Overall Rating Silver
Overall Score 45.22
Liaison Mei May
Submission Date Nov. 27, 2019

STARS v2.2

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

Status Score Responsible Party
Complete 3.00 / 3.00 Mei L May
Director Office of Sustainability
Sustainability
"---" 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:

The inclusivity statement, intended to go hand-in-hand with the university's mission and core values, recognizes UTSA's heritage, woven into the fabric of our institution, and reaffirms our commitment to Inclusive Excellence.

The Statement
The University of Texas at San Antonio, a Hispanic Serving Institution situated in a global city that has been a crossroads of peoples and cultures for centuries, values diversity and inclusion in all aspects of university life. As an institution expressly founded to advance the education of Mexican Americans and other underserved communities, our university is committed to ending generations of discrimination and inequity. UTSA, a premier public research university, fosters academic excellence through a community of dialogue, discovery and innovation that embraces the uniqueness of each voice.

It is the policy of The University of Texas at San Antonio (UTSA) to provide an educational and working environment that provides equal opportunity to all members of the UTSA community. In accordance with federal and state law, UTSA prohibits unlawful discrimination on the basis of race, color, gender, sex, religion, national origin, age, disability, citizenship, gender identity, gender expression, and veteran status in all aspects of employment and education. Discrimination on the basis of sexual orientation is also prohibited pursuant to this policy. https://www.utsa.edu/hop/chapter9/9-1.html

https://www.utsa.edu/eos/policy.html#Regulations

1. Title VII, Americans with Disabilities, Age, Equal Pay, affirmative action for non-discrimination of university employment.

2. Non discrimination to Students in financial Assistance, or exclusionary practices such as race, color, or national origin, as well as Non-Discriminatory Regulations for students Title VI, Title IX.


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:

Established April 2018 UTSA believes that a university campus is the ideal setting for open and healthy discourse between students of different backgrounds, values and beliefs. As a marketplace of ideas, the university is committed to providing an educational experience that engages our students in new and differing opinions.
As a limited public forum, students, faculty and staff may peaceably assemble and speak anywhere on campus, provided they do not disrupt the university’s educational mission or its ongoing programs or operations. This includes petitioning, posting signs, distributing literature, setting up tables and exhibits and/or peacefully demonstrating. Bias incidents are events that involve or may involve the targeting of an individual or group based on their protected characteristic(s) such as race, color, ethnicity, national origin, sex, gender identity, sexual orientation, disability, age or religion, or their political views and affiliations. Interpersonal Incidents
If you believe you have experienced or witnessed a person-to-person incident, please access the following UTSA resources:

EOS is committed to developing and sustaining a learning and working environment that is diverse, inclusive and free of illegal discrimination and harassment in any form.

To report behavior that is disruptive, concerning, or potentially harmful to self or others, please contact the Behavioral Intervention Team (BIT).
Anyone encountering a situation that requires immediate police, medical or other emergency services should call 911 or the UTSA Police Department at (210) 458-4911.

For other issues and concerns not listed above, a student may wish to contact the Student Ombudsperson for assistance.

https://www.utsa.edu/campusclimate/ Campus Climate Team: Although UTSA condemns hate speech, it recognizes that most forms of offensive speech are protected by the First Amendment. UTSA has zero tolerance for activities that do not fall within the protection of the First Amendment such as harassment, true threats, fighting words and incitement to imminent lawless action. An individual may not be coerced, intimidated or badgered into viewing, listening to or accepting any communication.


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:

Recruit Students from Underrepresented Groups:
UTSA is a Hispanic Serving Institution. We have some a recruitment strategy that focus on schools and districts that have a high % of under-represented students, have low college-going rates, high % of economically disadvantaged students and those on free and reduced lunch. Additionally, we are especially interested in helping first-generation students pursue a higher education and achieve their educational goals.
UTSA's TriO program https://provost.utsa.edu/partnerships/pipelines/trio-ets.html Educational Talent Search (ETS) is a TRiO program that identifies and assists individuals from disadvantaged backgrounds who have the potential to succeed in higher education. ETS at UTSA currently serves students at high schools in Eagle Pass-Brackettville, San Antonio and Uvalde-Crystal City.
and the PREP program is a pipeline available for over 40 years to recruit unrepresented students to engineering and other programs. https://future.utsa.edu/prep/prep/?_ga=2.106727367.594947819.1595259628-1284388801.1580768647

Recruitment of academic staff from Underrepresented groups:
We overhauled Search process to include Implicit Bias training, policy changes and we have programs to accelerate this process. Below is a link that identifies the below programs.

Recruitment Staff and Faculty:
The University of Texas at San Antonio strives to improve the recruitment of diverse faculty and staff as this positively impacts student performance and increases their sense of belonging. Promoting diversity within the faculty and staff enables students from different backgrounds to identify with professors and staff, experience diverse curriculum and programs, and enhance their trust in the University community.
The Office of Inclusive Excellence engages in a number of strategies designed to attract excellent faculty and staff to UTSA. Some of these strategies focus on: equity in the search process, developing inclusive position announcements, diversifying the applicant pool and implementing nationally recognized recruitment best practices.
The Stealth Recruitment Portal is a virtual space that provides pinpoint information about the University of Texas at San Antonio (UTSA), UTSA Colleges, and the City of San Antonio with the goal of connecting potential faculty with Chairs and Deans of respective disciplines. In addition, the Stealth Recruitment Portal serves as an enhancer to the Accelerated Faculty Diversity Hiring Programs (FDP) thus allowing potential faculty candidates to share their cover letter, CV, or resume with the appropriate Dean, Chair and hiring authorities for opportunities that align with the Accelerated Faculty Diversity Hiring Programs. The Stealth Recruitment Portal allows this exchange to take place seamlessly 24 hours a day, 7 days a week.
With the goal to increase engagement and initiate productive relationships with particular and underutilized promising candidates, the Office of Inclusive Excellence, invites Dean’s and Chair’s to apply for a Diverse Faculty Campus Visit (DFCV) matching grant. The DFCV matching grant program is designed to supplement funding from your College, School or Department to support a campus visit of a faculty candidate to showcase UTSA programs, promote faculty candidate engagement with UTSA faculty, staff and students, and advance the goals of the Faculty Diversity Program.
The position description is typically the first item an applicant sees when making the decision to seek out your institution for possible employment. One might say that the position description is similar to receiving an “invitation” to attend an event. Research suggests that words within a position announcement can detract diverse candidates from applying for the position. Conversely, words can increase the diversity of your applicant pool when aligned with your Inclusive Excellence strategy.

We have just incorporated the Implicit Bias training and have made it available for all Administrative Staff search committees. Also, there is a HOP policy for Senior Administrators that promotes the diversification of the interview pool.
https://www.utsa.edu/hop/chapter2/2-50.html

1. https://www.utsa.edu/inclusiveexcellence/programs/recruitment/index.html
2. https://www.utsa.edu/hop/chapter2/2-4.html

Non-Academic Staff:
We have just incorporated the Implicit Bias training and have made it available for all Administrative Staff search committees. Also, there is a HOP policy for Senior Administrators that promotes the diversification of the interview pool. UTSA continues to supported recruitment of underrepresented groups with a new department as part of the President's Strategic Plan. UTSA opened a new department established in 2018 and naming a VP of Inclusive Excellence in January of 2019 that includes a committee on Inclusive Recruitment. https://www.utsa.edu/inclusiveexcellence/index.html


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:

https://pivot.utsa.edu/fgtsc/peer-mentors/ https://www.utsa.edu/inclusiveexcellence/index.html

The First-gen and Transfer Student Center at UTSA has a peer mentor program to support students who are the first in their family to attend college.

Faculty:
The University of Texas at San Antonio strives to improve the retention of diverse faculty and staff as this adds value to the campus environment and improves student success. Retaining diverse faculty and staff promotes diversity in; student to faculty and staff mentorship, varied curriculum and programs, thus promoting an inclusive campus community.
The Office of Inclusive Excellence engages in a number of strategies designed to retain excellent faculty and staff. Some of these strategies focus on: mentorship, awards and recognition, professional development and campus climate.
Tenure Track Networking Club
The Tenure Track Networking Club (TTNC) at the University of Texas at San Antonio is a faculty retention program which utilizes mentorship as a tool in the retention of minority faculty. The TTNC introduces tenure track faculty to tenured faculty who serve as mentors to provide insights on the “hidden” tenure track curriculum leading to demystifying the tenure process. One of the goals is to provide minority assistant professors with the tools necessary to increase their capacity to earn tenure.
https://www.utsa.edu/inclusiveexcellence/programs/retention/tenure-track-networking-club/index.html

Staff
As a part of Inclusive Excellence, UTSA initiative and Strategic Plan on Inclusive Excellence will utilize practices and philosophies that embed all forms of diversity into every aspect of UTSA. A Cultural Intelligence committee will sustain, increase
and unify the cultural intelligence of the UTSA community through
the implementation of new platforms and tools. A Campus Climate
committee will assess and develop strategies to improve UTSA’s
campus climate through data collection and monitoring activities. These
committees will lead specific efforts within the inclusive excellence
spectrum. A Cultural Intelligence committee will sustain, increase
and unify the cultural intelligence of the UTSA community through
the implementation of new platforms and tools. A Campus Climate
committee will assess and develop strategies to improve UTSA’s
campus climate through data collection and monitoring activities.


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:

Future Academic Staff:
Post Doctorial Fellows Program

The University of Texas at San Antonio (UTSA) Honors College, in conjunction with the Offices of the Vice President of Academic Affairs and Vice President of Inclusive Excellence, is launching a post-doctoral fellowship program intended to increase diversity of the academic community. We seek highly qualified postdoctoral candidates who demonstrate the ability to work with and be sensitive to the educational needs of diverse urban populations and support the University’s commitment to thrive as a Hispanic Serving Institution and a model for student success. Candidates must be enthusiastic about working with high-achieving students, collaborating with research mentors within their discipline, and working with our Office of Academic Innovation to receive training in building both online and high-impact courses. We seek candidates from diverse academic specializations whose varied life experiences and academic backgrounds directly impact their pedagogical philosophies and practices. This is a 2-year position. During the 2nd year, postdocs will be considered for appointment to tenure-track Assistant Professor in a UTSA department affiliated with their academic background.


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?:
Yes

Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
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UTSA has a number of websites to review information on underrepresented groups.

Recruitment:
Recruitment of Faculty:
1. https://www.utsa.edu/inclusiveexcellence/programs/recruitment/index.html
2. https://www.utsa.edu/hop/chapter2/2-4.html

Recruitment of non-academic staff: Staff:https://www.utsa.edu/hop/chapter2/2-50.html

All Gender Restrooms:
https://www.utsa.edu/intercultural/documents/pdfs/inclusion/Gender-Inclusive-RR-locations.pdf Gender neutral restrooms.
Some people often feel uncomfortable when using segregated restrooms. Female/male sex-segregated bathrooms are not accessible spaces that everyone can use. Many people are subject to harassment, intimidation, legal charges, and violence on an every day basis.Transgender, genderqueer, and/or gender non-conforming people are particularly affected by bathroom segregation because of the visible gender differences that may not correlate with cultural gender norms. Even in cities, towns, and college campuses that are generally considered “liberal” places where it is “easier” to be gender non-conforming, many people are still harassed in both women’s and men’s rooms. [1]
Many non-transgender and gender conforming people also experience difficulty and inconvenience in sex-segregated bathrooms. Parents with differently-gendered children are not able to accompany them in gender-segregated bathrooms (a mother with her son or a father with his daughter). Disabled people with differently gendered attendants or family members are not able to bring them into gender-specific, multi-stall bathrooms.

Gender inclusive bathrooms are typically single-stall, lockable bathrooms available to people of all genders and sexes. Gender inclusive bathrooms provide a safe, private facility for transgender, genderqueer, and gender non-conforming people, families with children, and people with disabilities who may need assistance. Single-stall restrooms also more easily meet the accessibility regulations of the Americans with Disabilities Act (ADA). [2]
https://www.utsa.edu/inclusiveexcellence/resources/restrooms.html

Bathroom Listings

This is the link. https://www.google.com/url?client=internal-element-cse&cx=000238266656426684962:mzli4pte7ko&q=https://libanswers.utsa.edu/faq/269644&sa=U&ved=2ahUKEwiw4OWZ8dvqAhWkna0KHUKzAngQFjAAegQIABAC&usg=AOvVaw18_P-k-840NZ41bEtvs6T2

The University of Texas at San Antonio considers Affinity Groups to be an essential component that connects various members of the workforce with each other and with the University. Therefore, an inherent element of the mission of an Affinity Group is to promote the welfare of UTSA and its purpose.
Affinity Groups are voluntary associations of people who have common interests. Affinity Groups play a vital role in articulating, promoting and supporting the needs and goals of their various communities and organizations. Their primary focus is to develop and improve the campus climate by increasing the presence of diverse faculty and staff. The groups can assist the organization with the recruitment, retention, and promotion of top diverse talent. In addition, they can help increase morale, provide insights into diverse areas, build bridges to the community and empower members.
Currently, UTSA has various identity-based Affinity Groups (see list below). The Office of Inclusive Excellence supports these groups in promoting a sense of belonging for employees and for providing a community for our employees. We encourage the formation of new affinity groups and would like to support any employees that are looking to start a new group. Please reach out to the Office of Inclusive Excellence for any support that you may need.
If you are interested in establishing a new affinity group or want to re-activate your affinity group registration for the upcoming academic year, please fill out the New Affinity Group Registration Form or the Renewal Affinity Group Registration Form.
https://www.utsa.edu/inclusiveexcellence/our-approach/affinity-groups/index.html

Presidential Inclusive Excellence Scholarship
The Presidential Inclusive Excellence scholarship recognizes students who have a passion for diversity, inclusion, social justice and have demonstrated their ability to improve campus culture. Scholarship recipients will engage in activities adding to their skills and abilities to further contribute to the campus community on topics related to inclusive excellence.
Dr. Martin Luther King, Jr. Scholarship
The mission of the Martin Luther King, Jr Scholarship is to provide one-time financial assistance to an individual enrolled for undergraduate study at The University of Texas at San Antonio.
https://www.utsa.edu/inclusiveexcellence/programs/awards/index.html

Inclusivity Partners
UTSA has a number of offices and other designated entities that focus on cultivating an environment of inclusion and equity, including those listed below.

https://www.utsa.edu/inclusiveexcellence/our-approach/inclusivity-partners/index.html

Diversity Research, Evaluation and Impact
It is important for the success of diversity initiatives that campuses assess the effectiveness of their efforts. It is also essential to convey the results of research to the general public to increase awareness of and support for diversity in higher education. This section includes research and assessment information about diversity programs and practices in higher education.
• Diversity and Inclusive Excellence
• Curriculum Development
• Diversity and Democracy (Publication)
• Global Learning
• Diversity Learning and Student Success
• University of Maryland Diversity Database
• ERIC (Education Resource Information Center) – search the database using keyword “Diversity”

https://www.utsa.edu/inclusiveexcellence/resources/index.html

Inclusive Excellence Advisory Board (this can serve as an action resource to solve and implement programs to serve underrepresented faculty, staff, and students.

To proactively and systemically address strategic issues of critical importance to develop and maintain a welcoming and inclusive campus at UTSA. The Inclusive Excellence Advisory Board (IEAB) will use nationally recognized best practices as a foundation for their work, shaping priorities based on feedback from broad, representative segments of the UTSA community. The IEAB will create additional committees, councils, and task forces to advance specific aspects of inclusive excellence as needed.

https://www.utsa.edu/inclusiveexcellence/our-approach/advisory-board/index.html

Housing for transgender or transitioning groups.: All students have the option to select to live in a gender inclusive environment. Students who make this selection on their housing application may choose any of our three communities; we will group students who made this selection in the same suite or apartment where they share a bathroom. Here is a link with more information: https://housing.utsa.edu/gender-inclusive-housing/

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.