Overall Rating Gold
Overall Score 68.36
Liaison Marianella Franklin
Submission Date Jan. 10, 2023

STARS v2.2

University of Texas Rio Grande Valley
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Anjelica Hinojosa
Human Resources Representative II
Human Resources
"---" 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:


In accordance with and to the extent provided by applicable state and federal laws and regulations, it is the policy of UTRGV that no person will be denied employment with or admission to UTRGV, or otherwise be excluded from participation in, denied the benefits of, or be subject to discrimination under any program or activity sponsored or conducted by UTRGV, on the basis of race, color, sex, religion, national origin, age, disability, genetic information, or veteran status. Sexual misconduct and sexual harassment in any form (including sexual violence) will not be tolerated. Discrimination on the basis of sexual orientation, gender identity, and gender expression are also prohibited under this policy.

LEAP is a workshop series designed to educate students on diversity & inclusion. Some of the topics covered throughout the series include race, ethnicity, identity, privilege, language, oppression, social justice, inclusiveness, intersectionality, and much more.

LEAP is designed with a range of learning styles including lecture, educational materials, media, current events, historical overview, group activities and discussion, and individual reflective exercises.

LEAP: Learn about diversity. Empower yourself and others. Advance initiatives. Promote inclusion.


Diversity & Inclusion
Ally & Support


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:

In accordance with UTRGV's commitment to diversity, equity, and inclusion, the Office of Advocacy and Violence Prevention(OAVP) was created as a primary response support unit to work with students, staff, faculty, and community partners to strive for a campus free from interpersonal violence and to facilitate services for victims, survivors, and bystanders of sexual assault, dating and domestic violence, stalking, harassment, hate crimes, and any instance of violence.

Our Victim Advocates are professionals trained to support victims, survivors, and bystanders of power-based violence. Research demonstrates that exposure to violence can have significant long-term and short-term negative effects, and students who are subject to violence victimization often experience challenges to their academic success and mental and physical well-being.

Our Advocates provide direct services to victim, survivors, and bystanders including: safety planning, academic safety planning, emotional support, referrals to other departments and agencies, legal accompaniment, and assistance in locating resources. Our advocates may contact campus departments, such as Financial Aid, Academic Advising, or Counseling, and community organizations, such as criminal justice or social service agencies, to assist survivors.

OAVP also currently provides trauma-informed counseling services to UTRGV students who have experienced violence victimization (thanks to a grant from the Office of the Governor, Criminal Justice Division).

Our advocacy services are free to all campus community members (students, faculty, and staff) and are confidential, to the extent allowed by law. We can also provide information and assistance in locating resources to any RGV community member in general, in both English and Spanish, and we offer frequent, no-cost trainings to community members and professionals, although we cannot provide confidential advocacy services to those who are not members of the UTRGV community.

What Advocates Can Do
Our advocates can support victims, survivors, and bystanders through:

Providing information on victimization
Providing information on crime prevention
Providing information on survivors' legal rights and protections
Providing information on the criminal justice process
Providing emotional support to survivors
Helping survivors with safety planning
Intervening with University staff, faculty, and departments on behalf of survivors
Helping survivors find shelter and transportation
Providing referrals for other services for survivors


OAVP Types of Counseling
The Office for Advocacy & Violence Prevention provides free and confidential individual counseling with a mental health professional. Students who have been impacted by power-based violence are eligible for services.

A support group for survivors of domestic violence and sexual assault is conducted each long semester. The group is conducted on a drop-in basis, meaning that there is no commitment required to attend sessions; you are welcome to come as needed.

Confidentiality is a vital part of the work conducted at OAVP. Information shared during counseling is considered confidential and cannot be released without your written consent. Per Federal and Texas state laws, exceptions to confidentiality include:

if you are deemed to present a danger to yourself or others
if there are concerns about possible abuse, neglect, or exploitation of a child, elder, or a person with a disability
if a court order is issued to obtain records
if you disclose an incident of sexual contact or other unethical conduct with another mental health professional


The Office of Institutional Equity (OIE) is engaged in promoting adherence to the laws, regulations and other applicable policies that uphold this guiding principle. The Office of Institutional Equity (OIE) acts on behalf of the University as a neutral fact finder that enforces the University’s institutional equity policies and provides services including:
Guidance and training to ensure Equal Employment Opportunity and Affirmative Action practices in the Faculty Recruitment process, in collaboration with the Office of the Vice Provost for Faculty Affairs and Diversity;
-Coordinates the development of the University’s Affirmative Action Plan;
-Investigates and responds to internal and external complaints of discrimination, sexual harassment, and retaliation; and
-Coordinates and administers the University’s Title IX response and compliance requirements.

UTRGV has also established a system, Vaquero Report It, where issues of intolerance, violence, discrimination, or any other infraction on human rights, diversity and inclusion may be shared privately, so that the resolution may be facilitated at the discretion and comfort of the harmed individuals.


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:

UTRGV has continuously ranked high in various services, programs, and investments for marginalized groups. “These rankings show that we are truly transforming the lives of our students, all while maintaining an affordable cost of attendance,” he said. “At UTRGV, we believe that you can obtain an outstanding education without mortgaging your future.


The Recruitment and Scholarships Department is committed to reviewing current practices to improve efficiencies. This will allow us to reiterate UTRGV’s commitment to make college attainable for prospective students, campus visitors, and the University community at large. By continuously coaching constituents through the admissions and financial aid process, students will be successful not only in enrolling but in completing their collegiate goals. By utilizing technology, data, and innovation, we will identify and recruit top academic achievers to increase retention and graduation rates.

UTRGV has led immeasurable charge in its objectives to meet quality education and reduce inequalities through investment. UTRGV SCAP Education goal within co-curricular learning seeks to establish partnerships with outside entities for innovative educational opportunities. UTRGV has developed a myriad of pipelines to ensure that marginalized communities have access to a plethora of traditional and healthcare related programs and job securement.





Essential functions of the recruitment department include assisting high school and transfer students through the admissions and financial aid process, managing new student orientations and assisting with registration, managing campus tours, new student scholarships as well as the entering freshmen welcome event, The Vaquero Roundup. As the Rio Grande Valley is a predominantly Hispanic region, outreach efforts to local high schools reach these underrepresented individuals.

Student Employment at the University of Texas Rio Grande Valley employs over 3000 students on campus every semester. These student staff members are hired though direct wage, work study, SEI or assistantships. As the majority of UTRGV is Hispanic, a underrepresented group, these opportunities to create beneficial workplace habits, improve organizational and time management skills, as well as developing a stronger connection with UTRGV staff and faculty are vital to their career development.

Student employment opportunities are available in most of UTRGV departments, including Recruitment office, university library, housing, enrollment, financial aid, student media, student life, recreation center, and many more. Students perform a variety of services that significantly contribute to the functioning of UTRGV.

Positions student can apply for include:

Student Academic Tutor
Student Academic Assistant
Student Assistant
Student Project Associate
SEI Student Assistant

Research Assistant
Teacher Assistant
Graduate Assistant
Assistant Instructor



As The University of Texas Rio Grande Valley (UTRGV) evolves into a research university, it is committed to building a highly qualified and diverse faculty in support of academic excellence. Search Committee members and Equity & Diversity Advocates (EDA) are instrumental to this commitment.

For the UTRGV Faculty Recruitment process, a manual has been developed to assist our departments and search committee members. The manual provides guidance to ensure a fair and effective process to follow as these individuals recruit colleagues to serve UTRGV's diverse student population.

Faculty Recruitment Manual: http://www.utrgv.edu/_files/documents/provost/faculty-resources/faculty-recruitment-manual.pdf

The Office of the Vice Provost for Faculty Affairs and Diversity (VPFAD) will provide training in best practices for recruiting and hiring diverse faculty in collaboration with the Office of Institutional Equity. All faculty serving on search committees are required to complete the mandatory online training in order to participate in the faculty search process.

• Search Committee Trainings and Equity and Diversity Advocate (EDA) Trainings: Members of faculty search committees need to complete the necessary training as per the Faculty Recruitment Manual guidelines. The Faculty Recruitment Manual emphasizes UTRGV’s commitment to building and sustaining a highly qualified and diverse faculty to pursue excellence in everything that we do, including teaching, scholarship, and service. The manual provides uniform procedures to ensure a fair and effective process to follow in recruiting faculty to serve our diverse student population. Search committee members can complete a self-paced online training via Blackboard every year or a face-to-face training with a facilitator every two years. Faculty members serving as Equity and Diversity Advocates (EDA) must complete a separate EDA face-to-face training in addition to the search committee training.

• UTRGV ADVANCE Program: With the support of the National Science Foundation (NSF), The University of Texas Rio Grande Valley embarked on a 5-year institutional transformation project aimed at increasing the representation and advancement of women, especially Hispanics, in STEM fields. The project started in October 2012 with several integrated initiatives designed to enhance the recruitment, retention, and promotion of women faculty at UTRGV, which is still vibrant and active today. Our ultimate goal is to create a supportive workplace and a family-friendly climate that attracts and nurtures the careers of all faculty. We are currently in the last year of the grant with a no-cost extension but many of the initiatives and programs have been institutionalized, becoming part of the fabric of our institution and will continue to positively impact our faculty past the duration of the grant.

o Increase representation of women, especially Hispanics, in STEM fields at all levels of faculty, particularly in tenure-track and tenured positions.
o Increase the representation of women, especially Hispanics, in STEM fields at all levels of leadership, particularly at the department chair level and higher.
o Promote a positive workplace and climate along with policies/practices that attract and nurture the careers of female scholars, especially Hispanic female scholars.
Components and Initiatives
o Recruitment: includes activities such as developing comprehensive recruitment plans, providing training to search committees in best practices to recruit for hiring diverse faculty and strategies to identify and mitigate implicit bias. It also initiated new advertisement strategies to generate more applicant pools by including language beyond the standard EEOC statement; it provides supplemental funding to expand the pool of interviewed candidates; and enhances start-up packages for new women faculty in STEM.

The Online Recruitment Portal allows committees to identify field-specific organizations that target potential applicants from underrepresented groups. Additional strategies include advertising in women’s organizations publications like WISE (Women in Science and Engineering); targeting/inviting specific potential applicants, encouraging networking, and sending Department Chairs and/or search committee members to recruit at women’s and Hispanic target conferences. Departments can easily request allocated recruitment enhancement funding to support these efforts.

• UT System’s “Rooney Rule”: To promote diversity in senior leadership positions, all University of Texas System institutions must now include a candidate from an underrepresented group in the final round of interviews for all senior administrative positions.

• Dual-Academic-Career Hiring Program: As part of its commitment to the recruitment and retention of a diverse and world-class faculty, the Office of the Provost has established a Dual-Academic-Career Hiring Program to help support dual career academic appointments. This Program is designed to assist partners of full-time faculty members to find meaningful employment at our institution. Increasingly, exceptional faculty and candidates for faculty positions are members of dual academic career couples and the availability of meaningful employment for an academic partner is often a critical factor in the employment decision process. It is a major strategic priority of the University to recruitment and retain women and underrepresented minorities, which is especially impacted by dual-career issues.


Located in the southern most border of Texas, the Rio Grande Valley (RGV) encompasses over 90% of Latin population, which over 33% fall below the federal poverty line, and over 30% are without adequate health insurance, as per the latest Census and consumer report data. The UTRGV Human Resource's department is committed to its recruitment efforts of matriculating RGV residents into UTRGV employees through its various and local job fairs. With competitive salaries and a superlative medical insurance for the full time employee, and available coverage for dependents, UTRGV is a central educational enterprise to promote economic development and innovation. In common partnership and support with Workforce Solutions, UTRGV job postings are readily available to underserved RGV residents. In accordance with federal and state laws, all active duty, honorably discharged, and retired Veterans are given accommodation and preference for recruitment interview

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:
Student Support:

Peer Collaborative Learning Programs
Supplemental Instruction (voluntary attendance)
Supplemental Instruction (SI) is an academic assistance program that utilizes peer collaborative learning study sessions. SI sessions are regularly scheduled, informal review sessions in which students compare notes, discuss readings, develop organizational tools, and predict test items. Students learn how to integrate course content and study skills while working together. The sessions are facilitated by “SI leaders”, students who have previously done well in the course and who attend all class lectures, take notes, and act as model students. Traditionally, SI targets high failure, high enrollment rate courses. In SI study sessions are voluntary and the SI Leader attends all lectures, then provides 3 hours of study sessions outside of the class. Research has shown that participant pass rates are typically higher than non-participant pass rates.


Tuition Advantage Program:
The UTRGV Tuition Advantage grant is the university's commitment to making higher education more accessible. Students whose family earnings are under $100,000 qualify for this program have the potential to have tuition and mandatory fees fully covered. UTRGV understands the importance of providing financial assistance for students with unmet financial need and strives to provide transparency in the awarding process.

Tuition Advantage’s $100,000 income threshold is the largest of any free-tuition program in the state and is believed to the largest in the nation. UTRGV, which last year was named the nation’s top public university for least student debt, always has been committed to keeping costs low for students. The university has one of the lowest average tuitions among the state’s public universities and offers.


The College Assistance Migrant Program (CAMP) assists students who are migratory or seasonal farmworkers (or children of such workers) enrolled in their first year of undergraduate studies at an IHE. The funding supports completion of the first year of studies. Competitive five-year grants for CAMP projects are made to IHEs or to nonprofit private agencies that cooperate with such institutions. The program serves approximately 2,000 CAMP participants annually.

Students who are not yet college ready in reading, writing and/or math (because they have not passed one or more areas of the TSI Assessment and do not meet exemption standards) will be allowed to enroll in coursework at UTRGV through the following pathway: UTRGV JUMPSTART Summer Bridge Program, through which : Students will enroll in developmental coursework based on area(s) of need: 3 hours of integrated reading/ writing and/or 3 hours of math. If students finish the bridge program, but still aren’t quite college ready, they will be allowed to enroll in UTRGV courses in fall, but must enroll in a co-requisite developmental course which will be linked to a college-level English and/or math course. That way, students won’t get behind their peers and will still be on track to graduate in 4 years.https://www.utrgv.edu/universitycollege/jumpstart/index.htm

UTRGV earns prestigious Seal of Excelencia certification, UTRGV is one of only 10 institutions in the country to join group verified as intentionally serving Latino students. "The University of Texas Rio Grande Valley and the Seal-certified institutions articulated and demonstrated they are modeling the behavior we need to see to accelerate Latino student success," she said. "They are having a measurable impact in changing the face of higher education."


Assisting Students With Disabilities

Participants will gain knowledge of the Americans with Disabilities Act and accommodations in medical and health science programs. They will leave with a better understanding of about how to appropriately engage with their students around disability matters, how to make their classrooms more accessible to all learners and how learner/faculty communication should function with regard to disability.

Valley educators gather at UTRGV to open 19th HESTEC Week

The University of Texas Rio Grande Valley opened HESTEC 2021 with a prestigious White House recognition of its 19 years of success in encouraging more students, particularly Hispanics and women, to take an interest in and pursue higher education and careers in STEM (science, technology, engineering and mathematics) fields. This month more than 700 UTRGV and Region One ESC GEAR UP students will take part in the university's annual HESTEC (Hispanic, Engineering, Science and Technology) program, which is being held online this spring.


UTRGV's Gender & Women’s Studies Program (GWSP) provides inclusive learning environments to advance interdisciplinary scholarship, teaching, and community engagement that analyze and transform the dynamics of gender, sexuality, and other intersectional categories of difference. By placing women, gender, and sexuality at the center of our research and teaching, the GWSP expands our understandings of diverse human experiences as well as promotes global justice and more equitable futures. The Program cultivates students’ critical thinking skills to succeed in a broad spectrum of careers and fosters social awareness attuned to the culturally rich region of the Rio Grande Valley, the U.S.-Mexico borderlands, and beyond.


UTRGV Counseling Center supports underrepresented groups through services such as the Zen recovery center, events like National Coming Out Day celebrations, and programs like BASICS (a harm reduction program designed to assist students in examining their own drinking behavior in a judgment free environment. BASICS is not an abstinence-only program. Instead, goals of the program are selected by the student and aimed at reducing risky behaviors and potential harmful consequences.)

The Military and Veteran Success Center assists students in certifying education benefits, advocating for services, developing projects to unite the university with our local community, providing counseling services specifically for veterans, and promoting student involvement through the Student Veterans of America National Organization. We are proud to assist those who have served our country and are committed to helping military students and their dependents start or continue their education.

Support for Staff:
Employee Tuition Assistance Program (ETAP)
The University of Texas Rio Grande Valley provides Tuition Assistance to encourage and support full-time benefits eligible employees to continue their education and improve the skills needed to develop their career and acquire new knowledge by providing partial or full payment tuition and mandatory fees.


• ADVANCE Administrative Fellows Program: This program was created to complement the experience of the ADVANCE Leadership Institute by a subsequent year-long administrative fellowship in a key University office, in which selected participants gain hands-on leadership experience working closely with a Vice President, Vice Provost, Dean, or academic Director.

• Family-Friendly Policies: Family Care and Sick Leaves, Authorized Paid Leave, Workload (Modified Instructional Duties), and Tenure & Promotion.

• Chancellor’s Network for Women’s Leadership: Under the leadership of UT System’s Associate Vice Chancellor for Leadership Development & Veterans Affairs, Tony Cucolo, a chapter of this network has been created across UT System’s institutions. The network includes faculty and staff at the director’s level and above, and it is aligned with the Chancellor’s Quantum Leaps for the UT System 2015-2020. A mentorship/sponsorship component will also be part of this organization. The Chancellor’s Network fits closely with UTRGV’s Vision, Values, and many of the key initiatives, components, and key areas of focus, including Campus Climate and Professional Development and Growth for Faculty and Staff.

Faculty Mentoring Support:
o For New Faculty and their Mentors: A key component of the New faculty Support Program is to match new faculty with a peer mentor to provide one-on-one support to transition successfully into their positions and achieve their fullest potential as teachers, scholars, and members of the university and the community. Our office assists the departments with a mentor-matching survey and questions for targeted mentoring. Mentors also receive support and development through the Mentors Support Program, which offers sessions to facilitate effective mentoring and the exchange of ideas. At the end of the year a mentor will be recognized with the New Faculty Mentor Award, which is selected through a nomination process by the mentees.

o Associate to Full Professor Program: Associate Professors in this program are matched with a mentor support their career development. When possible the program will match the faculty to their mentor of choice, within or outside of the university.
o ADVANCE Leadership Institute: Leadership Institute participants are matched with a mentor to support their career and leadership development. The mentors can be internal or external to UTRGV and may or may not be in academia. When possible, the Leadership Institute will match participants to their mentor of choice. This semester-long institute was established to enhance faculty and leadership development opportunities at UTRGV. While the goal of the NSF ADVANCE grant is to increase the representation and advancement of women faculty in STEM fields, we encourage the participation of all tenured faculty, full-time clinical faculty, and three-year lecturers from all genders, colleges, and academic disciplines. The semester-long Institute curriculum includes a series of eight four-hour workshops on targeted topics including, the role of the leader, decision-making and problem solving, negotiation and influence, conflict management, collaboration, and strategic planning in higher education. Nationally recognized experts facilitate interactive workshops where the participants work in cooperative teams. The Institute incorporates mentoring and includes a special session on Women in Leadership.
• Department Excellence Award in Faculty Mentoring: recognizes and rewards a Department/School within UTRGV that demonstrates excellence in mentoring its junior faculty, above and beyond the general expectations, with special attention to women, minorities, and junior faculty.

Support for Faculty:
• Women’s Faculty Network: The mission of the Women’s Faculty Network is to empower women faculty members by advocating for opportunities to advance their professional development in research, teaching and service, while balancing their personal, career, physical, and mental health demands at the University of Texas Rio Grande Valley. Networking opportunities are provided, along with a wide range of programming and activities to address topics of interest.

• Associate to Full Professor Program: This program was launched based on feedback and the need to systematically support mid-career women. The program consists of a series of workshops on topics such as reviving one’s research agenda, managing post-tenure career-life demands, securing internal and external funding, publishing, and networking for advancement. Sessions also consider unique challenges that STEM women, Hispanics, and other under-represented faculty at the Associate Professor rank experience. Participants are matched with mentors to support their career development, and they receive travel support to present research/creative work at major academic/professional conferences. Although the focus is on STEM women faculty, the program is open to all Associate Professors at UTRGV who expect to apply for promotion to Professor in the next 3-5 years.

o Women of Color Writing Retreat: For women faculty to build multi-institutional networks of collaborators and complete a writing project. The experience included pre-retreat work, 1-week in-residence, and post-retreat online accountability coaching. Results of the SWR included the completion and submission of seven grant proposals and ten manuscripts. Importantly, the retreat provided a forum for women faculty in science, technology, engineering and mathematics (STEM) to experience an intensive writing program with one-on-one coaching, online coaching, and networking.
o Proposal Development Coaching Program: created for tenured or tenure-track women faculty in STEM and SBE disciplines, this faculty writing program provides a year-long, intensive, one-on-one proposal development coaching with a professional grant writer. Selected faculty members will meet with the coach approximately every three to four weeks to develop a thorough grant proposal to be submitted to a major funding agency. Selected faculty members also receive a stipend for their participation.

OAVP Types of Counseling
The Office for Advocacy & Violence Prevention provides free and confidential individual counseling with a mental health professional. Students who have been impacted by power-based violence are eligible for services.

A support group for survivors of domestic violence and sexual assault is conducted each long semester. The group is conducted on a drop-in basis, meaning that there is no commitment required to attend sessions; you are welcome to come as needed.

Confidentiality is a vital part of the work conducted at OAVP. Information shared during counseling is considered confidential and cannot be released without your written consent. Per Federal and Texas state laws, exceptions to confidentiality include:

if you are deemed to present a danger to yourself or others
if there are concerns about possible abuse, neglect, or exploitation of a child, elder, or a person with a disability
if a court order is issued to obtain records
if you disclose an incident of sexual contact or other unethical conduct with another mental health professional


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:
The Center for Teaching Excellence (CTE) and the Graduate College launched the Teaching Assistant Institute (TAI) to to build a sustainable interdisciplinary community of Graduate Teaching Assistants (GTAs) and enhance productive connections for faculty research and teaching, which is still active and active today, created a pipeline of future faculty within UTRGV. Through an ongoing evaluation processes that results in continuous improvement of the program, the TAI has officially stated that a goal is to develop GTA's from underrepresented groups into full or part-time teaching positions. The TAI has documentation of this goal on their website.
Please see link below about the CTE Teaching Assistant Institute (TAI)


New Faculty Mentoring
New Faculty Mentoring supports The University of Texas Rio Grande Valley's (UTRGV) mission of transforming the Rio Grande Valley, the Americas, and the world by familiarizing new faculty with university expectations, practices, and resources; introducing new faculty to cultural aspects of the Rio Grande Valley; fostering a sense of unity within the distributed university; and maximizing satisfaction, productivity, and retention. The program is designed to support and supplement the various departmental or college mentoring programs which currently exist.


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:
Data source(s) and notes about the submission:
As part of UTRGV's commitment to excellence and advocacy for underrepresented persons, we offer a wide range of accommodations for transgender and transitioning students. Accommodations include roommate pairing, allowing students to stay on their floor of choice, which is separated by female and male students, and building gender inclusive bathrooms, and designing an inclusive learning community plan with university leadership.

The Rio Grande Valley is recognized for being an economically disadvantaged region not only in the State of Texas but also in the Nation. The creation of the University of Texas – Rio Grande Valley introduces an opportunity for economic development to a different classification of labor force outside of the normal higher education environment.

UTRGV’s support for underrepresented groups works towards the sustainable development goal of Reduced Inequalities and Decent Work and Economic Growth by reducing inequalities, promoting employment and decent work for all, and fostering a more diverse and inclusive campus community.

Publicly Accessible Inventory of Gender Neutral Bathrooms at UTRGV are listed in the Texas Higher Education Coordinating Board. The website: https://www1.thecb.state.tx.us/apps/facinv/FacSearchRoomResults.cfm takes the user to a blank form. Attached on "Additional documentation to support the submission" is a screenshot of the 2017 list with the specific information on gender neutral bathrooms for UTRGV.

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.