University of Washington, Seattle
PA-6: Support for Underrepresented Groups

The University of Washington, as an institution established and maintained by the people of the state, is committed to providing equality of opportunity and an environment that fosters respect for all members of the University community. Executive Order No. 31 - Nondiscrimination and Affirmative action outlines the university policy on nondiscrimination:
http://www.washington.edu/admin/rules/policies/PO/EO31.html

https://www.washington.edu/raceequity/
http://www.washington.edu/omad/

The University of Washington values and honors diverse experiences and perspectives, strives to create welcoming and respectful learning environments and promotes access and opportunity. If any member of the UW community suspects incidents of bias, they are are encouraged to file a report, which will be reviewed by the UW’s Bias Incident Advisory Committee.

Depending on the nature of the reported incident, the UW’s Bias Incident Advisory Committee may: offer support and information regarding available resources; ensure the report is properly routed for investigation and resolution in accordance with applicable University policy and principles of free expressionl inform and consult with the vice presidents for Student Life and for Minority Affairs and Diversity regarding a possible institutional response, coordinate support for community healing and educational outreach, assess avenues for minimizing or eliminating future incidents of bias.

Individuals who submit a report and identify themselves may be contacted for more detail. Anonymous reports also may be submitted. Other University offices, such as the UW Police Department, Health & Wellness, University Complaint Investigation and Resolution Office (UCIRO) or Human Resources may be consulted as needed. The committee will compile and analyze data from submitted reports to inform future educational and prevention efforts.

Institutional responses may include: Notice to the community about the incident; individual outreach to an affected party; offer of support and assistance to affected individuals/communities (typically in the form of counseling), educational workshops or seminars, removal of graffiti or flyers, connecting affected parties to relevant resources, cataloging incident(s), initiating proceedings under the student conduct code, the general campus conduct code or processes under other UW policies.

Bias Incident advisory committee members:
Natacha Foo Kune, co-chair, director, Counseling Center
Jen Self, co-chair, director, Q Center
Elizabeth Lewis, director, Community Standards and Student Conduct
Magdalena Fonseca, interim director, Kelly Ethnic Cultural Center
Shelley Kostrinsky, assistant vice provost, Academic Personnel
Carlos Guillen, associate director, First Year Programs
Erin Rice, assistant vice president, Campus HR Operations
Angelisa Paladin, professor, School of Medicine
Mike Townsend, secretary of the faculty; associate professor, School of Law
John Vinson, chief, UW Police Department
Student representative, ASUW
Student representative, GPSS

In addition, the course of their education, employment, or use of university services, individuals may have complaints about the behavior of employees that may have violated the University’s non-discrimination and non-retaliation policies. Various offices and services exist to assist these individuals with resolution of their complaints, including local investigation and resolution; the University Ombud Services; or the University Complaint Investigation and Resolution Office (UCIRO).

The University of Washington’s Diversity Blueprint articulates the tri-campus community’s aspirations for becoming a truly inclusive and equitable environment for learning, research, service, and outreach. Goal #2 of the 2017-2021 Diversity Blueprint outlines efforts and goals to attract, retain, and graduate a diverse and excellent student body.
http://www.washington.edu/diversity/diversity-blueprint/

Some specific strategies include:
--Develop and strengthen relationships with existing pipeline initiatives to encourage underrepresented, veteran, LGBTQ+, first-generation, and low-income students from UW and other regional colleges and universities to attend graduate school at the UW.
--Increase collaboration between GO-MAP and academic departments so that departments can contact, host, and recruit students interested in their programs.
--Improve mechanisms for recruitment staff members across the University to collaborate on outreach to potential graduate students.
--Develop competitive financial packages to increase enrollment of accepted students. Monitor impact of increased tuition and cuts to TA and RA positions on underrepresented students.

Additional programs aimed at students are developed and maintained by the UW Office of Minority Affairs and Diversity:
http://www.washington.edu/omad/

In addition to efforts and goals outlined in the Diversity Blueprint mentioned above, additional efforts aimed at faculty recruitment can be found here:
http://www.washington.edu/diversity/faculty-advancement/handbook/recruitment/

In addition to efforts and goals outlined in the Diversity Blueprint, additional efforts aimed at faculty recruitment can be found here:
http://www.washington.edu/diversity/staffdiv/

The Office of Minority Affairs and Diversity (OMAD) offers counseling and support and counseling programs and resources:
http://depts.washington.edu/oma/eop/

Specifically, OMAD:
--Promotes academic success and graduation for underrepresented minority, economically disadvantaged and first-generation college students at the UW through a comprehensive academic support program of services.
--Acts as the umbrella organization for the Educational Opportunity Program (EOP) and College Assistance Migrant Program and Student Support Services.

OMAD also administers several programs including the Mentor Power for Success Program, an autumn quarter partnership between incoming OMA&D students and continuing UW student mentors to help them make a successful transition to university life. The Diversity Scholars program was created in 2000 to recruit and support high-achieving underrepresented minority students. The Reach Out and Reconnect (ROAR) re-entry program is a service for UW students who are not currently enrolled and would like to return. The Summer Transition Program provides opportunities for students to prepare for the new academic, personal, and social challenges they will encounter at the UW. The Ethnic Cultural Center provides programming and resources to students including student advising, organizational development, personal growth, and referrals to different departments and programs.

OMA&D also continues to work with the College Success Foundation and the Achiever’s Program, focusing primarily on student retention and graduation.

Faculty & Staff:
http://www.washington.edu/diversity/faculty-staff/

Information on transgender housing options can be found here:
https://depts.washington.edu/qcenter/wordpress/gender-neutral-housing/