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Knowing Where to Go When Navigating Concerns |
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At UConn, you’re never on your own when navigating workplace questions, concerns, or professional growth. Organizational and Staff Development, the University Ombuds, the Office for Inclusion and Civil Rights, and The Office of University Compliance, each play a distinct role in supporting employees, fostering a healthy work environment, and helping our community thrive. |
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Knowing which resource to contact can empower you to handle challenges effectively and make the most of the support available to you as a UConn employee. |
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Organizational and Staff Development |
The Organizational and Staff Development (OSD) team within Human Resources integrates employee development, workplace climate initiatives, and strategic HR consulting. OSD offers:
Employee development programs designed to build leadership capacity, enhance job performance, and support career growth. Workplace climate and engagement efforts to help units identify strengths and address barriers to collaboration, communication, and satisfaction. Organizational consulting to provide strategic guidance on performance and engagement. |
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The University Ombuds |
The University of Connecticut Ombuds Office is a confidential, neutral, and independent resource where employees, including graduate students, can discuss workplace concerns informally and "off the record." Our staff help individuals think through conflict, communication challenges, work environment concerns, and questions about available options, and may also facilitate informal discussions when all parties agree to participate. The service is voluntary, informal, and focused on helping employees identify constructive next steps, without activating a formal process. The Ombuds Office:
Is confidential, independent, and neutral; Does not file formal complaints or create official University records Is not a reporting office and is not authorized to received reports of policy violations |
| LEARN MORE AND CONTACT |
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Office for Inclusion and Civil Rights (OICR, formerly the Office for Diversity and Inclusion and Office of Institutional Equity) |
UConn is committed to ensuring diversity in access, opportunity, and advancement for all members of our community, and to creating conditions in which every individual can thrive and contribute meaningfully to our collective mission.
To this end, the Office for Inclusion and Civil Rights (OICR) oversees UConn’s compliance with the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, Title IX, Title IV, Affirmative Action and Equal Employment Opportunity (AA/EEO) rules, and the University's non-discrimination policies.
OICR accepts reports of alleged misconduct outlined in the Policy Against Discrimination, Harassment and Related Interpersonal Violence, including Title IX-related concerns. OICR reviews all reports and investigates complaints of discrimination and harassment based on protected class. Information provided to OICR is not confidential but will be handled with discretion.
Note: With limited exception, UConn employees must report any disclosure of sexual assault, intimate partner violence, or stalking involving students regardless of when or where it occurred. Employees in supervisory roles have additional reporting responsibilities outlined in the Policy Against Discrimination, Harassment and Related Interpersonal Violence. |
| LEARN MORE AND CONTACT |
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The Office of University Compliance |
The Office of University Compliance (OUC) is the place to go when you observe or suspect a violation of University policy. The OUC ensures that UConn completes a thorough review and investigation, and takes appropriate action leading to a resolution.
Individuals who report possible compliance issues in good faith will be accorded privacy and/or anonymity to the extent possible under the law. While the highest level of privacy will be maintained, anonymity and confidentiality cannot be guaranteed. However, individuals who report in good faith, or who participate in a compliance investigation, are protected from retaliation per the University’s Non-Retaliation Policy. |
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