Mission Statement: The Office for Inclusion and Equity (OIE) advances a diverse, equitable, and supportive campus culture through our commitment to fulfilling the spirit of equal opportunity laws and policies, as well as building awareness within the university community.
Purpose Statement: The Office for Inclusion and Equity (OIE), a resource for the campus community, investigates and helps to resolve complaints of discrimination, advances inclusive faculty recruitment and retention strategies, and facilitates institutional diversity planning. Through educational curricula, policy development, and campus climate initiatives, OIE helps ensure the university’s compliance with all applicable civil rights legislation. OIE cultivates an inclusive and equitable campus culture wherein diversity and excellence are mutually reinforcing goals.
OIE works with The University of Texas community in implementing and upholding policies and practices that are consistent with federal and state mandates as well as existing University policies regarding equal access, equal employment, and educational opportunity for all persons, without regard to race, religion, color, sex, age, national origin or ancestry, marital status, parental status, sexual orientation, gender identity, gender expression, genetic information, disability, or veteran status. OIE also collaborates with faculty, administrators, staff, and students on initiatives to broaden awareness of the mutually reinforcing goals of diversity and excellence through strategic diversity planning, campus climate response, inclusive faculty recruitment and retention strategies, and inclusive classroom seminars.
To fulfill our mission, the Office for Inclusion and Equity provides:
- A mechanism for responding to, investigating, and resolving complaints of harassment (including sexual harassment), discrimination, hostile work and learning environment, retaliation, and sexual misconduct;
- Collaboration with academic colleges and schools for campus diversity planning to enhance academic curriculum, culture and climate, and recruitment and retention;
- Determination of eligibility and approval of reasonable accommodations for faculty and staff with disabilities;
- Development of the institution’s Affirmative Action Plan and its data into effective tools that will lead to the institutionalization of inclusive best practices throughout UT Austin;
- Education of faculty search committees regarding effective best practices to facilitate inclusive recruitment processes and to minimize the impact of implicit bias;
- Facilitation of the Inclusive Classrooms Leadership Seminar, which engages faculty, assistant instructors, and teaching assistants in discussions about strategies for creating and sustaining an inclusive classroom climate;
- Information, consultation, training, and resources to the University community with regard to diversity, harassment and discrimination prevention, retaliation, affirmative action, equal opportunity, and disability matters;
- Leadership of the Campus Climate Response Team, which responds to reports of bias incidents from students, faculty, staff, visitors, and contractors;
- Oversight of and support for the University’s compliance efforts in the areas of equal opportunity, affirmative action, harassment and discrimination prevention, retaliation, and compliance with all applicable state and federal civil rights laws;
- Partnership with the Senior Vice Provost for Faculty Affairs, as well as academic colleges and schools, to implement recruitment and retention strategies that enhance the diversity of our faculty;
- Preparation of the University’s responses to the U.S. Equal Employment Opportunity Commission’s charges of discrimination and the Texas Workforce Commission Civil Rights Division’s discrimination complaints;
- Support of and participation in diversity and inclusion committees within colleges and schools and administrative units; and
- University liaison with external agencies including the Texas Workforce Commission (TWC), the U.S. Equal Employment Opportunity Commission (EEOC), and the Office of Federal Contract Compliance Programs (OFCCP) in the Department of Labor.
The University of Texas at Austin is an equal employment opportunity employer. The University does not discriminate or tolerate harassment on any basis prohibited by applicable federal and/or state law including race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, citizenship status, or Vietnam era or special disabled veteran status in recruitment, employment, promotion, compensation, benefits, or training. It has been a long held policy for the University to maintain a work environment free from discrimination and harassment on the basis of sexual orientation, gender identity, or gender expression. The University of Texas at Austin fosters an environment of open communication and is committed to protecting individuals from retaliation who participate or engage in protected activities. Read more.