Overall Rating Silver
Overall Score 57.01
Liaison Meghna Tare
Submission Date April 3, 2022

STARS v2.2

University of Texas at Arlington
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.08 / 3.00 Meghna Tare
Office of Sustainability
"---" indicates that no data was submitted for this field

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

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

It is the policy of The University of Texas at Arlington (UTA or The University) to provide an educational and working environment that provides equal opportunity to all members of the University community. In accordance with federal and state law, the University prohibits unlawful discrimination, including harassment, on the basis of race, color, national origin, religion, age, sex, sexual orientation, pregnancy, disability, genetic information, and/or veteran status. The University also prohibits discrimination on the basis of gender identity, and gender expression. Retaliation against persons who oppose a discriminatory practice, file a charge of discrimination, or testify for, assist in, or participate in an investigative proceeding relating to discrimination is prohibited. Constitutionally-protected expression will not be considered discrimination or harassment under this policy. It is the responsibility of all departments, employees, and students to ensure the University's compliance with this policy. The University’s Equal Opportunity Services (EOS) and Title IX Office investigates allegations of discrimination affecting the UTA community. Complaints regarding unlawful discrimination should be brought to the Equal Opportunity Services and Title IX Office.


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:

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:

1. Current recruitment initiatives include reaching out to leading diversity, equity, and inclusion talent networks that:
• Provide the tools and resources needed to achieve a diverse and inclusive workplace
• Deliver highly qualified, diverse candidates at various professional levels nationwide
• Support OFCCP recruiting needs and compliance efforts (i.e., Google for Jobs, USMilitaryPipeline.com)
• Distribute jobs to a diverse job site network, including Veteran , Women, Hispanic, African American, Asian, Differently Abled & LGBT job seekers (see list below)
Tribal College: Journal of American Indian Higher Education
Black EOE Journal: "Diversity and LGBTQ" special issue
Hispanic Network Magazine: "Hispanic Heritage Special LGBTQ" issue
DiverseABILITY: “National Disability Employment Awareness Month” issue
US Veterans Magazine: “Veteran's Day”
Diversity in STEAM Magazine: "Best of the Best & Diversity Planning for the New Year" issue

2. UTA provides training to Search Committees - The faculty search committee trainings cover unconscious biases, and protected classes as covered in Title VII, Title IX, and other legal requirements as well as UTA policies and procedures to observe during the search process.

3. UTA is expanding our outreach by soliciting resumes or searching resume data bases for potential candidates for current and future searches in addition to the following:
• Build resume data base for historically underrepresented minorities by discipline

• Engage faculty especially those from historically underrepresented groups in recruiting strategies or connecting with members of their networks to support searches.
• Expanding Talent Management and Engagement professionals’ contact and personal outreach through conference attendance for purposes of networking and recruiting members of marginalized populations.
• Cultivating relationships with networks with underrepresented minority groups such as SREB, to establish a pipeline for vacancies.
• Broadening the advertising efforts – In addition to resources provided by DEI and Faculty Affairs—using more diverse listserv. journals. website, and department at other institutions an organization serving people from historically underrepresented groups
• UTA is currently developing a pipeline through the DEI Post Doc program.

Last year we did disciplinary faculty recruitment for underrepresented minorities. We established collaborations with SREB, NADOHE, and HERC to develop recruit

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:

UTA currently has a diversity certificate program that is open to staff, faculty, and students.
Upward Bound Math Science assist students in strengthening math and science education by providing highly motivating math, science, and engineering activities.
The McNair Scholars Program prepares university juniors and seniors who are low-income, first generation, and/or underrepresented in graduate education for doctoral education.
TRIO Program supports eligible students throughout the college experience. Program services include: individualized coaching (personal, career, and academic), academic success and skills development, tutoring, advice and assistance in course selection and financial aid programs and benefits, guidance on locating scholarships, and more.
The faculty mentoring program pairs first or second year tenure track faculty members with seasoned, tenured and promoted Associate or Full Professors for activities like observing teaching, preparing dossiers, managing their classrooms, networking for publication.

Support for staff currently involves our initiative to provide professional development and career development opportunities by funding of up to $2,000 for staff at assistant director level and below to attend conferences and workshops. We are next developing a mentoring program for staff that will be an on-boarding program to create peer support. It is being developed in collaboration between DEI and HR.

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:

Yes, We have a future faculty series and National Center for Faculty Development and Diversity, Aspire Alliance aims to improve participation of underrepresented minorities in STEM education and provide professional development for Ph.D. student who want to become teachers at community colleges. Multiple LSAMP programs funded by NSF. The Bridge To the Ph.D. provide support to top underrepresented minority (URM) students eager to pursue graduate STEM degrees.
Program Goals

* Establish relationships with scholars from other institutions, with the goal of enhancing relationships between other scholars and faculty, staff, and students at UT Arlington.
* Support and enhance the campus climate of diversity and inclusion.
* Increase the number of role models for students from underrepresented minority groups in particular and majority groups as well.
* Identify potential candidates for tenure-track faculty positions.
* UT Arlington is particularly interested in candidates in the STEM fields.

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:

UTA is passionate about ensuring restrooms are accessible to all Mavericks and visitors to our campus. To find gender neutral and/or unisex restrooms, please use UTA’s Campus Maps here: https://www.uta.edu/maps. Once the link is open, select the down arrow under ‘More’ and use the toggle to select unisex restrooms. Work is proceeding to move the designation as "unisex" to all.

The LGBTQ+ Residential Learning Community’s (RLC) purpose is to create an environment where LGBTQ+ students can live, thrive, and feel supported in their first year of studies on-campus. Housed in Vandergriff Hall, the mission of the RLC is to promote academic success, create community engagement, and develop professionally as young adults. The RLC is designed to replicate an academic cohort model. Students living in the RLC will be enrolled in the freshman UNIV course and Intro. to LGBTQ+ Studies for the fall semester.

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.