Office of Institutional Equity and Equal Opportunity
2009-2014 Strategic Plan
The Office of Institutional Equity and Equal Opportunity envisions the University of Kentucky as an inclusive community where equal opportunity is afforded to all, and individual contributions are valued and supported in the University's pursuit to become one of America's Top 20 public research institutions.
The Office of Institutional Equity and Equal Opportunity promotes an environment free of discrimination and inequity in accordance with the University Strategic Plan, and with federal and state equal opportunity statutes and regulations.
The Office of Institutional Equity and Equal Opportunity:
- Collaborates with the Kentucky Council on Postsecondary Education Committee on Equal Opportunities
- Develops and disseminates the University Affirmative Action Plan
- Recommends and monitors the attainment of faculty and staff employment goals
- Handles both internal and external complaints of discrimination
- Trains the University community on equal opportunity and affirmative action issues
- Fosters a diverse and inclusive learning and working environment
The Office of Institutional Equity and Equal Opportunity is responsible for upholding the University's commitment to equal opportunity for all members of the University community in academic programs, research, service and employment.
The Office of Institutional Equity and Equal Opportunity values:
- Equal Opportunity
- Respect for Individual Differences
- A Sense of Community
- Personal Integrity
In accordance with the following goals of the University of Kentucky 2009-2014 Strategic Plan the Office of Institutional Equity and Equal Opportunity will I—Prepare Students for Leading Roles in an Innovation-driven Economy and Global Society, II—Promote Research and Creative Work to Increase the Intellectual, Social, and Economic Capital of Kentucky and the World beyond Its Borders, III—Develop the Human and Physical Resources of the University to Achieve the Institution's Top 20 Goals, IV—Promote Diversity and Inclusion, and V—Improve the Quality of Life of Kentuckians through Engagement, Outreach, and Services.
Promote an Equal Opportunity Learning and Working Environment for Postsecondary Education in Kentucky
Objective 1. Serve as the institutional representative to the Kentucky Council on Postsecondary Education Committee on Equal Opportunities.
Strategy 1.1 Participate in the development of a statewide postsecondary education diversity policy transitioning from the Kentucky Plan for Equal Opportunities in Postsecondary Education.
Strategy 1.2 Partner with departments and academic units of the University to monitor the achievement of enrollment, persistence and employment goals outlined in the Kentucky Public Postsecondary Education Diversity Policy.
Metric 1-1. Facilitate continuous progress toward the University meeting the goals outlined in the Kentucky Public Postsecondary Education Diversity Policy.
Metric 1-2. Prepare and submit the annual diversity report to the Council on Postsecondary Education.
Provide Leadership in Complaint Resolution
Objective 2. Manage University of Kentucky cases involving allegations of discrimination in academic programs, services, activites and employment.
Strategy 2.1 Investigate and advise the handling of allegations of discrimination and institute measures for prevention.
Strategy 2.2 Seek timely and informed resolution to both internal and external complaints and provide counseling and coordination efforts to remedy issues of institutional concern.
Metric 2-1. Provide a prompt and effective resource for efficient resolution of allegations of discrimination.
Improve the University Workplace Affirmative Management of Employment
Objective 3. Produce the University Affirmative Action Plan and disseminate the plan throughout the institution.
Strategy 3.1 In conjunction with the Kentucky Public Postsecondary Education Diversity Policy, produce and post the AAP on the Institutional Equity and Equal Opportunity Office website, and provide copies for review to University officials and in various campus locations.
Strategy 3.2 Conduct annual employment availability and utilization analyses and recommend effective means for recruiting and retaining members of underutilized groups.
Metric 3-1. Monitor, update and publish new data as part of the University's annual Affirmative Action Plan in accordance with federal AAP regulations by October 1st each year.
Enhance the Knowledge of Equal Opportunity Regulations and Procedures
Objective 4. Develop and provide training and counseling to the University community on diversity, equal opportunity and affirmative action.
Strategy 4.1 Present regular and remedial training throughout the University on issues relating to equal opportunity.
Strategy 4.2 Offer specifically requested programs regarding Americans with Disabilities Act issues, sexual and racial harassment, and other causes of discrimination.
Strategy 4.3 Counsel students, faculty and staff on equal opportunity statutes and University regulations.
Metric 4-1. Continuously conduct programs and serve as the primary resource to affirmatively meet the institution's equal opportunity needs.
Nurture an Equitable and Inclusive Campus Environment
Objective 5. Foster a diverse, nondiscriminatory learning and working environment throughout the University by assessing equity and promoting inclusion to facilitate Top 20 growth aspirations.
Strategy 5.1 Develop resources to assist in monitoring equity issues among individuals and selected groups.
Strategy 5.2 Conduct equal opportunity engagement initiatives and offer recommendations for continuous improvement to University officials.
Metric 5-1. Plan and participate in events that support academic and administrative diversity goals, solicit equity information and provide feedback for implementation.