R805, Gender, Race, and Ethnicity Representation Within the Utah System of Higher Education Workforce

R805-1. Purpose: To ensure USHE institutions: (1) employ a diverse, representative, and equitably compensated workforce across all levels of faculty, staff, and administration; and (2) provide students with an educational experience rooted in diverse perspectives, experiences and backgrounds.

R805-2. References:

2.1. Utah Code §53B-2-106 (Duties and Responsibilities of the President – Approval of the Board of Trustees)

2.2. Policy and Procedure R801, Equal Opportunity and nondiscrimination

R805-3. Assessment and Analysis of USHE Workforce:

3.1. USHE Data Assessment and Analysis: Institutions shall annually collaborate with the Associate Commissioner for Workforce and Institutional Research to assess and analyze their workforce demographic data for the following elements:

3.1.1. The number of faculty by tenure status and rank disaggregated by gender and race/ethnicity for each classification and in total.

3.1.2. The average equated nine-month salary for faculty by rank disaggregated by race/ethnicity and gender.

3.1.3. The number of staff (non-faculty) by occupational category disaggregated by gender and race/ethnicity.

3.1.4. The number of part-time faculty and part-time staff by occupational category disaggregated by gender and race/ethnicity.

3.2. Institutional Data Assessment, Analysis, and Accountability: Based on the annual assessment and analysis, institutional presidents shall identify strategies to employing a diverse, representative, and equitably compensated workforce and shall confidentially report their findings, progress, and outcomes to their Resource and Review Team as part of their annual evaluation under R208.  Presidents may engage qualified professionals to perform statistical analysis of workforce data to inform institutional compliance with this policy, and federal and state laws.

Adopted February 15, 1985, amended January 27, 1995, and May 17, 2019.