|Submission Date||March 3, 2023|
University of Tennessee at Knoxville
PA-7: Support for Underrepresented Groups
|1.92 / 3.00||
Data Analyst and Office Administrator
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
All qualified applicants will receive equal consideration for employment and admissions without regard to race, color, national origin, religion, sex, pregnancy, marital status, sexual orientation, gender identity, age, physical or mental disability, or covered veteran status. Eligibility and other terms and conditions of employment benefits at The University of Tennessee are governed by laws and regulations of the State of Tennessee, and this non-discrimination statement is intended to be consistent with those laws and regulations. In accordance with the requirements of Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, and the Americans with Disabilities Act of 1990, The University of Tennessee affirmatively states that it does not discriminate on the basis of race, sex, or disability in its education programs and activities, and this policy extends to employment by the University. Inquiries and charges of violation of Title VI (race, color, and national origin), Title IX (sex), Section 504 (disability), ADA (disability), Age Discrimination in Employment Act (age), sexual orientation, or veteran status should be directed to the Office of Equity and Diversity (OED), 1840 Melrose Avenue, Knoxville, TN 37996-3560, telephone (865) 974-2498. Requests for accommodation of a disability should be directed to the ADA Coordinator at the Office of Equity and Diversity.
Inclusion of this statement is required in the following:
Position announcements (which are not paid advertisements) sent to potential referral sources and other institutions of higher education to solicit applications or nominations.
Catalogs, application forms, posters and other material used in conjunction with the referral and/or recruitment of students, faculty or staff.
Publications which contain general information and are made available to alumni/ae, faculty, staff, students or other participants in or beneficiaries of University programs. http://oed.utk.edu/searches/statement/
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
A brief description of the institution’s discrimination response protocol or team:
The University of Tennessee, Knoxville, is committed to providing students, faculty, staff, and campus visitors an environment that is safe, as well as civil, and one that encourages the exchange of ideas through discourse in every aspect of campus life. All members of the campus community are encouraged to report bias-motivated incidents.
The Office of the Dean of Students addresses bias incidents through the university’s Campus Climate Impact Committee (CCIC). The CCIC's purpose is to review reports of incidents and meet with students to provide support, education, and resources to help them recover from incidents of bias. If the CCIC finds that a student, faculty member, or staff member has violated university anti discriminatory policy, the CCIC may involve to the Office of Student Conduct and Community Standards, Human Resources, Title IX, or the University of Tennessee Police Department (if a state or federal law has also been broken) in order to ensure that responsible parties are properly investigated. The CCIC is not a disciplinary entity.
All incident reports provided to the CCIC are kept confidential to protect the identities of individuals who are involved. The CCIC may anonymize incident reports and release data, such as the frequency of specific types of incidents, to the campus population in order to ensure the safety and wellbeing of students, faculty, and staff.
Counseling, medical services, and classroom accommodations are available for individuals who are victims of, have witnessed, or are otherwise affected by and act of bias.
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:
STRIDE (Strategies and Tactics for Recruiting to Improve Diversity and Excellence) for Staff continues into 2020. STRIDE for Staff is modeled after STRIDE for Faculty which was created to revitalize efforts to hire and retain a diverse faculty.
STRIDE for Staff and STRIDE for Faculty incorporate current, up-to-date statistics to increase awareness of current employee demographics and incorporates academic research on the effects of bias and the benefits of a diverse workplace.
Employees who attend a STRIDE for Staff or a STRIDE for Faculty session may participate in the following:
Discussions about benefits and challenges of diversity.
Discussions about academic research on the effects of bias and the benefits of a diverse workplace.
Discussions about how to identify and report bias.
Interactive exercises and discussions.
A step-by-step mock search for a new employee.
Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
The LGBTQ and Ally Resource Center offers a mentoring program, which provides a safe space for LGBTQ students and allies to share their experiences and to grow professionally and personally. They also have student crisis intervention; walk-in sessions; group, individual, and couples counseling; and workshops. Consultation and referral services for faculty and staff. The center offers help lines for students and faculty and staff.
The UT Student Counseling Center also provides this commitment to diversity on their website:
"The Student Counseling Center is committed to providing high-quality care and services to all UT students. Regardless of your race, age, ethnicity, sexual orientation or gender expression, physical ability, personal creeds or religious/spiritual beliefs, national origin, or socioeconomic status, we pledge to create an affirming and welcoming environment. We actively pursue this by providing culturally responsive counseling services, specialized training for our staff, participation in community events that promote diversity and inclusion, and exemplifying a welcoming, compassionate presence within the Volunteer community."
They also offer crisis resources and emergency appointments for all students as detailed here: https://counselingcenter.utk.edu/clinical-services/crisis-resources/
UT’s top priority is the safety and well-being of faculty, staff, and students. The 946-CARE (865-946-2273) program is available twenty-four hours a day to help faculty and staff maintain a secure and healthy working environment.
The UT Employee Assistance Program (EAP) is designed to provide free, confidential assistance to help employees and their families resolve problems that influence their personal lives or job performance. It provides free short-term counseling, financial counseling, and brief legal advice for regular employees scheduled to work at least 75 percent (30 hours per week) time.
The Commission for Women (“CFW”) is a body appointed by the Chancellor of The University of Tennessee, Knoxville (together with the University of Tennessee Institute of Agriculture, the “campus”) to advise on the planning, implementation, and evaluation of campus programs, policies, and services designed to improve the status of women on the campus. The CFW reports directly to the Chancellor or the Chancellor’s designee.
The University of Tennessee, Knoxville is a proud institutional member of the National Center for Faculty Development & Diversity (NCFDD). The NCFDD is a nationally-recognized, independent organization that provides online career development and mentoring resources for faculty, staff, graduate students, and post-docs. They are 100% dedicated to helping faculty make successful transitions throughout their careers. NCFDD’s programs complement those offered by Teaching & Learning Innovation and others at UTK to help faculty increase writing productivity, establish and maintain work-life balance, and create broad networks of collegial support on campus.
The Diversity Professional Development Fund for Staff (DPDFS) was created to support the participation of university staff in diversity-related programs and conferences. To receive funding for diversity conferences, seminars, and other programs, an applicant must meet the staff eligibility requirements and adhere to the following guidelines.
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:
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?:
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
While the university does not maintain residence exclusively for transgendered or transitioning students, the University Housing department work on an individual basis with to accommodate the special needs of students.
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 email@example.com.