Skip to main content

Secondary navigation:

Office for Institutional Diversity

Office for Institutional Diversity

boston college


In support of the University and its goals, the mission of the Office for Institutional Diversity is to facilitate efforts to advance and sustain an organizational culture and climate that fully welcomes diversity and inclusiveness for all members of the Boston College community. Our objective, through effective management of our diversity, is to create a competitive advantage for the University, and at the same time to help us live out the social justice imperatives inherent in our Jesuit and Catholic heritage. Officers of the University and all Deans, Directors, Department Heads, and Managers are responsible and accountable for the proactive implementation of our diversity mission and are expected to exercise leadership towards its achievement.


About Us

The Office for Institutional Diversity (OID) was established in the spring of 2004 as the successor to the Office of Affirmative Action, which was itself established in September 1971, one of the first of its kind in the nation. In establishing the OID, the University signaled its commitment to redirect and strengthen its efforts in the area of diversity.

OID continues to be responsible for coordinating the University's other compliance efforts under various state and federal equal opportunity and affirmative action regulations governing employment and education. Our office develops policy statements, provides regular reports on the University's progress and performance, identifies problem areas, and offers problem-solving assistance. We monitor affirmative action implementation, consult with enforcement agencies, and counsel employees. We also conduct seminars, programs and activities in conjunction with Employee Development Programs, which advance the University's diversity agenda.

Questions about University equal opportunity and affirmative action policy, or about various laws governing these matters, should be directed to our office. If you have questions about potential or alleged acts of discrimination and harassment, we can provide advice and assistance, or act as a neutral third party to help resolve disputes and conflicts related to such matters.


Notice of Nondiscrimination

In its official Notice of Nondiscrimination the University has designated the Executive Director of the Office for Institutional Diversity to coordinate its efforts to carry out its responsibilities to prevent discrimination in accordance with state and federal laws.

Any applicant for admission or employment, and all students, faculty members and employees, are welcome to raise any questions regarding the policy articulated in the Notice of Nondiscrimination with the Office for Institutional Diversity. In addition, any person who believes that an act of unlawful discrimination has occurred at Boston College may raise this issue with the Assistant Secretary for Civil Rights of the United States Department of Education.

In the words of the notice, "Boston College commits itself to maintaining a welcoming environment for all people and extends its welcome in particular to those who may be vulnerable to discrimination, whether on the basis of their race, ethnic or national origin, religion, color, age, gender, marital or parental status, veteran status, disabilities or sexual orientation."



Working with the Diversity Steering Committee, the Office for Institutional Diversity (OID) developed the following set of seven strategic initiatives. These initiatives guide the work of the OID and provide strategic direction for the work of diversity in the University including that covered by its Affirmative Action Program.

  1. A focus on fair treatment and respect for all individuals in the Boston College community.

  2. A focus on diversifying our leadership and supporting our leader's commitment to diversity and inclusion, their cultural competency and their capacity to lead actively in a diverse work environment.

  3. Develop strong, supportive and mutually beneficial working relationships and initiatives with Boston College affinity groups in support of a diverse and inclusive campus.

  4. Develop strong and supportive working relationships with other Boston College Community stakeholders (e.g. Vice Presidential areas, departments, offices, and representatives of traditionally underrepresented segments of the community) in support of a  diverse and inclusive campus climate.

  5. Work to strengthen the ties between the University’s commitment to diversity and inclusion and its Catholic and its Jesuit identity and mission and Ministry and other appropriate stakeholders.

  6. Focus on performance management in support of full incorporation of diversity and inclusion related functional competencies and their measurement into the performance management process.

  7. Support the capacity of faculty and staff involved in personnel decision making to more effectively recruit, hire, train and develop, promote and retain, a diverse workforce. 

  8. Assess the effectiveness of our work, especially in the 7 areas above, in support of making Boston College a more diverse and inclusive community.