Overall Rating | Gold |
---|---|
Overall Score | 70.87 |
Liaison | Daimon Eklund |
Submission Date | Dec. 23, 2021 |
University of Washington, Seattle
PA-7: Support for Underrepresented Groups
Status | Score | Responsible Party |
---|---|---|
3.00 / 3.00 |
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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 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
http://www.washington.edu/admin/rules/policies/PO/EO31.html
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:
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.
The Bias Incident Advisory Committee will:
* Refer those who report incidents to appropriate campus offices and programs that can effectively respond in accordance with applicable University polices and principles of expression.
* Catalog all reported incidents and track for trends.
* Assess avenues for minimizing or eliminating future incidents of bias.
* Consult with the vice presidents for the Office of Minority Affairs and Diversity and the Division of Student Life regarding possible institutional responses.
* Work with campus offices and departments to develop strategies for addressing bias trends and patterns at UW.
Depending depending on the nature of the reported incident, the committee may:
• Offer the reporting individual options for consultation and support, and provide information regarding available resources;
• Explain to the reporting individual the proper routes for requesting an investigation and/or resolution in accordance with applicable University policy and principles of free expression.
https://www.washington.edu/bias/
https://uw-s3-cdn.s3.us-west-2.amazonaws.com/wp-content/uploads/sites/147/2020/03/16190723/Bias-Incidence-Advisory-Commitee-Annual-Report-2018-19.pdf
The Bias Incident Advisory Committee will:
* Refer those who report incidents to appropriate campus offices and programs that can effectively respond in accordance with applicable University polices and principles of expression.
* Catalog all reported incidents and track for trends.
* Assess avenues for minimizing or eliminating future incidents of bias.
* Consult with the vice presidents for the Office of Minority Affairs and Diversity and the Division of Student Life regarding possible institutional responses.
* Work with campus offices and departments to develop strategies for addressing bias trends and patterns at UW.
Depending depending on the nature of the reported incident, the committee may:
• Offer the reporting individual options for consultation and support, and provide information regarding available resources;
• Explain to the reporting individual the proper routes for requesting an investigation and/or resolution in accordance with applicable University policy and principles of free expression.
https://www.washington.edu/bias/
https://uw-s3-cdn.s3.us-west-2.amazonaws.com/wp-content/uploads/sites/147/2020/03/16190723/Bias-Incidence-Advisory-Commitee-Annual-Report-2018-19.pdf
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:
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/
Multicultural Outreach & Recruitment (MOR) offers programs and opportunities to attract, prepare and increase the number of underrepresented minority students who successfully matriculate to the UW.
http://depts.washington.edu/reach/
In 2021, the UW announced an initiative to further the UW’s goals for diversity, equity and inclusion, including $5 million in funding for faculty hiring in the next two years. The initiative builds upon and supports efforts University wide and aims to accelerate and benchmark progress on an annual basis.
https://www.washington.edu/news/2021/02/22/uw-launches-faculty-diversity-initiative/
The Office for Faculty Advancement (OFA) promotes the hiring, retention, and success of a diverse and inclusive faculty at the University of Washington.
https://www.washington.edu/diversity/faculty-advancement/
The University of Washington is committed to recruiting and retaining a diverse faculty and staff. The Office of Staff Diversity supports this effort by partnering with non-UW community organizations to advertise job postings and creating a pipeline of applicants. Additionally, we assist with retention efforts by providing support to the faculty/staff Affinity Groups and by keeping abreast of employment trends to implement programs and services that meet the needs of diverse faculty and staff.
http://www.washington.edu/diversity/staffdiv/
Additional programs developed and maintained by the UW Office of Minority Affairs and Diversity:
http://www.washington.edu/omad/
http://www.washington.edu/diversity/diversity-blueprint/
Multicultural Outreach & Recruitment (MOR) offers programs and opportunities to attract, prepare and increase the number of underrepresented minority students who successfully matriculate to the UW.
http://depts.washington.edu/reach/
In 2021, the UW announced an initiative to further the UW’s goals for diversity, equity and inclusion, including $5 million in funding for faculty hiring in the next two years. The initiative builds upon and supports efforts University wide and aims to accelerate and benchmark progress on an annual basis.
https://www.washington.edu/news/2021/02/22/uw-launches-faculty-diversity-initiative/
The Office for Faculty Advancement (OFA) promotes the hiring, retention, and success of a diverse and inclusive faculty at the University of Washington.
https://www.washington.edu/diversity/faculty-advancement/
The University of Washington is committed to recruiting and retaining a diverse faculty and staff. The Office of Staff Diversity supports this effort by partnering with non-UW community organizations to advertise job postings and creating a pipeline of applicants. Additionally, we assist with retention efforts by providing support to the faculty/staff Affinity Groups and by keeping abreast of employment trends to implement programs and services that meet the needs of diverse faculty and staff.
http://www.washington.edu/diversity/staffdiv/
Additional programs developed and maintained by the UW Office of Minority Affairs and Diversity:
http://www.washington.edu/omad/
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:
The Educational Opportunity Program, located in Advising Counseling Services, is a division of the Office of Minority Affairs & Diversity.
The Educational Opportunity Program (EOP) promotes academic success and graduation for under-represented ethnic minority, economically disadvantaged, and first-generation college students at the University of Washington.
EOP academic counselors are generalists, trained to successfully steward students through the selection and scheduling of classes, exploration of possible majors, and development of career goals. The EOP team also assists students with financial aid, housing, personal matters, and a host of additional supportive services.
http://depts.washington.edu/omadcs/eop/
The Graduate Opportunities and Minority Achievement Program (GO-MAP) has been housed in the University of Washington’s Graduate School since 1970. We take pride in focusing on graduate students of color across all disciplines and campuses.
We foster, expand and strengthen equitable and sustainable environments and practices that promote success in educating a diverse graduate student body.
https://grad.uw.edu/equity-inclusion-and-diversity/go-map/
Affinity groups are supported by the UW as a way to advance recruitment and retention efforts. Organizations in higher education and the corporate sector have used affinity groups as a way to build community and to improve recruitment and retention of diverse talent. If you are interested in building community or fostering connections with other faculty and staff at the UW, we invite you to get involved with one of our faculty and staff affinity groups. Affinity groups are jointly sponsored by the Leadership, Community and Values Initiative and the Office of Minority Affairs & Diversity.
https://www.washington.edu/diversity/staffdiv/
There are also a number of other resources available to faculty and staff: https://www.washington.edu/diversity/faculty-staff/
The Educational Opportunity Program (EOP) promotes academic success and graduation for under-represented ethnic minority, economically disadvantaged, and first-generation college students at the University of Washington.
EOP academic counselors are generalists, trained to successfully steward students through the selection and scheduling of classes, exploration of possible majors, and development of career goals. The EOP team also assists students with financial aid, housing, personal matters, and a host of additional supportive services.
http://depts.washington.edu/omadcs/eop/
The Graduate Opportunities and Minority Achievement Program (GO-MAP) has been housed in the University of Washington’s Graduate School since 1970. We take pride in focusing on graduate students of color across all disciplines and campuses.
We foster, expand and strengthen equitable and sustainable environments and practices that promote success in educating a diverse graduate student body.
https://grad.uw.edu/equity-inclusion-and-diversity/go-map/
Affinity groups are supported by the UW as a way to advance recruitment and retention efforts. Organizations in higher education and the corporate sector have used affinity groups as a way to build community and to improve recruitment and retention of diverse talent. If you are interested in building community or fostering connections with other faculty and staff at the UW, we invite you to get involved with one of our faculty and staff affinity groups. Affinity groups are jointly sponsored by the Leadership, Community and Values Initiative and the Office of Minority Affairs & Diversity.
https://www.washington.edu/diversity/staffdiv/
There are also a number of other resources available to faculty and staff: https://www.washington.edu/diversity/faculty-staff/
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:
The Research Exchange is a place for Ph.D. students and postdoctoral fellows to be matched with a researcher in their area of research at nine of the nation’s most prominent universities. Through this program, advanced Ph.D. students or postdoctoral fellows visit with a faculty member or research scientist for a short period to learn new techniques, engage in collaborative discussion for innovative problem solving and face-to-face interaction between scientists at any of the participating institutions. Visits last approximately one week and applicants will be awarded up to $1,000 for intra-state visits, and up to $1,500 for inter-state visits. The goals of the program are to promote cross-institutional exchange between students and faculty across the alliance institutions, aid students in their search for postdoctoral mentors, help researchers identify future collaborators, and welcome students into the broader scientific network.
Eligibility is for Ph.D. students or postdocs who meet the following criteria:
*are in the Mathematics, Physical Sciences, Environmental Sciences, Computer Science, and Engineering
* belong to an underrepresented minority group (African American, Chicano/Latino, Native American/Alaskan Native or Pacific Islander)
* are US citizens or Permanent Residents
https://www.grad.washington.edu/uwresearchexchange/
GO-MAP also offers diversity fellowships & awards to underrepresetned graduate students. The Graduate School and GO-MAP are committed to supporting underrepresented students throughout every aspect of graduate education, including academic, financial, professional, and social support. We work with various partners to ensure graduate students admitted to the University of Washington are given ample opportunity to succeed.
https://grad.uw.edu/graduate-student-funding/funding-information-for-students/fellowships/diversity-fellowships/
Eligibility is for Ph.D. students or postdocs who meet the following criteria:
*are in the Mathematics, Physical Sciences, Environmental Sciences, Computer Science, and Engineering
* belong to an underrepresented minority group (African American, Chicano/Latino, Native American/Alaskan Native or Pacific Islander)
* are US citizens or Permanent Residents
https://www.grad.washington.edu/uwresearchexchange/
GO-MAP also offers diversity fellowships & awards to underrepresetned graduate students. The Graduate School and GO-MAP are committed to supporting underrepresented students throughout every aspect of graduate education, including academic, financial, professional, and social support. We work with various partners to ensure graduate students admitted to the University of Washington are given ample opportunity to succeed.
https://grad.uw.edu/graduate-student-funding/funding-information-for-students/fellowships/diversity-fellowships/
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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Data source(s) and notes about the submission:
Information on gender-inclusive housing options can be found here:
https://hfs.uw.edu/Gender-inclusive-housing
Gender-neutral bathroom list:
https://sites.uw.edu/qcenter/wiki/resource-repository/on-campus-gender-neutral-bathrooms/
https://hfs.uw.edu/Gender-inclusive-housing
Gender-neutral bathroom list:
https://sites.uw.edu/qcenter/wiki/resource-repository/on-campus-gender-neutral-bathrooms/
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.