Our Services

At the University of Illinois Chicago, we are committed to fostering an inclusive environment where all individuals are treated with dignity and respect. Our nondiscrimination policies prohibit discrimination based on race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or other protected characteristics. We strive to ensure equal opportunities for all community members in employment, education, and access to programs and services. Through our proactive efforts and resources, we promote diversity, equity, and a culture of mutual respect across the university campus.

• Nondiscrimination

At the University of Illinois Chicago, we are dedicated to creating a safe and respectful campus environment free from sexual misconduct. Our sexual misconduct policies outline behaviors such as sexual harassment, sexual assault, stalking, and relationship violence, which are strictly prohibited and subject to disciplinary action. We provide resources and support for survivors, including confidential reporting options, counseling services, and assistance navigating the reporting and resolution process. Through education, prevention, and enforcement, we are committed to promoting a culture of consent, respect, and accountability at UIC.

• Sexual Misconduct

We are dedicated to ensuring equal access and opportunity for individuals with disabilities. Our ADA accommodation policies provide guidance and support for students, faculty, staff, and visitors seeking reasonable accommodations to participate fully in university programs, activities, and employment. We offer various services, including accessible facilities, assistive technology, and advocacy resources. Through collaboration with campus partners and adherence to legal requirements, we strive to create an inclusive and barrier-free environment that promotes the success and well-being of all members of the UIC community.

• ADA Accommodations

The Office for Access and Equity is committed to promoting diversity and equal opportunity in academic hiring practices. Our affirmative action policies ensure that employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected characteristic. We work collaboratively with academic departments and search committees to cultivate diverse applicant pools, eliminate biases, and foster inclusive hiring practices. Through proactive recruitment efforts, training initiatives, and policy compliance, we strive to build a diverse faculty and staff that reflects our community’s rich perspectives and talents.

• Affirmative Action -- Academic Hiring

Our Dispute Resolution Service (DRS) offers confidential consultation, facilitation, and mediation services to faculty, academic professionals, and support staff. DRS assists in resolving various conflicts, including interpersonal disputes, dissatisfaction with job or unit dynamics, disagreements with rules, and communication differences. Through early intervention, DRS aims to resolve issues efficiently, preventing extensive time, energy, and resource investments. Our services include:

• Consultation for exploring concerns.
• Facilitation to reach mutually agreeable solutions.
• Mediation is conducted by trained, objective mediators available upon voluntary election by disputing parties.

DRS fosters open dialogue and constructive problem-solving and contributes to a culture of positive change and conflict resolution at UIC.

• Dispute Resolution Services (DRS) -- Culture Change

We take retaliation seriously and are committed to protecting individuals who report discrimination, harassment, or other violations of university policies. Retaliation against individuals for engaging in protected activities is strictly prohibited and subject to disciplinary action. Our policies ensure that individuals who come forward with complaints or concerns are supported and safeguarded from any adverse actions resulting from their reporting. We provide resources and guidance to individuals who believe they have experienced retaliation, including confidential reporting options and assistance navigating the resolution process. By fostering a culture of accountability and support, we strive to create a safe and respectful environment for all members of the UIC community.

• Retaliation

We recognize the importance of supporting individuals who are pregnant or parenting. Our policies ensure that pregnant individuals and new parents can access accommodations and support to help them balance their academic or work responsibilities with their caregiving duties. We provide resources and guidance on pregnancy-related accommodations, parental leave policies, lactation support, and childcare options. We aim to create an inclusive and supportive environment where pregnant individuals and parents can thrive academically, professionally, and personally. We are committed to fostering a culture that values our campus community’s diverse experiences and needs.

• Pregnancy and Parenting

OAE is dedicated to honoring and accommodating our diverse community members’ religious beliefs and practices. Our policies ensure that individuals can observe religious holidays and practices without discrimination or adverse consequences. We provide guidance and support for requesting religious accommodations in academic settings, employment practices, and other university activities. We aim to promote inclusivity and respect for religious diversity, fostering an environment where all individuals can fully participate in university life while maintaining their religious commitments. Through collaboration and understanding, we strive to create an inclusive campus community that values and celebrates religious differences.

• Religious Accommodations

Fostering a safe and productive environment is paramount. We are committed to maintaining a campus free from violence, threats, harassment, and fear. The Behavioral Threat Assessment Team – Employees (BTAT-E) is critical to our comprehensive approach to ensuring safety and well-being. Co-chaired by Caryn Bills, Associate Chancellor of the Office for Access and Equity, and Michael Ginsburg, Associate Vice Chancellor for Human Resources, BTAT-E comprises a diverse group of faculty, administrators, and professionals from various disciplines.

The team meets regularly to exchange information and coordinate responses to potential threats involving faculty, staff, and visitors. BTAT-E employs proactive strategies to identify and prevent incidents of violence, mitigate the impact on victims, and hold accountable those who engage in threatening behavior. By fostering collaboration and timely intervention, BTAT-E plays a vital role in promoting a campus culture where working relationships are respectful, interactions are safe, and everyone can thrive.

• Behavioral Threat Assessment Team - Employees (BTAT-E)

We understand that conflicts and disputes may arise and are committed to providing fair and effective grievance procedures for resolving them. Our grievance procedures outline the steps individuals can take if they believe they have experienced discrimination, harassment, or other violations of university policies. We offer guidance and support throughout the process, ensuring that complaints are handled promptly, impartially, and with sensitivity to the needs of all parties involved. Our goal is to foster a campus environment where concerns are addressed transparently and where every member of our community feels heard and respected.

• Grievance Procedures