Racial Equity
In September of 2020, the University's Board of Visitors (BOV) endorsed long-term goals tied to specific actions to advance racial equity at the University. These initiatives were rooted in the analysis and recommendations of President Jim Ryan's Racial Equity Task Force, convened in the summer of 2020. This important work is now ongoing across many areas of the University. The Office for Diversity, Equity, and Inclusion supports the Office of the President in tracking the progress made on racial equity initiatives endorsed by the BOV. As a short term exploratory and advisory body, the Racial Equity Task Force (RETF) aligned initiatives with the University's Inclusive Excellence framework and the University's 2030 Strategic Plan to orient and embed the initiatives in our institutional operations. This alignment ensures a sustainable approach for supporting the collective actions across the broad range of work necessary by many at UVA. Below you can review the status updates on initiatives endorsed by the BOV, and additional new and ongoing work contributing to achieving institutional goals for racial equity.
Read: Racial Equity Task Force Report
Progress on Board Resolutions and Endorsements Advancing Racial Equity
Time Period | Stage |
Short Y1-Y3 Mid Y4-6 Long Y7+ Cont. Continuous |
E Explore I Implement C Complete |
- Infrastructure + Investment Racial Equity Initiatives
-
UVA Board of Visitors Endorsed Goal/Action Strategic Alignment UVA Implementation Leads/Partners Time Period Stage Detailed Status Update (Fall 2023) Develop plans for funding racial equity initiatives, including funds from UVA’s Strategic Investment Fund. - RETF:"Endow Equity"
University-wide endeavor Short/Cont. I - The Board of Visitors authorized University Leadership to identify funding for racial equity initiatives (2020).
- The Division for Diversity, Equity, and Inclusion established a Racial Equity Action Fund (2021).
- University Advancement hired the first Director of Development for Diversity, Equity, and Inclusion (2021).
- The University has committed $7 million to endow the Carter G. Woodson Institute’s renowned post-doctoral fellowship program, a two-year residential fellowship for students whose work focuses on Africa and/or the African diaspora. Another $3 million went toward an endowed professorship, and $6 million was made available as matching funds for additional position types (2020).
- Secured multi-year, $5 Million dollar grant from the Mellon Foundation to support the growth of racial equity programs, fund post-doctoral fellowships, and supporting faculty teaching and research racial equity (2021).
Create a system of metrics and assessment to identify goals and mark progress around racial equity and report to the Board of Visitors on progress on a semi-annual basis. - 2030 Goals 1, 2, 4
- RETF: "Equity Scorecard"
University Data Governance Officers and Data Stewards
Short/Cont. I - The Division for Diversity, Equity, and Inclusion hired an Assistant Director for Assessment and Data analytics to support the sustainability and growth of this initiative (2021).
- The first phase focusing on student data is complete.
Ensure that the division of the Vice President for Diversity, Equity and Inclusion and Community Partnerships has sufficient resources to do their work
STATUS: COMPLETE
- 2030 Goals 1 & 2
- RETF: "Fund the Division for Diversity, Equity, & Inclusion"
Office of the President
Office of the Executive Vice President and COO
Short C - The Division received additional budgetary resources to support:
- Inclusive Excellence Fellows;
- Community Partnerships;
- Development of racial equity education programs; and
- Other programs and initiatives
- The University approved three additional full-time staff positions that are now a permanent part of the Division including:
- Director of Diversity Education
- Director of Communications
- Assistant Director of Assessment & Data Analytics
- Access + Success Racial Equity Initiatives
-
UVA Board of Visitors Endorsed Goal/Action Strategic Alignment UVA Implementation Leads/Partners Time Period Stage Detailed Status Update (Fall 2023) Develop a plan and a time horizon for having a student population that better reflects the racial and socioeconomic demographics of the Commonwealth of Virginia and, as much as feasible, of the nation. - 2030 Goals 1 & 2
- RETF: "Represent Virginia"
Vice President of Enrollment
All Academic Deans
Mid/Cont. I - The University hired a new Vice Provost of Enrollment. A key priority is working with a range of stakeholders and schools to enact a comprehensive strategy based on enrollment evidence (2021).
- Ongoing tracking of admissions and enrollment data can be accessed through this online dashboard.
Double the number of underrepresented faculty at UVA by 2030. - 2030 Goal 1
- RETF: "Inclusive Faculty Initiative"
Office of the Executive Vice President and Provost
All Academic Deans
Long I - The Office of the Executive Vice President and Provost is partnering with schools to assess faculty hiring and retention to develop a comprehensive strategic action plan.
- Ongoing tracking of faculty employment can be accessed through this online dashboard.
Review policies regarding staff hiring, wages, retention, promotion and procurement, in order to ensure equity. - 2030 Goal 1
- RETF: "Pathways for Staff Success"
Office of the Executive Vice President and COO
Division for Diversity, Equity, and Inclusion
Short/Mid C - University Human Resources and the Office of the Executive Vice President and Provost initiated faculty and staff salary studies and results will be shared with the UVA community (2023).
- University Human Resources engaged in a systematic policy review and will continue to monitor policies for equity through the UVA Policy Review Committee process (2022).
- The President's Council on UVA Community Partnerships, Pipelines and Pathways group has fully implemented the program after issuing their final report (2023).
- The University hired a new Director of Supplier Diversity (2021).
- Climate + Intergroup Relations Racial Equity Initiatives
-
UVA Board of Visitors Endorsed Goal/Action Strategic Alignment UVA Implementation Leads/Partners Time Period Stage Detailed Status Update (Fall 2023) Improve the climate at UVA by rethinking, reframing, retelling, and renaming UVA’s historic landscape.
- 2030 Goal 1 & 2
- RETF: "Grounds for All"
Office of the President
Office of the Executive Vice President and Chief Operating Officer
Long/Cont. C/I - President Ryan named members of the re-constituted Naming and Memorials Committee to support the Board's approval of the 5 specific recommendations in this area and to support these efforts for the future (2021).
- BOV approved 5 changes impacting the historical landscape at the University (2020).
- BOV approved a multi-year digital contextualization project (2021).
Thoroughly review University Police practices and policies to ensure fair, equitable and transparent practices reflecting 21st-century policing principles and developing relevant training for officers and supervisors. - 2030 Goal 1 & 2
- RETF: "Grounds for All"
Office of the Executive Vice President and Chief Operating Officer Short/Cont. C - The Department of Safety and Security created and hired a Diversity Officer position (2021).
- University Police Department (UPD) completed a comprehensive review of policies and procedures as part of the quadrennial CALEA accreditation process. UPD is committed to a regular and ongoing annual review of practices and outcomes in collaboration with the UVA Student Council University Police Accountability Board (2021).
- The UPD Diversity Officer and Chief of Police have implemented a program of officer training which includes recurring engagements with the National Organization of Black Law Enforcement Executives (NOBLE) procedural justice curriculum, a course on Bias Free Policing, and a course which includes academic partnerships at UVA focused on the historical context of policing in relationship to race (2022).
Form a Department of Safety and Security Advisory Council - 2030 Goal 1 & 2
- RETF: "Grounds for All"
Office of the Executive Vice President and Chief Operating Officer Short/Cont. C - UVA Student Council empaneled the University Police Accountability Board which has the support of the Associate Vice President for Safety and Security and Chief of Police (2021).
- Education + Scholarship Racial Equity Initiatives
-
UVA Board of Visitors Endorsed Goal/Action Strategic Alignment UVA Implementation Leads/Partners Time Period Stage Detailed Status Update (Fall 2023) Review the tenure and promotion process. - 2030 Goal 1 & 3
- RETF: Review Tenure & Academic Policies"
Office of the Executive Vice President and Provost
All Academic Deans
Mid I - The Office of the Executive Vice President and Provost developed a plan for a comprehensive review of four key policies related to faculty promotion and tenure. Two comprehensive reviews were completed (2021).
Endow the key programmatic elements of the Carter Woodson Institute and provide funding to create more faculty positions.
STATUS: COMPLETE
- 2030 Goal 1 & 2
- RETF: "Endow Carter G. Woodson Institute"
Office of the President
Office of the Executive Vice President and Provost
Dean of the College and Graduate School of Arts & Sciences
Short C - The University committed a total of $7 million which endowed the institute’s renowned post-doctoral fellowship program, a two-year residential fellowship for students whose work focuses on Africa and/or the African diaspora. Another $3 million went toward an endowed professorship, and up to $6 million will be available as matching funds for the creation of three Bicentennial Professorships (2020).
Develop a series of educational programs around racial equity and anti-racism, including leadership development programs focused on equity, including racial equity. - 2030 Goal 1 & 2
- RETF: "Provide Anti-Racism Education"
All Academic Deans
Office of Faculty Development
Center for Teaching Excellence
Division for Diversity, Equity, and Inclusion
Short/Mid I/C - UVA Faculty Development built an opt-in session in support of leadership for an inclusive departmental/area climate (2022).
- UVA Faculty Development developed an opt-in recurring place-based seminar supporting faculty teaching around race at UVA (2021).
- University Human Resources partnered with the Division for Diversity, Equity, and Inclusion to provide the Remembering for Our Future dialogue session as a standard part of an opt-in signature leadership development program (2022).
- The Division for Diversity, Equity, and Inclusion launched a full series of learning in support of equity (2022).
- The Division for Diversity, Equity, and Inclusion developed a strategy for delivering an opt-in program of racial equity education for employees of the University (2021).
- Healing + Repair Racial Equity Initiatives
-
UVA Board of Visitors Endorsed Goal/Action Strategic Alignment UVA Implementation Leads/Partners Time Period Stage Detailed Status Update (Fall 2023) Encourage related organizations to develop a scholarship program for the descendants of enslaved laborers who worked to build and maintain the University. - 2030 Goal 2 & 4
- RETF: "Pay Our Debts"
UVA Alumni Association Mid C - The University committed to an extension of the work of the genealogist commissioned to identify and connect with descendants of people enslaved by the University (2021).
Explore potential initiatives to recognize and support Native American students and Native American studies. - 2030 Goal 2 & 4
- RETF: "Indigenous Nation's Platform"
Office of the President
Office of the Executive Vice President and Provost
Division for Diversity, Equity, and Inclusion
Dean of the College and Graduate School of Arts & Sciences
Short/Mid I - UVA hired its inaugural Tribal Liaison (2023).
- UVA, in consultation with representatives from indigenous nations, commissioned a re-design of University Avenue Park which is the former site of the George Rogers Clark Statue (2022).
- UVA and SCHEV approved the minor in Native American Indigenous Studies (2021).
- UVA officials participated in a historic meeting with the leaders of all 7 federally recognized tribes in Virginia (2021).
- The UVA Admission office appointed an outreach officer to work specifically with tribal nations and enhance access to UVA for Native Indigenous youth (2021).
- The Division for Diversity, Equity, and Inclusion created an Inclusive Excellence Faculty Fellowship in partnership with the Native and Indigenous Relations Community to engage in consultation with leaders of all 7 federally recognized tribes in Virginia to articulate a pathway for University to Nation relations (2021).
- A report on a pathway for University to Nation relations was transmitted to the President (2022).
UVA's New Tribal Liaison Uses the Past to Understand the Present
When Kody Grant got the job offer, he wept.
Grant didn’t expect to be the tribal liaison at the University of Virginia. A self-described nontraditional learner, he earned his GED and then an associate’s degree in his 30s. He worked as an actor and interpreter in Colonial Williamsburg, helping its foundation decide how to cover Native American history.
UVA BOARD ENDORSES PLAN FOR DIGITAL CONTEXTUALIZATION OF STATUES, MEMORIALS
The University of Virginia will establish a working group to develop digital historical contextualization for statues and memorials on Grounds. The working group – a recommendation of the Naming and Memorials Committee established by President Jim Ryan earlier this year – will include professional historians, students, local residents, and alumni with relevant experience.
Photos: Removal of the George Rogers Clark Statue
University of Virginia photographer Sanjay Suchak was on hand July 11, 2021 to capture the removal of the George Rogers Clark statue on West Main Street near the Corner. The Board of Visitors approved the statue's removal in 2020, a move that faculty members, staff, students, and alumni advocated and that was recommended in 2020 by the University's Racial Equity Task Force.
UVA Board of Visitors Endorses Goals Presented by the Racial Equity Task Force
The University of Virginia Board of Visitors endorsed several goals articulated by UVA’s Racial Equity Task Force and requested that UVA leadership develop a plan for funding, implementing and measuring progress toward those goals.
The goals stem from the task force’s report, released in August, which UVA President Jim Ryan described as “a call for us to be the very best version of ourselves and to live our stated commitments to diversity, equity and inclusion to become a better university.”
The board asked UVA leadership to develop plans for funding these initiatives, including funds from UVA’s Strategic Investment Fund, and to create ways to monitor and assess progress and report to the board on a semi-annual basis.
$5 Million Mellon Grant Backs New Academic Program on ‘Race, Place and Equity’
A new UVA initiative, funded by a three-year, $5 million grant from The Andrew W. Mellon Foundation, will create a broad, interdisciplinary undergraduate program on “Race, Place and Equity” while partly funding 30 post-doctoral fellows and three faculty members, expanding UVA’s academic strengths in teaching about racial equity and democracy.
As part of expanding scholarship in the legacies of racial inequity, the University will hire three new tenure-track Race, Equity and Democracy faculty, with UVA and the Mellon grant sharing start-up costs and salary for the first three years. This will help advance the racial equity task force recommendation to double the number of underrepresented faculty by 2030.
Board Votes on 5 Renaming, Landscape Recommendations
The University of Virginia Board of Visitors approved five recommendations from UVA’s Racial Equity Task Force regarding changes to UVA’s historic landscape.
“My view, and I know this is shared by my entire leadership team, is that this moment offers us a unique opportunity to take action that will leave a lasting and positive impact on the university we all love,” UVA President Jim Ryan said Friday. “Actions that will make this place more clearly and obviously welcoming to all, and where all have an opportunity to thrive.”
$30 Million Investment Benefits STEM Research, Carter G. Woodson Institute
The University will invest $16 million to support the Carter G. Woodson Institute. Founded in 1981, the institute is the home of the African American and African Studies interdisciplinary major in the College and works to enhance the research and teaching of African American and African studies at UVA.
A total of $7 million will endow the institute’s renowned post-doctoral fellowship program, a two-year residential fellowship for students whose work focuses on Africa and/or the African diaspora. Another $3 million will go toward a new endowed professorship, and up to $6 million will be available as matching funds for the creation of three Bicentennial Professorships. In addition, the College is supporting a range of new hires for the institute and partnering departments.