Advancing Racial Equity: Progress

Our commitment to our mission of Advancing Racial Equity requires transparency and accountability. This tracking page is designed to keep you informed on the most up to date steps taken to achieve our goal.

Advancing Racial Equity Process

Staff Committee

Completed

The staff committee was charged in October, submitted recommendations in late November and met with the Chancellor in December. The Chancellor is currently reviewing their recommendations and will announce UIC’s commitments soon.

External Advisors

Completed

Have met with several stakeholders among UIC faculty, students and staff and met with UIC and University of Illinois system leadership to provide their recommendations in January 2021.

Public Safety Board

In Progress

The Public Safety Board has met regularly in the Fall and made some initial recommendations to the Chancellor in December, with a second meeting with the Chancellor pending for the spring semester.

Centering Student Equity and Inclusion

Completed
  • AAAN has hired two Academic Advising and Program Specialists who will add significant support to our recruitment and retention of African American students. They started their positions on June 28th.
In Progress
  • Expansion of mental health services and spaces to address pressing mental health needs.
Completed
  • Creation of a pathway program for Black students in STEM
In Progress
  • Creation of an Assistant Vice Provost for Equity and Belonging in the Office of Diversity.
Completed
  • Expansion of programming resources for the African American Cultural Center
In Progress
  • Exploring new avenues of support for scholarships for Black students
Completed
  • Increasing resources for anti-bias training
Completed
  • In 2020 in keeping with our goal to increase the yield of African-American students admitted to the University, we dedicated 100 President’s Award Program (PAP) scholarships to a program named “PAP-Sukuma”. The Sukuma scholars are selected using the same rigorous criteria used for selection of all PAP students. These four year awards provide $5,000 per year to defray the cost of tuition and fees.

Advancing Faculty and Staff Inclusive Excellence

Completed
  • Doubling the Bridge to the Faculty
Completed
  • Recognize diversity, equity and inclusion in the faculty promotion and tenure process
In progress
  • Creation of a Faculty Diversity, Equity and Inclusion Award
Completed
  • Significantly increased the number of hires of Black and other minoritized faculty; this year 15 such hires have been approved for various colleges and departments. These hires are separate from the 20 hires that are part of this year’s Bridge to Faculty program.
In progress
  • We will engage a consultant to conduct a racial equity study of the compensation and advancement opportunities of UIC staff, consistent with the staff working group recommendation.

Collaborating with Community

Complete
  • Create an Office of Community Collaboration
In Progress
  • Create two neighborhood hubs, one in North Lawndale and the other in Auburn Gresham.
In Progress
  • Support for the growth and Development of the African American Alumni Council by providing a staff person solely devoted to support the council in planning and implementation of alumni programming initiatives

Reimagining Public Safety*

*More Public Safety goals will be announced at a later date.

Completed
  • Effective this month, the UIC Police Department will no longer routinely use race, ethnicity or national origin as a descriptor in public safety advisories.

Achieving Transparency and Accountability

Completed
  • We are committed to ongoing communication on the Advancing Racial Equity Initiative. We have created a landing page where everyone can receive information about the Advancing Racial Equity goals and progress.
Completed
  • We have launched the Advancing Racial Equity accountability process in all the academic units. All the units have received the ARE template that will be used to create their own Advancing Racial Equity short and long-term plans with specific goals and metrics. These goals and metrics will be reviewed on an annual basis and will become a component of the annual administrative evaluations. Department heads will turn in their plans in November 2021, deans will turn in their summaries in February 2022, and annual reviews of deans will include monitoring and evaluation of effective completion of ARE plans.