|Submission Date||Nov. 27, 2019|
University of Wisconsin-Milwaukee
PA-6: Support for Underrepresented Groups
|2.83 / 3.00||
Chief Sustainability Officer
Office of Sustainability
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
UWM is committed to building and maintaining a campus environment that recognizes the inherent worth and dignity of every person, fosters tolerance, sensitivity, understanding, and mutual respect, and encourages the members of its community to strive to reach their full potential. UWM remains steadfastly committed to the principles of academic freedom and to the ideal that the "fearless sifting and winnowing by which alone the truth can be found" is the core feature of an institution of higher education. This steadfast commitment requires an equally strong obligation to foster respect for the dignity and worth of each person. Without this respect, the principles of academic freedom become meaningless. Moreover, relationships such as student-faculty and employee-supervisor have inherent power differences that compromise the ability of some people to protect their own rights. Therefore, UWM must provide an environment that respects the value of each person and that does not tolerate discriminatory conduct of any kind. For the instructional environment, the American Association of University
Professors' Statements are particularly relevant (see http://www.aaup.org & Public Expression of Opinion). The entire university community must work together to promote an environment free of discrimination. To that end, all administrators, faculty, staff, students, and visitors are responsible for complying with the policies outlined herein. The url for Policy SAAP 5-1 is:
UWM's Faculty Senate also passed a resolution of Opposition to Discrimination Against Transgender Members of the UW-Milwaukee Community and Their Families (#3098 passed on 5/11/2017). https://apps.uwm.edu/secu-policies/storage/faculty/3098_Resolution_crimination.pdf
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?:
A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):
UWM is a large campus community and organization that offers multiple layers of support to those who witness or experience a bias incident, act of discrimination or hate crime.
The UWM Office of Equity and Diversity Services handles the investigation and resolution of complaints from UWM employees and students.
In addition to administering the formal complaint process, the Office of Equity and Diversity Services offers informal measures to support students, faculty, and staff such as consultation absent a complaint or mediation once a complaint is filed as well as offers referrals to University-based and community resources such as the Norris Health Center-Health Promotion and Wellness Survivor Support and Victim Advocacy, University Counseling services, support from UWM’s multicultural centers, LGBTQ+ Resource Center, Women’s Resource Center, Accessibility Resource Center, Office of Conflict Resolution and Ombuds Council resources, and the Employee Assistance Program (EAP) which offers counseling services to faculty and staff.
UWM Victim advocacy services are available through the Norris Health Center Health Promotion and Wellness Unit (414-229-4582). A victim/survivor may benefit from having an advocate support them as they process their experience. This may include counseling, deciding whether to make a formal report to the police or the UWM administration, and/or having someone beside you during any medical or investigative interviews. https://uwm.edu/titleix/get-help/confidential-advocacy-services/
University Counseling Services offers counseling services to all students–including skills workshops, group counseling, and individual counseling. Crisis intervention services are available to eligible students without an appointment. Resources are found at: https://uwm.edu/equity-diversity-services/resources/
In addition, the Office of Conflict Resolution and Ombuds Council is an independent, informal, neutral and confidential resource who provides assistance to members of the University community in exploring options to resolve problems, complaints and conflicts at a preliminary and informal level. This assistance functions as an early opportunity to explore options outside of formal administrative channels, supplementing them, but not replacing them. The Office of Conflict Resolution is a resource which will provide informal and confidential services to faculty and staff. The following represents the types of issues or concerns that might necessitate the use these services are: Interpersonal or departmental office conflict; Unfair treatment, discrimination, and/or harassment; Facilitating conversations for various parties; Engaging a unit or department in assessing climate.
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:
M3- M-cubed (M3) is a collaboration between Milwaukee’s three urban public education institutions, Milwaukee Public Schools (MPS), Milwaukee Area Technical College (MATC) and University of Wisconsin, Milwaukee (UWM). M-cubed seeks to ensure student success within these institutions to meet the workforce needs of business and industry in our region and improve the well-being of Wisconsin citizens, their families and communities. In sum, M-cubed is transforming the future of Milwaukee through education. M-cubed’s investment in education is well placed. M-cubed’s K-16 approach is especially needed for children living in homes where they will be the first in their family to go to college, or, first to graduate from high school. Head of household data for Milwaukee’s children show that 20% have not attained a high school diploma, 55% have a high school degree or GED, 8% have an associate degree and 17% have a bachelor’s degree or higher.
M-cubed is an investment in the education or our city’s students, which is a critical component for our region’s economic success and overall vibrancy. M-cubed will increase collaboration, ensure alignment and leverage internal and external resources to build an education pipeline focused on increasing student and community success.
TRIO AND PRE-COLLEGE PROGRAMS- TRIO & Pre-College Programs provide educational access and opportunities to individuals and families without regard to gender, ethnicity, disability or socioeconomic status. We provide participants and their families with information, support and academic services with the goal of increasing the number of diverse individuals who will complete their high school education and attend and graduate from college. Our firm belief and the premise of our work is that education empowers communities to inspire future generations to effect positive personal and social change and growth.
Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:
A comprehensive group of student services are available for many underrepresented groups on campus. https://uwm.edu/global-inclusion/multicultural-student-centers/
Faculty support can be found through the Faculty of Color Mosaic: https://uwm.edu/global-inclusion/faculty-of-color-mosaic/
The Accessibility Resource Center provides comprehensive services and accommodations for students with disabilities as well as outreach and support to faculty and staff. https://uwm.edu/accessibility/
UWM also offers all staff counseling services as part of the Employee Assistance Program, provided by FEI Behavorial Health. A network of counselors and legal and financial experts is available to provide assistance and expert counseling to help with legal and financial matters(managing expenses or debt, preparation of simple wills, child custody or child support) stress related to (work, family, and personal life), as well as work/life challenges such as child care, elder care, adoption; and emotional situations (parenting, grieving).
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 purpose of the UW-Milwaukee McNair Program is to increase the number of students from underrepresented backgrounds who enter graduate studies leading to the doctorate. At least two-thirds of the students must be low-income individuals who are first-generation college students; the remaining participants must be from a group that is underrepresented in graduate education. Students must also agree to participate in program activities during the academic year and summer. There are several opportunities available to eligible students, including the Summer Research Internship.
The Advanced Opportunity Program (AOP) Fellowship is for new and continuing qualified UWM graduate students who are: Members of groups underrepresented in graduate study, First-generation college graduates who were eligible for Pell Grants or considered "high financial need," and Students with disabilities. The AOP fellowship is renewable for up to two years for masters students and up to three years for doctoral students, subject of biennial grant renewal by the State. The academic-year fellowship stipend for 2016-2017 is $15,000. Fellows receive full tuition coverage and are eligible for health benefits. In addition, Fellows may benefit from a one time, non-renewable $1,000 travel award that will accompany each fellowship award. The money should be spent in accordance with UWM travel regulations by the end of the two or three year fellowship period. The money will be spent on travel to present at a major national or international conference in the student's discipline.
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?:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
The UWM Reasonable Accommodation Policy & Procedures: Inclusive Facilities for All Buildings places requirements that any new building will have at least one lockable, single occupancy, wheelchair accessible, gender neutral bathroom. This policy establishes guidelines for the development , adaptation, and implementation of inclusive facilities for the health and safety of all individuals. The policy seeks to bring all UWM buildings in alignment with adherence to the UWM nondiscrimination policy and institutional principles of inclusive excellence.
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