Overall Rating Gold - expired
Overall Score 77.56
Liaison Ruairi O'Mahony
Submission Date Feb. 15, 2019
Executive Letter Download

STARS v2.1

University of Massachusetts Lowell
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.00 / 3.00 Lauren Turner
Associate Vice Chancellor for Human Resources and Equal Opportunity and Outreach
Human Resources and Equal Opportunity and Outreach
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :

The non-discrimination statement, including the website URL where the policy is publicly accessible:

UMass Lowell does not discriminate on the basis of race, color, creed, religion, gender (including pregnancy, childbirth, or related medical conditions), age, sexual orientation, gender identity and expression, genetic information, national origin, covered veteran status, disability, ancestry or any other characteristic protected by law in employment, admissions, participation in its programs, services and activities, and selection of vendors who provide services or products to UMass Lowell.


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:

A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):

UMass Lowell has adopted numerous equal opportunity and conduct guidelines. The university has a robust Equal Opportunity Complaint Procedure and a Sexual Harassment/ Title IX/ VAWA Procedure.

The policy outlined at https://www.uml.edu/diversity/bias-reporting/

points to how UMass Lowell's discrimination response is structured to (1) document the occurrence of discriminatory acts or bias incidents, (2) provide support those who have experienced or witnessed an act of discrimination or bias, and (3) develop programs to help to prevent or eliminate discrimination and bias activity.

Does the institution have programs specifically designed to recruit students from underrepresented groups?:

Does the institution have programs specifically designed to recruit staff from underrepresented groups?:

Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:

A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:

UMass Lowell is committed to increasing the diversity of our campus' student, faculty and staff populations. In late 2016, our Chancellor released a statement on Diversity and Inclusion which included set targets for deepening representation from underrepresented groups. The full-text can be found here: https://www.uml.edu/docs/Commitment%20to%20Diversity%20and%20Inclusion%20_%20UMass%20Lowell_tcm18-262322.pdf

Additional highlights include:

For students:

The Admissions office has targeted strategies aimed at different populations. Furthermore, the Office of Multicultural Affairs has periodically paired with Admissions to attend some of the larger high school college fairs or regional area conferences that have a stronger yield in diversity numbers. The university also maintains partnerships with a handful of local (Lawrence and Boston area) high schools with high diversity populations to connect their students to the River Hawk Rising (https://www.uml.edu/student-services/multicultural/river-hawk-rising/) program at entry. The university works very closely with the community college in the city, Middlesex Community College (MCC), particularly with the Asian Success Center. At MCC the university maintains a partnership program where UML mentors working with MCC mentees and develops a pathway where they are then acclimated to UML before they arrive. This program also brings students into the River Hawk Rising program. The university has close relationships with college access programs who have traditionally higher students of color caseloads in high school in providing them that transition and link from high school to college and support during college. These groups are:
• TRIO, Bottom-Line, Let’s Get Ready
• DC-CAP (this is a new cohort and initiative launching this Fall): we are a part of this significant recruitment process with Admissions, Student Affairs, Financial Aid, River Hawk Scholars Academy (https://www.uml.edu/academics/provost-office/student-success/scholars-academy/) and the Provost and Chancellor’s Offices. This is a diverse group from Washington DC coming to UML under full scholarship.

For faculty and staff:

Human Resources works on increasing workforce diversity targets and the Office of Multicultural Affairs works closely with them via strategic diversity and inclusion committees. Furthermore, the campus places high value on diversifying all ranks so the equity & inclusion work permeates through to search committee trainings & hiring. UMass Lowell's Equal Opportunity and Outreach department provides consultation to the campus community on the implementation of best practices in diversity and inclusion as related to workforce planning and management. This includes recruitment, outreach with minority communities, a variety of intake services and monitoring compliance programs. More information: https://www.uml.edu/hr/equal/

Workforce diversity are key components and metrics of the annual Report Card that supports the university's strategic plan: https://www.uml.edu/2020/documents.aspx

Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:

A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:

The UMass Lowell Office of Multicultural Affairs offers a variety of support programs to underrepresented groups on campus. These programs include:

Ally Space - The Office of Student Activities and Leadership, The Office of Multicultural Affairs, and The Office of Residence Life work collaboratively to offer Ally Space training. This training will provide information and resources to support the gay, lesbian, bisexual and transgender (GLBT) members of our campus community. Our hope is to provide a network of faculty, staff, and students who are prepared to serve as a resource for students by training small groups at a time.

The Diverse Faculty and Staff Network Reception - In partnership with Human Resources, this network provides a space for faculty and staff of underrepresented racial and ethnic groups to connect and create meaningful relationships across departments and academic disciplines. Our office will sponsor a networking event for diverse faculty and staff once a semester.

The Student Committee Fostering Inclusive Communities is made up of student leaders from the 36 student organizations that fall under the Multicultural Affairs umbrella. The groups work together to promote inclusion on campus through the various programs and resources that each group offers. The Office of Multicultural Affairs facilitates and organizes the monthly group meetings.

In addition there are over 37 student organizations committed to raising awareness and building inclusive communities.

The Office of Veterans Services enhances services to veterans by streamlining and providing clarity to the benefits process, engaging students in the life of the university, and by providing a support and advocacy network for students of peers, alumni, local community organizations, and state and national agencies. UMass Lowell offers the following services to veterans:

• Wired for Work: Endowed in the Fall of 2012. A student Veterans co-op program pilot made possible by a $750,000 grant from the Chirag Foundation and with support from the Massachusetts State Department of Veterans Services to increase statewide employment of UMass Lowell student veterans in the computer science and information technology sectors.

• Boots To Business: Created in the Summer of 2013, Student Veterans participate in a professional mentoring program sponsored by the Massachusetts Department of Veterans Services and the Massachusetts Department of Career Services in partnership with the Greater Boston Chamber of Commerce to increase student veteran and recent veteran graduate employment.

• Edge4Vets: In the Fall of 2013, the Chancellor’s goal of ensuring that every UMass Lowell Student Veteran find employment, led to the creation of this cooperative effort that provides internships, Coops and permanent employment for Student Veterans. This program includes participation from Massachusetts companies including Covidien, Fresenius Medical Care, Haemonetics, Vertex, Pfizer and recently expanded to include NStar, Boston Scientific, Analog Devices, Thermo Fisher Scientific, and Staples. The program involves the collaborative effort of the Massachusetts Secretary of Veterans Services, Massachusetts Department of Career Services, and UMass Lowell Offices of Career Services and Veterans. Edge4Vets’ comprehensive approach to Veteran employment is unique in the Nation.

• Work Recruitment Program (WRP): Student Veterans began participating in the Fall of 2013, participating in a federal recruitment and referral program to connect federal sector employers nationwide with student veterans with disabilities. This program is sponsored by the U.S. Department of Labor’s Office of Disability Employment Policy and the U.S. Department of Defense’s Office of Diversity Management and Equal Opportunity.

Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:


Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:

The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:

The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.