Overall Rating Gold
Overall Score 71.75
Liaison Cindy Shea
Submission Date July 24, 2017
Executive Letter Download

STARS v2.1

University of North Carolina at Chapel Hill
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Rumay Alexander
Interim Chief Diversity Officer
Diversity and Multicultural Affairs
"---" 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 North Carolina at Chapel Hill is committed to providing an inclusive and welcoming environment for all members of our community. In accordance with its Policy Statement on Non-Discrimination, the University of North Carolina at Chapel Hill does not discriminate in offering equal access to its educational programs and activities or with respect to employment terms and conditions on the basis of an individual's race, color, gender, national origin, age, religion, creed, genetic information, disability, veteran's status, sexual orientation, gender identity or gender expression (hereinafter his/her "protected status"). The University recognizes the rights of all members of the University community to learn and work in an environment that is free from harassment and discrimination based on his/her protected status as described above. Any such harassment or discrimination of University students and employees, including faculty, non-faculty employees who are exempt from the Personnel Act ("EPA non-faculty employees"), employees who are subject to the State Personnel Act ("SPA employees"), post-doctoral scholars, and student employees is prohibited. This Policy also prohibits retaliation against an individual who in good faith utilizes the procedures herein included as appendices and/or participates in any investigation related to an allegation of prohibited harassment or discrimination. The complete text of the Policy Statement on Non-Discrimination is located at http://www.unc.edu/campus/policies/nondiscrim.pdf.


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):

A report of prohibited conduct may be made to any designated reporting option. The Equal Opportunity and Compliance Office or the Title IX Compliance Coordinator, with the assistance of the Response Team, will conduct an Initial Assesment to determine whether the alleged conduct presents a potential violation of the Policy and whether further action is warranted based on the alleged conduct. This use of a central integrated and coordinated approach wil allow the University to respond promptly and equitably to eliminate the conduct, prevent its recurrence, and address its effects. Members of the Response Team can help any University community member understand the Policy and the options for resolving concerns raised under this Policy in academic or work settings at the University. The Response Team will attempt to protect and safeguard the privacy of all individuals involved in a manner consistent with the need for a careful assessment of and response to the report.
The Response Team will consist of a small “need to know” number of individuals. Depending on the roles (e.g., student, faculty, staff) of the Reporting Party and the Responding Party, the Response Team may include administrators from:
• Equal Opportunity and Compliance Office
• Student Complaint/Deputy Title IX Coordinator, Ew Quimbaya-Winship
• Interim Title IX Compliance Coordinator, Katie Nolan
• UNC Department of Public Safety
• Office of the Dean of Students (ODOS)
• The Executive Vice Chancellor and Provost
• Office of Human Resources (OHR)
• Disability Coordinator
• Age Act Coordinator
• Office of Diversity and Multicultural Affairs


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:

Diversity and Multicultural Affairs actively recruits students from under-served communities, including African American, American Indian, Asian American, Latina/o, low-income, rural, and first-generation students. Recruitment and retention programs are offered by Diversity and Multicultural Affairs, Carolina Higher Education Opportunity Programs, the Office of Undergraduate Admissions, the Institute for the Environment, and Student Affairs. They include: Project Uplift, Upward Bound, Carolina Advising Corps, Increasing Diversity and Enhancing Academia (IDEA), Carolina Millennial Scholars Program, Cultural Competence Leadership Institute, and Carolina Latina/o Collaborative.

UNC has a targeted hiring program for faculty. The purpose of the program is to attract accomplished and talented new faculty members from underrepresented groups for tenure track appointments at the University of North Carolina at Chapel Hill. This may include individuals who grew up in economically disadvantaged circumstances, individuals with substantial professional experience working with minority and economically disadvantaged populations; individuals doing significant research on issues that disproportionately affect minority and disadvantaged populations; and individuals whose teaching or research specialty is in a field that is currently underrepresented in the University faculty.

As part of the diversity plan for staff, UNC says "we must continually maintain our commitment toward achieving a diverse workforce among EPA-non-faculty and SPA staff. To achieve this goal, we must continue and enhance outreach and recruitment efforts for staff from historically underrepresented populations as well as ensure sufficient professional development opportunities exist to develop a larger, more diverse pool of employees qualified for management level positions. Continued monitoring of staff applicant pools and hires is critical to evaluating the success of these efforts. In addition, on-going monitoring of salary and promotion to assure equitable outcomes for women and minorities at all levels of EPA non-faculty and SPA employment should be continued."


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:

Support programs are offered by Diversity and Multicultural Affairs, the Carolina Covenant, Carolina Higher Education Opportunity Programs, the Office of Undergraduate Admissions, the Institute for the Environment, and Student Affairs.

The Center for Student Success and Academic Counseling sponsors programs to promote academic excellence for minority students and to improve the campus climate for diversity. These programs include the Learning Center, Academic Success for Students with LD/ADHD, the Writing Center, Academic Support for Student Athletes, and Summer Bridge.

Undergraduate retention programs are offered by the Office of Undergraduate Education in the College of Arts and Sciences. The Lesbian, Gay, Bisexual, Transgender, and Queer Center in the Division of Student Affairs provides support for students of all sexual orientations, gender identities, and gender expressions.Support programs are offered by Diversity and Multicultural Affairs, the Carolina Covenant, Carolina Higher Education Opportunity Programs, the Office of Undergraduate Admissions, the Institute for the Environment, and Student Affairs.
The Center for Student Success and Academic Counseling sponsors programs to promote academic excellence for minority students and to improve the campus climate for diversity. These programs include the Learning Center, Academic Success for Students with LD/ADHD, the Writing Center, Academic Support for Student Athletes, and Summer Bridge.
Support programs for faculty and staff are coordinated by Diversity and Multicultural Affairs. Organizations and resources include the Carolina Black Caucus, the Latina/o Faculty and Staff Caucus, the American Indian Faculty and Staff Caucus, the Queer Faculty and Staff Network, the Association of Women Faculty and Professionals, the Office of Faculty Governance, the Employee Forum, Sister Circle, and the Employee Assistance Program.


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 Carolina Postdoctoral Program for Faculty Diversity (through the Office of the Vice Chancellor for Research) is part of a continuing commitment to advance scholars from under-represented groups in higher education. The University makes available postdoctoral research appointments for a period of two years. The purpose is to develop scholars from under-represented groups for possible tenure-track appointments at UNC and other research universities. Postdoctoral scholars are engaged in full-time research and may teach only one course per fiscal year.

The University, through the Office of Postdoctoral Affairs, partners with MentorNet, a non profit network that connects mentors and mentees in engineering, science, and mathematics. MentorNet was created to foster the retention and success of women and under-represented minorities in particular, and pairs postdoctoral students with professionals in an email-based mentoring relationship.

http://research.unc.edu/carolina-postdocs/

SPIRE - UNC-Chapel Hill's Seeding Postdoctoral Innovators in Research and Education program is an innovative postdoctoral fellowship program for Ph.D. scientists who are interested in balancing research and teaching careers. SPIRE's mission is to provide multi-dimensional professional development for science researchers and educators to succeed in academic careers, to bring engaging teaching methods into the classroom, and to increase diversity in science professions.

While traditional postdoctoral experiences are one hundred percent research focused, SPIRE provides Fellows with a multi-dimensional experience that includes research and an opportunity to teach and mentor undergraduates at one of five minority serving institutions in North Carolina that partner with SPIRE. The program also offers professional development activities and workshops.

http://spire.unc.edu/news/media/facts.html


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?:
No

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