University of Michigan
PA-7: Support for Underrepresented Groups

The University of Michigan, as an equal opportunity/affirmative action employer, complies with all applicable federal and state laws regarding nondiscrimination and affirmative action. The University of Michigan is committed to a policy of equal opportunity for all persons and does not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, or veteran status in employment, educational programs and activities, and admissions.
Address inquiries or complaints to: Senior Director for Institutional Equity and Title IX/Section 504/ADA Coordinator, Office for Institutional Equity 2072 Administrative Services Building, Ann Arbor, Michigan 48109-1432 Voice: (734) 763-0235, TTY: (734) 647-1388, Fax: (734) 936-8894
Email: institutional.equity@umich.edu
University of Michigan information operator: (734) 764-1817
https://oie.umich.edu/nondiscrimination-policy-notice/

Persons connected with the University of Michigan who believe they have experienced discrimination, harassment, or retaliation may bring their concerns to the Office for Institutional Equity. A member of the OIE staff is available to provide an overview of the applicable resolution process. OIE remains a neutral third-party in all processes associated with the resolution of a discrimination complaint.
http://oie.umich.edu/discrimination-and-harassment-resolution-process/

Students: WOLVERINE PATHWAYS - Wolverine Pathways (WP) seeks to confront the barriers that limit the college and career aspirations of highly motivated students from under-resourced communities. We provide free college preparatory enrichment and guidance for 7th through 12th grade students who either live in Detroit, live within the boundaries of Southfield Public or Ypsilanti Community school districts, or
attend one of our partner schools in Grand Rapids.
Our students and families participate in year-round programming that facilitates their college preparation and academic development. All scholars who successfully complete WP and are admitted to U-M Ann Arbor or U-M Dearborn receive a full, four-year tuition scholarship to the university.
During its fifth year, this college pipeline initiative for middle and high school students in underserved districts demonstrated its ability to launch successful online programming. Wolverine Pathways is now poised to graduate its fourth class and its largest cohort thus far (162 students). Of the 2021 graduates, 50 percent have been accepted to UM-Ann Arbor and many others have received acceptances from leading public and private colleges and universities worldwide.
Our Rackham Merit Fellowship (RMF) Program is one of our largest and most successful innovations for enhancing student diversity. The RMF is awarded to entering students with outstanding academic qualifications and who come from:
1. an educational, cultural, or geographic background that is underrepresented;
2. have contributed to diversity in wider academic, professional, or civic communities;
3. have experienced financial hardship;
4. and/or were first-generation college graduates and/or first-generation U.S. citizens.

Staff: U-M is committed to recruiting, selecting and retaining a diverse and highly engaged staff community. University HR has 6 steps for recruiting a diverse staff community. http://hr.umich.edu/working-u-m/management-administration/recruiting-employment/recruiting-staff-diversity

Faculty: The ADVANCE Program (http://advance.umich.edu/) focuses on four areas relevant to the success of a diverse and excellent faculty: recruitment, retention, climate, and leadership development. Together, these encompass not only multiple stages of faculty careers but also multiple mechanisms by which faculty diversity and excellence at U-M are enhanced. The strategies we use to address our goals can be broadly categorized as: research and evaluation; knowledge and skill development; community building; and resources and support. Initially focusing on institutional transformation with respect to women faculty in science and engineering fields (2002 NSF ADVANCE IT Grant proposal), the program has expanded to address necessary institutional changes to support the needs of a diverse faculty in all fields. Many of the strategies we develop also are relevant to postdoctoral fellows, students, and staff. As such, we consult and collaborate with various campus constituents and welcome requests to tailor our programs to specific institutional needs or goals.

There are several resources/programs in place to support underrepresented groups on campus. Students: First Generation College Students, Services for students with disabilities, Spectrum Center for LGBTQ+, Students with Children support.

Faculty & Staff: Center for the Education of Women, Council for Disability Concerns, Spectrum Center for LGBTQ+ and resources that translate the entire umich.edu website into Spanish.

http://diversity.umich.edu/resources/

All Doctoral programs at the University of Michigan are overseen by the Rackham Graduate School, which has an extensive diversity, equity and inclusion strategic plan that includes a pipeline program for graduate students from minority serving institutions, mentoring opportunities, and financial aid opportunities for underrepresented groups. One specific example is the King-Chavez Parks Future Faculty Fellowship Program. The King-Chavez-Parks Future Faculty Fellowship Program is funded by the State of Michigan’s KCP Initiative and is intended to increase the pool of traditionally underrepresented candidates pursuing faculty teaching careers in postsecondary education.
https://rackham.umich.edu/funding/funding-types/king-chavez-parks-initiative-future-faculty-fellowship-program/