** ## Standards of Inclusive Excellence Inclusive Excellence means our community is strongest when everyone can participate fully. These standards provide the principles, responsibilities, and resources we use to remove barriers, expand access, and strengthen our connections. ### 1. A safe and welcoming community We will create an environment where everyone feels respected, included, and able to participate without fear of discrimination, harassment, or exclusion. The library is a space for everyone, whatever your language, culture, age, or life-experiences. Whether you are a veteran, first-generation student, caregiver, have a disability, or are facing financial or personal challenges; you should feel safe to be yourself here. We will provide spaces that support different needs. That might mean a calm, quiet space to focus, or a lively space to connect and collaborate. We’ll do our best to balance everyone’s sensory needs with care and respect.  We’ll use clear, simple language to explain how to use library spaces, services, and materials. Help should always be easy to find. ### 2. Access and Success for Everyone We will give all users and staff fair access to resources, services, and opportunities by removing barriers and tracking our success. No matter who you are, where you come from, or how you got here, the Library should be a place where you get a fair chance to learn, share, and succeed. Library rules and procedures should support that, not stand in the way. If something we do is creating a barrier, we’ll listen, and work together to find a better solution. We will provide simple ways to share feedback, in person, online, or anonymously, and take peoples’ suggestions and experiences seriously. We will respond to formal feedback promptly, and be open to dialogue.  We will work to ensure that our physical and digital spaces, and our programs and services, are fully accessible to individuals with disabilities, in compliance with legal requirements like the Americans with Disabilities Act (ADA), and where possible, going above and beyond minimum requirements to support universal design. We will review data to find out how our programs are doing, and where we could be doing better, and to try to identify who isn’t using the library, so we can reach out to them and find out why. ### 3. Strong Connections with Our Community We will build meaningful, two-way relationships with campus and community partners to advance shared goals of inclusion and equity. We will build partnerships with student groups, university departments, and community organizations. We want to make sure library staff are engaged with our community, working on community-based and culturally sensitive projects and archives. When we plan projects and programs we will invite direct participation from the people and groups who are affected. These relationships help us stay connected and accountable to the communities we serve. ### 4. Understanding and Respecting Differences We will build cultural awareness, sensitivity, and skills among staff to serve diverse communities with care. We support curiosity, shared understanding, and mutual respect across our community. We will offer resources that reflect a wide range of perspectives and experiences. We’ll offer them in different ways: print, digital, video, audio, and in-person; so you can access them in the way that works best for you Privacy matters to us. You have the right to explore ideas freely, without being watched, judged, or singled out, and we won’t share personal information or library history. Our staff will be trained to find out users’ needs, and provide service with respect and professionalism.  When difficult situations require staff to maintain a safe environment and respectful boundaries, they will respond with an approach that is focused on de-escalation, trauma-informed care, and community reconciliation. ### 5. Equitable Opportunities in a Supportive Workplace  We are building a team that reflects and understands the needs of the people we serve. If you apply for a job with us, you deserve a fair, welcoming experience from the start.  Our job postings will be clear, transparent, and inclusive for applicants with different backgrounds and experience. Our interviews will be accommodating for the widest possible range of candidates. Our hiring process will follow best practices for equity and inclusive excellence, this includes decisions about where vacancies are posted, the use of search advocates, and following recommendations from our Recruitment and Retention group.  We will encourage staff to stay with us by offering fair and transparent benefits, equitable performance evaluations, opportunities for professional development, and [supportive resources](https://hr.uw.edu/worklife/employee-assistance-program/). ### 6. Tools and Training to Support our Community We will make equity and inclusion central to our work by investing time, training, funding, and institutional support. These values are not optional. They’re central to who we are, and they’re built into how we budget, plan, and work together. We include these standards in job descriptions, performance evaluations, and team practices.  We will invest our staff with the tools, support, and administrative authority they need to create welcoming, inclusive experiences for everyone. ### 7. Leading through Shared Responsibility We will share responsibility for inclusion across all roles and levels, with transparent goals, accountability, and reports about our progress. We’ll be open about the steps we’re taking to create a library that works for more people, by integrating inclusive excellence into existing processes for strategic planning and goal setting in each department. We will involve staff from all levels of our organization in the process of planning and reviewing our policies and practices. These standards line up with university, state, and federal guidelines, and we will review and update them every year. This work is ongoing. We are committed to the long term, and we welcome being held accountable. --- ## Roles and Responsibilities ### Inclusive Excellence Framework #### What is Inclusive Excellence? Inclusive Excellence is an institutional framework that embeds the values of Diversity, Equity, Inclusion, and Accessibility into the library’s policies, practices, and processes. This is a shared framework that depends on participation from everyone at every level of the organization, and guides our work as both an educational institution and an employer.  #### Inclusive Excellence Standards This document outlines our commitments and defines the responsibilities of Library staff and partners to ensure the library remains an inclusive, equitable, and accountable member of our community.  #### Document Owner This document was created by a tri-campus committee, reviewed and revised by the Libraries Cabinet and other stakeholders, and is maintained by the Library’s Associate Dean for Organizational Development and Inclusion. #### Last Revised 8/26/2025 ### U.S. Government and Federal Agencies As part of a public university, UW Libraries  is bound by the laws and guidance issued by federal authorities #### Key Agencies **The U.S. Department of Education (DOE)** administers federal education funding, policy, and initiatives, and oversees compliance with civil rights laws in education, including Title VI, Title IX, and Section 504. **Office for Civil Rights (OCR)**, housed within the DOE, enforces federal civil rights laws that prohibit discrimination based on race, sex, disability, and age in federally funded educational institutions. **The U.S. Department of Justice (DOJ)** enforces federal laws related to civil rights and public access, including the Americans with Disabilities Act (ADA). **Equal Employment Opportunity Commission (EEOC)** enforces federal laws prohibiting workplace discrimination based on race, sex, religion, national origin, age, disability, and genetic information. #### Key Federal Statutes and Initiatives - Civil Rights Act of 1964 ([Title VI](https://www.justice.gov/crt/fcs/TitleVI) and [Title VII](https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964)): Prohibits discrimination based on race, color, or national origin in programs and activities receiving federal financial assistance, and in employment. - Education Amendments of 1972 ([Title IX](https://www.justice.gov/crt/title-ix-education-amendments-1972)): Prohibits discrimination on the basis of sex in any education program or activity receiving federal financial assistance. - [Rehabilitation Act of 1973](https://www.dol.gov/agencies/oasam/centers-offices/civil-rights-center/statutes/section-504-rehabilitation-act-of-1973) ([Americans with Disabilities Act (ADA)](https://www.ada.gov/law-and-regs/ada/) and [Section 504](https://www.dol.gov/agencies/oasam/centers-offices/civil-rights-center/statutes/section-504-rehabilitation-act-of-1973)): Prohibit discrimination based on disability by public entities, or those receiving federal funding, including public colleges and universities. - [Age Discrimination Act of 1975](https://www.dol.gov/agencies/oasam/regulatory/statutes/age-discrimination-act): Prohibits age-based discrimination in programs and activities receiving federal financial assistance. - [Equal Pay Act of 1963](https://www.dol.gov/agencies/oasam/centers-offices/civil-rights-center/internal/policies/equal-pay-for-equal-work): Prohibits wage discrimination based on sex for jobs requiring equal skill, effort, and responsibility. - [Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)](https://www.eeoc.gov/genetic-information-discrimination): Prohibits employment discrimination based on genetic information. ### Washington State Authorities Washington State Authorities are the state-level bodies that reinforce and expand upon federal mandates through local legislation and executive orders. #### Key Agencies Washington State authorities inform best practices in education, and direct and enforce educational mission and structural alignment and equity, inclusion, and anti-discrimination compliance. **Washington Student Achievement Council (WSAC):** sets statewide higher education policy, supports access and affordability, and works to ensure equity across Washington’s postsecondary systems. It plays a key role in shaping educational priorities and coordinating institutions like UW. **Washington State Human Rights Commission (WSHRC):** enforces the Washington Law Against Discrimination (WLAD), which is one of the strongest state-level civil rights laws in the U.S. It directly impacts hiring, service provision, and access within public institutions like the UW Libraries. **Office of Superintendent of Public Instruction (OSPI):** oversees K–12 public education in Washington State, setting academic standards, administering funding, and supporting inclusive educational practices. It provides guidance on college readiness, dual credit programs, and pathways for underserved students. **Office of Financial Management (OFM):** develops statewide budget policy and provides oversight for agency operations, including workforce diversity, affirmative action, and equity planning. It sets DEI-related expectations for the University of Washington through policy directives, demographic reporting requirements, and support for inclusive workplace practices. #### Key State Statutes and Initiatives - **Washington Law Against Discrimination (WLAD)**: [RCW 49.60](https://app.leg.wa.gov/rcw/default.aspx?cite=49.60) - **Washington State Constitution:** – [Article IX](https://leg.wa.gov/state-laws-and-rules/washington-state-constitution/?section=ARTICLE%20IX) - **Office of Equity Statute**: [RCW 43.06D](https://app.leg.wa.gov/rcw/default.aspx?cite=43.06D) - **Washington Student Achievement Council:** [Strategic Action Plan](https://wsac.wa.gov/strategic-action-plan) - **Gender Equality in Higher Education Act:** [RCW 28B.110](https://app.leg.wa.gov/rcw/default.aspx?cite=28B.110) - **Gubernatorial Executive Orders:** [89-01](https://governor.wa.gov/sites/default/files/exe_order/eo_89-01.pdf) and [93-07](https://governor.wa.gov/sites/default/files/exe_order/eo_93-07.pdf) ### Tri-Campus and University Leadership  Tri-Campus and University Leadership provides the university community with an institutional framework for diversity and inclusion, translating federal and state mandates into actionable policies and initiatives. #### University-Level Leadership (All Campuses) **Civil Rights Compliance Office (CCR):** responsible for compliance with civil rights laws and University policy. **Office of Minority Affairs & Diversity (OMA&D):** leads university-wide efforts to advance educational opportunity, equity, and inclusive excellence, including strategic programs for students, faculty, and staff from underrepresented backgrounds. **Office of Equity & Justice (OEJ):** (UW President's Office) provides high-level strategy, coordination, and accountability for diversity and inclusion across the tri-campus system. **University Diversity Officer:** serves as the senior leader responsible for institutional DEI policy, aligning initiatives with federal and state mandates and university goals. **Office of the Provost**: Faculty Advancement and Diversity: oversees recruitment, retention, and support of diverse faculty and ensures that equity and inclusion are integrated into academic personnel policies. **Office of Human Resources (UWHR):** develops and enforces policies for equitable employment, affirmative action, and ADA compliance. **Title IX Office / Office of Civil Rights Investigation (OCRI):** ensures institutional compliance with Title IX and other civil rights laws, including investigations and training. #### Tri-Campus Partners - **UW Bothell Office of Diversity, Equity, and Inclusion** guides local implementation of DEI strategies, partnerships, and programming at UW Bothell. - **UW Tacoma Office of Equity & Inclusion** guides local implementation of DEI strategies, partnerships, and programming at UW Tacoma. #### Key University Initiatives and Programs - [UW Diversity Councils](https://www.washington.edu/diversity/diversity-council/): Comprising faculty, staff, and students from across the three campuses, the councils advises the University Diversity Officer and helps shape diversity-related policies and the implementation of the UW Diversity Blueprint. - [The UW Diversity Blueprint](https://www.washington.edu/diversity/diversity-blueprint/): This key document outlines the university's goals and priorities for diversity, equity, and inclusion. It serves as a roadmap for all academic and administrative units, including the Libraries. - [The UW Race and Equity Initiative](https://www.washington.edu/raceequity/) - [Campus Climate Survey](https://www.washington.edu/uwclimatesurvey/) ### UW Libraries Executive Leadership Team The [UW Libraries Executive Leadership Team](https://lib.uw.edu/dean/leadership/cabinet/), also known as Libraries Cabinet, is a tri-campus body which sets strategic direction for the libraries, and ensures our alignment with University-Level leadership, Faculty Councils, University Committees, and other campus and community partners. #### Key Responsibilities - **Set Institutional Priorities:** Establish high-level goals that embed the values of Inclusive Excellence into all library policies, practices, and processes.  - **Build Relationships:** Nurture connections with campus and community partners and be accountable to them through formal and informal feedback channels. Establish a culture of collaboration and inclusion by maintaining clear, accessible, and psychologically safe feedback channels. - **Be Transparent:** Track, measure, and openly communicate progress toward our goals to build engagement and accountability. - **Set an Example for Inclusive Culture:** Set the example by ensuring compliance with applicable laws, and advocating for best practices that exceed minimum requirements. - **Provide Resources:** Prioritize providing the time, funding, and support necessary for staff to create an environment of Inclusive Excellence. - **Enable Supervisors and Staff:** Provide the authority, resources, and climate of psychological safety supervisors and staff need to act on their responsibilities, respond to feedback, and follow through on concerns and recommendations. - **Encourage Experimentation:** Promote an environment where supervisors and staff feel safe raising concerns, sharing ideas, and challenging existing practices without fear of retaliation. Where contained experiments provide the opportunity to learn from failure, and mistakes are an opportunity for growth. - **Center Impacts over Intents:** Focus on outcomes when evaluating success, prioritize the experiences of students, staff, and users over institution-centered intentions, efficiencies, or optimizations. ### UW Libraries Working Groups The UW Libraries Working Groups are specialized teams of library staff and campus partners, charged by the Executive Leadership Team to develop and implement policies, procedures, and best practices that support specific strategic directions. These include tri-campus [Working Groups](https://lib.uw.edu/about/deia/#:~:text=Access%20to%20Information-,Working%20Groups,-These%20working%20groups), and also individual campus groups, committees, and task forces from each campus. #### Key Responsibilities - **Develop Inclusive Policies and Procedures:** Research and recommend policies, procedures, and best practices that incorporate the principles of Inclusive Excellence. - **Embed Continuous Assessment:** Incorporate regular cycles of review and revision when planning and implementing policies and practices, to ensure they remain relevant, equitable, and responsive.   - **Engage Diverse Voices:** Collaborate with staff, students, faculty, and other community members to ensure that new policies are practical, equitable, and inclusive, following the principle “nothing about us without us”. - **Recognize Diversity and Uniqueness:** Use the principles of Inclusive Design to offer choice and flexibility in Library Services, recognizing that one size rarely fits all. - **Integrate Key Questions:** Embed the following questions into the development and review of all policies and initiatives: Who will be affected by these changes? Who might be left out of this conversation? What are the potential impacts, regardless of our intent? ### Portfolio/Campus Supervisory Lines Portfolio/Campus Supervisory Lines consist of the direct supervisory relationships responsible for the day-to-day operations of the Libraries. Supervisors lead their teams to provide user-centered library services and provide feedback to leadership to create an equitable and respectful environment #### Key Responsibilities - **Mentor and Develop Staff:** Advocate for your staff’s development and create opportunities for them to broaden their skills and succeed, both individually and as a team. - **Elevate Staff Input:** Actively solicit, listen to, and champion staff ideas for improving workflows, policies, and practices. Share feedback with leadership and advocate for changes that address barriers, promote equity, and strengthen library services. Build trust and accountability by providing follow-up on outcomes and the rationale behind decisions. - **Foster an Inclusive Culture:** Model inclusive behavior and cultivate a team environment where staff feel safe, respected, and valued for their strengths. Be open to feedback and address your own blind spots. - **Ensure an Accessible Workplace:** Proactively reduce barriers and offer flexibility in workflows and communication to support accessibility and reduce the burden on individuals needing accommodations. - **Disrupt Bias:** Learn to identify and disrupt unconscious and systemic bias in team dynamics, projects, and decision-making processes. - **Be a Search Advocate:** Commit to inclusive hiring searches. Work to broaden candidate pools, accommodate individual differences, and consider non-traditional candidates. - **Retain Diverse Staff:** Conduct fair and equitable performance evaluations, provide constructive feedback, and address performance issues consistently and without bias. ### All Libraries Staff All Libraries Staff perform the critical work and direct interactions that create the University Libraries. #### Key Responsibilities - **Practice Cultural Humility:** Be mindful and respectful of diverse backgrounds and experiences in your daily work with colleagues and library users. Approach interactions with a willingness to learn from others’ perspectives and acknowledge when we make mistakes.  - **Provide Equitable and Accessible Services:** Be alert to the difficulties users are facing, work to identify and remove barriers, and promote inclusive practices that ensure everyone can use the library. - **Engage in Professional Development:** Participate in training to build your skills and awareness related to Diversity, Equity, Inclusion, and Accessibility. Be open to feedback and new ideas. - **Contribute to Collaboration:** Communicate respectfully with your colleagues and supervisors, and bring your unique strengths and experiences to enrich our community. - **Engage in User Advocacy:** Use your direct relationship with our users to provide essential feedback for library decisions. When you notice barriers or inequities, raise them with supervisors or committees so they can be addressed. - **Promote Academic Freedom:** Understand and align your work with Library commitments to intellectual freedom, privacy, and open inquiry. Support an environment where diverse perspectives can be explored without censorship, intimidation, or undue surveillance, and where users’ and staff’s rights to privacy and access to information are protected. - **Acknowledge Unintended Impacts:** Understand that individual outcomes matter, regardless of our institutional or personal intentions. ### Libraries Users and Community Partners Libraries Users and Community Members are the students, faculty, researchers, and other campus community individuals and groups whom the library serves. Their experience and outcomes provide the feedback necessary to ensure the library is an environment of inclusive excellence. #### Key Responsibilities - **Share Your Feedback:** Let us know what works and what doesn’t. If you encounter a barrier, let us know; you are almost definitely not alone in struggling with an issue. Your input helps us improve services, spaces, and policies. - **Be a Partner:** Participate in surveys, focus groups, or committees when possible to ensure your perspective is considered in new initiatives. - **Respect the Community:** Engage with library staff and other users respectfully to contribute directly to the safe, inclusive, and welcoming environment we all want to share. ## Glossary of Terms ### Accessibility Designing things (like buildings, websites, or services) so that people with all types of abilities and disabilities can use them easily. ### Accommodation A specific change or adjustment made for a particular person to help them overcome a barrier. ### Accountability Taking responsibility for your actions and their outcomes, both good and bad. ### Advocacy Actively supporting or speaking up for a person, group, or cause to help them be heard and have their needs met. ### Anti-Bias The active work of identifying and challenging conscious or unconscious discrimination in systems, rules, and decisionmaking. ### Belonging The feeling of being safe, respected, and accepted for who you are, that you can be part of a group without needing to change yourself to fit in. ### Bias A tendency that preferences one group of people over another. It can be conscious (you know you have it) or unconscious (you don't realize it). It can be personal (the result of an individual’s choice) or systemic (the result of a system of rules or a culture)  ### BIPOC An acronym that stands for Black, Indigenous, and People of Color. ### Community of Practice A group of people who share a common interest or profession and come together to learn from each other and improve their skills. ### Community Based An approach where projects are planned and carried out with the direct involvement and leadership of the people they serve. ### Compliance Following a set of rules, laws, or standards, meeting the minimum requirements. ### Cultural Humility Approaching cross cultural interactions with curiosity and without a rigid set of assumptions. ### Culturally Sensitive Being aware of and respecting cultural differences without assigning value judgments. ### De-escalation Techniques used to calm a tense or potentially violent situation, reducing anger and conflict without making things worse. ### DEIA An acronym for Diversity, Equity, Inclusion, and Accessibility. ### Diversity The mix of differences in a group of people. This includes things like race, gender, age, religion, sexual orientation, background, and different ways of thinking. ### Equity Making sure everyone can get what they need to be successful.  ### First-Generation The first person in their immediate family to attend college. ### Harm Reduction Practical strategies aimed at reducing the negative consequences of certain behaviors, focusing on safety and support rather than judgment or punishment. ### Identity The various qualities and beliefs that make you who you are, including things like your race, gender, culture, and personal experiences. ### Implicit Bias Unconscious attitudes or stereotypes that affect our understanding, actions, and decisions without us even realizing it. Also “unconscious bias” ### Inclusion Creating an environment where every person feels welcomed, respected, and valued. Making sure a diverse mix of people feel belonging. ### Inclusive Excellence The idea that Excellence is achieved when diversity and inclusion are central to everything an organization does. ### Institutional Bias Unfair policies, practices, or traditions within an organization that regularly put certain groups of people at a disadvantage. Also known as Systemic Bias. ### Intercultural Competence The skill of communicating and interacting effectively and respectfully with people from different cultural backgrounds. ### Intersectionality How different aspects of an individual’s identity overlap to shape their experience. ### Neurodivergence The idea that brain differences like autism, ADHD, and dyslexia, are natural variations in the human brain rather than flaws that need to be fixed. ### Non-Violent Communication A method of communicating that focuses on expressing your feelings and needs honestly and listening to others with empathy, all without blame or criticism. ### Notice of Vacancy A formal public announcement that a job is open and the organization is accepting applications. ### “Nothing about us without us” A phrase meaning that no policy should be created without the full and direct participation of the people who will be most affected by it. ### Person-First/ Person-centered Language A way of speaking that puts the person before their disability or condition. For example, saying "a person who is blind" instead of "a blind person." ### Plain Language Communication that your audience can understand the first time they read or hear it. It's clear, direct, and avoids jargon. ### Representation Seeing people who look like you or share your background in all sorts of places, like in books, on TV, and in leadership roles. It helps people feel seen and know that certain goals are possible for them. ### Restorative Justice An approach to community safety based on repairing harm through engagement and accountability rather than by imposing punishment.   ### Search Advocate A trained person who serves on a hiring committee to make sure the search process is fair, equitable, and inclusive for all candidates. ### Standard A level of quality or a rule used as a benchmark to measure performance. ### Systemic Barrier An obstacle created by a system’s policies, practices, or culture that unfairly prevents groups of people from inclusion or equity (accessing opportunities). ### Trauma-Informed An approach that recognizes the widespread impact of trauma and focuses on creating a safe, trusting, and supportive environment to avoid re-triggering or re-traumatizing people. ### Universal Design Designing products, spaces, and services to be usable by everyone, right from the start, without needing special adaptations. ## Inclusive Excellence Resources ### Core Leadership & Initiatives #### University-Wide Programs - [The Civil Rights Compliance Office](https://www.washington.edu/civilrights/) (CRC) is responsible for UW compliance with civil rights laws and University policy.. - [Diversity at the UW](https://diversity.uw.edu/) - The university's central commitment to diversity, equity, inclusion, and belonging as integral to excellence - [UW Diversity Council](https://www.washington.edu/diversity/diversity-council/) - Advises the University Diversity Officer on DEI integration across all UW campuses - [Race & Equity Initiative](https://www.washington.edu/raceequity/) - Combats individual and institutional racism to improve equity, inclusion, and belonging - [UW Diversity Blueprint](https://www.washington.edu/diversity/diversity-blueprint/) - Strategic framework for institutional transformation - [University Diversity Officer](https://www.washington.edu/diversity/cdo/) - guides University-wide, high-level DEIB efforts. #### Campus-Specific DEI Offices - [UW Bothell - Office of Diversity, Equity & Inclusion (ODEI)](https://www.uwb.edu/diversity) - Fosters inclusive community for students, staff, and faculty - [UW Tacoma - Office of Equity and Inclusion](https://www.tacoma.uw.edu/equity-office) - Advances equitable access to educational opportunities through programming, professional development, and community service - [Office of Minority Affairs & Diversity (OMA&D)](https://www.washington.edu/omad/) - Creates pathways for diverse populations and supports academic success ### Legal Compliance & Reporting #### Reporting Tools - [Bias Reporting Tool](https://www.washington.edu/bias/) - Report non-emergency bias incidents to uphold inclusive values - [UW Accessibility Barrier Reporting](https://facilities.uw.edu/form/ada-barrier) - Report physical or digital accessibility barriers - [Office of the Ombud](https://www.washington.edu/ombud/) - Helps prevent, manage, and resolve conflicts #### Legal Frameworks & Compliance - [Title II Compliance](https://www.washington.edu/civilrights/policies-and-guidance/ada-guidance/digital-accessibility/) - Disability access and accommodation requirements - [Title VI and VII Compliance and Reporting](https://www.washington.edu/titlevi/) - Protection from discrimination based on race, color, or national origin - [Title VII - EO 31 on Nondiscrimination and Affirmative Action](https://policy.uw.edu/wp-content/uploads/2025/07/EO31-%E2%80%93-Nondiscrimination-and-Affirmative-Action-%E2%80%93-rescinded-07-23-25.pdf) - Employment discrimination protections - [Title IX Reporting](https://www.washington.edu/titleix/) - Sex-based discrimination and harassment reporting - [UW Equal Opportunity and Reasonable Accommodation](https://hr.uw.edu/eoaa/equal-opportunity-statements-and-reasonable-accommodation/) - Comprehensive anti-discrimination policies ### Student Resources #### Academic Success & Support - [Graduate & Professional Student Senate (GPSS)](https://www.gpss.uw.edu/) - Representative body for graduate and professional students - [Student Advisory Board](https://www.washington.edu/omad/student-advisory-board/) - OMA&D Vice President's advisory board for underrepresented student groups - [State Academic RedShirt (STARS) Program](https://www.engr.washington.edu/stars) - STEM and college preparation for talented students with limited access - [TRIO Student Support Services](https://depts.washington.edu/omadcs/trio-sss/) - Supports economically disadvantaged, disabled, and first-generation college students #### Financial Support - [Husky Promise](https://www.washington.edu/huskypromise/) - Guarantees full tuition and standard fees for eligible Washington state students - [Business Educational Opportunity Program (BEOP)](https://depts.washington.edu/omadcs/eop/) - Supports pre-business students from underrepresented backgrounds - [College Assistance Migrant Program (CAMP)](https://depts.washington.edu/omadcs/camp/) - a federally funded program designed to assist first year students from migrant and seasonal farm working families #### Pre-College & Outreach - [Dream Project](https://cele.uw.edu/programs/dream-project/) - Supports middle and high school students from underrepresented backgrounds - [Young Executives of Color (YEOC)](https://foster.uw.edu/academics/degree-programs/undergraduate-programs/diversity-services/young-executives-of-color-yeoc/) - Cultivates academic potential of first-generation and economically disadvantaged high school leaders - [Lead Forward](https://foster.uw.edu/academics/degree-programs/undergraduate-programs/diversity-services/lead-forward/)  - Empowers rising high school seniors to explore women's roles in business #### Wellness & Mental Health - [Crisis Services](https://wellbeing.uw.edu/crisis-services/) - for urgent concerns about safety or mental health needs  - [Student Life](https://studentlife.uw.edu/) - Resources for living, dining, activities, health, campus safety, and career preparation - [UW Counseling Center](https://www.washington.edu/counseling/) - Enhances student growth and academic achievement - [UW Bothell Resources for Students in Distress](https://www.uwb.edu/student-affairs/resources-for-students-in-distress) - [Safe Campus](https://www.washington.edu/safecampus/) - Crisis intervention and violence prevention ### Identity-Based Resources & Affinity Groups #### BIPOC Students - [Brotherhood Initiative](https://brotherhoodinitiative.org/) - Empowers undergraduate men of color through academic, leadership, and personal growth support - [Samuel E. Kelly Ethnic Cultural Center (ECC)](https://depts.washington.edu/ecc/) - "Home Away from Home" for underrepresented and first-generation students of color - [Instructional Center](https://depts.washington.edu/ic/) - Academic support and mentoring for underrepresented minority students #### International & Immigrant Students - [Leadership Without Borders (LWB)](http://depts.washington.edu/ecc/lwb/) - Serves and empowers undocumented students - [Undocumented Student Resources](https://www.washington.edu/admissions/undocumented/) - Comprehensive support and information - [Immigration Law Clinic](https://www.law.washington.edu/clinics/immigration/) - Legal assistance for immigration matters - [Seattle International Students](https://iss.uw.edu/) - Support for international students on Seattle campus - [Bothell International Students](https://www.uwb.edu/international-student-services/) - International student support at UW Bothell #### LGBTQIA+ Community - [Q Center](https://sites.uw.edu/qcenter/) - Programming, resources, and support for LGBTQ+ students, staff, and faculty - [Staff Transgender Resources](https://hr.uw.edu/diversity/transgender-resources/) - Support and resources for transgender staff members #### Native Students - [Native Life & Tribal Relations](https://www.washington.edu/diversity/tribal-relations/) - Support for Native American students and tribal community connections - [wǝɫǝbʔaltxʷ – Intellectual House](https://www.washington.edu/omad/intellectual-house/) - Cultural and academic support center for Native students #### Students with Disabilities - [Disability Resources for Students (DRS)](https://depts.washington.edu/uwdrs/) - Comprehensive support and accommodations - [D Center](https://depts.washington.edu/dcenter/) - Safe and affirming community space for Disabled, D/deaf, and allied community members - [Accessibility at the Libraries](https://www.lib.washington.edu/help/accessibility) - Library accessibility services and accommodations - [Disability Resource Center](https://www.uwb.edu/studentservices/disability-resources) - UW Bothell disability support - [UW Career and Internship Center Resources for Students with Disabilities](https://careers.uw.edu/students/students-with-disabilities/) - Career support for students with disabilities #### Student Veterans - [Student Veteran Life](https://depts.washington.edu/veterans/) - Centralized services and programming for student veterans and dependents - [UW Bothell Veteran and Military Resources Office](https://www.uwb.edu/studentservices/veterans) - Veteran support at UW Bothell #### Women's Services - [Alene Moris Women's Center](https://depts.washington.edu/womenctr/) - Catalyst for change, disrupting cycles of oppression and dismantling gender-based barriers #### Parents & Caregivers - [UW Bothell Parenting Student Resource Program](https://www.uwb.edu/studentlife/parenting-students) - Support for student parents - [UW WorkLife (for staff)](https://hr.uw.edu/worklife/) - Work-life balance resources for staff #### Student Government & Organizations - [Associated Students of the University of Washington (ASUW)](https://asuw.org/) - Democratic voice of UW students - [Registered Student Organizations (RSOs)](https://huskylink.washington.edu/) - Directory of student organizations ### Staff & Faculty Resources #### Professional Development - [Professional & Organizational Development (POD)](https://hr.uw.edu/pod/) - High-quality professional development opportunities - [The Whole U](https://thewholeu.uw.edu/) - Fosters connection, holistic wellness, and engagement - [UW HR DEI Related Trainings](https://hr.uw.edu/diversity/training/) - Diversity, equity, and inclusion training programs - [Antiracist Leadership Institute](https://www.washington.edu/antiracist-leadership-institute/) - Leadership development through antiracist lens #### Faculty Support - [Office for Academic Personnel & Faculty Inclusive Excellence](https://ap.washington.edu/oia/) - Supports faculty diversity and inclusion - [UW ADVANCE](https://advance.uw.edu/) - Partners with faculty and leadership to create systemic change in STEM - [Faculty Senate](https://www.washington.edu/faculty/facsen/) - Legislative body for university faculty - [Handbook of Best Practices for Faculty Searches](https://advance.uw.edu/resources/handbook-best-practices-faculty-searches/) - Guide for hiring diverse and inclusive faculty #### Staff Organizations - [UW Tacoma Staff Organization](https://www.tacoma.uw.edu/staff-organization) - Fosters community among UW Tacoma staff - [Professional Staff Organization – Seattle](https://www.washington.edu/admin/pso/) - Advocates for and provides resources to professional staff #### Faculty & Staff Affinity Groups - [Asian and Pacific Islander American Faculty & Staff Association](https://www.washington.edu/diversity/affinity-groups/asian-pacific-islander-american-faculty-staff-association/) - [Black Faculty and Staff Association](https://www.washington.edu/diversity/affinity-groups/black-faculty-staff-association/) - [First Gen Graduate Students](https://grad.uw.edu/diversity/go-map/first-gen/) - Supports first-generation college students - [Gay, Lesbian, Bisexual, Transgender, Queer Association](https://www.washington.edu/diversity/affinity-groups/glbtqa/) - [Latinx Association](https://www.washington.edu/diversity/affinity-groups/latinx-association/) - [Native Association](https://www.washington.edu/diversity/affinity-groups/native-association/) - [UW Disability Staff & Faculty Association (DSFA)](https://www.washington.edu/diversity/affinity-groups/disability-staff-faculty-association/) ### Academic Centers & Research #### Research Centers - [Center for Evaluation & Research for STEM Equity (CERSE)](https://cerse.uw.edu/) - Research and evaluation to improve equity in STEM fields - [Center for Communication, Difference, and Equity (CCDE)](https://ccde.uw.edu/) - Hub for dialogue and research on race and intersections - [Center for Teaching and Learning (CTL)](https://teaching.uw.edu/) - Supports inclusive, equitable, and learner-centered teaching practices ### Tools & Technology #### Inclusive Technology - [Staff: Inclusive Name Tools](https://itconnect.uw.edu/learn/tools/inclusive-name-tools/) - Technology tools for supporting chosen names - [Plain Language Resources](https://www.washington.edu/diversity/plain-language/) - Guidelines for accessible communication - [WA State Plain Language Guidelines](https://www.governor.wa.gov/issues/efficiency-government/plain-language) - State-level plain language standards --- This resource list is organized to provide introductory access to diversity, equity, and inclusion resources across the University of Washington system. For the most current information and additional resources, please visit the respective program websites or contact the offices directly. **