In Fall 2021, the Ombuds Office relaunched to serve as...

confidential, informal, impartial, and independent resource for effective communication, collaboration, and conflict management.

We Serve

All levels of UA employees and students, in all UA units and colleges, as well as others who have a university-related concern.

We Are

The growth of our campus community which includes expanded Human Resources support, an established institutional Diversity & Inclusion Office, enhanced support of Faculty, and restructuring of the Office of Equity & Inclusion allowed us to reimagine Ombuds support to match institutional growth. Ombuds services are integral to our institutional values of integrity and inclusion which support our supportive, fulfilling work environment. The Ombuds Committee consists of trained campus community members focused on enhancing the work environment in which we all thrive. The Ombuds Committee consists of a diverse array of campus professionals such as faculty and staff that provide resources and informal problem-solving solutions.

The new Ombuds structure consists of an Ombuds Advisory Council which supports the presidential-appointed Ombuds Committee Chair, the President in selecting an Ombuds Chair, and the Ombuds Committee on issues including confidentiality and resources. The President appoints the Ombuds Chair who will oversee the Ombuds Committee. The Ombuds Committee will provide informal, fair, and impartial conflict resolution support to the University campus.

We Help

With a wide variety of issues, concerns, questions, conflicts, and challenges.

  • Teams/units wanting to work together most effectively or harmoniously
  • Difficulties with co-workers, supervisors, and employees
  • Challenges with professors, advisors, and students
  • Issues with team members or coaches
  • Clashes of style – including communication, conflict, personality, work and leadership styles
  • Departmental/workplace climate and culture
  • Concerns related to equity, fairness, and respect
  • Concerns about career progression
  • Concerns about supervisor or employee effectiveness
  • Intra and inter-departmental issues
  • Systemic and long-standing issues
  • Identifying and connecting with appropriate resources and channels for assistance
  • Clarification of university policies and procedures
  • And more

We Work on Many Levels

From one-on-one to small and large groups, from individual to departmental, organizational, and systemic level concerns/issues.

 Ineligible Ombuds Issues

The following issues are ineligible for Ombuds conflict resolution and should follow the established grievance policies established by the institution: 1) allegations of discrimination based on race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or genetic information; 2) denial of faculty tenure and/or promotion; 3) termination of a Regular Classified Employee during the probationary period; 4) denial of promotion for Continuing Status/Continuing Eligible Professionals; 5) student conduct and academic integrity matters; and 6) issues that have been formally noticed for compliance investigations or audit by University offices (such as OIE, HR, Financial Services). The Ombuds Chair, and particularly the Ombuds Committee members, often hold other important roles and responsibilities on campus that may require them to refer concerns regarding student, employee, or constituent safety to University offices for follow-up.  Therefore, the Ombuds Chair and the Ombuds Committee members are treated as required reporters in accordance with the University's Nondiscrimination and Anti-harassment Policy for purposes of Title IX and will report any concern of sex discrimination related to a student or employee to the Title IX Coordinator when required by policy.   

Conflict and Other Challenges Impact the UA Community

Related to their concern/situation, Ombuds Office visitors report experiencing high levels of stress/anxiety, damage to or loss of important professional and/or personal relationships, low/decreased morale, sleep loss, difficulty focusing on work/school, detrimental impacts to physical and/or mental health, reputational impact/damage, and more.

Are you unsure of how to handle a complex, tense, or unideal situation with a colleague/employee/supervisor, or with your entire team or department? Are you interested in responding to a situation in the most effective way possible? Do you have a situation that has gotten out of hand? We invite you to contact us to help you move forward in a responsive and positive manner, no matter how small, large, or messy your situation may be. If it isn’t something we can assist you with directly we can connect you to other helpful resources.


UA Ombuds consists of the President the Ombuds Advisory Council the Appointed Ombuds and the Ombuds Committee