Specifically, the goals and timetables for the campus diversity program are outlined in the UNLV Underutilization Analysis Report and the Diversity Goals Report in the campus Affirmative Action Plan. Copies are available upon request from the Office of Diversity Initiatives. Given the size, complexity and collegial nature of the University, the Office of Diversity Initiatives cannot do this alone. The campus community contributes to the University's commitment to diversity through the work of senior administrative officers, i.e., deans, directors, department heads, managers, supervisors and various campus-wide, school, departmental and student committees and groups as well as individual faculty, staff and students. While faculty, staff and students are the principal constituencies, the Office of Diversity Initiatives staff also works closely with members of the local and regional community, government agencies and departments at the local, state and federal levels as well as other institutions of higher education throughout the nation.
Some people believe that diversity is synonymous with women and minorities.
The differences and similarities could include education, knowledge, occupation, age, weight, height, regional background, family structure, income, values and beliefs, etc. A hostile work environment is one where certain behaviors may be occuring that interfere with an individual's ability to work effectively. The behaviors may be verbal, physical or non-verbal, and have an adverse impact on the basis of sex, national origin, religion, race, disability, veteran status, or sexual orientation. Employees have the right to work in an environment free from harassment. Supervisors and managers have the responsibility to ensure that work environments are free from discrimination and harassment, and must take all complaints seriously.