University Relations

DEIB Resources

Getting Started

The following resources are available to University Relations employees. As a product of our 2022 DEIB efforts, employee volunteer teams created a series of recruitment and retention resources. Additionally, to help support employee well-being, we have curated a list of resources to assist staff with work-related and personal challenges.

Based on employee needs, this resource list will continue to evolve.

University Relations DEIB Employee Resources

Recruiting, Hiring, and Onboarding

Inclusive recruitment and retention practices are important to advance our DEIB efforts. Explore these resources to support equitable open position searches and onboarding protocols.

Team Development

Inclusion in the workplace is one of the most important keys to retention. Explore these resources to help build and support cohesive teams.

Staff Well-being

UW–Madison is committed to improving the health and well-being of all members of the campus community. Review these resources that support various aspects of well-being.

Employee Support and Conflict Resolution Resources

All employees deserve a safe workplace free of harassment. If an employee is experiencing a personal or professional challenge, we have many resources available to help.

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Ombuds Office

Our Ombuds Office is a safe place where UW–Madison employees can seek guidance regarding workplace concerns at any time, without fear of reprisal, and at no cost.

Employee Assistance Office

When personal or work-related concerns become difficult to manage, UW–Madison’s Employee Assistance Office  can provide timely solutions for life transitions, physical or emotional health issues, and relationship challenges.

Hostile and Intimidating Behavior Liaisons & Training

Hostile and intimidating behavior liaisons are available for guidance about filing a complaint if you have experienced, witnessed, or have questions about hostile and intimidating behavior.

All employees can participate in a free 2-hour Hostile and/or Intimidating Behavior (HIB) Policy and Process Training.

  • Definition of hostile and intimidating behavior: sometimes known by the shorthand term “bullying.” This is defined in university policy as “unwelcome behavior pervasive or severe enough that a reasonable person would find it hostile and/or intimidating and that does not further the university’s academic or operational interests.”

Sexual Misconduct Resource and Response Program

The Sexual Misconduct Resource and Response Program is overseen by UW–Madison’s Title IX coordinator and receives reports of sexual harassment and sexual violence.

  • The mission of the University of Wisconsin–Madison (university) is to provide a teaching, learning, and working environment in which faculty, staff, students, and guests can discover, examine critically, preserve, and transmit knowledge, wisdom, and values that will improve the quality of life for all. To promote the institutional mission, the university is committed to creating and maintaining a campus community that is free from sexual harassment and sexual violence. The UW–Madison Policy on Sexual Harassment and Sexual Violence applies to students, employees, visitors, and guests.

Additional Campus DEIB Resources and Services