The Office of the Registrar seeks to create an operating culture of inclusiveness
so that we may better meet and serve the unique needs of a diverse community. The
Office of the Registrar is committed to maintaining an office climate that embraces
the diversity of all individuals. Diversity includes, but is not limited to, groups
defined by race, nationality, ethnicity, age, gender, sexual orientation, language,
religion, disability and/or health status, gender identity/expression, veteran status,
geographic origins, and socio-economic status. In support of the University of Georgia Institutional Diversity Plan, we have outlined a series of goals and actions specific to the Office of the Registrar.
Staff members are encouraged to register for and attend at least one training and development
session annually that pertains to diversity issues on-campus. Diversity coordinators
work to ensure staff members are aware of EOO
rights and responsibilities. The management team will work to schedule diversity related
trainings and events during the annual office retreat or inter-office training. (Examples
may include: Safe Space, UGA Diversity Certificate, Legal Issues, UGA Advisor Certificate,
and Global Advising Certificate.)
Each staff member is encouraged to attend at least one such program annually and to
incorporate diversity training in their annual performance evaluation goals.
Allow staff time to participate in on-campus diversity events.
Staff members will be encouraged to take advantage of speakers and other on-campus
events and share what they learned at staff meetings.
Encourage staff to take advantage of Tuition Assistance Program (TAP), conferences,
Element-K training, multicultural meetings and other forms of professional development.
The Registrar’s Office Diversity Representative will work to maintain the message
center that focuses on career development, professional organizations, and diversity
events on campus.
Directors shall make a conscious effort to increase the applicant pool of historically
underrepresented groups and persons with diverse backgrounds when filling staff positions. Per
UGA policy, a search committee may extend the period of recruitment in order to seek
applications from underrepresented groups. When advertising a position, ensure that
it reaches a wide and deep pool with easily accessible venues.
Work closely with HR to ensure that any postings issued from the Registrar’s Office
reaches a broad spectrum of qualified applicants.
Continue the practice of informing prospective employees of UGA’s diversity plan and
specifically asking if they support an office climate that embraces underrepresented
groups and persons.
Include the Office of the Registrar diversity statement in job descriptions. Include
diversity awareness and a commitment to promoting and enhancing diversity as a preferred
qualification. Ensure the interviewing team is diverse. Ask questions about the prospective
employee’s experience in working with people from diverse backgrounds.
Observe heritage months and special days with office events and public displays.
Diversity coordinators will work to ensure information displayed in the break room
and on the public monitor is accurate and up to date.
Increase the presence of diversity initiatives on our website.
Images on the website should be reflective of our campus and community. Maintain active
links to OID and OID calendar, publish our diversity statement, and incorporate a
diversity element within the office mission statement.
Cross Campus Initiatives
The Office of the Registrar will appoint a staff member to represent the office and
coordinate communication with the Office of Institutional Diversity. This will range
from sharing initiatives from OID and reporting, as well as sharing information on
how our office supports the needs of a diverse population.
The representative will be appointed annually and will be responsible for submitting
an annual report to the OID as well as to the Registrar for inclusion in the Registrar’s
Office annual report.