Ally Training educates and trains students, faculty, and staff to create safe spaces and support people of all gender identities and sexualities at UNT. Ally Training is beneficial for allies and people in queer communities, as we all strive to create a culture in which any person can study and/or work in an environment free of discrimination and harassment. Participants receive an Ally certificate to display in their office, workspace, or residence hall. The certificate signifies completion of the training, but it also helps others identify individuals on campus (“Allies”) who are open and understanding and who they can talk to, in confidence, about issues, questions, and concerns. Ally Training supports UNT’s mission of providing a culturally diverse and mutually respectful environment where every member of the university community can feel safe, respected, and accepted.

The need for spaces and support prompted the creation of UNT’s Ally Training program. Dan Emenheiser, Mary Finley, and Sue Young, consulting with a team of faculty and staff from various departments on the UNT campus (including the Division of Equity and Diversity, University Union, Student Development, Human Resources, Housing and Residence Life and Public Affairs and Information Services) launched the Ally Training program in the spring of 1999. Through Ally Training, participants learn about identities and types of oppression relevant to queer communities, as well as resources and tools to help provide support. Honorary allies of the UNT Ally Training program have included Maya Angelou (novelist and poet), Coretta Scott King (civil rights activist and wife of Dr. Martin Luther King Jr.), and B.D. Wong (actor). The Pride Alliance, part of the Division of Institutional Equity and Diversity, began facilitating the Ally Trainings after its opening in June 2014.


The following is a list of resources our community members can refer to that discuss topics relating to diversity, access, inclusion and equity on campus. We will update this page with new information as we continue to achieve our goal of creating a welcoming campus community where diverse faculty, staff and students thrive.


  • Cultural Humility and Inclusion: Seeing Ourselves to See Others
    - Presented by UNT Director of Diversity and Inclusion Shani Barrax Moore in partnership with UNT System Talent Management, this one-hour session will introduce participants to cultural humility, intentional inclusion, and productive engagement with difference

  • UNT Libraries Digital Resources for the Division of Institutional Equity & Diversity
    - A strategic partnership with the Division of Institutional Equity & Diversity and UNT Libraries, the goal of this guide is to provide lists, links, and a compilation of suggested resources to support the Office of Diversity and inclusion (ODI) and its centers, the Multicultural Center and Pride Alliance. It also includes resources from the Division of Institutional Equity and Diversity’s Equity and Diversity Conference.
  • Implicit Bias Module Series
    - Developed by the Kirwan Study for Race and Ethnicity at the Ohio State University, this self-guided multi-module course provides an overview of the science and social implications of implicit bias.
  • Microaggressions in the Classroom by Yolanda Flores Niemann, Professor of Psychology at UNT
    - Video created by Carla LynDale Carter-Bishop, MFA, Lecturer/Faculty Advisor, Department of Media Arts

Key Concepts

While the division still addresses discrimination and harassment issues, including Title IX and ADA compliance through the Office of Equal Opportunity, the creation of the Office of Diversity and Inclusion has increased the efforts of the Division of Institutional Equity and Diversity to educate its community about the new lexicon of diversity, equity, and inclusion. Some key terms and concepts follow:

Broader set of access and equal opportunity interests that many institutions seek to advance in order to correct inequities in current and recent historical education systems.

The cumulative result of an organization’s programs, practices and policies on the way people of various identities experience inclusion. Campus climate impacts employee and student engagement and success.

The equal access to opportunities guaranteed by university policies based on federal and state laws.

Having an awareness of one’s own cultural identity and views about difference, and the ability to learn and build on the varying cultural and community norms, intergroup and intragroup differences.

Allows culturally competent individuals to identify the presence and importance of differences between their orientation and that of each person they interact with and to explore compromises that would be acceptable to both. It is a lifelong process of self-reflection and self-critique.

The multiple identities around which people differ (such as race, ethnicity, sexual orientation, gender identity and expression, disability status, national origin, etc.) that make one individual or group different from another and impact one’s perceptions, experiences, and interactions.

The principle of non-discrimination and employment that emphasizes opportunities in education and employment for all individuals.

The guarantee of fair treatment, access, opportunity, and advancement for all students, faculty, and staff, while simultaneously working to identify and eliminate barriers that have prevented the full participation of some (usually historically underrepresented and marginalized) groups.

Active, intentional, and ongoing engagement with diversity; embracing and affirming differences and offering respect in words and actions (such as language) for all groups and people.

Defined by the Association of American Colleges and Universities (to which UNT belongs) as the active process through which colleges and universities achieve excellence in learning, teaching, student development, institutional functioning, and engagement in local and global communities.

The Division of Institutional Equity and Diversity leads efforts to institutionalize these concepts through University programs, practices, policies, and people that continue to meet the dynamic need of our ever-changing student, faculty, and staff population.

Demographic Terms

A person whose sex assigned at birth matches their gender identity, based upon what society has prescribed (ex. assigned female at birth and identifies as a woman).

DACA is a program allowing undocumented immigrants who fit the following criteria the opportunity to apply for a work permit, obtain a social security number, and get a driver’s license:

  1. Are 15 years or older
  2. Came to the U.S. before they were 16 years of age
  3. Were under the age of 31 on June 15, 2012
  4. Have lived in the U.S. continuously since 2007
  5. Were physically in the U.S. on June 15, 2012
  6. Received or are working on their high school diploma or GED

DACA provides temporary protection from removal from United States. DACA has been rescinded as of September 2017 and will end unless action is taken by Congress. It is recommended to follow federal updates through United States Citizenship and Immigration Services.

The ways in which a person externally communicates their gender to others.

An individual’s personal experience of their own gender; gender identity is not determined by sex assigned at birth.

A person of Latin American origin or descent (used as a gender-neutral, non-binary alternative to Latino or Latina).

An individual that comes from more than one race or whose parents are born from more than one race.

A classification assigned to a non-U.S. citizen or foreign national, who doesn't pass the green card test or the IRS substantial presence test. This term is more inclusive than use of the term “alien.”

A medically assigned status based on chromosomes, hormones, and sex/reproductive organs.

An umbrella term for people whose gender identity and/or expression is different from cultural expectations based on the sex they were assigned at birth. Being transgender does not imply any specific sexual orientation; transgender people may identify as straight, gay, lesbian, bisexual, etc.

Refers to foreign nationals residing in the U.S. without legal immigration status. It includes persons who entered the U.S. without inspection and proper permission from the U.S. government, and those who entered with a legal visa that is no longer valid.

Social Justice Terms

A member of an advantaged group who acts against the oppression from which they derive power, privilege, and acceptance.

One who uses their privilege to influence decisions within systems (political, social, economic, etc.) and institutions. Advocates go beyond allyship to address systemic and institutional change.

Discomfort that occurs because of a discrepancy between what a person already knows or believes and new information and interpretation. Is an uncomfortable feeling caused by holding two contradictory ideas simultaneously.

Describes a person’s awareness and understanding of oppression in the social environment (and also “within” every person) as part of the developmental process; are the differences in the way individuals incorporate, resist, or redefine specific manifestations of social oppression, and is applicable to various social groups.

The social process of becoming or being made to be at a social disadvantage and relegated to the fringe of society and rendered less important, empowered, or relevant. Also known as social exclusion.

Brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults toward a social group. Can be interpreted as “backhanded communications.”

Exclusive advantages or benefits afforded to certain people, based on their group identity or status (usually dominant). These advantages are largely unearned and are often invisible to the people enjoying them (ex. White, heterosexual, able-bodied, Christian, male, etc.).

Full and equal participation of all groups in a society that is mutually shaped to meet their needs, the distribution of resources is equitable, and all members are physically and psychologically safe and secure.

2017-18 Annual Report2017-18 Annual Report






2017 Assessment of Sexual Assault Perspectives (ASAP) Survey

2016-17 Annual Report2017 Assessment of Sexual Assault Perspectives (ASAP) Survey






2016-17 Division of Institutional Equity & Diversity Annual Report

2016-17 Annual Report2016-17 Annual Report






2015-16 Division of Institutional Equity & Diversity Annual Report

2015-16 Annual Report2015-16 Annual Report






Multicultural Center and Pride Alliance Programming Survey Report

2015-16 Annual ReportMulticultural Center and Pride Alliance Programming Survey Report


The Multicultural Center is a unit of the Division of Institutional Equity and Diversity. We seek to collaborate with organizations that promote inclusion, diversity, equity, and/or access. If your program, event or project promotes race and ethnicity, gender, disability, sexual orientation, diversity, inclusion, equity, access or inter faith, then your organization could receive up to $500 annually to subsidize your event.

In order to complete the process, fill out the on-line application, at least one month prior to your event. All applications are reviewed during last week of the month and awarded during the first week of the month. After review of your application, you will be notified of any questions as well as informed if your request was granted or denied. A completed application does not guarantee full funding.

Please note that the process takes approximately 30 days to process checks and no checks will be given to individuals. Checks will be cut to the vendor or the organization . The university requires that organizations have a checking account. If the check is being processed to a vendor, the vendor may be required to complete paperwork to be set up as a vendor for UNT. The process requires:

  1. A completed application
  2. Receipts or an invoice (That shows the name of the business, contact information, and the total cost of the items or service)
  3. Upon completion of the event, a Post Event Form must be completed and returned within 7 business days
  4. A copy of any publicity (flyer, event program or newspaper article) for the event listing the Multicultural Center as a co-sponsor

Please contact the Office of Diversity & Inclusion at if you have any questions. Thank you for considering the Multicultural Center as a co-sponsor of your event. We look forward to celebrating diversity and building inclusion with your organization.

Requirements for Funding

  1. Each student organization is eligible for up to $500 in co-sponsorship funding per academic year for the use of events and programs on or off UNT’s campus. There is no limit on the number of times an organization or department can request funds as long as the limit of $500 per year has not been met.
  2. Eligible programs must be related to the issues of inclusion, diversity, equity, and/or access and must have a direct benefit to the University of North Texas. Parties and auctions are not eligible for funding. The size and number of people who will benefit from the event will be taken into consideration.
  3. Applications are accepted on a continuous basis and will be reviewed the end of each month and awarded at the beginning of the month. Submissions for events that have already passed will not be accepted until the next month.
  4. The Multicultural Center will make payment to the vendor or the student organization. Payment will be distributed in the form of a check only in the cases of reimbursement or payments to the University of North Texas scheduling. A period of thirty days should be expected before receiving payment.
  5. Please complete each section. Incomplete forms will not be considered.
  6. Supporting documentation for the funds requested must be submitted along with Multicultural Center Sponsorship Request Form (i.e. Conference Registration Quotes, Invoices, etc.).
  7. The Multicultural Center lock up must be included on all advertisements for co-sponsored events. Please submit a copy of fliers and other forms of advertisement to
  8. A receipt of how the funds were used and a Post-Event Form must be turned in to the Multicultural Center no later than 17 business days after the event. Failure to do so will result in denial of future funding requests.

Events that have been funded in the past

  • Chivalry Isn’t Dead hosted by Lambda Theta Phi Latin Fraternity
  • FMLA’s annual Vagina Monologues
  • Holi hosted by World Echoes
  • Regina performance by the UNT Opera
  • People of Nia hosted by PBSO
  • Speaker and Award Winning Filmmaker Arthur Dong hosted by RTVF

For questions or more information, please contact the Multicultural Center at 940-565-3424 or email

Disclosure Notice
Disclosure of your Social Security Number (SSN) is requested and mandatory as part of the Multicultural Center and Division of Institutional Equity & Diversity Event Sponsorship Application. A W-9 will be required to set-up a new vendor and link to that document is listed below.