How Carolina is complying with UNC System’s DEI policy
Support for faculty, staff and student success and well-being will continue across the University.
On Sept. 11, the University of North Carolina Board of Governors received reports from UNC System schools, including Carolina’s plan, about how they will comply with the Equality Within the University of North Carolina policy. This measure repealed and replaced the 2019 policies that established diversity and inclusion officers and regulations on UNC System campuses. The policy change was made to support academic freedom, equal opportunity and institutional neutrality.
Vice Provost Leah Cox, the University’s former chief diversity officer, organized the team overseeing the development of UNC-Chapel Hill’s plan. Chancellor Lee H. Roberts and Provost Chris Clemens tasked the group with developing a compliant plan that upholds the University’s commitment to being a place where all can thrive in their working and learning environments. Cox, along with Human Resources and University Counsel, met with schools and units to redirect personnel and activities toward overall student and employee success.
Carolina’s plan maintains the University’s mission to provide support for student success, well-being and a sense of belonging. The University will continue to encourage people from all walks of life to see their paths to Carolina and once they are here, provide a welcoming environment that supports their success.
Below are some FAQs on how Carolina is complying with the policy.
How does this policy affect Carolina faculty and staff?
The plan eliminated 20 DEI positions campuswide, including positions in the central University Office for Diversity and Inclusion. Most employees affected by the position eliminations were offered and accepted different positions in other parts of campus or within their schools or units. A total of 27 positions were realigned, with duties and job descriptions shifting to comply with the new policy. Some school- or unit-level DEI offices have been eliminated or reconfigured to focus on student success, employee well-being or community building.
What are the budget implications?
The elimination of positions resulted in savings in some areas across campus. For example, 55% of the $1.8 million budget of the former central DEI office will be reinvested in other positions and programs to support student success and faculty/staff professional development and well-being. The other 45% of the budget will shift to other divisions to cover the salaries of employees assigned to other divisions.
How does this affect research, teaching and student organizations?
Research initiatives, faculty teaching and student-led organizations are not impacted by the new policy.
What about centers that serve specific groups?
The Academic and Community Engagement Centers will remain a vital part of the campus community, and Carolina will continue to implement programming and services that positively influence the success of students from all backgrounds.
Where are some of the programs relocating within the University?
Student success and employee engagement programs supported by the former DEI office will shift to other units that are focused on success. For example, Student Affairs will coordinate the Martin Luther King Jr. Week of Celebration programming, and a new version of the Carolina Male Empowerment Network available to all members of the Carolina community within Student Wellness. The Project Uplift summer enrichment program will move to the office of Carolina Higher Education Opportunity Programs.
How do the policy changes support broader employee growth and well-being?
Programs provided by the central DEI office that focused on employees moved to the Division of Human Resources and Equal Opportunity and Compliance. Professional development programs for employees will focus on skill development and leadership training that recognizes differences of all kinds. Reassigned employees will, among other things, manage the development and implementation of a mentoring/coaching program for employees and help re-envision the human resources representative onboarding program.
