Overall Rating Silver - expired
Overall Score 58.55
Liaison Amy Brunvand
Submission Date April 5, 2017
Executive Letter Download

STARS v2.1

University of Utah
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Amy Brunvand
Librarian
Office of 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:

Nondiscrimination & Accessibility Statement
The University of Utah does not discriminate on the basis of race, color, religion, national origin, sex, age, status as a disabled individual, sexual orientation, gender identity/expression, genetic information or protected veteran’s status, in employment, treatment, admission, access to educational programs and activities, or other University benefits or services. Additionally, the University endeavors to provide reasonable accommodations and to ensure equal access to qualified persons with disabilities. Inquiries concerning perceived discrimination or requests for disability accommodations may be referred to the University’s Title IX/ADA/Section 504 Coordinator:
URL: http://www.utah.edu/nondiscrimination/


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:
Yes

A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):

Office for Inclusive Excellence
The University Resources for Inclusion and Education (URISE) Committee consists of a group of faculty, staff, and students. If you have experienced or witnessed a bias incident on campus, please contact any individual member on the team, report it online or contact us via email at RespectU@utah.edu or ReportBias@utah.edu. If it is an emergency, please contact 911 or our campus police.
In the 2015- 2016 school year, the OIE addressed 54 incidents and partnered with colleagues from numerous offices, like the Office of the Dean of Students and the Office of Equal Opportunity and Affirmative Action to address them. (Annual reports N.A. for 2013-14, 2014-15).
URL: http://inclusive-excellence.utah.edu/


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

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

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

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

STUDENTS

Women’s Enrollment Initiative 2015- (Division of Student Affairs)
The Women’s Enrollment Initiative (WEI) launched in Fall of 2015 with the mission to recruit, retain and graduate women and seeks to be inclusive and welcoming to women from all backgrounds and lived experiences. Our defined work is to reach out to all women by providing safe spaces, academic support and a sense of belonging. Diversity is a value deeply embedded in the work of the WEI and we will acknowledge our commonalities and embrace the many unique characteristics of our difference.
Graduate School, Student Recruitment Initiatives (Office of the Assistant Dean for Diversity)
Programs designed to recruit historically underrepresented graduate students to the University of Utah include:
--University Visit Program
--Excellence Through Diversity Fellowship
--Graduate Preparation Institute
--Recruitment at a number of diversity conferences and forums
URL: https://gradschool.utah.edu/diversity/

REFUGES (Center for Science and Mathematics Education)
In 2012, the Center for Science and Mathematics Education (CSME) launched the REFUGES program at the University of Utah. REFUGES includes an afterschool program and summer science bridge course that address:
1) The under-representation of women, minorities, refugees, non-native English speakers, and economically disadvantaged students in STEM disciplines.
2) The academic weaknesses that refugee youth face in the Utah school system due to placement in grade levels that are not suitable to their educational backgrounds.
The REFUGES program framework is based on university-community collaborations that include college students, community organizations, schools, churches, and parents. We seek to build a full-service approach that provides education activities, social services, and access to higher education.

STAFF

Staff Diversity and Equity Committee (Human Resources)
The University of Utah Staff Diversity and Equity Committee. sponsored by Human Resources, reports to the Chief Human Resources Officer. The committee is led by the Director of Employee Relations and is comprised of staff members from across the University and from Human Resources. The "Thirteen Immediate Responses" plan calls for a working group under the leadership of the Human Resources to accelerate hiring of staff from diverse backgrounds.
URL: http://staffdiversity.utah.edu/committee.php

FACULTY

Faculty Hiring Initiative, and Diversity Post-Docs 2014-2017 (Office for Diversity & Equity)
For reasons of intellectual vibrancy and pedagogic integrity, the University of Utah aims to increase the diversity of its faculty over the next three-to-five-year period. We share a belief that the university will better serve local, national and international communities when our scholars and educators come from diverse backgrounds, that the success of our students can be enhanced by models and leaders of varied backgrounds, and that raising our institutional profile is linked to a climate of inclusivity, facilitated by a diverse campus community. Moreover, and quite importantly, our faculty is not as diverse as our student body, nor is it as diverse as the population of Utah. In Spring 2014, an ad hoc faculty committee recommended several strategies for increasing faculty diversity. These strategies will be implemented for a three-year period, with both an annual evaluation and a three-year assessment, after which time a more complete consideration of effectiveness will be made.
URL: http://diversity.utah.edu/faculty-hiring-initiative/


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

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

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

A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:

RESOURCE CENTERS

American Indian Resource Center (Office for Equity and Diversity)
The mission of the American Indian Resource Center (AIRC) at the University of Utah is to advocate for American Indian and Alaskan Native students through recruitment and retention projects that lead to graduation
URL: http://diversity.utah.edu/centers/airc/

Center for Ethnic Student Affairs (Office for Equity and Diversity)
URL: http://diversity.utah.edu/centers/cesa/

Center for Disability and Access (Student Affairs)
URL: http://disability.utah.edu/

LGBT Resource Center (Office for Equity & Diversity/Student Affairs)
URL: http://lgbt.utah.edu/

Women’s Resource Center (Student Affairs)
URL: http://womenscenter.utah.edu/

Veterans Support Center (Student Affairs)
URL: http://veteranscenter.utah.edu/

STUDENTS

First Year Diversity Scholars (Office for Equity & Diversity)
A First-Year Seminar that has achieved outstanding academic accomplishments and retention rates. The First Year Diversity Scholars Program supports students through a personalized campus orientation, regular interactions with faculty and staff of color, academic advising, multiple mentoring relationships, and off-campus community engagement opportunities. Most notably, the program is implemented as a cohort model that includes traditional admitted students, sponsored students, and scholarship students.
URL: http://diversity.utah.edu/first-year-diversity-scholars/

DREAMERs and DACA Scholars (Office for Equity & Diversity)
Support for students who identify themselves as DREAMers, or have recently been granted Deferred Action for Childhood Arrivals (DACA) status. Utah is one of twenty states that offer in-state tuition to DACA or DREAMers who meet certain requirements under House Bill no. 144 (HB144).URL: http://diversity.utah.edu/dreamers-daca-scholars/

First Ascent Scholars (David Eccles School of Business)
First Ascent Scholars, a Jeff and Helen Cardon Foundation and David Eccles School of Business partnership, cultivates, encourages and enables academically focused students from socioeconomically disadvantaged backgrounds to attend the Eccles School, connect with the University of Utah, local and global community, and reach their full academic potential. Scholars are expected to give back to the broader community through volunteer work, engagement in First Ascent activities, and in their academic commitment at the Eccles School.
URL: http://eccles.utah.edu/students/first-ascent-scholars/

Graduate School, Student Retention Initiatives (Office of the Assistant Dean for Diversity)
Programs to support and retain historically underrepresented graduate students include:
--Emerging Diversity Scholars Fellowship
--Graduate Diversity Enhancement Grants
-- Institutional Membership for the National Center for Faculty Development & Diversity (NCFDD)
--Student Groups
URL: https://gradschool.utah.edu/diversity/

LEAP Learning Communities (Office of Undergraduate Studies)
LEAP is a two semester seminar to increase retention and completion by enabling new students to transition more confidently to college and to play an active role in their own education. Students work with outstanding faculty in small classes and participate in social and service activities with other students and with Peer Advisors. All LEAP courses focus on the themes of diversity and community, and some instructors partner with the ENVST program to focus on sustainability issues. The program enrolls 700-750 students annually.
URL: http://leap.utah.edu/program-options/

Returning to the U
The Returning to the u Program assista adult students who left the Universtiy close to graduation and now wish to returnd to complete a Bachelor's Degree.
URL: http://advising.utah.edu/return/

STAFF

Staff Diversity and Equity Committee
URL: http://staffdiversity.utah.edu/committee.php

FACULTY

"Thirteen Immediate Responses" calls for developing a Mentoring plan for all Faculty and Staff.

Office of the Assistant Dean for Diversity
Institutional Membership for the National Center for Faculty Development & Diversity (NCFDD)
URL: http://education.utah.edu/NCFDD.php

University Diversity Committee, 2015-16 Annual Report:
A pilot mentoring program in the College of Humanities will be implemented in Fall 2016. This program will serve all new faculty, but its planning has been deeply influenced by what we have learned about effective strategies for mentoring diverse faculty. Depending on the success of that program, AVP Stockton plans to develop similar mentoring programs in all colleges at the University. [p. 1]


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:

Emerging Diversity Scholars (Graduate School)
The fellowship is designed to offer financial support to promising underrepresented graduate students who have successfully completed their first-year of full-time graduate studies at the University of Utah. This award supports scholars whose engagement in the academy will contribute to diversity in higher education.
URL: https://gradschool.utah.edu/diversity/emerging-diversity-scholars-fellowship/

J. Willard Marriott Library Diversity Residency
A two-year residency offered to help people from traditionally underrepresented groups to launch their careers in academic librarianship. The resident works with mentors in different parts of the library organization to develop the knowledge and skills necessary to succeed in future library positions
URL: http://lib.utah.edu/info/diversity-residency


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

The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:

DATA SOURCES

Office of Inclusive Excellence Annual Report, 2015-2016
URL: OIE Annual Report 09-13-2016.pdf

Faculty Search and Recruitment Toolkit
URL: http://diversity.utah.edu/wp-content/uploads_temp/Hiring_Toolkit_Br_WEB.pdf

Single-stall and/or Gender-free Restrooms (LBGT Resource Center)
URL: http://lgbt.utah.edu/campus/restrooms.php

Safety: Staying Safe and Secure at the U. University of Utah Annual Security & Fire Report (October, 2015).
Includes data on "Sexual Misconduct and Other forms of Gender-Based Discrimination" and hate crimes.
URL: http://dps.utah.edu/wp-content/uploads/sites/3/2015/09/16-0253-2015-Fire-Safety-Clery-Report-Web.pdf

RESOURCES

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.