University of North Carolina at Chapel Hill
PA-7: Support for Underrepresented Groups

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 https://eoc.unc.edu/our-policies/policy-statement-on-non-discrimination/

A report of prohibited conduct may be made to any designated reporting option: The Equal Opportunity and Compliance Office report and response coordinators, the Title IX Compliance Coordinator within EOC, staff in the Office of the Dean of Students, staff in the UNC Police, or submitting an online form. An Initial Assessment will 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 allows 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.

When EOC, ODOS, or UNC Police receives a report that someone has witnessed/experienced a bias incident, act of discrimination or hate crime, we provide them information about available resources, which include the Gender Violence Service Coordinators (for any gender-based violence), the University Ombuds (a confidential resource for all members of our community), Counseling and Psychological Services (for students), and the Employee Assistance Program (for employees). We also provide information about medical services, if needed. Additionally, our Report and Response Coordinators will work with individuals to determine what supportive measures they need, whether or not the individual decides to pursue a formal response option with our office.

More information about possible supportive measures is available here: https://unc.policystat.com/policy/8455380/latest/#autoid-qazq7
Supportive measures include:
- Access to counseling services and assistance in setting up initial appointments, both on and off campus
- Imposition of a campus "No-Contact Order"
- Rescheduling of exams and assignments
- Providing alternative course completion options
- Change in class schedule, including the ability to drop a course without penalty or to transfer sections
- Change in work schedule or job assignment
- Change in student's campus housing
- Assistance from University support staff in completing housing relocation
- Limiting access to certain University facilities or activities pending resolution of the matter
- Voluntary leave of absence
- Providing an escort to assure safe movement between classes and activities
- Arranging for medical services
- Providing academic support services, such as tutoring
- University-imposed leave, suspension, or separation for the Responding Party
- Any other measure which can be tailored to the involved individuals to achieve the goals of this Policy.

https://eoc.unc.edu/compliance-with-department-of-education-settlement-agreement-on-clery-act/

Diversity and Inclusion 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 Inclusion, Carolina Higher Education Opportunity Programs, the Office of Undergraduate Admissions, the Institute for the Environment, and Student Affairs. They include: Project Uplift, 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 SHRA 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 SHRA employment should be continued."

The employment of larger numbers of minorities, women, veterans, and individuals with disabilities in those sectors of University employment where they are not now found in numbers commensurate with their availability depend on the people with day-to-day responsibility for making employment decisions in the University. Hiring managers, supervisors and search committees are responsible and accountable together with the Equal Opportunity and Compliance Office, the Office of Human Resources and the University administration for meeting University goals which are designed to eliminate the under-representation of minorities and females in the workforce. They are also responsible for making good faith efforts towards achieving the federal utilization goal of 7%, per job group, for qualified individuals with disabilities, as well as, an overall University benchmark of 5.7% for protected veterans.

Websites, posters and notices for departmental bulletin boards, and emails regularly remind administrators and supervisors of UNC policies and goals. The Equal Opportunity Policy is covered in formal orientation programs for all new permanent staff. Supervisors are also required to attend the Blueprint for Engaged Supervision Training (BEST) program, a mandatory program designed to educate and motivate UNC’s frontline supervisors. The BEST program emphasizes practical and basic needs of all supervisors, including an understanding of the University’s commitment to equal employment opportunity and an environment free from unlawful discrimination, harassment and retaliation. Day two of the program is comprised of the Equal Employment Opportunity and Diversity Fundamentals training session, which is required by law for all managers and supervisory employees. The course provides an in-depth and hands-on understanding of federal and state equal employment opportunity and affirmative action laws in the context of daily work situations.

Vacant position postings are automatically shared with multiple advertising sources that target diverse candidates outlined in the 2021 State Plan. Some, such as Indeed.com, distribute the postings to diversity partners. If the Talent Acquisition Partners in Human Resources see underrepresentation in female or minority groups, they work with the Graystone Advertising Group on targeted advertising. HR professionals attend at least 15 career fairs annually, many of which target minorities, veterans, and people with disabilities.

Support programs are offered by Diversity and Inclusion, 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. Available programs include the Learning Center, Peer Mentoring, Academic Success for Students with LD/ADHD, the Writing Center, Men of Color Engagement, 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 Inclusion, the Carolina Covenant, Carolina Higher Education Opportunity Programs, the Office of Undergraduate Admissions, the Institute for the Environment, and Student Affairs.

Support programs for faculty and staff are coordinated by Diversity and Inclusion. Organizations and resources include the Carolina Black Caucus, the Latina/o Faculty and Staff Caucus, the American Indian Faculty and Staff Caucus, the LGBTIQA+ Faculty and Staff Network, the Association of Women Faculty and Professionals, the Women's Center, the Office of Faculty Governance, the Employee Forum, Sister Circle, and the Employee Assistance Program.

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.

https://research.unc.edu/vcr-ubc-hr/postdoctoral-human-resources/postdoc-benefits-services/
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 four 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