UW-Madison reaffirms stand against workplace bias

The University of Wisconsin–Madison is committed to a healthy workplace environment and has strong policies in place to prevent discrimination and respond to bias complaints.

“Enhancing diversity and fostering a climate of acceptance are among the leading priorities of this university, and we have devoted a significant amount of resources and energy to achieve those goals,” says Chancellor John D. Wiley. “These priorities extend to the entire campus community — students, faculty and staff.”

A collection of local labor groups Thursday (May 4) called on Wiley to “take a stand against racism.” Wiley pledged to continue to do so and reiterated the university’s past policies and practices.

“We have worked vigorously to establish workplace environments that emphasize respect and acceptance,” Wiley responded. “We stand against racism and all other forms of bias. When confronted by discrimination, we do not tolerate it.”

Wiley notes that the university has worked to recruit and retain faculty and staff of color and views advancing Plan 2008 diversity as a critical mission.

“We have provided training, mentoring and professional opportunities,” he says. “We are continually looking for new ways to improve workplace climate for all employees.”

One recent example of the university’s efforts on workplace issues is the campuswide review of limited-term employment. A group of students, faculty and staff is studying whether many of these workers can be shifted from limited-term to permanent positions.

Other programs designed to address workplace climate include the Cultural Linguistics Services unit and the Hmong Literacy, Language and Jobs Project in the Office of Human Resource Development. For more information visit: https://www.ohrd.wisc.edu.

Additional resources, including anti-discrimination policies and procedures for filing formal complaints, are readily available for faculty and staff.

The Equity and Diversity Resource Center (EDRC) provides leadership and education to university employees and students on principles of equity and diversity to promote respectful and supportive work and learning environments.

EDRC coordinates campus compliance with affirmative action and equal opportunity requirements and serves as a resource for schools, colleges, divisions, and committees regarding equity and diversity.

EDRC staff conduct and facilitate professional development sessions for administrators, faculty, staff and students. In addition, EDRC operates six, campuswide learning communities for faculty, staff and students. These communities seek to enhance participants’ capacity to transform the campus climate and work and learning environments. Three additional communities are planned for 2006-2007.

Since October 2004, EDRC has received five formal complaints alleging discrimination on the basis of race, color or national origin. Four of the complaints have been investigated and the fifth was referred to UW System for investigation. In other cases, the office has provided informal mediation and conflict resolution.

“I’ve repeatedly appealed to the campus community to come forward and make use of our resources in the event that there is an issue or situation,” Wiley says.

The Ombuds Office for Faculty and Staff was created in the fall of 2003. The program provides a safe and accessible place for faculty, academic staff and classified staff who are seeking an informal, impartial and confidential means of facilitating dialogue and resolving conflicts.

An ombudsperson will listen to concerns, clarify procedures, discuss options, and, if requested and appropriate, serve as an intermediary in attempting to resolve disputes.