|Submission Date||March 13, 2019|
University of Miami
PA-6: Support for Underrepresented Groups
|1.92 / 3.00||
Environmental Health and Safety
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
EQUAL OPPORTUNITY/AFFIRMATIVE ACTION A005 07/23/2013
To provide guidelines and procedures regarding non-discrimination, anti-harassment and equal opportunity in employment and educational programs and activities at the University.
The University of Miami is committed to the principle of fairness and respect for all and seeks to prohibit discrimination and promote affirmative action in its educational and employment policies and practices. These policies are implemented in compliance with applicable federal, state and local non-discrimination and affirmative action laws and regulations.
The University is an Affirmative Action/Equal Opportunity Employer and is a federal contractor that subscribes to the regulations of Executive Order 11246 (as amended), Section 504 of the Rehabilitation Act of 1973, Americans with Disabilities Act of 1990, Civil Rights Act of 1991, Title VII of the Civil Rights Act of 1964 (as amended), Title VI-1964, Vietnam Era Veterans Readjustment Assistance Act of 1974, Equal Pay Act of 1963, and other EEO regulations, including the Sexual Harassment Guidelines.
It is the policy of the University of Miami that no person within the jurisdiction thereof shall, on the basis of race, religion, color, sex, age, disability, sexual orientation, gender identity or expression, veteran status, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination or harassment (including all forms of sexual harassment and sexual violence) under any program or activity of the
University, regardless of whether such program or activity occurs on-campus or off-campus.
The University does not intend by this commitment to require compliance with this policy by governmental or external organizations that associate with but are not controlled by the University, or to extend insurance or similar benefits beyond those now provided by other policies of the University, except as required by law.
The Equality Administration Office responsibilities include, but are not limited to, coordinating into an effective, organized process, the University's commitment to equal opportunity through applicable federal laws and regulations; developing the affirmative action plan; monitoring those policies and practices affecting employment which are covered by government guidelines; and reviewing all complaints alleging discrimination. The denial of equal access to any program or activity or the unlawful consideration of any applicant, student or employee on the basis of race, color, sex, age, disability, veteran status, religion, national origin or sexual orientation, for any employment or academic opportunity, term or conditions of employment/education, may constitute a violation of the University's policy and will be subject to appropriate review by the Equality Administration Office.
Any employee who has a question or complaint under these policies is encouraged to discuss the matter with their immediate supervisor.
Additionally, the Equality Administration Office may be contacted at the following respective address and telephone number:
Gables One Tower, Suite 100R
Coral Gables Campus
1320 South Dixie Highway
Coral Gables, Florida 33146-2903
Phone: (305) 284-3064
An individual who has been unable to resolve a problem through the established University procedures, or who otherwise chooses to do so, may contact a government compliance agency. The primary federal or county offices which may be contacted are the following:
U.S. Equal Employment Opportunity Commission, Miami, Florida
Office for Civil Rights, Atlanta, Georgia
Miami-Dade County Equal Opportunity Board
Office of Federal Contract Compliance Programs, Miami, Florida
Florida Human Rights Commission, Tallahassee, Florida
For addresses and telephone numbers of the above listed agencies contact the Equality Administration Office. All communications or requests for information from governmental agencies relating to affirmative action issues must be
referred to the Equality Administration Office.
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):
Discrimination Response Protocol and report on incidents are available at
TALK TO SOMEONE CONFIDENTIALLY:
• The Counseling Center (305-284-5511) provides confidential support services to students who have experienced sexual violence or gender discrimination, including through a 24-hour hotline. In addition, crisis counseling is available on a walk-in basis every day between 9:00am and 5:00pm.
• Medical Professionals have the ability of keeping confidential any information shared with them by adults seeking medical treatment, including medical treatment for sexual violence. For more information see: Seek Medical Attention.
• The Sexual Assault Resource Team (305-798-6666) operates a 24-hour, anonymous hotline that provident confidential information about options and resources. SART volunteers might also be available to provide in-person support as needed.
• Our on-campus clergy are available to confidentially support adult students who have experienced sexual misconduct.
The aforementioned regulations and policies prohibit retaliation against a person who complains about discrimination in the academic/work environment, files a charge of discrimination, or participates in a discrimination/harassment investigation. Employees, students, applicants and clients of the University have the right to file a grievance when they have reasons to believe a violation of these policies may have occurred. Grievances should be directed to the Workplace Equity and Performance Office.
The Office of Workplace Equity & Performance is responsible for coordinating the University’s effort to implement the nondiscrimination policy and Affirmative Action Programs for employees and students. The Office may be contacted at the following address or telephone number: Equality Administration Office, 1320 South Dixie Highway, Gables One Tower, Suite 100R, Coral Gables, FL 33146; Phone: (305) 284-3064.
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:
The University posts positions in the following boards as part of our commitment to diversity:
In addition, we have specialty job fairs geared specifically to hire Veterans every year. The Executive Director of Talent Aquisition is active member of the United Way Mission United Employment Committee which goal is to assist Veteran’s gain employment.
The Talent Acquisition team attends several Veteran Job Fairs or focused events on hiring veterans such as:
*Mission United Veteran Career Day
*US Dept of Veterans Affairs, Veteran Job Fair
*Miami Vet Center Veterans Career Day
*Greater Miami Chamber of Commerce meetings
*Every University recruiter has a performance goal to hire a number of veterans
Nov. 7 2018: UM will host its annual Veteran Career Fair at the Watsco Center
Oct 2018: UM is putting together a video profiling UM employees who are also Military Veterans to demonstrate the value veterans bring to our university. It will be hosted on our website and be used as a recruiting tool. Participants represent a variety of functions including athletics, safety and human resources.
Efforts have resulted in more effective recruitment strategies making our applicant pool to medical school more diverse. New programs to improve diversity in admissions, new hires and replacements were established and funded - including Diversity training in Unconscious Bias, for admissions, hiring and search committees. Funded programs for Inclusion include establishing a Deans Diversity Council (with school wide representation from student, staff, and faculty) and LGBTQ Ally training. Other efforts include finalizing a diversity statement for the school of medicine, and developing an Out list for LGBTQ students, residents and faculty.
A multicultural recruitment group, the Office of Multicultural Student Affairs (MSA), in the office of admission develops and implements strategies related to recruitment travel, website and publications messaging, admission decisions that take into account a holistic review, targeted work with community based organizations, targeted work with Miami schools, a special program for Deferred Action for Childhood Arrivals (DACA) students, early intervention and college readiness programs on and off campus, a diversity scholarship program for our Summer Scholars Program, travel assistance for needy students to visit campus, and bilingual outreach for family members.
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:
Medical Campus: Student organizations such as Latino Medical Student Association (LMSA) and Student National Medical Association (SNMA) offer students support on the Medical Campus. LMSA - offers workshops in medical Spanish to improve communication with Hispanic patients, advocate for increased participation of underrepresented minorities in the medical profession, and provide students resources for networking and mentorship opportunities with Hispanic physicians
SNMA – designed to serve the health needs of under-served communities and communities of color. SNMA is dedicated both to ensuring that medical education and services are culturally sensitive to the needs of diverse populations and to increasing the number of African-American, Latino, and other students of color entering and completing medical school. They offer workshops, Weekly Community service in under-served areas of Miami Dade County and networking opportunities for students.
Dr. Adrian Reynolds - focuses on faculty development, student learning and academic enhancement. Dr. Reynolds looks closely at the varied learning styles and study skills of the Miller School’s students to help them flourish in a demanding academic environment.
The Dean’s Diversity and Inclusion Council:
An administrative council established to decentralize work on climate, and promote a sense of belonging throughout the institution. The council is made up of representatives from student, faculty , resident and staff departments and centers at the school of medicine, and meets monthly. The goal is to train, educate and empower diversity champions to promote diversity and inclusion issues at the unit level, improve messaging, and process deficiencies in hiring, retention, and promotion and advancement for the medical science workforce.
The mission of the Office of Multicultural Student Affairs (MSA) is to provide leadership and advocacy for underrepresented and ethnically diverse students at the University of Miami. The office provides direction in developing programs and services that enhance the retention and successful matriculation of students, while supporting their personal and academic development. In addition, MSA supports the university in its ongoing efforts to maintain a multicultural campus community, which supports, values, and celebrates its diversity.
The Office of the Ombudsperson is a resource for Faculty, Medical Students, Graduate Students, and Post-doctoral Fellows to assist in resolution of problems and conflicts. The Ombudsperson, Norman H. Altman, V.M.D., serves as an independent, neutral and confidential resource.
LGBTQ Student Center - established June 2016
The center is a nexus for the LGBTQ+ community.
Programs and offerings include peer mentorship, a space to study and socialize, and a calendar full of events. We are the LGBTQ+ hub on campus, bringing together student organizations and leaders through our Program Advisory Board (Rainbow Roundtable).
Ibis Ally Mentorship Program
The University of Miami has a large network of allies, as well as LGBTQ+ faculty, staff, and administrators who are out and proud at work. Through the IBIS Ally Mentorship Program, undergraduate and graduate students are paired with a staff or faculty mentor who offers support, guidance, and friendship.
LGBTQ Studies Minor Scholarship
Premed, prelaw, and nursing students who declare or plan to declare a minor in LGBTQ Studies at the University of Miami can apply for one of five $10,000 scholarships to help defray tuition costs. The LGBTQ Studies Minor is offered through the Women's and Gender Studies Program in the College of Arts and Sciences.
Office of Diversity and Inclusion at the Miller School of Medicine
UM started Employee Interest Groups (EIG’s) which were established to provide a stronger sense of inclusion within the university. Employee interest groups connect team members who share common ethnicity, gender, nationality, lifestyle or sexual orientation. They provide personal and professional development through mentoring, volunteering, and community involvement. The LGBTQ is among the most active EIG's on campus. They have partnered with the student LGBTQ community as well to host community events on and off campus. The University of Miami created a LGBTQ Student Center to implement recommendations from the LGBTQ Task Force. Since 2013, the LGBTQ Task Force has made significant changes throughout the University, including last year’s designation of gender-neutral restrooms and a forthcoming gender-inclusive housing option.
The LGBTQ Faculty - Staff Network, Millennials, Ubuntu, Women's Commission, and Woodsons-Williams-Marshall Association are affinity groups organized around dimensions of diversity to advance the university's culture of belonging. Programming is designed to enhance inclusion, professional development, employee engagement and collaboration, community outreach and recruiting and retention. These groups are open to all employees - staff and faculty.
Women in Academic Medicine
Objectives: Support and promote career development of women faculty; increase representation, participation and leadership of women the organizational structure; encourage social and professional relationship to develop leadership, advocacy and strategic alliances for for women in medicine; provide mentorship and support for women faculty, staff and medical and graduate students. Although the primary focus is on faculty, programming is open to staff and students.
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 and complete the Data Inquiry Form.
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution and complete the Data Inquiry Form.