ANN ARBOR—The University of Michigan has established a new Office for Institutional Equity to develop programs to prevent workplace discrimination and harassment and to investigate complaints. The new office combines the staff and programs currently housed in the Office of a Multicultural Community and the Sexual Harassment Policy Office. The office was announced today (April 21) by Provost Paul N. Courant and Barbara Butterfield, associate vice president for Human Resources and Affirmative Action (HRAA) and chief human resource officer. A position for a senior director of the new office has been posted at www.umjobs.org and a national search has been launched. The director will report to Butterfield and will be part of her senior leadership team. The combined office will be operational as soon as the director is in place; Butterfield said she hopes to fill the position by July 1. The job description states that the office “delivers programming and services for U-M faculty, staff, students and management to support diversity, equal access, equitable treatment, and cultural understanding and competency, and to prevent discrimination, sexual harassment and discriminatory harassment.” The office also “seeks to ensure a climate that promotes inclusiveness and an ethical work environment.” The decision to establish the new office reflects the importance of continuing to build a work environment and campus climate that invites and engages difference and where faculty, staff and students treat one another with mutual respect, Courant said. “The focus should be on prevention, because we want to strive for a workplace that is welcoming of all employees,” he said. “But we have no tolerance for discriminatory and harassing behavior. The office will continue to support investigations in instances where our faculty, staff and students feel they have been subject to discrimination and harassment.” Butterfield said the new structure will provide increased support for affirmative action planning at both central and unit levels; greater emphasis on prevention programming and education; and greater coordination of related efforts that had been previously housed in separate offices. Jimmy Myers, U-M director of affirmative action, said the new office will include attention to issues of race, disability, gender and sexual orientation. He and Kathleen Donohoe, director of the Sexual Harassment Policy Office, often hear from people whose concerns about discrimination overlap one or more of these areas. “I believe this new office will help increase the visibility of the University’s affirmative action efforts and our work toward a more inclusive community,” Myers said. “If employees find it easier to navigate, they may be encouraged to use our services.” Donohoe said the new, umbrella structure is “the way to go” because it will focus on more preventive and competency training for managers and staff. “We need to address these issues proactively as much as possible, rather than in a reactive, investigatory manner,” she said. Her office’s training program, “It’s All About Respect,” is about “community values and our commitment to a workplace where everyone feels valued.” Lester Monts, senior vice provost for academic affairs and senior counselor to the president, said the new office will work in partnership with other units including the Senior Vice Provost, Vice President for Student Affairs, Ombuds Office, Health System Human Resource Administrator and Flint and Dearborn human resources offices in delivering services and programming. The Office for Institutional Equity will be responsible for: · Implementation and oversight of U-M policies related to equal opportunity, affirmative action, harassment and nondiscrimination.

· Outreach, consultation, educational programming, and identification of resources to promote greater cross-cultural understanding.

· Individual consultation and coaching for managers, supervisors, staff, faculty and administrators.

· Counseling, advice and program design support for unit-based affirmative action programs and plans.

· Responding to complaints of harassment and discrimination, and making referrals to appropriate services.

· Development of climate surveys, ongoing data analyses and reports to measure effectiveness of policies and programs. “I view these efforts as an important part of the University’s commitment to a diverse campus environment that goes far beyond the defense of the admissions lawsuits,” Monts said. “Making progress on climate issues requires our attention day-in and day-out.” Butterfield said the creation of the new office and the addition of a senior-level director position is the result of a comprehensive review of HRAA programs and services that resulted in cuts to some program areas and growth in others. “It is our belief that our differences enrich our experiences, decisions and outcomes, and that we must continue to invest in deeply held institutional values,” she said. Contact: Julie Peterson

www.umjobs.org