| Overall Rating | Gold |
|---|---|
| Overall Score | 73.37 |
| Liaison | Olivia Herron |
| Submission Date | Feb. 28, 2022 |
Miami University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Adam
Sizemore Director of Sustainability Physical Facilities Department |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
The non-discrimination statement, including the website URL where the policy is publicly accessible:
"Building and maintaining a diverse and inclusive community is an integral part of Miami University’s mission and success. The University is committed to equal opportunity, affirmative action, and eliminating discrimination and harassment. Miami University does not discriminate on the basis of age, color, disability, gender identity or expression, genetic information, military status, national origin (ancestry), pregnancy, race, religion, sex/gender, status as a parent or foster parent, sexual orientation or protected veteran status in its application and admission processes, educational programs and activities, facilities, programs or employment practices.
Miami University does not permit and takes action to prevent harassment, discrimination and retaliation. Miami University immediately investigates and if it determines that a hostile environment has been created or discrimination or retaliation has occurred, takes action to prevent its recurrence and remedy its effects."
https://miamioh.edu/policy-library/employees/general-employment/non-discrimination/university-statement.html
Miami University does not permit and takes action to prevent harassment, discrimination and retaliation. Miami University immediately investigates and if it determines that a hostile environment has been created or discrimination or retaliation has occurred, takes action to prevent its recurrence and remedy its effects."
https://miamioh.edu/policy-library/employees/general-employment/non-discrimination/university-statement.html
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
http://miamioh.edu/diversity-inclusion/programs-resources/report-incident/
http://miamioh.edu/campus-safety/no-hate/what-you-should-know/
"What can I do if I believe I'm the victim of a hate crime or any bias-related incident based on my race, religion, disability, ethnic/national origin, gender, or sexual orientation that makes me afraid for my safety?"
You should do the following:
Report incidents immediately to Miami Police by calling 513-529-2222 (or 911 in an emergency).
Preserve any evidence (graffiti, phone call recording, e-mail message, letter, etc.).
Tell someone. Miami encourages the reporting of all such situations, preferably to the police. But tell someone who can help you find the available university resources.
If you are not comfortable reporting the incident to the Miami Police, report the incident to a campus security authority or submit a Bias Incident Report.
What will Miami University do in such cases?
Miami can make changes in the hate crime victim’s living conditions if the victim wishes. In addition, Miami Police promise to do the following:
Meet with you promptly
Treat you and your concern with respect and sensitivity
Take every case seriously
Discuss your options
Gather and preserve evidence
Investigate all cases where a crime has occurred and arrest all perpetrators where sufficient legal grounds exist
Many hate crimes are anonymous and acquiring enough evidence to make an arrest is challenging. Other hateful incidents (slurs, etc) are hurtful but may be protected under First Amendment rights. That doesn’t mean you should ignore such incidents. If you are unsure what to do, contact Miami University Police or a campus security authority.
The Institutional Response Team (IRT) has developed a set of guidelines for informing the campus community of a variety of crimes that pose a threat to personal safety—including assaults, burglaries, and rapes. Unsolved crimes that may pose an ongoing threat to the safety of the community trigger the issuance of a Safety Bulletin or Information Bulletin. When the IRT determines that a crime meets these criteria, Miami Police will issue a Safety Bulletin for incidents on university grounds or Information Bulletin for incidents off campus, and widely circulate it through the community.
If the crime and/or bias-related incident does not pose an ongoing safety threat to the community at large or to a particular group of individuals and/or involve a suspect at large, an Information Bulletin may still be issued as a means of informing the community.
The IRT includes the dean of students, police chief, general counsel, director of university news and communications, and other staff and faculty members.
Policy Prohibiting Harassment and Discrimination: is stated in Miami's Policy Information Manual; the Student Handbook and the Graduate Student Handbook:
http://blogs.miamioh.edu/miamipolicies/?p=161
Response Policy (also in above url):
Any person who believes he/she has been subjected to discrimination, harassment (including sexual violence, sexual misconduct, domestic violence, dating violence, or stalking), or retaliation may report the behavior directly to the Office of Equity and Equal Opportunity (OEEO). Reports may be filed by the victim or others on their behalf.
Within 24 hours of receiving the information he/she has about alleged or possible discrimination, harassment (including sexual violence, sexual misconduct, domestic violence, dating violence, or stalking), or retaliation, top-level directors must report the information to the Office of Equity and Equal Opportunity:
http://www.units.miamioh.edu/oeeo/office-equity-equal-opportunity/oeeo-services
Within thirty (30) calendar days of receipt of a report, OEEO will conduct an investigation to determine whether there is reasonable cause to believe that a violation of this policy has occurred, including the extent and severity of the violation.
All bias incident reports go to the Vice President for Institutional Diversity and Inclusion and Dean of Students. Cases of harassment and discrimination are then investigated by the Office of Equity and Equal Opportunity. Student cases involving bias are generally handled by the Dean of Students. Faculty and staff cases involving bias are handled by OEEO and the VP for Institutional Diversity and Inclusion.
https://miamioh.edu/diversity-inclusion/oeeo/reporting-harassment-and-discrimination/index.html
http://miamioh.edu/campus-safety/no-hate/what-you-should-know/
"What can I do if I believe I'm the victim of a hate crime or any bias-related incident based on my race, religion, disability, ethnic/national origin, gender, or sexual orientation that makes me afraid for my safety?"
You should do the following:
Report incidents immediately to Miami Police by calling 513-529-2222 (or 911 in an emergency).
Preserve any evidence (graffiti, phone call recording, e-mail message, letter, etc.).
Tell someone. Miami encourages the reporting of all such situations, preferably to the police. But tell someone who can help you find the available university resources.
If you are not comfortable reporting the incident to the Miami Police, report the incident to a campus security authority or submit a Bias Incident Report.
What will Miami University do in such cases?
Miami can make changes in the hate crime victim’s living conditions if the victim wishes. In addition, Miami Police promise to do the following:
Meet with you promptly
Treat you and your concern with respect and sensitivity
Take every case seriously
Discuss your options
Gather and preserve evidence
Investigate all cases where a crime has occurred and arrest all perpetrators where sufficient legal grounds exist
Many hate crimes are anonymous and acquiring enough evidence to make an arrest is challenging. Other hateful incidents (slurs, etc) are hurtful but may be protected under First Amendment rights. That doesn’t mean you should ignore such incidents. If you are unsure what to do, contact Miami University Police or a campus security authority.
The Institutional Response Team (IRT) has developed a set of guidelines for informing the campus community of a variety of crimes that pose a threat to personal safety—including assaults, burglaries, and rapes. Unsolved crimes that may pose an ongoing threat to the safety of the community trigger the issuance of a Safety Bulletin or Information Bulletin. When the IRT determines that a crime meets these criteria, Miami Police will issue a Safety Bulletin for incidents on university grounds or Information Bulletin for incidents off campus, and widely circulate it through the community.
If the crime and/or bias-related incident does not pose an ongoing safety threat to the community at large or to a particular group of individuals and/or involve a suspect at large, an Information Bulletin may still be issued as a means of informing the community.
The IRT includes the dean of students, police chief, general counsel, director of university news and communications, and other staff and faculty members.
Policy Prohibiting Harassment and Discrimination: is stated in Miami's Policy Information Manual; the Student Handbook and the Graduate Student Handbook:
http://blogs.miamioh.edu/miamipolicies/?p=161
Response Policy (also in above url):
Any person who believes he/she has been subjected to discrimination, harassment (including sexual violence, sexual misconduct, domestic violence, dating violence, or stalking), or retaliation may report the behavior directly to the Office of Equity and Equal Opportunity (OEEO). Reports may be filed by the victim or others on their behalf.
Within 24 hours of receiving the information he/she has about alleged or possible discrimination, harassment (including sexual violence, sexual misconduct, domestic violence, dating violence, or stalking), or retaliation, top-level directors must report the information to the Office of Equity and Equal Opportunity:
http://www.units.miamioh.edu/oeeo/office-equity-equal-opportunity/oeeo-services
Within thirty (30) calendar days of receipt of a report, OEEO will conduct an investigation to determine whether there is reasonable cause to believe that a violation of this policy has occurred, including the extent and severity of the violation.
All bias incident reports go to the Vice President for Institutional Diversity and Inclusion and Dean of Students. Cases of harassment and discrimination are then investigated by the Office of Equity and Equal Opportunity. Student cases involving bias are generally handled by the Dean of Students. Faculty and staff cases involving bias are handled by OEEO and the VP for Institutional Diversity and Inclusion.
https://miamioh.edu/diversity-inclusion/oeeo/reporting-harassment-and-discrimination/index.html
Recruitment programs
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
If yes to any of the above, provide:
Miami University's Bridges Program, an overnight visit experience for high-achieving high school seniors from historically underrepresented populations or who have a commitment to promoting a deeper understanding of and appreciation for diversity. The program attracts students who represent diversity of all kinds — racial/ethnic, sexual orientation and gender identity, and socioeconomic. Bridges Program brings underrepresented students from across Ohio and other states to spend a weekend and class day at Miami to take classes, experience a research lab, learn how to apply for college, as well as spend a night in a residence hall with a Miami student. Students who enroll at Miami after this program receive significant scholarships. Students who complete the Bridges Program, apply, are accepted, and enroll on the Oxford campus for Fall 2020 will be eligible to receive the Bridges Program scholarship. Last year, Bridges scholarship values ranged from $2,500 to $5,000 annually. Students can "stack" this scholarship with other Miami awards, which means multiple scholarships can be used for student expenses. In fact, most Bridges participants receive multiple awards, for total values ranging from half to full tuition.
http://miamioh.edu/admission/high-school/bridges/index.html
Miami has a special relationship with the Miami Tribe of Oklahoma. Tribe students may receive a Myaamia Heritage Award, which provides scholarship funds, mentoring and the opportunity to enroll in courses specifically for Myaamia Heritage.
https://miamioh.edu/miami-tribe-relations/programming-support/myaamia-heritage-award-program/
Miami's Strategic Diversity Plan, the result of more than a year of surveys and interviews of all Miami groups, aims to increase the proportion of diverse faculty and staff (DIVERSE meaning underrepresented groups such as Black, Latino/a, Asian-American, LGBTQ and differently abled). The Strategic Diversity Plan seeks to increase the proportion of the underrepresented (non-majority or minorities) and students from other cultures; promote the academic success of underrepresented graduate students; increase the diversity of faculty, and attract and hire a diverse classified and unclassified staff. It also seeks to increase diversity in a specified area/increase diversity in a measurable way within a school/college/unit, as well as increase pipelines, develop or enhance strategic relationships with key institutions, local groups and communities, organizations, and alumni, develop process to periodically review and revise internal structures, policies, and practices that may not support diversity, or highlight those that do support.
http://miamioh.edu/diversity-inclusion/about/diversity-plan/index.html
Miami's Office of Diversity and Inclusion serves to support all groups on campus - students, faculty, staff.
http://miamioh.edu/diversity-inclusion/index.html
The Association of Black Faculty and Staff at Miami University envisions a Miami community where Black faculty and staff are represented and have a sense of belonging; Cooperative working relationships, camaraderie, and mentoring opportunities flourish and are abundant; Diversity and cultural understanding are expected, appreciated, valued, and celebrated; and Excellence and professional equity are attained. This Association at Miami University serves to:
-Promote cultural diversity and positive race relations throughout the University community
-Advance the recruitment, development, and retention of Black faculty and staff
-Actively support the well-being of Black students to ensure the attainment of their academic objectives and serve as a resource for advising and counseling Black students
-Support, socialize, and recognize ABFAS members and build a cohesive campus community
-Partner with campus and community organizations that share similar goals and objectives
-Hold the University accountable to its own stated mission and strategic plans regarding matters of diversity and keep issues of inclusiveness, diversity, and equity at the forefront of policymaking at the University
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The Asian and Asian-American Faculty & Staff Association (AAA-FSA), established in 2007, consists of employees of Miami University at the Hamilton, Middletown, and Oxford campuses. Its mission includes the following actions:
-Advocate for Asian, Asian American, and Pacific Islander faculty and staff at Miami. We will support and defend the rights and privileges accorded to faculty and staff. We will make efforts to increase opportunities for current faculty and staff in order to raise our profile on campus. We will function as a liaison to the university regarding matters of concern to our community.
-Promote the intellectual and personal development of Asian, Asian American, and Pacific Islander students at Miami. We will work with students for the purpose of guiding their academic and cultural interests.
-Collaborate with other Miami organizations and the community at large to foster a greater understanding of Asian, Asian American, and Pacific Islander issues and concerns. We will build networks and foster partnerships among academic affairs, student affairs, and community organizations to advance diversity, equity, and social justice.
-Celebrate the cultures and contributions of Asian, Asian Americans, and Pacific Islanders in the United States and in the Diaspora. We will support university and community activities that fall within the scope of our organization's mission.
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The Association of Latino/a Faculty & Staff (ALFAS) has been formed by Miami University employees (Hamilton, Middletown, and Oxford campuses) to foster Latino/a (defined as Luso-Hispanics) representation, improve work conditions, and enrich the social and cultural environment for all faculty, staff, and students. Toward that end, the Association has adopted the following goals:
- Increase our visibility and participation in decision-making processes as Latino/employees at Miami University
- Establish collaboration efforts with other constituencies on our campuses
- Aid in the recruitment, retention, and promotion efforts of other qualified Latino/a faculty and staff
- Aid in the diversity-related efforts set forth by the university
- Enhance the sense of community among Latino/a employees at Miami University
- Promote the personal and professional development of our members as Latinos/as in Higher Education
- Help prepare ourselves and the university for the dramatic demographic changes of our society, particularly the increase in the Latino/a population in the U.S.
- Educate others about the Latino/a culture
- Serve as role models and mentors for all Latino/a students at Miami University
- Aid in the recruitment and retention of qualified international Latino/a students
- Enhance awareness and acceptance of cultural differences
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The International Faculty and Staff Association, established in 2018, focuses on the following goals to support international faculty/staff* at Miami University:
- Connect with colleagues from diverse cultural, ethnic, racial, linguistic, and educational backgrounds
- Broaden perspectives, welcome diversity, and experience inclusion at Miami
- Listen, understand, and identify the needs of international faculty/staff; address the concerns and needs to the university; provide relevant resources as needed
- Help international faculty/staff* (both members and non-members) succeed in their careers.
*International faculty/staff are identified as any part-time or full-time employees at Miami, who are from foreign countries. This includes temporary and permanent faculty/staff, and not limited to international teaching assistants, international scholars, classified or unclassified staff, and non-resident aliens who work at Miami University.
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The Office of Equity and Equal Opportunity strives to make Miami an employer of choice. In order to reach and maintain this goal, everyone involved in the hiring process must be actively engaged in and committed to recruiting, hiring, and retaining a diverse faculty and staff of qualified, talented and enthusiastic individuals, while ensuring compliance with all applicable laws and regulations.
Information is on the website:
https://miamioh.edu/diversity-inclusion/oeeo/employment-recruitment/index.html
http://miamioh.edu/admission/high-school/bridges/index.html
Miami has a special relationship with the Miami Tribe of Oklahoma. Tribe students may receive a Myaamia Heritage Award, which provides scholarship funds, mentoring and the opportunity to enroll in courses specifically for Myaamia Heritage.
https://miamioh.edu/miami-tribe-relations/programming-support/myaamia-heritage-award-program/
Miami's Strategic Diversity Plan, the result of more than a year of surveys and interviews of all Miami groups, aims to increase the proportion of diverse faculty and staff (DIVERSE meaning underrepresented groups such as Black, Latino/a, Asian-American, LGBTQ and differently abled). The Strategic Diversity Plan seeks to increase the proportion of the underrepresented (non-majority or minorities) and students from other cultures; promote the academic success of underrepresented graduate students; increase the diversity of faculty, and attract and hire a diverse classified and unclassified staff. It also seeks to increase diversity in a specified area/increase diversity in a measurable way within a school/college/unit, as well as increase pipelines, develop or enhance strategic relationships with key institutions, local groups and communities, organizations, and alumni, develop process to periodically review and revise internal structures, policies, and practices that may not support diversity, or highlight those that do support.
http://miamioh.edu/diversity-inclusion/about/diversity-plan/index.html
Miami's Office of Diversity and Inclusion serves to support all groups on campus - students, faculty, staff.
http://miamioh.edu/diversity-inclusion/index.html
The Association of Black Faculty and Staff at Miami University envisions a Miami community where Black faculty and staff are represented and have a sense of belonging; Cooperative working relationships, camaraderie, and mentoring opportunities flourish and are abundant; Diversity and cultural understanding are expected, appreciated, valued, and celebrated; and Excellence and professional equity are attained. This Association at Miami University serves to:
-Promote cultural diversity and positive race relations throughout the University community
-Advance the recruitment, development, and retention of Black faculty and staff
-Actively support the well-being of Black students to ensure the attainment of their academic objectives and serve as a resource for advising and counseling Black students
-Support, socialize, and recognize ABFAS members and build a cohesive campus community
-Partner with campus and community organizations that share similar goals and objectives
-Hold the University accountable to its own stated mission and strategic plans regarding matters of diversity and keep issues of inclusiveness, diversity, and equity at the forefront of policymaking at the University
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The Asian and Asian-American Faculty & Staff Association (AAA-FSA), established in 2007, consists of employees of Miami University at the Hamilton, Middletown, and Oxford campuses. Its mission includes the following actions:
-Advocate for Asian, Asian American, and Pacific Islander faculty and staff at Miami. We will support and defend the rights and privileges accorded to faculty and staff. We will make efforts to increase opportunities for current faculty and staff in order to raise our profile on campus. We will function as a liaison to the university regarding matters of concern to our community.
-Promote the intellectual and personal development of Asian, Asian American, and Pacific Islander students at Miami. We will work with students for the purpose of guiding their academic and cultural interests.
-Collaborate with other Miami organizations and the community at large to foster a greater understanding of Asian, Asian American, and Pacific Islander issues and concerns. We will build networks and foster partnerships among academic affairs, student affairs, and community organizations to advance diversity, equity, and social justice.
-Celebrate the cultures and contributions of Asian, Asian Americans, and Pacific Islanders in the United States and in the Diaspora. We will support university and community activities that fall within the scope of our organization's mission.
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The Association of Latino/a Faculty & Staff (ALFAS) has been formed by Miami University employees (Hamilton, Middletown, and Oxford campuses) to foster Latino/a (defined as Luso-Hispanics) representation, improve work conditions, and enrich the social and cultural environment for all faculty, staff, and students. Toward that end, the Association has adopted the following goals:
- Increase our visibility and participation in decision-making processes as Latino/employees at Miami University
- Establish collaboration efforts with other constituencies on our campuses
- Aid in the recruitment, retention, and promotion efforts of other qualified Latino/a faculty and staff
- Aid in the diversity-related efforts set forth by the university
- Enhance the sense of community among Latino/a employees at Miami University
- Promote the personal and professional development of our members as Latinos/as in Higher Education
- Help prepare ourselves and the university for the dramatic demographic changes of our society, particularly the increase in the Latino/a population in the U.S.
- Educate others about the Latino/a culture
- Serve as role models and mentors for all Latino/a students at Miami University
- Aid in the recruitment and retention of qualified international Latino/a students
- Enhance awareness and acceptance of cultural differences
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The International Faculty and Staff Association, established in 2018, focuses on the following goals to support international faculty/staff* at Miami University:
- Connect with colleagues from diverse cultural, ethnic, racial, linguistic, and educational backgrounds
- Broaden perspectives, welcome diversity, and experience inclusion at Miami
- Listen, understand, and identify the needs of international faculty/staff; address the concerns and needs to the university; provide relevant resources as needed
- Help international faculty/staff* (both members and non-members) succeed in their careers.
*International faculty/staff are identified as any part-time or full-time employees at Miami, who are from foreign countries. This includes temporary and permanent faculty/staff, and not limited to international teaching assistants, international scholars, classified or unclassified staff, and non-resident aliens who work at Miami University.
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The Office of Equity and Equal Opportunity strives to make Miami an employer of choice. In order to reach and maintain this goal, everyone involved in the hiring process must be actively engaged in and committed to recruiting, hiring, and retaining a diverse faculty and staff of qualified, talented and enthusiastic individuals, while ensuring compliance with all applicable laws and regulations.
Information is on the website:
https://miamioh.edu/diversity-inclusion/oeeo/employment-recruitment/index.html
Mentoring, counseling and support programs
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:
Center for Career Exploration & Success offers programs for underrepresented students and regularly brings CEOS of minority-owned companies to talk with students Center for American and World Cultures
-supports programming and activities for Hispanic students
Louis Stokes Alliance for Minority Participation (LSAMP) provides scholarships, research opportunities and mentoring, living-learning communities and more for minority STEM students.
Student Counseling Service
Student Success Center
In support of Miami University’s mission, the Office of Diversity Affairs actively creates an inclusive, welcoming, and affirming environment by providing direct services, support, and resources to students. We foster holistic development through transformational learning opportunities, one on one mentorship, and programs that empower students to explore and celebrate their identity, engage in intercultural dialogue, and build leadership skills. The office also collaborates with campus partners to cultivate cultural awareness and diversity competency through education. We advocate for equity in order for all identities to learn, grow, and succeed. (Updated July 2018)
For faculty/staff:
Miami's Strategic Diversity Plan, the result of more than a year of surveys and interviews of all Miami groups, aims to increase the proportion of diverse faculty and staff. It also seeks to increase the proportion of the underrepresented (non-majority or minorities) and students from other cultures; promote the academic success of underrepresented graduate students; increase the diversity of faculty, and attract and hire a diverse classified and unclassified staff.
http://miamioh.edu/diversity-inclusion/about/diversity-plan/index.html
Miami University’s commitment to diversity and inclusion has been demonstrated in various departments, committees, workshops, and Faculty Learning Communities (FLCs) by welcoming and supporting students, faculty, and staff from diverse cultural, ethnic, linguistic, and religious backgrounds. Continuous efforts have been made to support domestic students and faculty to understand and interact with international students. However, the inclusion of international faculty and TAs as a powerful teaching force has yet to be fully accomplished.
https://miamioh.edu/cte/faculty-staff/flcs/current-communities/international-faculty/index.html
In the academic year of 2017-2018, “Empowering the Non-Native English Speaking (NNES) Faculty and TAs at Miami” (FLC) addressed the concerns and needs of international faculty and TAs. The FLC members participated in extensive discussions, read scholarly articles, and reflected on their teaching effectiveness. They accomplished some of the set goals by producing mini-teaching portfolios that reflected their teaching and learning experiences and consequently improved end-of-year course evaluations. They formed an international faculty/staff support group open to all that meets monthly.
The Association of Black Faculty and Staff at Miami University envisions a Miami community where Black faculty and staff are represented and have a sense of belonging; Cooperative working relationships, camaraderie, and mentoring opportunities flourish and are abundant; Diversity and cultural understanding are expected, appreciated, valued, and celebrated; and Excellence and professional equity are attained. This Association at Miami University serves to:
-Promote cultural diversity and positive race relations throughout the University community
-Advance the recruitment, development, and retention of Black faculty and staff
-Actively support the well-being of Black students to ensure the attainment of their academic objectives and serve as a resource for advising and counseling Black students
-Support, socialize, and recognize ABFAS members and build a cohesive campus community
-Partner with campus and community organizations that share similar goals and objectives
-Hold the University accountable to its own stated mission and strategic plans regarding matters of diversity and keep issues of inclusiveness, diversity, and equity at the forefront of policymaking at the University
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The Asian and Asian-American Faculty & Staff Association (AAA-FSA), established in 2007, consists of employees of Miami University at the Hamilton, Middletown, and Oxford campuses. Its mission includes the following actions:
-Advocate for Asian, Asian American, and Pacific Islander faculty and staff at Miami. We will support and defend the rights and privileges accorded to faculty and staff. We will make efforts to increase opportunities for current faculty and staff in order to raise our profile on campus. We will function as a liaison to the university regarding matters of concern to our community.
-Promote the intellectual and personal development of Asian, Asian American, and Pacific Islander students at Miami. We will work with students for the purpose of guiding their academic and cultural interests.
-Collaborate with other Miami organizations and the community at large to foster a greater understanding of Asian, Asian American, and Pacific Islander issues and concerns. We will build networks and foster partnerships among academic affairs, student affairs, and community organizations to advance diversity, equity, and social justice.
-Celebrate the cultures and contributions of Asian, Asian Americans, and Pacific Islanders in the United States and in the Diaspora. We will support university and community activities that fall within the scope of our organization's mission.
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The Association of Latino/a Faculty & Staff (ALFAS) has been formed by Miami University employees (Hamilton, Middletown, and Oxford campuses) to foster Latino/a (defined as Luso-Hispanics) representation, improve work conditions, and enrich the social and cultural environment for all faculty, staff, and students. Toward that end, the Association has adopted the following goals:
- Increase our visibility and participation in decision-making processes as Latino/employees at Miami University
- Establish collaboration efforts with other constituencies on our campuses
- Aid in the recruitment, retention, and promotion efforts of other qualified Latino/a faculty and staff
- Aid in the diversity-related efforts set forth by the university
- Enhance the sense of community among Latino/a employees at Miami University
- Promote the personal and professional development of our members as Latinos/as in Higher Education
- Help prepare ourselves and the university for the dramatic demographic changes of our society, particularly the increase in the Latino/a population in the U.S.
- Educate others about the Latino/a culture
- Serve as role models and mentors for all Latino/a students at Miami University
- Aid in the recruitment and retention of qualified international Latino/a students
- Enhance awareness and acceptance of cultural differences
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The International Faculty and Staff Association, established in 2018, focuses on the following goals to support international faculty/staff* at Miami University:
- Connect with colleagues from diverse cultural, ethnic, racial, linguistic, and educational backgrounds
- Broaden perspectives, welcome diversity, and experience inclusion at Miami
- Listen, understand, and identify the needs of international faculty/staff; address the concerns and needs to the university; provide relevant resources as needed
- Help international faculty/staff* (both members and non-members) succeed in their careers.
*International faculty/staff are identified as any part-time or full-time employees at Miami, who are from foreign countries. This includes temporary and permanent faculty/staff, and not limited to international teaching assistants, international scholars, classified or unclassified staff, and non-resident aliens who work at Miami University.
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
Miami's Office of Diversity and Inclusion serves to support all groups on campus - students, faculty, staff.
http://miamioh.edu/diversity-inclusion/index.html
Safe-Zone workshops are held regularly to support LGBTQ+ faculty, staff, students.
https://miamioh.edu/student-life/diversity-affairs/lgbtq-services/safe-zone/
The now 5th-annual events, Accessibility Symposium (in the fall) and Accessible Technology Symposium (in the spring) are open to all and serve to provide resources for disabled or differently abled students, staff and faculty.
https://miamioh.edu/it-services/accessmu/accessforall/
-supports programming and activities for Hispanic students
Louis Stokes Alliance for Minority Participation (LSAMP) provides scholarships, research opportunities and mentoring, living-learning communities and more for minority STEM students.
Student Counseling Service
Student Success Center
In support of Miami University’s mission, the Office of Diversity Affairs actively creates an inclusive, welcoming, and affirming environment by providing direct services, support, and resources to students. We foster holistic development through transformational learning opportunities, one on one mentorship, and programs that empower students to explore and celebrate their identity, engage in intercultural dialogue, and build leadership skills. The office also collaborates with campus partners to cultivate cultural awareness and diversity competency through education. We advocate for equity in order for all identities to learn, grow, and succeed. (Updated July 2018)
For faculty/staff:
Miami's Strategic Diversity Plan, the result of more than a year of surveys and interviews of all Miami groups, aims to increase the proportion of diverse faculty and staff. It also seeks to increase the proportion of the underrepresented (non-majority or minorities) and students from other cultures; promote the academic success of underrepresented graduate students; increase the diversity of faculty, and attract and hire a diverse classified and unclassified staff.
http://miamioh.edu/diversity-inclusion/about/diversity-plan/index.html
Miami University’s commitment to diversity and inclusion has been demonstrated in various departments, committees, workshops, and Faculty Learning Communities (FLCs) by welcoming and supporting students, faculty, and staff from diverse cultural, ethnic, linguistic, and religious backgrounds. Continuous efforts have been made to support domestic students and faculty to understand and interact with international students. However, the inclusion of international faculty and TAs as a powerful teaching force has yet to be fully accomplished.
https://miamioh.edu/cte/faculty-staff/flcs/current-communities/international-faculty/index.html
In the academic year of 2017-2018, “Empowering the Non-Native English Speaking (NNES) Faculty and TAs at Miami” (FLC) addressed the concerns and needs of international faculty and TAs. The FLC members participated in extensive discussions, read scholarly articles, and reflected on their teaching effectiveness. They accomplished some of the set goals by producing mini-teaching portfolios that reflected their teaching and learning experiences and consequently improved end-of-year course evaluations. They formed an international faculty/staff support group open to all that meets monthly.
The Association of Black Faculty and Staff at Miami University envisions a Miami community where Black faculty and staff are represented and have a sense of belonging; Cooperative working relationships, camaraderie, and mentoring opportunities flourish and are abundant; Diversity and cultural understanding are expected, appreciated, valued, and celebrated; and Excellence and professional equity are attained. This Association at Miami University serves to:
-Promote cultural diversity and positive race relations throughout the University community
-Advance the recruitment, development, and retention of Black faculty and staff
-Actively support the well-being of Black students to ensure the attainment of their academic objectives and serve as a resource for advising and counseling Black students
-Support, socialize, and recognize ABFAS members and build a cohesive campus community
-Partner with campus and community organizations that share similar goals and objectives
-Hold the University accountable to its own stated mission and strategic plans regarding matters of diversity and keep issues of inclusiveness, diversity, and equity at the forefront of policymaking at the University
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The Asian and Asian-American Faculty & Staff Association (AAA-FSA), established in 2007, consists of employees of Miami University at the Hamilton, Middletown, and Oxford campuses. Its mission includes the following actions:
-Advocate for Asian, Asian American, and Pacific Islander faculty and staff at Miami. We will support and defend the rights and privileges accorded to faculty and staff. We will make efforts to increase opportunities for current faculty and staff in order to raise our profile on campus. We will function as a liaison to the university regarding matters of concern to our community.
-Promote the intellectual and personal development of Asian, Asian American, and Pacific Islander students at Miami. We will work with students for the purpose of guiding their academic and cultural interests.
-Collaborate with other Miami organizations and the community at large to foster a greater understanding of Asian, Asian American, and Pacific Islander issues and concerns. We will build networks and foster partnerships among academic affairs, student affairs, and community organizations to advance diversity, equity, and social justice.
-Celebrate the cultures and contributions of Asian, Asian Americans, and Pacific Islanders in the United States and in the Diaspora. We will support university and community activities that fall within the scope of our organization's mission.
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The Association of Latino/a Faculty & Staff (ALFAS) has been formed by Miami University employees (Hamilton, Middletown, and Oxford campuses) to foster Latino/a (defined as Luso-Hispanics) representation, improve work conditions, and enrich the social and cultural environment for all faculty, staff, and students. Toward that end, the Association has adopted the following goals:
- Increase our visibility and participation in decision-making processes as Latino/employees at Miami University
- Establish collaboration efforts with other constituencies on our campuses
- Aid in the recruitment, retention, and promotion efforts of other qualified Latino/a faculty and staff
- Aid in the diversity-related efforts set forth by the university
- Enhance the sense of community among Latino/a employees at Miami University
- Promote the personal and professional development of our members as Latinos/as in Higher Education
- Help prepare ourselves and the university for the dramatic demographic changes of our society, particularly the increase in the Latino/a population in the U.S.
- Educate others about the Latino/a culture
- Serve as role models and mentors for all Latino/a students at Miami University
- Aid in the recruitment and retention of qualified international Latino/a students
- Enhance awareness and acceptance of cultural differences
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
The International Faculty and Staff Association, established in 2018, focuses on the following goals to support international faculty/staff* at Miami University:
- Connect with colleagues from diverse cultural, ethnic, racial, linguistic, and educational backgrounds
- Broaden perspectives, welcome diversity, and experience inclusion at Miami
- Listen, understand, and identify the needs of international faculty/staff; address the concerns and needs to the university; provide relevant resources as needed
- Help international faculty/staff* (both members and non-members) succeed in their careers.
*International faculty/staff are identified as any part-time or full-time employees at Miami, who are from foreign countries. This includes temporary and permanent faculty/staff, and not limited to international teaching assistants, international scholars, classified or unclassified staff, and non-resident aliens who work at Miami University.
https://miamioh.edu/diversity-inclusion/programs-resources/faculty-staff-organizations/
Miami's Office of Diversity and Inclusion serves to support all groups on campus - students, faculty, staff.
http://miamioh.edu/diversity-inclusion/index.html
Safe-Zone workshops are held regularly to support LGBTQ+ faculty, staff, students.
https://miamioh.edu/student-life/diversity-affairs/lgbtq-services/safe-zone/
The now 5th-annual events, Accessibility Symposium (in the fall) and Accessible Technology Symposium (in the spring) are open to all and serve to provide resources for disabled or differently abled students, staff and faculty.
https://miamioh.edu/it-services/accessmu/accessforall/
Support for future academic staff
Yes
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
The Miami University Diversity Enhancement Pathway (DEP) is intended to attract diverse domestic students to Miami's graduate programs, with the goal to increase the number of diverse domestic students completing master’s and doctoral study at Miami University.
The DEP provides a Graduate School funded stipend and tuition waiver for one academic semester per year for either two years for master's students or four years for doctoral students.
ALSO:
to foster the education of future professionals from diverse academic and cultural backgrounds, The International Grant in Aid program at Miami awards a 100% waiver of out of state tuition and an 86% waiver of the comprehensive fee for international students pursuing a graduate degree.
The Miami's McNair Graduate Assistantship Program is intended to attract current undergraduate McNair Scholars and McNair Alums to Miami's graduate programs, with the goal to increase the number of diverse domestic students completing graduate study at Miami University.
The Program provides a Graduate School funded stipend and tuition waiver for one academic semester per year for either two years for master's students or three years for doctoral students. During the student's program, they will also be provided an additional Graduate School funded Research Assistantship for either one semester for master's students or two semesters for doctoral students.
https://miamioh.edu/graduate-school/awards-recognition/diversity-enhancement-pathway/index.html
International Grant in Aid In an effort to foster the education of future professionals from diverse academic and cultural backgrounds, the Graduate School will award a 100% waiver of out of state tuition and a 100% waiver of the instructional fee for international students pursuing a graduate degree. The International Grant in Aid (IGIA) will primarily function as an award for new qualifying international students in need of financial assistance.
The Miami University McNair Graduate Assistantship Program is intended to attract current undergraduate McNair Scholars and McNair Alums to Miami's graduate programs, with the goal to increase the number of diverse domestic students completing graduate study at Miami University. The Program provides a Graduate School funded stipend and tuition waiver for one academic semester per year for either two years for master's students or three years for doctoral students.
A new program in 2018: Professionalism 101 offers workshops and monthly meetings for graduate students, some of which target international and minority students
http://miamioh.edu/student-life/news/2018/11/professionalism-101-rinella.html
Heanon Wilkins Postdoctoral Program - https://miamioh.edu/academic-affairs/faculty-affairs/heanon-wilkins-faculty-fellow/index.html
Across the Divide DEI annual conference - https://www.miamioh.edu/diversity-inclusion/programs-resources/conference/
The Office for Institutional Diversity and Inclusion is currently also developing a Women of Color Leadership Support Network, to be launched in Spring 2022 which will be for faculty and staff of color.
The DEP provides a Graduate School funded stipend and tuition waiver for one academic semester per year for either two years for master's students or four years for doctoral students.
ALSO:
to foster the education of future professionals from diverse academic and cultural backgrounds, The International Grant in Aid program at Miami awards a 100% waiver of out of state tuition and an 86% waiver of the comprehensive fee for international students pursuing a graduate degree.
The Miami's McNair Graduate Assistantship Program is intended to attract current undergraduate McNair Scholars and McNair Alums to Miami's graduate programs, with the goal to increase the number of diverse domestic students completing graduate study at Miami University.
The Program provides a Graduate School funded stipend and tuition waiver for one academic semester per year for either two years for master's students or three years for doctoral students. During the student's program, they will also be provided an additional Graduate School funded Research Assistantship for either one semester for master's students or two semesters for doctoral students.
https://miamioh.edu/graduate-school/awards-recognition/diversity-enhancement-pathway/index.html
International Grant in Aid In an effort to foster the education of future professionals from diverse academic and cultural backgrounds, the Graduate School will award a 100% waiver of out of state tuition and a 100% waiver of the instructional fee for international students pursuing a graduate degree. The International Grant in Aid (IGIA) will primarily function as an award for new qualifying international students in need of financial assistance.
The Miami University McNair Graduate Assistantship Program is intended to attract current undergraduate McNair Scholars and McNair Alums to Miami's graduate programs, with the goal to increase the number of diverse domestic students completing graduate study at Miami University. The Program provides a Graduate School funded stipend and tuition waiver for one academic semester per year for either two years for master's students or three years for doctoral students.
A new program in 2018: Professionalism 101 offers workshops and monthly meetings for graduate students, some of which target international and minority students
http://miamioh.edu/student-life/news/2018/11/professionalism-101-rinella.html
Heanon Wilkins Postdoctoral Program - https://miamioh.edu/academic-affairs/faculty-affairs/heanon-wilkins-faculty-fellow/index.html
Across the Divide DEI annual conference - https://www.miamioh.edu/diversity-inclusion/programs-resources/conference/
The Office for Institutional Diversity and Inclusion is currently also developing a Women of Color Leadership Support Network, to be launched in Spring 2022 which will be for faculty and staff of color.
Optional Fields
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:
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Contact Cristina Alcalde alcaldmc@miamioh.edu
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