University Access & Equity Commitee
annual report 05.06
University Access & Equity Commitee
annual report 05.06
University Access & Equity Commitee
Florida International University
table of content 05.06
04
University Community
05
Memorial Tribute
06
Introduction
07
Main Projects undertaken by subcommittees in 2005-2006
08
The University Access & Equity Committee
09
2005-2006 Committee Membership
10
Standing Subcommittees
11
Ad Hoc Committees
12
Reports of Standing Subcommitees
18
Reports of Ad Hoc Committees
20
Major Activities in the Office of Equal Opportunity Programs
22
Report on Select Activities in the Office of Equal Opportunity Programs
Appendices:
30
2005-2006 Committee Meetings
30
Survey of Accessibility
Memorial Tribute
To the University Community
The Annual Report of the University Access and Equity Committee for 2005 contains a summary
of the activities, reports and recommendations that emerged during the course of this reporting
period. The University Access and Equity Committee is appointed by the President and meets
with him annually both to obtain an overview of the President’s perspective regarding equity issues
and to provide the President with updates and recommendations emerging from the Committee.
In order to most effectively address the major equity issues confronting the University the
Committee identified key areas of focus which allowed it to address the major issues as well as
to provide input to equity reports required by the State Board of Education.
Accordingly, the subcommittees were engaged in a variety of significant projects during this
time period, each of which continued to play a major role in reaffirming and strengthening the
University’s commitment to equity, access and diversity. The entire report is available at the
Office of Equal Opportunity Programs.
The 2005 academic year marked my forth year as Committee chair, and I would like to personally
thank all members of the Committee for their efforts and dedication. Again, I would like
to thank Jose Almirall, Vice Chair of the Access and Equity Committee for the extra support
that he provided to me and to the Committee during the past year. This is truly an active and
hardworking Committee and it has been an honor to be able to serve as Chair. Additionally, on
behalf of the Committee, I would like to express our thanks to the entire staff of the Office of Equal
Opportunity Programs, especially Bennie L. Osborne, Director, who provided excellent support
to the Committee and whose commitment continues to make certain that equal opportunity and
access, affirmative action, and diversity remain as key priorities of the University.
Margaret “Peggy” G. Wilson, Chair
University Access & Equity Committee
Margaret (Peggy) Gibbons Wilson was Associate Director and Director of Academic Programs
at the Center for Labor Research & Studies at Florida International University until November
8, 2006. She held a B.A. in History and an M.A.T. from the University of Chicago and a Ph.D.
in History from the University of Southern California. Her publications include two books: The
American Woman in Transition: The Urban Influence, 1870-1920 (Greenwood Press, 1979), and
Floridians at Work: Yesterday and Today (Mercer University Press, 1989). She also edited the
Proceedings from “Florida’s Labor History: A Symposium” held in November of 1989. Dr. Wilson
published numerous articles and research papers and received several grants from the Florida
Humanities Council. Her most recent publication was Power, Politics, and the Union Woman,
Labor Studies Journal, Vol. 23, No. 1, Spring 1998. Dr. Wilson edited Labor Studies Forum, the
national newsletter of the University and College Labor Education Association, 1987-2001 and
also served as a board member (1987-1996, 2001-2006) and Chair (1996-2001) of the editorial
board of Labor Studies Journal.
Dr. Wilson began her career at FIU in 1978 and most recently oversaw the development of a credit
curriculum in Labor Studies at FIU which included a B.A. in Liberal Studies with a Concentration in
Labor Studies, a Certificate in Labor Studies, a Professional Certificate in Labor Studies and Labor
Relations, and a Graduate Professional Certificate in Conflict Resolution. In addition to directing
the credit program, she was also actively involved with coordinating and teaching in non-credit
programs including an on-going Workplace Issues Certificate as well as statewide and regional
union women’s schools and tripartite programs for the U.S. Department of Labor. Dr. Wilson also
served several community-based boards, including the Women’s Fund of Miami-Dade County
(1993-2006) where she chaired the Research Committee. Under her direction, the Research
Committee conducted a major study and published a report on Pre-Teen and Adolescent Girls in
Dade County: the Critical Gap Between Programs and Need (October, 1997)
Dr. Wilson has been an important advocate of Access and Equity for the university community
for more than 22 years first serving on the Women’s Studies Center Advisory Committee and
the University Access and Equity Committee (A&E) since 1984. Peggy chaired the Title IX
Subcommittee from 1987-2001 and was selected chair of the Committee in 2001, a position she
continued to hold during her illness. During her tenure as chair of the A&E Committee, Peggy
generated much enthusiasm from the university community for participation on issues ranging
from fairness in labor practices, equity in female sports participation and access to education for
all students. Her dedication, passion and enthusiasm will be missed.
Main Projects undertaken by
subcommittees in 2005-2006
Disabled Students & Employee Access
Project Chairs, Julio Garcia and Jennifer Mwaisela
PROJECT- Construction Issues
Reviews and monitors access and impact.
Margaret G. “Peggy” Wilson
Chair, University Access and Equity Committee
Introduction
This Report of the Access and Equity Committee includes a summary of the various activities
undertaken by the Committee during 2005-2006 as well as an overview of some of the main
activities of the Office of Equal Opportunity Programs. For those interested in seeing a copy
of the Universitiy’s 2005-2006 Annual Equity Assessment Report submitted to the Board of
Education, the full report is available in the Office of Equal Opportunity Programs.
As has been the case in past years, 2005-2006 offered both challenges and opportunities. In
order to address the issues identified by the Committee and to complete the reports mandated
by the Department of Education, the Committee worked closely with representatives from most
of the major divisions of the University including the Office of the President, Academic Affairs,
Student Affairs, the Dean of the Graduate School, the Assistant Vice President for Human
Resources, the Director and Associate Director (Internal Affairs) of Athletics, and the Office of
Planning and Institutional Effectiveness. The excellent cooperation provided by all of these
entities made the successful completion of the projects undertaken by the Committee possible.
Diversity
Project Chair, K. “Jay” Jayachandran
PROJECT - Minority Student Enrollment
Review minority/female enrollment in undergraduate and graduate programs in accordance with
the Florida Educational Equity Act (FEEA).
Gay, Lesbian, Bi-Sexual, Transgender, and Allies
Project Chair, Valerie Johnsen
PROJECT- Sexual Orientation Policy
Review UF and USF policies regarding inclusion of sexual orientation as a protected category
under university non-discrimination policy and prepare recommendations for FIU.
Minority & Female Students Study Climate
Project Chair, Irma de Alonso
PROJECT - Student Satisfaction Survey
Review tabulated data from annual Student Satisfaction Survey.
Quality of Life & Work
Project Chair, Jose Almirall
PROJECT - New Human Resources Policies and Procedures
Review Equity Accountability Plan and monitor impact on access and equity issues.
Title IX/Gender Equity
Project Chairs, Shelly Hamilton and Hassan Zahedi
PROJECT - Athletics
Prepare Title IX Report & Gender Equity Report (covers students & staff); Conduct NCAA
Review (covers minority students & staff).
2005-2006 Committee Membership
Margaret “Peggy” Wilson, Chair Director Academic Programs, Center for
Labor Research & Studies
Jose R. Almirall, Vice Chair
Associate Professor, Chemistry
Dawn Addy
Director, Center for Labor Research & Studies
Colleen Rose-St. Prix
Chair and Associate Professor, Physical Therapy
Althea “Vicki” Silvera
Department Head and University
Librarian, Special Collections
Percival Darby
Assistant Professor- Hospitality and
Tourism Management
Janice Spann-Givens
Assistant Director, Multicultural Programs
and Services
Alberto Delgado
Coordinator Construction Projects, Facilities
Planning & Construction
Linda Spears-Bunton
Associate Professor, Education,
Curriculum & Instruction
Julio Garcia
Director, Disability Resource Center
Judy Whitt
Senior Secretary, Chemistry
Elizabeth Greb
Director of Enrollment, Arts and Sciences
Joan Wynne
Associate Director, Center for Urban Education
Shelly Hamilton
Coordinator, Academic Advising,
UG Academic Advising
Hassan Zahedi
Associate Professor, Statistics
K. “Jay” Jayachandran
Associate Professor, Environmental Studies
Ex-Officio
Jeffrey Knapp
Director, Academy for the Art of Teaching
The University Access and Equity Committee is appointed by the President to monitor the
implementation of the University’s Affirmative Action Plan, and to provide guidance and advise to
the Office of Equal Opportunity Programs. As can be seen from the membership listing below,
the Committee’s membership includes representation from the faculty, administrative and staff.
Employees from three campus sites: University Park, Biscayne Bay and the Pines Center are
included in the Committee. The Committee’s membership also reflects the racial and ethnic
diversity of the University community, and includes both men and women, and persons with
disabilities. Representatives of Academic Affairs, Human Resources and Planning and Institutional
Effectiveness serve as ex-officio members of the Committee. Additionally, some subcommittees
include representation of administrators, students and faculty who, while not official members of the
Committee, assist in their areas of interest and expertise.
Jose Rodriguez
Assistant Director, Broward Pines Center
Irma de Alonso
Professor, Economics
Valerie Johnsen
Associate Director, Academic Support
The University Access and Equity Committee
Beverly Paden
Assistant Director, Disability Resource Center
Carmen Lomando
Coordinator, Academic Advising, College of
Arts & Sciences
Larry Lunsford
Associate Vice President and Ombudsman,
Student Affairs
Kalai Mathee
Associate Professor, Biological Sciences
Isabel Morales
Assistant Director, Broward Pines Center
Jennifer Mwaisela
Assistant Vice President, Environmental
Health & Safety
Maria Alam
Assistant Vice President Human Resources
Yolanda Ruggiero Cardoch
Coordinator, Equal Opportunity Programs
Joann Cuesta-Gomez
Associate Director, Employee & Labor Relations,
Human Resources
Yasmin LaRocca
Statistical Coordinator, Planning &
Institutional Effectiveness
Marta Medina
Assistant Director, Academic Budget and Personnel
Bennie L. Osborne
Director, Equal Opportunity Programs
Nelson Perez
Assistant Director, Equal Opportunity Programs
Standing Subcommittees
Disabled Students and Employee Access addresses issues that affect persons with
disabilities and works to enhance access by such persons to all University programs and
services. The subcommittee monitors the University’s buildings, parking lots, walkways,
equipment, etc. to ensure that we are in compliance with legal standards for access for persons
with disabilities, and provides input to the University administration regarding any needs for
modification to the physical facilities and/or policies and procedures. It also identifies access
and safety issues, and makes recommendations to appropriate administrative units. The
subcommittee also is heavily involved in planning the activities for Disability Awareness Week.
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Diversity Advisory established by President Maidique in 1996, the subcommittee helped
to develop the final diversity language added to the mission and vision statements of Florida
International University’s strategic plan, Reaching for the Top. This subcommittee provides
the representatives of Florida International University with additional tools to enhance their
ability to provide awareness training related to diversity.
Gay, Lesbian, Bisexual, Transgender, and Allies (GLBTA) works on issues affecting the
gay, lesbian, and transgender community at the University. In 1990-91, the University Task
Force on Equal Rights was incorporated into the University Affirmative Action Committee as the
Gay and Lesbian Rights Subcommittee. The subcommittee has as its primary objectives the
expansion of the University nondiscrimination policy to include sexual orientation as a covered
class, and to improve the campus climate for gay and lesbian students, faculty, and staff.
Minority & Female Students Study Climate addresses issues of concern to minority and
female students, to ensure that the campus climate and the provision of services are found to
be equitable for these protected groups.
Quality of Life & Work examines quality of life issues and assesses the perceptions of the
university climate in a range of areas. Activities may include the gathering of data regarding
workplace satisfaction and quality of work life, perceptions of institutional and individual
sensitivity, study of faculty tenure and promotion, salary issues, and related issues.
Title IX & Gender Equity reviews the programmatic and fiscal activities of the Department
of Intercollegiate Athletics to ensure gender equity in all athletic activities, and through
the subcommittee, reports on the status of gender equity in athletics to the State Board of
Governors.
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Ad Hoc Committees
The Executive Committee of the Access and Equity Committee is charged with the
responsibility for making selections for the following programs:
The Delores Auzenne Fellowship is open to minority and female students who are enrolled in
graduate disciplines with minority and female under representation.
The Grant-in-Aid program provides paid educational leave to minority and female employees,
who are pursuing the completion of an academic degree program at the undergraduate or
graduate level.
President’s Access & Equity Award is presented annually as part of the University’s
Recognition Awards Program. The award solicits nominations of individuals who demonstrate
a commitment to Affirmative Action “above and beyond” what their job description specifies.
Recipients of the Access & Equity Award are persons whose actions positively impact racial
or other minority group members, women, and/or persons with disabilities by making the
University a more welcoming and/or supportive environment. Faculty, administrators, and staff
are all eligible for nomination.
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DISABLED STUDENT/EMPLOYEE ACCESS - Construction Issues
From left to right: Jennifer Mwaisela, Alberto Delgado and Beverly Paden.
DIVERSITY ADVISORY - Minority Student Enrollment
From left to right: (back row) K. “Jay Jayachandrán, Yasmin LaRocca, Judy Whitt, Jeffrey Knapp,
Irma de Alonso, (front row) Carmen Lomando, Marta Medina, Shelly Hamilton.
Reports of Standing Subcommittees
on the progress reflected in the fall 2005 data, there is no need to recommend new recruitment
strategies.
Appendix A provides a chronology of various meetings held by the full committee and the various
subcommittees during the year.
DISABLED STUDENT/EMPLOYEE ACCESS - Construction Issues
The subcommittee focused its attention on two primary areas of concern. The first dealt with the
wide-spread construction projects which created a major access problem at the University Park
Campus. The second addressed the problem of non-functioning elevators in various buildings,
including: DM, LC, PC, the Parking Garage, and the Library.
Actions to be taken: The subcommittee will develop a student access survey to be emailed during
fall 2006 (See Appendix B). The subcommittee will include employees in the Disability Awareness
activities for students scheduled for October 2006.
DIVERSITY – Minority Student Enrollment
Compliance Assessment
The subcommittee reviewed student enrollment, retention, and graduation data to determine if the
university was making progress in achieving equal educational opportunity for minorities and women
for fall 04 and 05. The subcommittee approached the review with the understanding that if progress
had not been demonstrated, new strategies would need to be developed.
1. Strategies to Increase Graduate Enrollment & Completion Rates
The goal was to increase African American enrollment percent greater than enrollment in general and
by 2 percent for all males. The data shows that general enrollment increased by 6.8%. The data
reveals that enrollment for African American students increased by 23.0% and males by 1.4%. Based
2. Strategies to Increase FTIC Enrollment, Retention & Graduation Rates
The goal was to have African American students represent 9.5% (20 new students) of the projected
2,100 fall 2005 FTICs. The data reveals that a total of 102 additional African American students
enrolled during this review period, an increase of 57.0%. Based on the progress reflected in the fall
2005 data, there is no need to recommend new recruitment strategies.
3. Review Impact of One Florida Initiative on Black and Hispanic Students
In 1999 Governor Jeb Bush unveiled his “One Florida Initiative.” The primary component of the
initiative was presented as a voluntary diversity plan designed to replace two decades of race-based
admissions to universities. In order to maintain diversity, the Governor presented the “Talented 20”
proposal which would guarantee state university admission to every student graduating in the top 20
percent of his or her high school.
Actions to be Taken: The subcommittee will gather historical information that shows base-year
enrollment data for minority and female students before and after implementation of the Initiative.
The subcommittee thought it would be helpful to review periodic progress reports from various
academic departments regarding the percent increase in minority student enrollment.
GAY, LESBIAN, BISEXUAL, TRANSGENDER & ALLIES (GLBTA) – Sexual Orientation
The focus of the GLBTA Subcommittee was to build on last year’s inclusion of sexual orientation as a
covered group in the University’s non-discrimination policy as well as supporting the establishment of
the same-sex medical insurance stipend. The subcommittee, in conjunction with the Office of Equal
Opportunity Programs, worked with the Recreation Center to expand the membership categories to
include same-sex domestic partners.
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GAY, LESBIAN, BISEXUAL, TRANSGENDER & ALLIES (GLBTA) – Sexual Orientation
From left to right: Valerie Johnsen, Isabel Morales and Jose Rodriguez.
MINORITY & FEMALE STUDENTS STUDY CLIMATE – Student Satisfaction Survey
From left to right: (back row) Judy Whitt, Carmen Lombardo, Valerie Johnsen, K. “Jay” Jyachandran,
(front row) Yasmin LaRocca and Irma de Alonso.
FIU’s first GLBTA Faculty Staff Association, The Rainbow Panther Association, convened this year.
The group aims to strengthen and sustain an inclusive campus environment that welcomes people
of all sexual orientations. By providing visibility, support and educational resources, the group seeks
to have a positive impact on the FIU campus climate for the benefit of all members of the university
community. Through the GLBTA subcommittee, the full Access and Equity Committee has been, and
will continue to be, kept apprised of the progress of the Association.
membership on issues regarding the quality of life of the university community in general and, more
specifically, the impact of the new Human Resources policies. The subcommittee reviewed the 20052006 Annual Equity Report and submitted the following recommendations to the full committee:
MINORITY & FEMALE STUDENTS STUDY CLIMATE – Student Satisfaction Survey
Recommendations:
l The Office of Equal Opportunity Programs should interact with the deans and chairs to make them
aware of the goals set for their respective areas.
During Academic Year 2005-2006 the main activity of the subcommittee related to the FIU Student
Satisfaction Survey. This is the main instrument used to obtain information from the students on a
range of issues. The primary purpose of the survey is to gather feedback regarding the university
climate for minorities and women as it relates to their age, disability, gender, national origin, race/
ethnicity, religion, and sexual orientation.
l A
university-wide mechanism should be developed for improving minority recruitment, selection,
and retention of employees at all levels.
Upon broader review by the full Access & Equity Committee, it was agreed that the initial survey
design needed to be revised to obtain optimal results. Since the initial survey grouped faculty and
non-faculty together, it was impossible to determine what course of action was needed to address
the concerns. Therefore, the survey was revised from four to six questions as a way to expand the
original survey design.
The subcommittee was also interested in identifying any short-term and/or long-term adverse impact
on employees as a result of the university’s adoption of the new policies. The specific areas of
concern were as follows:
l A
proactive mentoring system that tracks women and minority assistant professors as soon as they
arrive on campus should be developed.
1. L
ack of clarity on the implementation of the 20-hour mandatory training requirement by the
Department of Organization Development and Learning Additionally, in an effort to increase the response rate, the survey was advertised on the University’s
home page. Results of the survey will be available for the following academic year.
2. Lack of outreach to the satellite campuses for employee services
QUALITY OF LIFE &WORK – New Human Resource Policies & Procedures
TITLE IX/GENDER EQUITY – Athletics
The Quality of Life & Work Subcommittee met twice during the 2005-2006 academic year on
November 9, 2005 and on April 14, 2006. The subcommittee made recommendations to the full
During the 2005-2006 reporting year, the Title IX Subcommittee focused on numerous components
that are of concern in equitably accommodating the interests and abilities of female student athletes,
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QUALITY OF LIFE &WORK – New Human Resource Policies & Procedures
From left to right: (back row) Dawn Addy, Jose R. Almirall, Jose Rodriguez,
(front row) Irma de Alonso, Marta Medina, Valerie Johnsen and Isabel Morales.
TITLE IX/GENDER EQUITY – Athletics
From left to right: Hassan Zahedi, Shelly Hamilton and Larry Lunsford.
such as equipment and supplies; schedules; travel and per diem; coaching; locker room, practice
and competition facilities; a range of support services including training/medical, publicity/promotions,
academic support, housing/dining; and financial aid/scholarships. A similar format was used to
address these components in past NCAA self-studies. The report addressed whether the university
was in compliance and whether corrective action was needed to address identified deficiencies.
Plans included measurable goals and timetables to complete each task. Members were assigned
specific tasks and were responsible for accomplishing specific goals. Full report of all activities and
minutes of meetings are available in the Office of Equal Opportunity Programs.
addition of Football in 2000 and its move to Division IA. The plan should include recommendations
and/or interventions to correct any disparities. The subcommittee also recommends that the Athletic
Department provide a workable and effective three-year plan for narrowing the gap between the
participation rate for female and male athletes.
The review focused mainly on issues concerning the swimming program which was added as an
intercollegiate sport in the year 2002-2003. The review also focused on conducting a survey to
assess the interest of female students in the athletic program. After the survey is administered, an
additional sport will be added in the future.
The Title IX Subcommittee reviewed the Athletic Department’s self-study and concurred with
its assessment. Numerous interviews were conducted with the administration, athletes, and
administrative staff in the Division of Student Affairs. There were concerns about equipment and
supplies, the lack of publicity/promotion for some female sports, especially the tennis team that won
the conference championship the past years; and, the lack of locker room and practice facilities.
There were some concerns about the limited coaching staff for some female teams in comparison to
the male teams. It was noted that there should be uniformity across the board for all sports teams.
The Title IX Subcommittee also suggested a review and update of the Gender Equity Plan which was
developed in the fall of 2000. The update needs to reflect observations that have occurred since the
Problem Areas:
1. W
idening gap between the number of female and male athletes, which are disproportional to the
overall female and male student population
2. L
ocker room facilities for Swimming/Diving and Track/Field teams
3. P
olicy regarding uniformity of lodging and attire for female and male teams on road trips
4. E
quitable availability of qualified training staff for all teams
5. E
quitable publicity for female sports
Recommendations:
In an effort to address the issues surrounding the swimming program, members of the subcommittee
met with Dr. Rosa Jones, Vice President for Student Affairs to discuss the situation. In response,
Dr. Jones held a follow-up meeting with administrative staff of the Athletic and Campus Recreation
departments to get a clearer understanding of the problems. As a result, a proposed plan to rectify
the situation was developed, and a copy submitted to the Athletic Department and the Title IX
Subcommittee.
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Dr. Newman is also involved with the Women’s Center Mentoring Partnership (co-sponsored by
Alumni Relations). Her role in this program is to develop a relationship with an undergraduate
student and support her in her academic, personal and professional goals. Diann meets
monthly with her mentee to develop this relationship and once a month the Women’s Center
sponsors a workshop designed to enhance this relationship and provide additional growth to the
members.
Dr. Newman also serves as Director of Women in Computer Science. When it comes to
diversity and equity, Dr. Newman does not differentiate between her work and private life.
Over the years, she has supported students and friends from various minority groups
(sometimes even giving them shelter in her home), and she has always been a wonderful role
model as a woman who will “fight” for equity in a loving and giving way.
List of previous Access & Equity Award recipients:
YEAR
RECIPIENT
1992
Jaime Canaves, Chimene Graham,
Jainendra Navlaka, Joyce Peterson,
Ana Roca
1993-1996
Information not available
1997
Whitt Hollis
A&P
1998
Gustavo Roig & Gisela Vega
Faculty & A&P
Delores A. Auzenne Fellowship
The Committee selected five recipients for this program during the 2005–2006 academic year:
Corrie Hooper, Brian Cliette, Marielle Duverge, Metayer Guy, Douglas Rivero.
1999
Glenda “Rusty” Belote
A&P
2000
Greg Wilkins
A&P
2001
Ivelaw Griffith
Faculty
Grant-in-Aid
The Committee selected four recipients for this program during the 2005-2006 academic year:
Clara Barman, Diana Little, Dorret Sawyers, Laurianne Torres.
2002
Marvin Dunn
Faculty
2004
Dawn Addy
Faculty
President’s Access & Equity Award
From left to right: Vivian Sanchez, Diann Newman and Joan Remington.
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Reports of Ad-Hoc Committees
President’s Access & Equity Award
The Committee recommended Dr. Diann Newman, Instructor, School of Hospitality and Tourism
Management, to the president for this award.
Dr. Newman has been with the University for more than 18 years and has been a member of the
School of Hospitality and Tourism Management’s faculty for the past 10 years. Diann actively
plans and prepares the annual Diversity Day Program on the Biscayne Bay Campus.
Dr. Newman incorporates diversity issues in her classroom, including inviting a gay panel
to discuss particular issues with the students and focusing on appreciating diversity through
interactive learning techniques. During these panel discussions which meet 2-3 times per year,
she creates an open, honest and compassionate environment wherein all participants are put at
ease with the conversation.
STATUS
Faculty, Student,
Faculty, Faculty,
Faculty
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Discrimination/Harassment Complaints:
l Investigates internal complaints of discrimination; responds to inquires and investigations by outside agencies (EEOC, FCHR, OCR, OFCCP) on complaints of discrimination and
harassment; works closely with legal counsel when such complaints proceed to litigation.
l C
ontinues efforts to resolve issues regarding minority group status, gender and disabilities
Bennie L. Osborne
Director, Equal Opportunity Programs
Major Activities in the Office of
Equal Opportunity Programs
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The primary mission of the Equal Opportunity Programs is to develop, implement and monitor
policies and procedures to ensure that the University complies with Federal, State, and internal
policies regarding equal opportunity and affirmative action for employees, applicants, and
students. To this end, key areas of activity are listed below:
Compliance:
Develops, implements and administers University efforts to ensure compliance with State and
Federal laws relative to equal opportunity and affirmative action for faculty, staff, students, and
applicants.
Oversees the development and preparation of the University’s Affirmative Action Plan.
l S
erves as the University’s Coordinator for Affirmative Action/Equal Opportunity, Americans
with Disabilities, and Title IX/Gender Equity.
l P
rovides interpretation and implementation of University rules, policies, procedures and
applicable State and Federal laws and regulations as it relates to equal opportunity and
affirmative action.
l M
onitors the continued implementation of the Americans with Disabilities Act to ensure that
University policies and procedures are in compliance with the law, through oversight the
University’s compliance with facilities conformity with ADA guidelines on building access,
maintaining documentation of reasonable accommodation requests, and ensuring that the
needs of students with disabilities are appropriately met.
within the University, acting as mediator, counselor and/or consultant to administrators, staff,
and students, as appropriate, in an effort to avoid the filing of formal internal or external
complaints of discrimination.
Policy Development:
l D
evelops, promulgates and revises University policy on equal opportunity and affirmative
action for approval by the University’s Board of Trustees.
l P
rovides input to the Florida Board of Education and the Office of Equity and Access on
policies, rules and other issues impacting compliance.
Report Preparation:
l P
rovides all reports to the Board of Governors and the State University System Office of the
Chancellor. The reports include: The Equity Accountability Plan, Florida Educational Equity
Act report, and the Title IX Gender Equity report.
Training:
l P
rovides limited University training on matters of respect, disability, harassment,
discrimination and other related issues.
Scholarship Programs:
l C
oordinates educational programs for minority and female employees and students.
University & Community Involvement:
l S
erves on a number of internal University committees.
l S
erves as staff support to the University Access and Equity Committee.
l R
epresents the University within the local and statewide civil rights enforcement community.
rles, Jorge Del Campo, Melissa Dominguez, Jean Dorcelien, Jenny Gamito, Malissa
Loiseau, Isabel Morales, Dayane Moura, Eric Philias, Betty Pierre, Sandra Rodriguez,
Shannon Simpson, Sheila Seymour, Naixy Tapanes, Ijeania Williams.
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Report on Selected Major Activities in
the Office of Equal Opportunity Programs
Compliance
Affirmative Action Plan (AAP)
l C
oordinated the complete restructuring of the university’s affirmative action plans for 20042005 and 2005-2006. The office contracted with an outside vendor to produce all required
compliance reports.
Report Preparation
Equity Accountability Plan (EAP)
l S
ection 240.2475, Florida Statues (1012.95, in SB-20, the School Code Rewrite), mandates
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each university to develop and maintain an annual Equity Accountability Plan. The purpose
of the Plan is to support the employment of women and minorities in senior-level and
academic administrative positions, as well as, tenured and tenure-earning faculty positions.
As a result of the voters approval of the Board of Governors for the State University System,
this year’s plan was forwarded to the Board of Governors through the Chancellor’s Office.
During previous years the report was sent to the State Board of Governors through the
Office of Access and Equity.
Scholarship Program
l T
he Office has primary coordination responsibility for three programs: Delores Auzenne
Fellowship (graduate students), Grant-in-Aid (employees), and Minority Community College
Transfer Scholarship (graduate students). Activity with Auzenne Fellowship and the Grantin-Aid programs was noted earlier in the report under Ad Hoc Committees. This section will
report on the later program selections.
Minority Community College Transfer Scholarship
l T
his scholarship provides assistance for minority students, who have completed an A.A. or
A.S. degree at an accredited Florida community or junior college, and matriculate as firsttime university students into the junior year of the State University System.
l S
eventeen FIU undergraduate students received this award for academic year 2005-2006:
Nachelle Blackmon, Aurelio Bula, Elsie Charles, Jorge Del Campo, Melissa Dominguez,
Jean Dorcelien, Jenny Gamito, Malissa Loiseau, Isabel Morales, Dayane Moura, Eric
Philias, Betty Pierre, Sandra Rodriguez, Shannon Simpson, Sheila Seymour, Naixy
Tapanes, Ijeania Williams.
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Analysis of Complaints
A major function of the Equal Opportunity Programs Office is to ensure that students and
employees study and work in environments free of illegal discrimination and harassment.
A complaint must allege inappropriate treatment based on an individual’s protected status,
which includes: age, disability, gender, national origin, race, religion, sexual harassment, and
sexual orientation. The law also prohibits retaliation against the complainant or individuals
who participate in the investigation of complaints. Complainants may allege discrimination
or harassment based on multiple protected statuses. For example, an employee can claim
discrimination based on race and gender, or age, race, national origin, and sex.
The following tables provide a detailed analysis of the complaints filed with the office during
a three-year period, 2003, 2004, and 2005. The data includes the following classifications:
Administrative, Faculty, Staff, Student, and “Other,” which include Applicants and Temporary
employees. The following tables provide summary data for the five reported classifications:
l Disposition of Complaints and Type of Complaint by Category (Tables 1A & B – 5 A & B)
l Most Frequent Type of Complaint(s) Filed by Category (Tables 6)
l Complaint(s) Upheld by Category (Tables 7)
Tables 1A & B provide information regarding complaints filed by administrators. According to
Table 1A, the greatest number of complaints filed by administrators was in 2005. During this
year, three complaints were filed. Additionally, the Table reveals that none of the complaints
filed during this three-year period were found to be meritorious.
Table 1A: Administrative
Disposition
Filed
2003
2004
Table 2A: Faculty
2005
#
%
#
%
#
%
2
100
1
100
3
100
Upheld
Closed
Dismissed
2
100
No Action Taken
1
100
1
33
2
67
Open
Table 1B: Administrative
Type
24
Age
2003
2004
#
%
1
33
1
33
#
#
%
2005
#
%
#
%
Filed
3
100
4
100
9
100
Upheld
1
33
1
25
1
11
2
67
5
56
3
33
Closed
Dismissed
No Action Taken
1
25
Open
2
50
Type
Gender
2003
2004
#
%
1
11
2
22
#
2005
%
National Origin
1
Race
33
Religion
1
33
Sexual Harassment
Other Inquiries
Total
2004
%
Disability
National Origin
Retaliation
2003
#
Age
Disability
Gender
Disposition
Table 2B: Faculty
2005
%
Tables 2A & B provide complaint and disposition information regarding faculty employees.
According to the data, 2005 was the most active year for faculty complaints. During this
year faculty filed nine complaints, more than double that of the previous year. Just as was
the case for the previous two years, only one complaint was upheld. Table 2B shows that
faculty in 2005 filed complaints in all of the protected categories, with a slight edge to disability
and race complaints.
3
100
Race
1
11
Religion
2
22
Retaliation
2
22
Sexual Harassment
1
11
1
100
2
67
Other Inquiries
1
100
3
100
Total
9
100
1
2
25
50
#
%
1
8
2
17
1
8
1
8
2
17
1
8
1
8
1
8
1
25
2
17
4
100
12
99
25
Tables 3A & B provide complaint and disposition information regarding support staff. According
to the data, 2004 was the most active for Staff complainants. During this year Staff filed
nineteen complaints, an increase over the previous year. However, 2005 posted a slight
decrease, dropping to eighteen complaints. The greatest number of complaints upheld were
filed in 2003, four out of fourteen. Table 3B reveals that in 2005, unlike the 2003 and 2004,
there were no complaints of gender or religion discrimination filed by Staff.
Tables 4A & B provide complaint and disposition information regarding complaints filed
by students. According to Table 4A, the number of student complaints have continued to
decrease during the last three years. Students filed twenty-two complaints in 2003 and
fourteen in 2005. None of the complaints filed in 2005 were upheld, compared to seven being
upheld in 2003. According to Table 4B, the greatest number of student complaints involved
allegations of race discrimination, compared to the previous year where disability was the most
frequent area of complaint for the students.
Table 3A Staff
Disposition
2003
2004
2005
#
%
#
%
#
%
Filed
14
100
19
100
18
100
Upheld
4
29
1
5
Closed
2
11
Dismissed
7
50
6
32
15
83
No Action Taken
3
21
8
42
1
5
3
16
1
5
Open
Disposition
2003
2004
Type
2003
2004
2005
#
%
#
%
#
%
Filed
22
100
17
100
14
100
Upheld
7
32
4
24
5
29
12
86
2
14
Closed
Dismissed
7
32
3
18
No Action Taken
8
36
3
18
2
12
Open
Table 3B Staff
26
Table 4A Student
2005
27
#
%
#
%
#
%
Age
1
5
3
11
2
8
Disability
3
16
2
7
3
12
Gender
5
26
1
4
Age
1
3
National Origin
3
16
2
7
5
20
Disability
8
Race
2
11
5
19
9
36
Gender
Religion
2
11
1
4
Retaliation
2
11
3
11
Sexual Harassment
Table 4B Student
Type
2003
#
2004
%
#
2005
%
#
%
28
3
17
3
10
1
5
National Origin
1
5
1
3
3
17
1
4
Race
2
9
5
17
5
28
1
4
Religion
1
5
3
10
2
11
Retaliation
1
5
1
3
Sexual Harassment
14
64
2
7
4
22
Other Inquiries
3
14
5
17
Total
22
100
29
100
18
100
Other Inquiries
1
5
10
37
4
16
Total
19
100
27
100
25
100
Tables 5A & B provide complaint and disposition information regarding complaints filed by
others. According to Table 5A, the number of complaints in this category decreased slightly.
In 2004 there were ten complaints in this category, compared to eight in 2005. Unlike 2004,
where complaints in this category touch on all protected groups, in 2005 only race and sexual
harassment complaints were alleged by this group of complainants.
Table 6 provides a summary of the most frequently reported bases of discrimination for the
five categories. According to the data, 2003 dealt heavily with sexual harassment complaints,
2004 focused primarily on complaints of disability, and 2005 dealt mostly with complaints of
race discrimination. Race complaints represented the main area of complaint for four of the five
groups in 2005.
Table 5A Other
Table 6 Most Frequent Type of Complaint By Category
Disposition
2003
2004
2005
#
%
#
%
#
%
5
100
10
100
8
100
Upheld
1
10
2
25
Closed
2
20
4
40
6
75
Filed
Dismissed
4
80
No Action Taken
1
20
3
Open
30
Category
2003
2004
2005
Administrative
(1) Age
(1) Gender
(1) Retaliation
(1) Other
(1) Race
Faculty
(2) Gender
(2) Religion
(2) Retaliation
(2) Retaliation
(2) Disability
(2) Race
Staff
(5) Gender
(5) Race
(9) Race
Students
(14) Sexual
Harassment
(8) Disability
(5) Race
Other*
(2) Age
(4) Retaliation
(2) Disability
(2) Sexual Harassment
Table 5B Other
28
Type
2003
2004
2005
#
%
#
%
Age
2
40
2
11
Disability
1
20
1
6
#
%
Table7 Type of Complaint Upheld By Category
Gender
1
6
National Origin
3
17
3
17
Religion
1
6
Retaliation
4
22
2
11
3
38
1
6
4
50
18
100
8
100
Race
Sexual Harassment
1
1
20
20
Other Inquiries
Total
5
100
Table 7 provides specific information on the type of discrimination complaint upheld in
each of the categories for the three-year review period.
1
12
2003
2004
2005
A&P
0
0
0
Faculty
1
(1) Religion &
Sexual
Harassment
USPS
4
(1) Gender
(2) National
Origin
(1) Religion
Students
7
Sexual
Harassment
Others*
0
1
(1) Gender
1
Disability
Disability
4
(3) Disability
(1) Sexual
Harassment
1
Sexual
Harassment
2
Sexual
Harassment
29
Appendix A
2005 Committee Meetings
30
February 11, 2005 February 24, 2005
March 4, 2005
March 11, 2005
March 11, 2005
April 13, 2005
April 21, 2005
April 21, 2005
April 22, 2005
April 26, 2005
May 4, 2005
May 18, 2005
September 23, 2005 November 2, 2005
November 9, 2005
November 9, 2005 November 15, 2005 November 22, 2005 December 2, 2005
December 5, 2005
Meeting of Full Committee
Minority & Female Students and Study Climate Subcommittee
Diversity Advisory Subcommittee
Meeting of Full Committee
Minority & Female Students and Study Climate Subcommittee
Minority & Female Students and Study Climate Subcommittee
Quality of Life & Work Subcommittee
Title IX & Gender Equity
Title IX & Gender Equity Subcommittee
Title IX & Gender Equity Subcommittee
Diversity Advisory
Meeting of Full Committee
Meeting of Full Committee
Title IX & Gender Equity Subcommittee
Title IX & Gender Equity Subcommittee
Quality of Life & Work Subcommittee
Minority & Female Students and Study Climate Subcommittee
Diversity Advisory Subcommittee
Meeting of Full Committee
Title IX & Gender Equity Subcommittee
Appendix B
Survey of Accessibility Form
Please help us identify how access on all of the campuses of Florida International University can be
improved. Please answer the following questions using concrete, specific words to describe concerns
and location(s), for example, key words like: need push button in/at ______________ (name of
building/campus), curb cuts, or signage.
The following list is provided to help define categories for your consideration:
I. Access from garage(s)/bus way/drop off points/parking lots.
II. Accessible path from building to building within the university.
III. Accessible path within buildings from floor to floor.
IV. Accessibility within buildings from room to room.
Please respond below to:
The Office of Equal Opportunity Programs
Division of Human Resources
University Park Campus - PC 215
11200 S.W. 8th Street
Miami, Florida 33199
University Access & Equity Commitee
Florida International University
31
32
We can be contacted at:
Florida International University
The Office of Equal Opportunity Programs
Division of Human Resources
University Park Campus - PC 215
11200 S.W. 8th Street
Miami, Florida 33199