Office of Institutional Equity

Our Mission

The mission of UCF’s Office of Institutional Equity (OIE) is to ensure equal opportunity and to protect the civil rights of all University community members through proactive outreach, education, and effective response and resolution. The OIE supports a living, learning, and work environment that is free from discrimination, discriminatory harassment and retaliation where all members of the UCF community feel welcomed and valued. This includes OIE serving as the office of the ADA Coordinator and Title IX Coordinator. In furtherance of the University's commitment to equity, diversity and inclusion, OIE staff are responsible for the following activities:

  • Compliance: monitoring the University’s compliance with equal opportunity and civil rights laws and related University policies and regulations.
  • Complaint Resolution: investigating and/or otherwise resolving complaints of discrimination, discriminatory harassment, and/or retaliation. This includes complaints of being subjected to sexual violence, such as sexual assault, intimate partner violence and stalking.
  • Employee Accommodations: facilitating employee requests for workplace accommodations pursuant to the Americans with Disabilities Act.
  • Affirmative Action: developing and monitoring the University's Affirmative Action Plan.
  • Recruitment and Hiring: facilitating and monitoring employee recruitment and hiring processes, and training employees (including search committee members) regarding applicable laws and best practices for search and hiring processes.
  • Information: disseminating information about laws, policies, and procedures regarding equal opportunity and civil rights laws and related University policies and regulations for students and employees.
  • Training: training faculty, staff, and students about their rights and responsibilities under applicable equal opportunity and civil rights laws and related University policies and regulations.
Students walking

Let's Be Clear

Let’s Be Clear, sex discrimination (including sexual misconduct) is not tolerated at UCF. OIE, along with campus partners, is responsible for responding to and providing resources for those involved in a report of sex discrimination. To learn more, please visit the University’s Let’s Be Clear website, which is a resource that explains what sex discrimination is, what to do if it happens, where to go for support, and more. To file a report related to sex discrimination, please click on “File a Report” at the top of this page.

Learn More
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Students walking

UCF IntegrityLine

The UCF IntegrityLine is a secure reporting system administered by an independent third party. This service provides individuals who may be reluctant to report suspected misconduct through university administrative or central offices a way to report with complete confidentiality and anonymity. Available 24 hours a day, 365 days a year.

Speak Up


UCF is committed to providing equal access and full participation for individuals with disabilities within all University programs and activities. The Office of Institutional Equity (OIE) monitors the University’s compliance with the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act. The Director of OIE, Nancy Fitzpatrick Myers, serves as UCF’s ADA Coordinator and Section 504 Coordinator. These statutes prohibit discrimination on the basis of disability in any service, program or activity. In particular, OIE has responsibility for:

  • resolving allegations of discrimination based on disability
  • facilitating requests for workplace accommodations for employees with disabilities
  • overseeing and ensuring University compliance with all relevant laws and regulations related to the ADA and Section 504, as well as other applicable state and local laws and University policies
  • providing consultation, information and referral to appropriate resources for disability‐related issues
  • providing training regarding the ADA and Section 504

Employees should direct requests for accommodations to the Office of Institutional Equity. Supervisors who receive an employee request for an accommodation should contact the OIE. Students should direct requests for accommodations to the Office of Student Accessibility Services. Anyone with questions or concerns can contact the ADA Coordinator/OIE by telephone: 407-823-1336; email; or in person: 12701 Scholarship Drive, Orlando, FL 32816-0030.

Discrimination & Harassment

UCF’s Office of Institutional Equity (OIE) is committed to preventing and addressing discrimination, discriminatory harassment, and retaliation in the workplace and the educational environment, including educational programs and activities. The University's Prohibition of Discrimination, Harassment and Related Interpersonal Violence Policy (Nondiscrimination Policy) prohibits discrimination and harassment on the basis of an individual’s race, color, ethnicity, national origin, religion, non-religion, age, genetic information, sex (including pregnancy and parental status), gender identity or expression, sexual orientation, marital status, physical or mental disability (including learning disabilities, intellectual disabilities, and past or present history of mental illness), political affiliations, veteran’s status (as protected under the Vietnam Era Veterans’ Readjustment Assistant Act), or membership in any other protected classes as set forth in state or federal law. The Nondiscrimination Policy also prohibits retaliation against individuals who complain of discrimination and harassment, as well as individuals who participate in an investigation into such complaint. For more information about the Nondiscrimination Policy’s prohibitions of sex-based discrimination and sexual harassment (including sexual assault, sexual exploitation, intimate partner violence, stalking), please visit UCF’s Let’s Be Clear website.

The OIE encourages all members of the University community to partner in ensuring an environment free of discrimination at all University-related activities and in the working and learning environments. To that end, incidents of discrimination or discriminatory harassment should be reported to OIE by calling our offices at (407) 823-1336 or by email to Reports may also be submitted to OIE using our Intake Form or Reporting Form Regarding Incidents of Sex Discrimination, Sexual Harassment, Sexual Misconduct or Interpersonal Violence.

OIE is responsible for reviewing, and where applicable, objectively investigating complaints of discrimination and harassment based on protected classification to determine if employee conduct violates the University's non-discrimination policies. Where investigations reveal the presence of discriminatory or harassing behavior, OIE is responsible for making recommendations that are designed to mitigate the effects of discriminatory conduct. OIE also objectively investigates complaints of sex discrimination and sexual harassment (including sexual misconduct) against students. Individuals interested in filing a complaint with OIE may complete a Discrimination, Discriminatory Harassment & Retaliation Complaint Form, and are encouraged to do so as soon as possible.

Title IX

Title IX is a federal law the prohibits discrimination based on the sex of employees and students of educational institutions that receive federal financial assistance. This prohibition includes prohibition of sexual harassment and sexual misconduct. OIE’s Assistant Director, Matt Ricke, serves as the University’s Title IX Coordinator. Anyone with questions or concerns can contact Dr. Ricke by telephone: 407-823-1336; email; or in person 12701 Scholarship Drive, Suite 101, Orlando, FL 32816-0030. For more information regarding the University’s prohibition of sex discrimination, please visit the University’s Let’s Be Clear website, including About Title IX at UCF.

In addition, Title IX prohibits discrimination based on pregnancy and parental status. UCF is committed to creating an inclusive environment for pregnant and parenting faculty, staff and students. Please visit the Pregnancy and Parenting section of the Let’s Be Clear website to learn more about this, including how to request reasonable accommodations as a result of pregnancy, childbirth or related conditions.

Employment Equity

The University is committed to ensuring access and equity to all qualified individuals to its employment opportunities, programs, and services and has developed policies, procedures, practices, and training in furtherance of this commitment. As a federal contractor, the University develops and monitors a robust plan for affirmative outreach and other efforts aimed at encouraging the participation and advancement of historically underrepresented groups. This includes good faith efforts specifically aimed at building institutional capacity in the area of inclusive excellence.

UCF’s Office of Institutional Equity is responsible for ensuring the University’s compliance with various Affirmative Action and Equal Employment Opportunity (AA/EEO) rules, regulations, and reporting, monitoring the University’s search and hire process for compliance with AA/EEO regulations, and search committee education and training. As part of our compliance with state and federal AA/EEO regulations, we annually prepare an Affirmative Action Plan on behalf of the University, which is compiled using various workforce, payroll, and search committee data. Additionally, the OIE in partnership with Human Resources and Academic Affairs monitors the recruitment, search, and hire process for compliance with state and federal AA/EEO regulations and University policies. In addition to the Affirmative Action Plan, the OIE prepares the Florida Equity Report each year on behalf of the University in compliance with the Florida Educational Equity Act (F.S. Sec. 1000.5) and the Florida Board of Governors Regulation 2.003.


The University of Central Florida is committed to providing welcoming and inclusive learning and workplace environments. As part of this commitment, the University will make good faith efforts to provide reasonable religious accommodations to faculty, staff and students whose sincerely held religious practices or beliefs conflict with a University policy, procedure, or other academic or employment requirement, unless such an accommodation would create an undue hardship.

In keeping with the University’s commitment to building and maintaining a welcoming and inclusive work environment, the University will consider religious accommodation requests based on the totality of the circumstances.

  • If you are seeking a religious accommodation please contact OIE by email ( or by phone (407-823-1336) to initiate consideration of your request.

A religious practice or belief is a sincerely held practice or observance that includes moral or ethical beliefs as to what is right and wrong, most commonly in the context of the cause, nature and purpose of the universe. Religion includes not only traditional, organized religions, but also religious beliefs that are new, uncommon, not part of a formal religious institution or sect, or only subscribed to by a small number of people. Social, political, or economic philosophies, as well as mere personal preferences, are not considered to be religious beliefs.

A religious accommodation is a reasonable change in the work or academic environment that enables a student or employee to practice or otherwise observe a sincerely held religious practice or belief without undue hardship on the University. A religious accommodation may include, but is not limited to: time for prayer during a work day; the ability to attend religious events or observe a religious holiday; or any necessary modification to University policy, procedure or other requirement for a student’s or employee’s (or prospective employee’s) religious beliefs, observance or practice; provided such accommodation is reasonable and does not cause undue hardship.

The University of Central Florida prohibits discrimination, harassment, and retaliation on the basis of religion. For more information, please refer to the University Policy Against Discrimination, Harassment and Related Interpersonal Violence.

Meet the Team

Director & ADA Coordinator

Nancy Fitzpatrick Myers

Nancy Fitzpatrick Myers, J.D.

ADA Coordinator
Marsha Kernica

Marsha Kernica

OIE Coordinator

Title IX

Matt Ricke

Matt Ricke, Ph.D.

Assistant Director
Title IX Coordinator
Abigail Malick

Abigail Malick, Ph.D.

Deputy Title IX Coordinator
Training Specialist
Amber Abud

Amber Abud, M.S.

Title IX Investigator
Lauren Wallace

Lauren Wallace, J.D.

Title IX Investigator
Kristy Beitler

Kristy Beitler

Title IX Investigator

EEO Investigations/ADA

Jeffrey Scott

Jeffrey Scott

EEO Investigator
Rich Dicks, Jr.

Rich Dicks, Jr.

EEO Investigator
Kristeena LaRoue

Kristeena LaRoue

Deputy ADA Coordinator Digital Accessibility & Universal Design

EEO & Search Compliance

Keana M. Galloway

Keana M. Galloway M.Ed.

EEO & Search
Compliance Manager
Pam Fletcher

Pam Fletcher, M.B.A.

EEO & Search Compliance Specialist
Nika Gooding

Nika Gooding, PHR, SHRM-CP

EEO & Search Compliance Specialist