981 by then Vice Chancellor of University Relations, Deirdre Ling, UWN has maintained a tradition of support and encouragement for all University women in their endeavors and aspirations for over 40 years.
Student Life Advocacy, Inclusion, and Support:
https://www.umass.edu/studentlife/advocacy-inclusion-support
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/
Center for Women and Community
The Center for Women and Community (CWC) provides leadership opportunities, educational workshops and trainings; counseling, advocacy and support services, and information and referral services on campus and for all of Hampshire County. CWC is also the Rape Crisis Center for the campus and surrounding county, offering 24-hour confidential support to those affected by sexual or relationship violence, including survivors, their family and friends. Center for Women and Community's mission is to provide leadership in promoting educational access and equity for women, to empower women to take full control of their lives and to strengthen the connections among women.
https://www.umass.edu/studentlife/advocacy-inclusion-support
Women of Color Leadership Network
The Women of Color Leadership Network (WOCLN) provides a home away from home for African American, Latina, Asian American, Native American, Middle Eastern American, multiracial, and multicultural women. WOCLN provides advocacy, coaching, mentoring, internships, and a wide range of workshops and events, all with the aim of strengthening self-identity as well as community.
https://www.umass.edu/cwc/wocln
The UMass Men and Masculinities Center
The Men and Masculinities Center supports male student success and the development of masculine identity that is healthy for individuals and communities at UMass Amherst. Using a male-positive, multicultural, and pro-feminist perspective, the Center promotes healthy relationships and positive expressions of masculinity; provides programs to support male students to explore the intersections of male identities; and fosters men’s healthy and positive development through scholarship, leadership development, outreach, and advocacy.
https://www.umass.edu/masculinities/
Office of Religious and Spiritual Life
The Office of Religious and Spiritual Life provides individual and institutional advocacy, interfaith dialogue, and other educational and bridge-building activities designed to foster an informed, caring and supportive campus community for students of all backgrounds and beliefs. It also serves as the liaison between the University and the private religious organizations and advisers who provide pastoral counseling and other religious services for our students.
https://www.umass.edu/orsl/
The Stonewall Center
The Stonewall Center provides support, advocacy, and programming for LGBT and allied students, staff, and faculty at UMass Amherst and for the larger Pioneer Valley. The Center seeks to educate the campus and local community about heterosexism, genderism, and sexual and gender prejudice in order to create a more inclusive and welcoming climate for bisexual, gay, lesbian, queer, and transgender individuals and their allies.
https://www.umass.edu/stonewall/
Veteran Student Resource Center
The Veteran Student Resource Center is a central place on campus to study, relax, meet other student veterans and learn about and access resources. The SVRC hosts a variety of workshops throughout the year, to help you to stay informed and provide support.
https://www.umass.edu/veterans/
ACADEMIC STAFF
ADVANCE: https://www.umass.edu/advance/about-advance
Through the power of collaboration UMass ADVANCE transforms the campus by cultivating faculty equity, inclusion and success. ADVANCE provides the resources, recognition and relationship building that are critical to equitable and successful collaboration in the 21st century academy. UMass ADVANCE is funded by the National Science Foundation (NSF), which is advancing women faculty, including women faculty of color, in science and engineering.
Program Goals
-Retain faculty who are diverse by gender, race/ethnicity, nationality, and other measures.
-Ensure that faculty feel satisfied, included, and respected, and can effectively pursue their career goals.
-Provide clear pathways to advancement to promotion, tenure, and leadership roles for all faculty members.
-Help faculty members identify collaborators, effectively engage in collaborative research, and receive recognition for collaborative research.
-Create opportunities for faculty members to build relationships and inclusive communities.
-Guarantee that all faculty members receive support and mentoring in their career development.
-Develop best practices models for shared decision-making and leadership development.
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 structures
ADVANCE interventions in the area of collaborative community building more deeply engage all faculty in an inclusive community, regardless of race, gender, nationality, sexuality, or other statuses. Providing the resources, relationships and recognition for inclusive community across campus leads to greater equity in retention and satisfaction as faculty feel a greater sense of belonging and being valued for their work.
NON-ACADEMIC STAFF
UMass HR Employee Counseling and Consultation Office (ECCO) Services:
https://www.umass.edu/humres/ecco
-Counseling and Personal Consultations
-Referrals to Community Therapists
-Supervisor Consultations
-Workshops: Includes "Building Diversity and Inclusion Certificate"
Trainings:
Get Inclusive Training
The University of Massachusetts Amherst deeply values its responsibility to create and ensure a respectful, safe, and inclusive campus for all members of the community. The University has teamed up and contracted with “Get Inclusive” to offer online trainings in HIPAA, Harassment Prevention and Title IX and more. Click the button below to login and get started.
https://www.umass.edu/humres/Get-Inclusive-Training
The Offices of Equity and Inclusion and Human Resources launched the UMass Employee Resource Groups (ERGs) as of Spring 2020. This initiative will provide UMass staff and faculty 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. Supervisors are encouraged to provide release time to staff members to participate in ERG programming throughout the year. https://www.umass.edu/diversity/employee-resource-groups
ERGs as of Winter 2022:
1) UMass Allies for Illness and Disability Access (UMAIDA) Network:
Promoting a supportive network and work environment that is inclusive and accessible for all individuals with lived experience of disability, deafness, illness (chronic and mental), injury, neurodiversity and their allies. The group also focuses on ways to support the recruitment, retention, professional development and career advancement of employees with disabilities.
2) 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.
3) 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.
4) 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.
5) 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.
6) University Women's Network:
University Women’s Network (UWN) is a longstanding organization on the UMass Amherst campus that dedicates itself to promoting the personal and professional development of its members by networking, educating and supporting, and also collaborating with other campus organizations throughout the state, such as Massachusetts Women in Public Higher Education (MWPHE). Established in 1981 by then Vice Chancellor of University Relations, Deirdre Ling, UWN has maintained a tradition of support and encouragement for all University women in their endeavors and aspirations for over 40 years.
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:
CIRTL:
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.
https://www.umass.edu/graduate/inclusion/cirtl
REAL:
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.
https://www.umass.edu/graduate/inclusion/research-enhancement-and-leadership-real-fellows
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.
https://umassamherst.campuslabs.com/engage/organization/gsca
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.
https://www.umass.edu/studentsuccess/about/first-generation#:~:text=First%2Dgen%20students%20come%20to,sense%20of%20belonging%20on%20campus.
Graduate Women in STEM is dedicated to the advancement of women in science and engineering through outreach, mentoring and professional development initiatives.
https://blogs.umass.edu/gwis/
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.
https://www.umass.edu/graduate/inclusion/cirtl
REAL:
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.
https://www.umass.edu/graduate/inclusion/research-enhancement-and-leadership-real-fellows
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.
https://umassamherst.campuslabs.com/engage/organization/gsca
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.
https://www.umass.edu/studentsuccess/about/first-generation#:~:text=First%2Dgen%20students%20come%20to,sense%20of%20belonging%20on%20campus.
Graduate Women in STEM is dedicated to the advancement of women in science and engineering through outreach, mentoring and professional development initiatives.
https://blogs.umass.edu/gwis/
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:
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Data source(s) and notes about the submission:
Non-Discrimination statement and bias response team data provided by:
Emmanuel Adero, Deputy Chief Officer and Acting Vice Chancellor for Equity and Inclusion, Office of Equity & Inclusion
Recruitment Programs Data:
https://www.umass.edu/admissions/undergraduate-admissions/explore/diversity-umass
https://www.umass.edu/graduate/inclusion
https://www.umass.edu/graduate/inclusion/recruitment
https://www.umass.edu/diversity/faculty-search
https://www.umass.edu/provost/resources/all-resources/faculty-diversity/stride-faculty-recruitment-workshops
https://www.umass.edu/diversity/employee-resource-groups
Mentoring, counseling and support programs Data:
https://www.umass.edu/studentlife/advocacy-inclusion-support
http://www.umass.edu/cmass/
https://www.umass.edu/advance/about-advance
https://www.umass.edu/humres/ecco
https://www.umass.edu/humres/Get-Inclusive-Training
Support for future academic staff Data:
https://www.umass.edu/graduate/inclusion/cirtl
https://www.umass.edu/graduate/inclusion/research-enhancement-and-leadership-real-fellows
https://www.umass.edu/studentsuccess/about/first-generation#:~:text=First%2Dgen%20students%20come%20to,sense%20of%20belonging%20on%20campus
https://blogs.umass.edu/gwis/
Emmanuel Adero, Deputy Chief Officer and Acting Vice Chancellor for Equity and Inclusion, Office of Equity & Inclusion
Recruitment Programs Data:
https://www.umass.edu/admissions/undergraduate-admissions/explore/diversity-umass
https://www.umass.edu/graduate/inclusion
https://www.umass.edu/graduate/inclusion/recruitment
https://www.umass.edu/diversity/faculty-search
https://www.umass.edu/provost/resources/all-resources/faculty-diversity/stride-faculty-recruitment-workshops
https://www.umass.edu/diversity/employee-resource-groups
Mentoring, counseling and support programs Data:
https://www.umass.edu/studentlife/advocacy-inclusion-support
http://www.umass.edu/cmass/
https://www.umass.edu/advance/about-advance
https://www.umass.edu/humres/ecco
https://www.umass.edu/humres/Get-Inclusive-Training
Support for future academic staff Data:
https://www.umass.edu/graduate/inclusion/cirtl
https://www.umass.edu/graduate/inclusion/research-enhancement-and-leadership-real-fellows
https://www.umass.edu/studentsuccess/about/first-generation#:~:text=First%2Dgen%20students%20come%20to,sense%20of%20belonging%20on%20campus
https://blogs.umass.edu/gwis/
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.