- College Overview
- Dean's Welcome
- Mission and Tradition
- Diversity, Equity, and Inclusion
- Strategic Plan
- Compilation of Bias Incident Communication
- Notes from LSA Leadership
- Faculty Task Force
- Faculty Resources
- Staff Resources
- LSA Collegiate Fellows Program
- LSA Democracy in Action Fund
- DEI Forum Videos
- DEI Course Offerings
- DEI Events
- Expect Respect
- Amazing Facilities
- Contact Us
Americans with Disabilities Act Information
Bias Response Team
The Bias Response Team is part of the Division of Student Life. They are a group of professional staff focused on the response and management of bias incidents involving U-M students. The Bias Response team is committed to providing support for students who have been targets of or impacted by a bias incident. They work to ensure that appropriate university resources and expertise are consulted and utilized as incidents impacting students and the community occur.
WHAT IS A BIAS INCIDENT?
A bias incident is conduct that discriminates, stereotypes, excludes, harasses or harms anyone in our community based on their identity (such as race, color, ethnicity, national origin, sex, gender identity or expression, sexual orientation, disability, age or religion).
If you witness or experience such conduct please report it.
Center for the Education of Women Plus (CEW+)
The Center for the Education of Women Plus (CEW+) addresses the challenges and issues uniquely faced by women, especially women of color, focusing on educational and financial supports, career advancement, salary negotiation, and creating communities that extend beyond U-M. The Center also serves as a convening organization for units across U-M that serve nontraditional students and will become the home of emerging programs designed to support underserved populations.
CEW changed their name to CEW+ to acknowledge the fact that their programs are increasingly utilized by underrepresented minorities, LGBTQ+ constituents, and various other marginalized populations that intersect with all genders.
The Women of Color in the Academy Project (WOCAP) is a campus-wide faculty network at U-M, committed to highlighting the work of women of color scholars, promoting their development and advocating for institutional change on their behalf.
The Women of Color Task Force is a staff organization, founded in 1979 at the University of Michigan that provides professional development opportunities for employees, with a special focus on women of color staff. For more than 35 years, the Task Force has served as a forum for the exchange of information about the status of women of color staff at the University of Michigan and as a focal point for action necessary for the resolution of their concerns.
Faculty and Staff Counseling and Consultation Office (FASCCO)
The Faculty and Staff Counseling and Consultation Office (FASCCO) provides support and assistance to University staff and faculty in resolving personal or work related concerns. Through a range of sensitive and innovative services, FASAP seeks to enhance the emotional health, well-being and job performance of members of the university community. By providing confidential and professional counseling, coaching, training and consultation services to staff, faculty, retirees, benefit-eligible dependents and departments, FASAP helps individuals develop and foster strengths and resiliency to enhance their personal and professional lives.
Learning and Professional Development (LPD)
Learning and Professional Development is committed to enhancing performance and strengthening leadership at the University of Michigan. They provide high-quality professional development and learning opportunities that are available to faculty, staff, students, alumni and members of the Ann Arbor community.
Office for Institutional Equity (OIE)
The Office for Institutional Equity serves as a vital resource and leader in promoting and furthering the university’s commitment to diversity and equal opportunity for all members of its community.
They work with partners on campus to foster and support an environment that is inclusive, respectful, and free from discrimination and harassment.
OIE will help faculty and staff address and resolve workplace problems by providing confidential consultation and mediation services.
If you receive a paycheck from the University of Michigan and have a concern related to your work here, OIE will help you find appropriate:
OIE's services are:
- completely confidential
- available to faculty and staff
- provided by professionally trained and experienced mediators
- free of charge
Police Department Oversight Committee
The Police Department Oversight Committee is an oversight committee for the University of Michigan Police Department. The Committee considers grievances by persons against police officers or the Police Department and may prepare and make recommendations concerning such grievances, including recommendations for disciplinary measures, to the Executive Director of the Division of Public Safety and Security.
The six-member committee is comprised of two student members, two faculty members (one Senate faculty and one non-Senate faculty), and two staff members (one union and one non-union), who are nominated and elected by their peers for two-year terms.
Sexual Misconduct Reporting & Resources
The University of Michigan is committed to preventing sexual misconduct and offering support to those who have been harmed. The Sexual Misconduct Reporting & Resources website provides tools and resources to help understand what constitutes sexual misconduct, the types of awareness and response training that are available, and details on the reporting process if you've experienced sexual misconduct.
The Spectrum Center at the University of Michigan is committed to enriching the campus experience and developing students as individuals and members of communities using sexual orientation and gender identity and expression as our framework. Our work is accomplished through a student-centered intersectional lens.
Ten Tips for Inclusive Meetings
Sometimes inclusion means more than a welcoming smile. There are often practical issues involved to make sure that as many meeting attendees as possible can participate comfortably. This can include ensuring that people who have food allergies or religious requirements will find things they can eat, that Deaf and hard of hearing individuals will be able to enjoy videos, that nursing mothers know where to find lactation rooms, that signage will be widely understandable, and that anyone can find help when they need it.
To get started, see this list of Ten Tips for Inclusive Meetings from the Office for Institutional Equity.
Work Life Resource Center
The Work Life Resource Center is your starting point for resources and tools promoting work-life balance at Michigan.
Their mission is the ongoing development of a workplace culture supportive of personal and family life to help Michigan recruit and retain leaders and the best.
LSA Inclusive Culture Liaisons
The 2019-2021 LSA Inclusive Culture Liaisons content has been moved to the LSA Gateway.