| Overall Rating | Gold |
|---|---|
| Overall Score | 65.09 |
| Liaison | Shane Stennes |
| Submission Date | Jan. 11, 2023 |
University of Minnesota, Twin Cities
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Shane
Stennes Director of Sustainability University Services |
"---"
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:
All University members are prohibited from engaging in, or assisting or abetting another’s engagement in, discrimination and related retaliation (collectively “prohibited conduct”). The terms “discrimination” and “retaliation” are defined in the Definitions section below. The University of Minnesota (the “University”) will take prompt and effective steps intended to end prohibited conduct; prevent its recurrence; and, as appropriate, remedy its effects.
https://policy.umn.edu/hr/discrimination
https://policy.umn.edu/hr/discrimination
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
The Bias Response and Referral Network (BRRN) responds to reports of bias incidents on the Twin Cities campus. The BRRN’s goal is to contribute to a campus climate that is welcoming, inclusive, and respectful for all. The BRRN provides support resources to impacted parties, promotes education and dialogue, and affirms the University's commitment to equity and diversity, free speech, and academic freedom.
View annual report on https://bias-response.umn.edu/ for further description of team, incidents and trends, and recommendations.
View annual report on https://bias-response.umn.edu/ for further description of team, incidents and trends, and recommendations.
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:
The University has dedicated admissions counselors for different underrepresented groups. Additionally, the institution provides full tuition for any student with household income below $50,000, full tuition for students from Minnesota's 11 federally recognized tribes with household income belowe $75,000, and in-state tuition for undocumented students. More details at https://system.umn.edu/promise-programs and https://system.umn.edu/minnesota-dream-act
Having a diverse workforce has always been a top University priority as a way to promote excellence, broaden perspectives, create a more inclusive campus, and increase student and employee retention. The Office of Human Resources (OHR), in partnership with the Office for Equity and Diversity, has expanded its efforts to attract diverse candidates for employment at the University. The University has a wide array of positions that require diverse skill sets and perspectives. To focus on bringing talented and diverse applicants to these positions, OHR has several recruiters in place focused on strengthening the University’s relationships with diverse communities, organizations, and campus groups, as a way to build pipelines of talent. Under the theme “Together, We'll Change the World,” OHR participates in diversity and veteran career fairs, has held its own virtual career fair, supports applicants in their job search, and consults with departments across the institution to promote best practices in hiring, including key student-facing positions. The University is also conducting implicit-bias training for search committees involved in hiring and is enhancing the onboarding experience to strengthen the connection to the University from the onset. Together, these initiatives will help the University fully reflect the diversity of our students, state, and nation. More info at https://campus-climate.umn.edu/initiatives-projects#anchor-faculty-staff-focus
Bridge Funds provide financial support to academic departments that have identified full-time faculty of color in tenure or tenure-track appointments to fill a specific academic niche, but do not immediately have adequate funding to extend an offer of employment. In such instances, departments may request bridge funding after the hire has been approved by the department chair and faculty, and by the collegiate dean and/or chancellor as appropriate for each campus. http://idea.umn.edu/signature-programs/bridge-funding-faculty-color-and-indigenous-faculty
Having a diverse workforce has always been a top University priority as a way to promote excellence, broaden perspectives, create a more inclusive campus, and increase student and employee retention. The Office of Human Resources (OHR), in partnership with the Office for Equity and Diversity, has expanded its efforts to attract diverse candidates for employment at the University. The University has a wide array of positions that require diverse skill sets and perspectives. To focus on bringing talented and diverse applicants to these positions, OHR has several recruiters in place focused on strengthening the University’s relationships with diverse communities, organizations, and campus groups, as a way to build pipelines of talent. Under the theme “Together, We'll Change the World,” OHR participates in diversity and veteran career fairs, has held its own virtual career fair, supports applicants in their job search, and consults with departments across the institution to promote best practices in hiring, including key student-facing positions. The University is also conducting implicit-bias training for search committees involved in hiring and is enhancing the onboarding experience to strengthen the connection to the University from the onset. Together, these initiatives will help the University fully reflect the diversity of our students, state, and nation. More info at https://campus-climate.umn.edu/initiatives-projects#anchor-faculty-staff-focus
Bridge Funds provide financial support to academic departments that have identified full-time faculty of color in tenure or tenure-track appointments to fill a specific academic niche, but do not immediately have adequate funding to extend an offer of employment. In such instances, departments may request bridge funding after the hire has been approved by the department chair and faculty, and by the collegiate dean and/or chancellor as appropriate for each campus. http://idea.umn.edu/signature-programs/bridge-funding-faculty-color-and-indigenous-faculty
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:
Living Learning Communities at the U of M offers students living on campus a chance to engage in a Living Learning Community (LLC)—a group of like-minded individuals who explore college, culture, and community together in a residence hall.
The Multicultural Center for Academic Excellence (MCAE) is a campus-wide resource that promotes an inclusive atmosphere. MCAE’s programs are designed to create powerful, caring connections among all members of the University of Minnesota community. https://mcae.umn.edu/
Circle of Indigenous Nations: Recruits, retains and supports graduation of American Indian/ First Nations and Alaska Native students. Strives to bridge the richness of the surrounding American Indian communities with the strengths of the university’s research, education and teaching.https://mcae.umn.edu/about-us/circle-indigenous-nations
The Asian Pacific American Resource Center (APARC) is a community committed to affirming the experiences of Asian American and Pacific Islander (AAPI) students and their diverse communities. Be apart of a community that supports you with resources to thrive in college, develop leadership skills, participate in professional development activities, and connect with other AAPI students, while centering your AAPI identity. https://aparc.umn.edu/
The Diversity Community of Practice (DCoP) is a grassroots community of faculty and staff from collegiate units across the Twin Cities campus that meets monthly. Its purpose is to develop and leverage personal, professional, and technical expertise, thereby effectively creating innovative strategies that ensure successful implementation of equity and diversity goals at the University of Minnesota Twin Cities. DCoP Goals are to Educate/Collaborate/Support/Assess and: Connect specific college equity and diversity strategies to the UM strategic plan; Change the status quo; Share resources and collaborate; Increase awareness of collegiate diversity goals, events, etc.; Support one another as members innovate and take risks; Utilize outcomes-based assessment to make decisions and determine success
See the following link for a compilation of additional resources: https://admissions.tc.umn.edu/sites/admissions.tc.umn.edu/files/2021-04/multicultural_communities_booklet.pdf
The Multicultural Center for Academic Excellence (MCAE) is a campus-wide resource that promotes an inclusive atmosphere. MCAE’s programs are designed to create powerful, caring connections among all members of the University of Minnesota community. https://mcae.umn.edu/
Circle of Indigenous Nations: Recruits, retains and supports graduation of American Indian/ First Nations and Alaska Native students. Strives to bridge the richness of the surrounding American Indian communities with the strengths of the university’s research, education and teaching.https://mcae.umn.edu/about-us/circle-indigenous-nations
The Asian Pacific American Resource Center (APARC) is a community committed to affirming the experiences of Asian American and Pacific Islander (AAPI) students and their diverse communities. Be apart of a community that supports you with resources to thrive in college, develop leadership skills, participate in professional development activities, and connect with other AAPI students, while centering your AAPI identity. https://aparc.umn.edu/
The Diversity Community of Practice (DCoP) is a grassroots community of faculty and staff from collegiate units across the Twin Cities campus that meets monthly. Its purpose is to develop and leverage personal, professional, and technical expertise, thereby effectively creating innovative strategies that ensure successful implementation of equity and diversity goals at the University of Minnesota Twin Cities. DCoP Goals are to Educate/Collaborate/Support/Assess and: Connect specific college equity and diversity strategies to the UM strategic plan; Change the status quo; Share resources and collaborate; Increase awareness of collegiate diversity goals, events, etc.; Support one another as members innovate and take risks; Utilize outcomes-based assessment to make decisions and determine success
See the following link for a compilation of additional resources: https://admissions.tc.umn.edu/sites/admissions.tc.umn.edu/files/2021-04/multicultural_communities_booklet.pdf
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:
President's Postdoctoral Fellowship Program
The University of Minnesota has joined the University of California Partnership for Faculty Diversity to invite outstanding scholars interested in faculty and research careers.
In 2011, the University of California and the University of Michigan created the Partnership for Faculty Diversity to support new scholars interested in faculty and research careers who will contribute to diversity and equal opportunity in higher education through their teaching, research and service. This partnership supports programs at the ten-campus UC system, the three UC-affiliated national laboratories, University of Michigan, University of Colorado Boulder, The California Alliance, University of Maryland, Carnegie Mellon University, University of Minnesota, New York University, University of North Carolina at Charlotte, University of North Carolina at Chapel Hill, Georgia Tech, Penn State and University of Arizona to offer postdoctoral research fellowships, faculty mentoring, professional development and academic networking opportunities. The programs are particularly interested in supporting scholars with the potential to bring to their academic and research careers the perspective that comes from their non-traditional educational background or understanding of the experiences of groups historically underrepresented in higher education.
The partner programs share common goals and resources, but may differ in their scope and requirements each year. Please visit the websites below for more information.
https://ppfp.umn.edu/
The University of Minnesota has joined the University of California Partnership for Faculty Diversity to invite outstanding scholars interested in faculty and research careers.
In 2011, the University of California and the University of Michigan created the Partnership for Faculty Diversity to support new scholars interested in faculty and research careers who will contribute to diversity and equal opportunity in higher education through their teaching, research and service. This partnership supports programs at the ten-campus UC system, the three UC-affiliated national laboratories, University of Michigan, University of Colorado Boulder, The California Alliance, University of Maryland, Carnegie Mellon University, University of Minnesota, New York University, University of North Carolina at Charlotte, University of North Carolina at Chapel Hill, Georgia Tech, Penn State and University of Arizona to offer postdoctoral research fellowships, faculty mentoring, professional development and academic networking opportunities. The programs are particularly interested in supporting scholars with the potential to bring to their academic and research careers the perspective that comes from their non-traditional educational background or understanding of the experiences of groups historically underrepresented in higher education.
The partner programs share common goals and resources, but may differ in their scope and requirements each year. Please visit the websites below for more information.
https://ppfp.umn.edu/
Optional Fields
Yes
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
https://gsc.umn.edu/resources/all-gender-restroom-map
https://housing.umn.edu/live-here/assignments/gender-open
https://housing.umn.edu/llcs/lavender
https://faculty.umn.edu/professional-development/faculty/national-center-faculty-development-diversity
https://ppfp.umn.edu/
https://housing.umn.edu/live-here/assignments/gender-open
https://housing.umn.edu/llcs/lavender
https://faculty.umn.edu/professional-development/faculty/national-center-faculty-development-diversity
https://ppfp.umn.edu/
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.