Overall Rating Gold
Overall Score 65.54
Liaison Jim Walker
Submission Date March 2, 2020

STARS v2.2

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

Status Score Responsible Party
Complete 3.00 / 3.00 Suchitra Gururaj
Assistant Vice President for Community Engagement and Economic Development
Division of Diversity and Community Engagement
"---" 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:

It is the policy of The University of Texas at Austin ("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, religion, national origin, gender, including sexual harassment, age, disability, citizenship, and veteran status. Procedures for filing discrimination complaints on the basis of gender, including sexual harassment, are addressed by HOP 3-3031. Pursuant to University policy, this policy also prohibits discrimination on the basis of sexual orientation, gender identity, and gender expression.

This policy applies to visitors, applicants for admission to or employment with the University, and students and employees of the University who allege discrimination by University employees, students, visitors, or contractors. https://policies.utexas.edu/policies/nondiscrimination-policy; also see http://equity.utexas.edu/policies/major-laws/


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
Yes

A brief description of the institution’s discrimination response protocol or team:

The Campus Climate Response Team accepts reports of bias incidents via an online portal or by telephone; the team is not an adjudicating body but refers incidents to the appropriate offices for further inviestigation (the Office for Inclusion and Equity, the Dean of Students, UT Police Department are the primary units involved). The team has tracked bias incidents over time--information used to create the University Diversity and Inclusion Action Plan. It also offers educational opportunities and directs those who report bias incidents and those who committed the act considered a bias incident for for resources and services through the university offices such as the Counseling and Mental Health Center. The Office for Inclusion and Equity also has an online submission process for filing a grievance. University Compliance Services has begun a compliance and ethics hotline which is an online reporting system as well.


Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Yes

Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Yes

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
Yes

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:

STUDENTS

Diverse student recruitment happens on a number of levels as most colleges, schools and departments have student diversity initiatives in addition to those through the Office of Admissions. The Division of Diversity and Community Engagement has a number of programs to reach out to diverse populations at the high school level, including five UT Outreach Centers around the state and Pre-College Academic Readiness Programs that provide dual credit programs to diverse students around the state.

Each college, school, department and administrative unit on campus now has a diversity committee. The Council for Racial and Ethnic and Diversity (CREED) advises the provost and others regarding best practices related to faculty diversity and advance faculty diversity by working to remove barriers, ensure fairness in university policies and practices, and to facilitate an inclusive climate of advancement and growth for all faculty. In addition, committees of the Faculty Council and Staff Council work on issues around faculty and staff diversity.

Student recruitment programs include:
Advise TX - near peer mentoring
ChemBridge - academic readiness in STEM
SPURS - academic readiness in writing
MathBridge - academic readiness in math

More information on student recruitment can be seen in the Longhorn Center for School Partnerships report: https://diversity.utexas.edu/schoolpartnerships/wp-content/uploads/2019/02/LCSP-REPORT-2017-18-PAGES-FINAL.pdf

FACULTY

UT Austin fosters an environment of inclusive excellence in education, research, and public service that supports a diverse group of individuals with different perspectives, backgrounds, and experiences. In support of the mutually reinforcing goals of diversity and excellence, the Office for Inclusion and Equity (OIE) partners with the Office of the Senior Vice Provost for Faculty Affairs on initiatives to advance inclusive faculty recruitment and retention best practices and strategies. OIE staff also work closely with academic deans, department chairs, and search committee chairs to identify and implement inclusive recruitment best practices tailored to the specific goals of their organization. Through membership on the university-wide Council for Racial and Ethnic Equity and Diversity (CREED), OIE staff engages faculty and academic administrators in intentional and active conversations to recruit and retain more diverse faculty throughout the university. More information OIE’s recruitment programs can be found at: https://equity.utexas.edu/faculty-recruitment-and-retention/
In addition to the Council for Racial and Ethnic Equity and Diversity (CREED), a Council for LGBTQ+ Access, Equity, and Inclusion (Q+AEI) was created in Spring 2019. Q+AEI joins with CREED and the Gender Equity Council in seeking to remove barriers, ensure fairness in university policies and practices, and facilitate an inclusive climate of advancement and growth for all faculty. Q+AEI will fulfill its mission to advise the provost on best practices in addressing issues of access, equity, and inclusion for UT Austin LGBTQ+ faculty, and issues related to recruiting, retaining and advancing faculty who contribute to gender and sexual diversity on campus. More information on Q+AEI can be found at: https://provost.utexas.edu/diversity/council-for-LGBTQ-access-equity-inclusion

NON-ACADEMIC STAFF

Pursuant to Chapter 657 of the Texas Government Code, The University of Texas at Austin is proud to provide preference in employment to:
• veterans, including veterans with disabilities;
• veterans’ surviving spouses who have not remarried; and
• orphans of veterans who were killed on active duty
Individuals who qualify for veteran’s employment preference are entitled to a preference in employment with or appointment to the University over other applicants for the same positions who do not have greater qualifications. More information at: https://hr.utexas.edu/prospective/apply/veterans-employment-preference
Additionally, Human Resources offers staff a training to reduce hiring bias and promote diversity in recruitment:
Title: Hiring Talent
Description: UT practices can promote diversity efforts. This interactive and hands on training will provide managers and interviewers a better understanding of how to prepare for an interview, what types of questions should be asked, what type of information must be gathered, and how to gather the information objectively from the applicant. It will also help hiring managers better understand the needs and requirements of the job and how to accurately structure interview questions.


Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
Yes

Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Yes

Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
Yes

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:

There are programs within indviduals colleges, schools and units, the Division of Diversity and Community Engagement, and the Division of Student Affairs which provide support for students from underrepresented groups. The Multlicultural Engagement Center and the Gender and Sexuality Center provide support for students of color, LGBTQA students and women. Services for Students with Disabilities and the Veterans Center provide services for 3,000 students with a range of disabilities and for our 400+ students who are veterans on campus. The Counseling and Mental Health Center has special diversity counselors to work with undrepresented groups of students and offer free walk in counseling hours in conjunction with the Multicultural Engagement Center and the Gender and Sexuality Center. Additionally, there is a Student Ombudsman Office which provides services to all students.

Counseling is offered through the Employee Assistance program and the Faculty and Staff Ombudsman Office. Peer support is also available through four University Resource Groups (also known as affiliate groups): Hispanic Faculty and Staff Association, the Black Faculty and Staff Association, the Asian and Asian American Faculty/Staff Association and the Pride and Equity Faculty and Staff Association.


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:

There are a number of programs which support underrepresented students for careers as faculty members including the Thematic Initiative for faculty and graduate students which has been housed in the Division of Diversity and Community Engagement the past11 years. Also the Intellectual Entrepreneurship Program and the McNair Scholars Program provide opportunities for undergraduates to be mentored by faculty and graduate students to help them prepare for graduate or professional school. The thematic graduate student initiative, McNair Scholars and Intellectual Entrepreneurship provide research opportunities, opportunities to attend academic conferences and opportunities to teach. Additionally, nearly every college, school and unit on campus including Undergraduate Studies has a career center which supports the career goals of all students. One of the goals for UDIAP is to provide more leadership opportunities for diverse faculty and to insure they are integrated fully into each college, school and unit.


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

Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support 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 and complete the Data Inquiry Form.