1. advocating equal treatment for the groups identified under the University Discriminatory Harassment Policy, which include race, gender, sexual orientation, age, disability, national origin, and religion, and recommending ways in which the campus climate might be made more supportive of diversity;
2. reviewing the annual report by the Affirmative Action Office on faculty, student, and staff diversity, and providing an annual Cultural Diversity Report on campus progress and areas of concern to the Senate at the Spring meeting as well as to the Senate Executive Committee for referral to the appropriate standing committee(s);
3. supporting the continued diveristy of incoming students and their retention by assisting the appropriate bodies;
4. assuring diversity in the recruitment and retention of staff at all levels;
5. disseminating information to the colleges as needed to implement their guidelines for recruiting and retaining underrepresented faculty;
6. advising the Senior Faculty Associate for Underrepresented Faculty on stratigies for recruiting and retaining underrepresented faculty, and advising the Senior Faculty Associate for Women as needed;
7. reviewing and recommending changes in the University Harassment Policy and its implementation; and
8. participating in the development, review, and recommendation of changes in University policies supporting equal treatment for the groups identified above.

Faculty Handbook Guide