EOI & TITLE IX GUIDANCE: November 2022

DIVERSITY IN RECRUITMENT

In higher education, faculty diversity enhances both the success of students from underrepresented groups and all students' intercultural competence, according to study done by Interfoio.com. Additionally, female students report they get greater support and assistance from faculty members of their own gender. More female professors are necessary if you want to ensure that the majority of your students receive the assistance and support they desire, as 59.5% of college students in the United States are female. This aligns with UNF’s student body, as 59% are female.

Faculty diversity in scholarship and research also broadens societal knowledge and understanding, whether it is an African-American researcher figuring out why there are racial differences in blood pressure, a researcher from a disadvantaged community researching the impact of early-childhood stress on life outcomes, or a professor with a disability publishing about disability justice.

caption: Preponderance of evidence is also known as more likely than not or 50.1%.

WHY WE CONDUCT DIVERSE SEARCHES?

Dr. Pam Williamson shared the following information with EOI regarding why it is important to have diverse search for faculty members in higher education. Reprinted from the UNF Faculty Search and Screen Handbook 2021-2024

Hiring diverse faculty provides opportunities to enhance UNF’s performance in teaching and research. Diverse faculty bring with them the possibility to invigorate campus through diverse approaches to teaching, inquiry, and service (Fine & Handelsman, 2012). Diverse groups are found to be more innovative, productive, and creative than like groups (ACE & AAUP, 2000;  Chang, Seltzer, & Kim, 2002; Herring, 2009; Saxzena, 2014). McLeod, Lobel, and Cox (1996) found that brainstorming sessions held among ethnically diverse groups offered ideas that were more feasible and effective than groups that lacked diversity.

It benefits our students. Research findings related to student benefits include the following:

• Women and faculty of color were found more frequently to engage in pedagogies of active learning that encouraged student input (Milem, 2003). In addition, women and faculty of color were more likely to address content from the perspectives of women and underrepresented
• Studies of students in underrepresented groups including those of color, women, and lower economic status suggest students with these backgrounds are less likely to interact with majority group faculty. This can have adverse effects on their cognitive skills development, along with other psychological and sociological impacts (Kim & Lundberg, 2016). Students who interact more frequently with faculty were found to have higher levels of academic self- challenge and an improved sense of
• Fox and her colleagues (2003) surveyed faculty from doctoral granting institutions in the sciences and engineering and found that female faculty played important mentoring roles for successful female

We can influence the diversity pipeline in our region. Many universities list recruiting and retaining diverse faculty as a priority. As a member of the Jacksonville community UNF has a responsibility to develop and mentor diverse students for our region and beyond.

Evidence that can be used to meet preponderance of evidence includes written, audio, and photographic evidence, as well as witness statements and interviews. The Respondent will try to show why the preponderance of evidence does not support the claim, or why the claims are not believable or credible enough to rise above the 50 percent threshold.

MEDIATION IN THE EOI PROCESS

Mediation is a form of alternative dispute resolution that is available to the Osprey community to resolve complaints when parties do not wish to participate in a formal investigation. EOI uses campus personnel trained in mediation that are housed in EOI, Employee and Labor Relations, and the Dean of Students Office to facilitate the process. Mediation is not available to resolve claims of sexual misconduct or interpersonal violence.

The role of the mediator is to help the parties come to an agreement that is mutually beneficial. Many times, it helps both parties to be heard by the other side.

Prior to the mediation, each side will have the opportunity to meet with EOI to determine what evidence they would like to present during the mediation and how they can best present that information. For more information on this process, please contact EOI at extension 2507. If off campus, you may reach EOI at 904-620-2507, or eoi@unf.edu.

UPCOMING TRAINING COURSES: FALL 2022
You may register for classes through CPDT

Monday, October 10, 2022 from 2:00 - 3:00 pm - Responsible Employee
Wednesday, November 9, 2022 from 10:00 - 11:00 am - EOI and You

INVESTIGATIONS

Total EOI Investigations  

Current EOI Investigations 2022-2023

 *As of September 30, 2022

 **Note: Cases involving students must be closed by EOI before it can be referred to DOS.    

EOI Office Staff Directory

Director and Title IX Coordinator
Marlynn Jones, Esquire
marlynn.jones@unf.edu

Title IX and Civil Rights Investigator and Deputy Title IX Coordinator
Fantei Norman
fantei.norman@unf.edu

EOI Investigator
Leslie Hicks
leslie.Hicks@unf.edu  

EOI Coordinator
Courtney Monts
c.monts@unf.edu