Take home message: All members of the U-M community must do their part to foster an environment on campus that is inclusive, respectful and free from discrimination and harassment; and to ensure the University complies with legal requirements in the areas of equal opportunity, affirmative action, harassment, discrimination prevention, and civil rights.
- The Office of Institutional Equity (within Human Resources) provides information, consultation, training, and compliance oversight and support to the University community, with regard to diversity, harassment and discrimination prevention, affirmative action, equal opportunity, disability matters and civil rights. For UM-Dearborn, see also the UM-Dearborn Institutional Equity page for additional information.
- Non-discrimination and affirmative action: U-M is committed to a policy of equal opportunity for all persons. The Non-Discrimination Policy Notice collates all the Standard Practice Guides (SPGs) relevant to affirmative action and non-discrimination.
- For sexual harassment, SPG 201.89-0 sets out the university’s policy, and the Procedural Guidelines for Handling Discrimination and Harassment Complaints and Sexual Harassment Flowchart explain the process for handling complaints.
- For discrimination and harassment complaints other than sexual harassment, see SPG 201.89-1 and the associated Procedural Guidelines for Handling Discrimination and Harassment Complaints.
- The Campus Commitment website contains educational material about U-M’s commitment to sustaining a community in which the dignity of every individual is respected, including descriptions of prohibited forms of discrimination and harassment and information about where to get help if you are experiencing discrimination or harassment.
- Disability resources: The Americans with Disabilities Act of 1990, or “ADA“, is a federal statute that provides civil rights protection to individuals with disabilities, with the goal of removing barriers that prevent such individuals from enjoying the same opportunities that are available to persons without disabilities. See the U-M FAQs on the ADA and other ADA resources linked from the Office of Institutional Equity site. [See also the UM-Dearborn Disability Resource Services site, and UM-Flint Accessibility Services site].
- U-M’s Expect Respect is an educational initiative aimed at supporting a campus climate in which all persons are treated with civility. The Expect Respect website contains many resources, as well as a mechanism for reporting hate or bias incidents.
- Diversity: Diversity Matters at Michigan collates many resources, and links to the multitude of people and programs that support and advance diversity at U-M and beyond – including links to diversity initiatives within each of U-M’s Schools and Colleges, and diversity resources categorized for faculty, staff and students. For faculty, see also the resources maintained by the Committee on Strategies and Tactics for Recruiting to Improve Diversity and Excellence (STRIDE), a part of the ADVANCE program.
- Allegations of discrimination, harassment and/or retaliation are handled by the Office of Institutional Equity, in accordance with this complaints and resolution process (except for union employees, whose allegations are handled by Staff Human Resources, and student allegations against other students, which are handled by the Office of Student Conflict Resolution).
- Domestic violence: Abuse Hurts is a U-M domestic violence awareness program, designed to help recognize domestic violence, respond to co-workers who may be in abusive relationships, and refer them to people who can help. The Abuse Hurts website includes a wealth of information for supervisors and colleagues, aimed at helping them identify and respond to abusive, as well as information for those suffering abuse. The Campus Resources page lists contacts for all U-M campuses.
- Alcohol and Drugs: U-M strives to maintain a campus community free of the misuse and abuse of alcohol and other drugs. See University of Michigan Alcohol and Other Drugs (AOD) Policy for Students, Faculty and Staff – Polices for Students.
- If you are searching for and hiring a new employee, the search and recruitment process needs to be conducted in compliance with civil rights laws. Talk to your unit’s Employment Process Coordinator (EPC) for guidance, and see the resources on the Office of Institutional Equity website for use in your employment searches.
- Equity and diversity are everyone’s job: U-M can only fulfill its commitment to a respectful and inclusive learning and work environment through the actions of individual members of the University community. We are each, as a member of this community, responsible for treating every fellow member of the community with dignity and respect.
- When searching for and hiring new employees: The Office of Institutional Equity provides diversity and discrimination related guidance for use in your employment searches, covering topics like what kinds of interview questions are appropriate and inappropriate. See in particular the Business & Finance Search Manual, which can be used as a guide for all staff hiring processes, and see also the HR Diversity Recruitment Resources site. For faculty recruitment, see also the ADVANCE toolkit for Deans, Chairs and other administrative leaders.
- If you (or an employee under your management) need special accommodations due to a disability, see the resources on Disability Discrimination housed on the Campus Commitment website, which includes information about when and how the university can provide reasonable accommodations. As a manager, you should enlist the support of the Office of Institutional Equity or Office of the General Counsel to help structure such accommodations in a compliant manner.
- Don’t tolerate disrespectful, abusive, discriminatory or harassing behavior at U-M: if you see someone else behaving that way, or are treated that way yourself, talk to your supervisor.
- You can find a wealth of U-M demographics and human resources data through the Human Capital Report.
For advice or support about any equity and diversity issues, contact the Office of Institutional Equity (by calling (734) 763-0235 or emailing them) or Staff Human Resources or Academic Human Resources. These Offices are available to support all U-M campuses. For UM-Dearborn, you can also contact the UM-Dearborn Institutional Equity (HR) office; and for UM-Flint, you can also contact the UM-Flint Human Resources office.
For support in search/hire processes, start by talking to your unit’s Employment Process Coordinator (EPC).
For help understanding, managing and resolving workplace problems, contact Mediation Services for Faculty and Staff (by calling (734) 615-4789, emailing them) or the University Faculty Ombudsman (by calling (734)-763-2549 or emailing them) – or if you are a student, you can contact the Office of Student Conflict Resolution (OSCR) (for Ann Arbor, or the U-M Dearborn Ombuds Services or U-M Flint Office of the Ombuds).
If you are having personal or work related issues or difficulties, and simply want to talk over your problem with someone, the Faculty and Staff Assistance Program (FASAP) provides confidential counselling and coaching services (including support for supervisors wanting help dealing with an employee who is having difficulties), that all active or retired faculty and staff members (as well as their immediate family) can take advantage of. You can contact FASAP by calling (734) 936-8660, by email, or in person. For UM-Dearborn and UM-Flint contact numbers and email, see the FASAP locations page. For the U-M Health System, see the Employee Assistance Program.
For legal assistance or advice relating to equity and diversity issues, contact Maya Kobersy (for affirmative action and diversity issues) or Dave Masson (for all other issues) in the Office of the General Counsel.
Established 3/4/11, last updated 3/1/17 – Contact us if you believe any information is incorrect or outdated