| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.35 |
| Liaison | Suchi Daniels |
| Submission Date | Feb. 19, 2018 |
| Executive Letter | Download |
University of South Florida (Tampa)
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
2.83 / 3.00 |
Jose
Hernandez Chief Diversity Officer/Associate Vice President Diversity and Equal Opportunity Office |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
STATEMENT OF POLICY
A. The Following Actions Are Prohibited:
1. Discrimination and/or harassment by any USF System employee or student against any individual(s) or group(s) within the USF System.
2. Discrimination and/or harassment by any USF System employee or student while assigned to duties or academic programs of the USF System (regardless of their location) against any individual(s) or group(s) that is not an employee or student, including any USF System program invitee(s).
3. Discrimination and/or harassment by any vendor or individual external to the USF System against any USF System employee(s), student(s) or program invitee(s) during the transaction of business with the USF System, during any program or activity coordinated through the USF System, and/or while on USF System premises.
4. Retaliation by any USF System employee or student against any individual(s) or group(s) who, in good faith, has made any allegation of discrimination and/or harassment, or who has testified, assisted, or participated in any way in any investigation, proceeding, or hearing conducted under this policy or any federal or state law.
5. Knowingly making false accusations or allegations of discrimination and/or harassment or retaliation, or knowingly making false statements regarding alleged discrimination and/or harassment or retaliation in any investigation, proceeding, or hearing conducted under this Policy or any federal or state law.
http://regulationspolicies.usf.edu/policies-and-procedures/pdfs/policy-0-007.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?:
A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):
Advocacy Program
The Advocacy Program provides free and private services to USF students, faculty and staff, both men and women, who have experienced crime, violence or abuse, for incidents occurring on or off campus, recently or in the past. Services may include: crisis intervention, emotional support, personal and systems advocacy, court accompaniment, victim helpline, safety planning and information, options, and referrals. We also provide prevention and education presentations.
Appointments are available in our office or other safe locations on campus. Walk-ins are welcomed, Monday - Friday, 8:00 a.m. to 5:00 p.m. An advocate is available after hours and on weekends and holidays by contacting the University Police. Please visit our web site at
http://www.usf.edu/advocacy
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:
The USF Office of Admissions created the Outreach and Access Team to focus on the recruitment of underrepresented students and to increase their applications and enrollment. The team employs strategies that have increased underrepresented students, in 2016 USF underrepresented enrollment was nearly 42% of the student body, as well as 40% of students who are Pell grant eligible in 2016.
The Office of Diversity, Inclusion and Equal Opportunity (DIEO) established a workshop on Diversity Hiring Best Practices for faculty search committee members to focus on diversity hiring and also mitigating implicit bias in the hiring/search process. Eight sessions were offered in fall semester 2016 and was strongly encouraged for all faculty search committee members. This session is now scheduled to be presented annually by DIEO staff.
Additional documentation PDF file attached includes the powerpoint PDF which includes statistics on increased campus Diversity (page 1-16)
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:
The institution has several advisory committees that promote the campus climate and implement events that underrepresented groups
including the Committee on Black Affairs, Status of Latinos, Committee on Issues of Sexual Orientation and Gender Identity, Women
Status Committee,. There are also affiliated groups such as the Black Faculty & Staff Association and the Asian Alliance. .
The Office of Multicultural Affairs support s multicultural community that includes over 20 multicultural student groups in the Tampa
campus, a similar efforts exists in the other two institutions. USF also has a Veterans Student Success office in each of the three
institutions, and an Office for Disability Services on each campus.
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:
The university supports a number of McKnight Doctoral fellows who are in the pipeline to the professoriate. Various colleges also have
programs for minority students, for example the colleges of engineering and marine sciences.
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.