| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 69.08 |
| Liaison | Andrew Horning |
| Submission Date | June 25, 2018 |
| Executive Letter | Download |
University of Michigan
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Andrew
Horning Managing Director Graham Sustainability Institute |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
The University of Michigan, as an equal opportunity/affirmative action employer, complies with all applicable federal and state laws regarding nondiscrimination and affirmative action. The University of Michigan is committed to a policy of equal opportunity for all persons and does not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, or veteran status in employment, educational programs and activities, and admissions. Inquiries or complaints may be addressed to the Senior Director for Institutional Equity, and Title IX/Section 504/ADA Coordinator, Office for Institutional Equity, 2072 Administrative Services Building, Ann Arbor, Michigan 48109-1432, 734-763-0235, TTY 734-647-1388, institutional.equity@umich.edu. For other University of Michigan information call 734-764-1817. http://hr.umich.edu/working-u-m/workplace-improvement/office-institutional-equity/nondiscrimination-policy-notice
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):
The University of Michigan has a program for students and employees to report hate crimes via phone, in person or online. If you witness or experience conduct that discriminates, stereotypes, excludes, harasses or harms anyone in our community based on their identity (such as race, color, ethnicity, national origin, sex, gender identity or expression, sexual orientation, disability, age or religion) please report it to the University. Faculty and staff who call the number during normal business hours will be connected to the Office of Institutional Equity; students to the Dean of Students Office. Staff from these offices will offer support and begin to discuss next steps with callers. The University is committed to act responsibly when it learns of incidents motivated by hate or bias. Such occurrences, if they constitute a criminal act such as assault or property damage, should be reported to the police and will be fully investigated. Other acts of intolerance may violate University policies or community standards. In those instances we will pursue a range of remedies that may include disciplinary action as well as community education and dialogue. When you report a bias incident, University staff will help you determine the possible next steps, explain the relevant processes, and offer counseling and support or refer you to other offices that may provide support.
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:
Students: Our Rackham Merit Fellowship (RMF) Program is one of our largest and most successful innovations for enhancing student diversity. The RMF is awarded to entering students with outstanding academic qualifications
and who come from:
1. an educational, cultural, or geographic background that is underrepresented;
2. have contributed to diversity in wider academic, professional, or civic communities;
3. have experienced financial hardship;
4. and/or were first generation college graduates and/or first generation U.S. citizens.
Staff: University HR has 6 steps for recruiting a diverse staff community. http://hr.umich.edu/working-u-m/management-administration/recruiting-employment/recruiting-staff-diversity
Faculty: The ADVANCE Program began in January 2002 as a five-year, NSF-funded project promoting institutional transformation with respect to women faculty in science and engineering fields. The program has since expanded to promote other kinds of diversity among faculty in all fields. The ADVANCE Program aims to improve the University of Michigan's campus environment in four general areas:
Recruitment - focuses on development and use of equitable recruiting practices
Retention - focuses on preemptive strategies to prevent the loss of valued faculty
Climate - focuses on improvement of departmental climate
Leadership - focuses on support for development of leadership skills and opportunities as well as on support for development of skills among all academic leaders to encourage supportive climates
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:
There are several resources/programs in place to support underrepresented groups on campus. Students: First Generation College Students, Services for students with disabilities, Spectrum Center for LGBTQ+, Students with Children support.
Faculty & Staff: Center for the Education of Women, Council for Disability Concerns, Spectrum Center for LGBTQ+ and resources that translate the entire umich.edu website into Spanish.
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:
All Doctoral programs at the University of Michigan are overseen by the Rackham Graduate School, which has an extensive diversity, equity and inclusion strategic plan that includes a pipeline program for graduate students from minority serving institutions, mentoring opportunities, and financial aid opportunities for underrepresented groups. One specific example is the King-Chavez Parks Future Faculty Fellowship Program. The King-Chavez-Parks Future Faculty Fellowship Program is funded by the State of Michigan’s KCP Initiative and is intended to increase the pool of traditionally underrepresented candidates pursuing faculty teaching careers in postsecondary education.
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:
Data source(s) and notes about 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.