Overall Rating Gold
Overall Score 69.30
Liaison Srinivasan Raghavan
Submission Date Feb. 16, 2018
Executive Letter Download

STARS v2.1

University of Missouri
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
3.00 / 3.00 Srinivasan Raghavan
Sustainability Manager
Sustainability Office
"---" indicates that no data was submitted for this field

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

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

The University of Missouri does not discriminate on the basis of race, color, religion, national origin, ancestry, sex, sexual orientation, gender identity, gender expression, age, genetic information, disability, or status as a protected veteran. Discrimination on the basis of pregnancy, childbirth, or related medical conditions is also prohibited. The University’s nondiscrimination policy applies to all phases of its employment process, its admission and financial aid programs, and to all other aspects of its educational programs and activities. Further, this policy applies to sexual violence and sexual harassment (forms of sex discrimination) occurring both within and outside of the University context if the conduct negatively affects the individual’s educational or work experience or the overall campus environment. Retaliation directed to any person who pursues a discrimination complaint or grievance, participates in a discrimination investigation, or otherwise opposes unlawful discrimination is prohibited.

https://missouri.edu/statements/eeo-aa.php


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?:
Yes

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

The Office of Civil Rights and Title IX office oversees the response to what are referred to as “bias incidents” on campus. These “bias incident” reports are available with regard to race, religion, language, sexual orientation, color, gender, gender identity, gender expression, ethnicity, nationality, age, political affiliation, group affiliation, socioeconomic class, physical appearance, and veteran status. The reporting process can be completed online, over the phone, or in person. Bias incidents can be reported by students, faculty, or staff. Appropriate action is then taken according to MU’s nondiscrimination policy.


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

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

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

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

Mizzou leaders, along with those at UM System, have adopted the Inclusive Excellence Framework, which is designed to help MU integrate diversity and equality efforts. The framework outlines strategies that seek to increase student enrollment of historically underrepresented/underserved populations, recruit and retain a more diverse faculty and staff, create a climate that is supportive and respectful and that values differing perspectives, and more.

For students
Objective 1: To achieve increased student enrollment of historically underrepresented/underserved populations.
Strategies:
1. Implement selected gateway initiatives with the potential to make MU the institution of choice for high-achieving historically underrepresented/underserved populations.
2. Assess, and where needed, enhance existing gateway initiatives with the potential to make MU the institution of choice for high-achieving precollege historically underrepresented /underserved populations.
3. Reduce the gap in yield rates for admitted first-year or transfers of historically underrepresented/underserved populations, where applicable, through aggressive financial aid packaging, assessment of special initiatives, and broad engagement of the university community.
4. More fully engage multicultural alumni in appropriate marketing and student recruitment and retention programs.
5. Engage MU Extension’s faculty and staff who work in 114 county offices in appropriate marketing and student recruitment programs.
Indicators:
1. Number of gateway program participants who enroll at MU.
2. Increased yield for admitted first-year and transfer students from historically underrepresented/underserved populations.
3. The number of first-time full-time undergraduate or transfer students from historically underrepresented/underserved populations.

Objective 2: To increase the retention and academic success of historically underrepresented/underserved populations.
Strategies:
1. Identify specific barriers to the academic progress and achievement of historically underrepresented/underserved populations.
2. Ensure broad participation of historically underrepresented/underserved populations in undergraduate research and experiential learning opportunities or programs that demonstrate contributions to success.
3. Assess the effectiveness of one or more gateway or undergraduate academic support programs each year to ensure that efforts and outcomes are aligned with goals, and opportunities for continuous improvement are identified.
Indicators:
1. First to second year retention rates of historically underrepresented/underserved populations.
2. Second to third year retention rates.
3. The graduation rates of historically underrepresented/underserved populations.
4. Comparison of the academic progress and success of historically underrepresented/underserved populations who participate in selected academic support programs with students with similar entry profile who do not participate.
5. Benchmarking MU’s success indicators with peer or aspirational institutions.

Objective 3: To increase the recruitment and retention of a diverse graduate and professional student community.
Strategies:
1. Continue recruiting a diverse graduate and professional student population with the goal of making MU the destination of choice for graduate students from historically underrepresented/underserved populations.
2. Create a benchmark to assess the effectiveness of key graduate student recruitment or retention initiatives to ensure that efforts and outcomes are aligned with goals and that opportunities for continuous improvement are identified.
3. Connect graduate/professional students with faculty and alumni mentors.
Indicators:
1. Number of students from historically underrepresented/underserved populations admitted to graduate school.
2. Time-to-degree and graduation rates of historically underrepresented/underserved populations.
3. The number of graduate students award assistantships/fellowships/tuition waivers awarded to historically underrepresented/underserved populations.
4. The number of graduate degrees awarded to historically underrepresented/underserved populations.
5. Increased number of academically prepared and viable candidates for MU faculty positions.

Diverse faculty is a top priority. MU’s goal is to double the percentage of historically underrepresented faculty by 2020. Currently 6.7 percent of MU faculty members are from underrepresented groups. To accomplish this goal, MU has added $600,000 to its Faculty Incentive and Excellence Fund to target recruitment and retention of diverse faculty. With these additional funds, MU officials will have more than $1.3 million to use toward recruiting and retaining diverse faculty this academic year.

On Sept. 13, 2016 former MU Interim Chancellor Foley announced a $1 million investment that will come from Intellectual Property revenue to recruit minority post-doctoral fellows who will come to MU as pre-faculty fellows with the goal of retaining them in the long-term. MU will seek additional donations to continue this endeavor in future years.

For faculty/staff
Objective 4: To achieve and retain a more diverse faculty and staff
Strategies:
1. Increase the likelihood of diverse faculty and staff applicant pools by developing and implementing a comprehensive recruitment and retention plan - focusing on advertising, job descriptions, career ladders, search committee processes and education, and special faculty recruitment initiatives like cluster hires, “targets of excellence,” and “future faculty.”
2. Implement outreach and recruitment strategies to increase staff applicants and hires from historically underrepresented populations.
3. Implement faculty/staff exit surveys and use the results for identification of issues and opportunities for continuous improvement.
4. Create leadership development and career path programs for faculty and staff (with special attention given to historically underrepresented populations to enhance their leadership opportunities).
5. Collaborate with community officials to develop a more comprehensive welcoming process for new employees’ families.
6. Collaborate with identified faculty members to increase the likelihood of tenure approval and/or full professorship for faculty members from diverse backgrounds.
7. Ensure that systemic salary inequities for faculty and staff are reduced or eliminated.
8. Annual or regular reports on diversity recruitment, retention and make-up of staff or departments.
Indicators:
1. Number and proportion of the various categories of historically underrepresented faculty as well as retention rate.
2. Number and proportion of historically underrepresented staff by major employee group as well as retention rate.
3. New historically underrepresented faculty and staff by type of employee.
4. Voluntary departure rates of historically underrepresented faculty and staff (or turnover rates as defined by the state for staff) by employee type.
5. Number and proportion of historically underrepresented faculty
a) Qualified for tenure,
b) Denied tenure
6. Number and proportion of historically underrepresented faculty
a) Qualified for full professorship,
b)Apply for full professorship, and
c)Denied full professorship.
7. Number and proportion of historically underrepresented faculty who achieve tenure and full professorship and promotion by cohort.
8. Career pathway and promotion studies conducted a regular intervals
9. Salary equity studies conducted a regular intervals

https://facultycouncil.missouri.edu/meetings/attachments/2016-17/2017-03-23/Inclusive%20Excellence%20at%20MU%2011-2-inc%20copy.pdf


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

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

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

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

The MU Division of Inclusion, Diversity & Equity is in its second year with Dr. Kevin McDonald at the helm. McDonald now serves as permanent Vice Chancellor of IDE on the MU campus as well as Chief Diversity, Equity and Inclusion Officer for UM System.
Annual Martin Luther King, Jr. Celebration Event &emdash; In 2017, the entire 1,200-seat Missouri Theatre was filled to capacity, along with several hundred more people watching from an overflow room and an online stream. Over 92 percent of people surveyed after the program rated it "Excellent," the highest mark they could. Respondents thanked us for making it widely available not only at Mizzou but other institutions of higher education and to people as far away as Seattle.
MOCHA – IDE supports MOCHA’s implementation at the Columbia Public High Schools. MOCHA provides personal, academic, cultural, social, professional and leadership development to students to positively impact success, increase retention and develop successful leaders.
In spring 2017, IDE partnered with MU Athletics to organize and promote the first Mizzou Principles of Community Mile event. Hundreds of members of the Mizzou and Columbia Community participated in a mile race and affirmed our values. Again in partnership, Athletics and IDE launched a video to be played before all sporting events and a pledge any community member can sign.
Summer Welcome Diversity Video - In partnership with New Student Programs and the Academic Support Center, IDE created a video to explain the division to all incoming students. It honestly addressed concepts of inclusion and diversity and issues students might face, introduced where they might turn and how it builds a positive community for all at Mizzou.
Mizzou leaders, along with those at UM System, have adopted the Inclusive Excellence Framework, which is designed to help MU integrate diversity and equality efforts. The framework outlines strategies that seek to increase student enrollment of historically underrepresented/underserved populations, recruit and retain a more diverse faculty and staff, create a climate that is supportive and respectful and that values differing perspectives, and more.
IDE Vice Chancellor Kevin McDonald partnered with the Chancellor's Office and the Office of Enrollment Management to foster internal and external support for grants that reaffirm the university's pledge to fulfill its land-grant mission to offer affordable education to Missouri residents. Earlier this fall, the Missouri Land Grant Compact was presented to the campus community with an expected rollout date in fall 2018. The concept for the Missouri Land Grant Compact was modeled after IDE’s Inclusive Excellence Framework, which McDonald first introduced to the campus community in fall 2016. Objectives outlined in the strategic framework target several improvement areas, including increasing access to underserved and underrepresented students in rural and urban portions of the state.
In Fall 2017, IDE hosted the first New Multicultural Faculty & Staff Reception. Over 200 faculty and staff, all hired at the university within the last year, were invited to participate. Chancellor Alexander Cartwright and Provost Garnett Stokes welcomed the attendees, who were afforded an opportunity to network with colleagues from across campus during the event. Several academic deans were in attendance to show support for recruiting diverse unit members.

Office of Accessibility and ADA (Americans with Disabilities Act) Education
- The Office of Accessibility and ADA Education works to foster an inclusive and welcoming environment at the University of Missouri for people with disabilities, free of physical, programmatic, informational, and attitudinal barriers. Toward broader goals of inclusion, we emphasize universal design so that University programs, activities, and services are readily available to as many people as possible. In other words, we support the full integration of people with disabilities into all aspects of University life.

Asian Affairs Center
- The University of Missouri's Asian Affairs Center (AAC) reflects the university's formal recognition of the cultural, strategic and economic importance of the nations of the Pacific Rim. The AAC has a mandate to build upon MU's substantial Asian programs, university and alumni linkages, and teaching and research connections in the region to benefit citizens, government entities, and businesses in Missouri and in the region.

Gaines/Oldham Black Culture Center
- The Gaines/Oldham Black Culture Center (GOBCC) is dedicated to providing social and educational programs that reflect the history, heritage and culture of the African Diaspora to all students, faculty, staff and the Mid-Missouri community. Additionally, the GOBCC is a willing partner with entities endeavoring to make the University of Missouri a more inclusive and welcoming environment for diverse populations through education, outreach, and collaboration. Lastly, the GOBCC envisions itself as an instrument of orientation and instruction on the issues of race, politics, economics, community, art and culture of the African Diaspora.

Chancellor's Diversity Initiative
- The Chancellor’s Diversity Initiative’s goal is to expand opportunities for faculty, students and staff to engage and thrive in an increasingly diverse environment. It works with administrators at all levels of the campus to focus on institutional change. The office evaluates the campus climate and develops new programs and strategic planning efforts that foster a diverse and inclusive campus environment.

Disability Services
- The University of Missouri Disability Center provides services and accommodations that help students to participate fully in the learning experience and be evaluated on the basis of their abilities. It serves as a resource to and partner with the campus community to remove barriers and promote the principles of universal design.

Intensive English Program
- The University of Missouri offers non-native speakers of English a high quality program of intensive English training. It is designed to provide individuals as quickly as possible with the English language skills necessary to successfully study for an academic degree in at a college or university in the United States.

LGBTQ (Lesbian, Gay, Bisexual, Transgender, Queer) Resource Center
-The University of Missouri’s LGBTQ Resource Center respects students as they are; all are welcome. They work to educate about, support, and advocate for sexual and gender minorities at Mizzou. They offer support, events, education, trainings, involvement, leadership, community, and more.

Multicultural Center
The MU Multicultural Center is a safe and comfortable space for students of all identities and backgrounds. As a place for identity exploration and reclamation, the Center truly works to address the needs of underrepresented populations, providing a safe outlet and home away from home.

Student Parent Center
The mission of the Student Parent Center is to provide parenting students with the opportunity to achieve higher education through child care services, family support and connection to campus and community resources that support the parenting students’ goals.

Adaptive Computing Technology Center
The Adaptive Computing Technology (ACT) Center is a part of the University of Missouri's Division of IT. They work to ensure that MU students, faculty and staff needing assistive technology have equal opportunity within the classroom and office.

TransAction Team
The TransAction Team is comprised of trans* people and their allies at Mizzou (students, faculty, and staff.) They are committed to ensuring all people have access to safe and inclusive spaces at Mizzou. They are also committed to providing up to date information, resources, and support for the trans* community. (*The University of Missouri utilizes trans* as an umbrella term for people who transgress or transcend our normative notions of gender. This term includes but is not limited to those who identify as transgender, transsexual, bigender, gender queer, gender fluid, two spirit, cross dressers, and gender benders.)

Women’s Center
The Mizzou Women’s Center provides opportunities for learning, service and support for those who seek to further their understanding of social justice. They welcome students, staff, faculty and members of the local community, regardless of their gender identity.


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?:
Yes

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

The PFF Postdoctoral Program for Faculty Diversity is designed to promote and develop scholars for tenure-track faculty positions at the University of Missouri or elsewhere, in any discipline. The fellowships are for 2 years, during which time the scholars focus on scholarship and participate in professional development activities that integrate and expose them to the faculty experience, including the opportunity to teach in their discipline during the second year. Applicants who have completed their degree at an accredited university by July 1, 2018 are eligible to apply. Current postdoctoral scholars also may apply if their doctoral degree was awarded in or after spring 2013. Applicants should demonstrate how they can contribute to faculty diversity, such as through membership in a group that is historically underrepresented or underserved in a particular discipline or through other training experience.

https://postdoc.missouri.edu/current/pff-postdoc/


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

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:
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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.