University of Texas at Austin
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
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
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, sex, pregnancy[1], age, disability, citizenship, veteran status and genetic information. The University also prohibits discrimination on the basis of, sexual orientation, gender identity, and gender expression. Procedures for filing discrimination complaints on the basis of sex, including sexual harassment, are addressed by HOP 3-3031. In this policy, the terms sex and gender are interchangeable.
Inquiries regarding this policy may be directed to the Office for Inclusion and Equity at 512-471-1849 or oie@austin.utexas.edu.
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/
Inquiries regarding this policy may be directed to the Office for Inclusion and Equity at 512-471-1849 or oie@austin.utexas.edu.
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/
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
As part of the Division of Diversity and Community Engagement (DDCE), Inclusive Campus Support provides an online anonymous tool for university community members to share their campus climate experiences that are concerning or helpful. Peer support is provided through consult without referral (unless required by law such as Title IX) and through sharing university/community resources. Categorized general information regarding submitted experiences is shared with the university community to expand transparency and to inform education and practices for development of a more inclusive campus climate.
A “campus climate experience” can be any situation associated with UT-Austin that occurs and impacts a member of the university community – students, staff, faculty, alumni, or visitors. An experience may be something that an individual finds concerning, making the campus climate less inclusive or something that an individual finds helpful, making the campus climate more inclusive. Some examples (but not limited to):
• an interpersonal interaction in a class or program, on campus, or online;
• written communications such as a comment, email, flyer, or graffiti; or
• something that physically or otherwise enables or hinders access to the university.
Inclusive Campus Support (ICS) will publish a general categorized report based on the experience form submissions, which will be available on the ICS website. No identifiable information will be shared. The purpose of this report is to increase transparency and to inform practices for the development of an inclusive campus climate.
https://diversity.utexas.edu/campus-climate/
A “campus climate experience” can be any situation associated with UT-Austin that occurs and impacts a member of the university community – students, staff, faculty, alumni, or visitors. An experience may be something that an individual finds concerning, making the campus climate less inclusive or something that an individual finds helpful, making the campus climate more inclusive. Some examples (but not limited to):
• an interpersonal interaction in a class or program, on campus, or online;
• written communications such as a comment, email, flyer, or graffiti; or
• something that physically or otherwise enables or hinders access to the university.
Inclusive Campus Support (ICS) will publish a general categorized report based on the experience form submissions, which will be available on the ICS website. No identifiable information will be shared. The purpose of this report is to increase transparency and to inform practices for the development of an inclusive campus climate.
https://diversity.utexas.edu/campus-climate/
Recruitment programs
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
If yes to any of the above, provide:
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
WritingBridge - academic readiness in writing
MathBridge (previously SPURS) - 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/sites/19/2022/03/LCSP_Annual-Report-2020_21_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: Inclusive Hiring
Description:
Inclusive Hiring, or Talent Acquisition, actively recognizes diversity and embraces a wide range of qualities and perspectives that candidates bring to the organization. In addition to intentionally sourcing diverse and underrepresented applicants, inclusive hiring attempts to eliminate unnecessary barriers for all applicants to counter bias and discrimination. The Inclusive Hiring training provides an overview of questions, considerations, and resources at each stage of the hiring process to help you assess current hiring practices and better identify opportunities for growth.
We recognize that hiring is one part of talent management, and that no one resource, training, or person can sufficiently address the need for equity, diversity, and inclusion (EDI) throughout the employee lifecycle. It is recommended that participants use this training as a basic foundation for their own understanding, research, and application of topics related to inclusive hiring.
Original Inclusive Hiring training created and developed by Dr. Binta Brown, Director of Diversity and Talent Management–Financial and Administrative Services.
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
WritingBridge - academic readiness in writing
MathBridge (previously SPURS) - 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/sites/19/2022/03/LCSP_Annual-Report-2020_21_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: Inclusive Hiring
Description:
Inclusive Hiring, or Talent Acquisition, actively recognizes diversity and embraces a wide range of qualities and perspectives that candidates bring to the organization. In addition to intentionally sourcing diverse and underrepresented applicants, inclusive hiring attempts to eliminate unnecessary barriers for all applicants to counter bias and discrimination. The Inclusive Hiring training provides an overview of questions, considerations, and resources at each stage of the hiring process to help you assess current hiring practices and better identify opportunities for growth.
We recognize that hiring is one part of talent management, and that no one resource, training, or person can sufficiently address the need for equity, diversity, and inclusion (EDI) throughout the employee lifecycle. It is recommended that participants use this training as a basic foundation for their own understanding, research, and application of topics related to inclusive hiring.
Original Inclusive Hiring training created and developed by Dr. Binta Brown, Director of Diversity and Talent Management–Financial and Administrative Services.
Mentoring, counseling and support programs
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 individuals 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 Multicultural 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 unrepresented 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.
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.
Support for future academic staff
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 past 11 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.
Optional Fields
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:
Data source(s) and notes about the submission:
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