| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 57.66 |
| Liaison | Michael Kensler |
| Submission Date | Jan. 23, 2019 |
| Executive Letter | Download |
Auburn University
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
2.83 / 3.00 |
Timothy
Fair Chief of Staff Office of Inclusion & Diversity |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
http://www.auburn.edu/academic/provost/policies_workplace.php
http://auburn.edu/administration/aaeeo/H&D.php
As an equal opportunity and affirmative action employer, the University does not discriminate against or permit harassment of employees on the basis of race, color, sex, religion, national origin, age, disability, veteran status, sexual orientation, or genetic information. The Office of Affirmative Action/Equal Employment Opportunity has overall responsibility for the management of the University's equal opportunity and nondiscrimination policies. The University also has the policy of providing a drug-free workplace environment. It is important that all University employees familiarize themselves with Auburn's complete official policies on these issues, which can be found at:
The Americans with Disabilities Act (ADA) Accommodations Policy
https://sites.auburn.edu/admin/universitypolicies/Policies/ADAAccommodationsPolicy.pdf
Affirmative Action Policy on the Employment of Individuals with Disabilities
https://sites.auburn.edu/admin/universitypolicies/Policies/
AffirmativeActionPolicyontheEmploymentofIndividualswithDisabilities.pdf
Affirmative Action Policy on Employment of Veterans
https://sites.auburn.edu/admin/universitypolicies/Policies/
AffirmativeActionPolicyontheEmploymentofVeterans.pdf
Equal Employment Opportunity Policy
https://sites.auburn.edu/admin/universitypolicies/Policies/EqualEmploymentOpportunityPolicy.pdf
Policy Regarding Prohibited Harassment of Employees
https://sites.auburn.edu/admin/universitypolicies/Policies/PolicyRegardingProhibited
HarassmentofEmployees.pdf
Policy Regarding Prohibited Harassment of Students
https://sites.auburn.edu/admin/universitypolicies/Policies/PolicyRegardingthe
ProhibitedHarassmentofStudents.pdf
Drug-Free Campus and Workplace Policy
https://sites.auburn.edu/admin/universitypolicies/Policies/ADrugFreeCampusandWorkPlacePolicy.pdf
Intimate Relations Policy
https://sites.auburn.edu/admin/universitypolicies/Policies/IntimateRelationsPolicy.pdf
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:
A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):
The Bias Education and Response Team (BERT) consists of a cross-disciplinary group of staff and faculty who work together to ensure that students, faculty and staff have a means to report bias incidents, share information about incidents reported to the BERT, and advocate for prevention and awareness programs. BERT members also connect those impacted by bias-related incidents with immediate and ongoing support resources.
In 2016-17, Auburn’s BERT received 50 reports of bias related incidents. The outcomes reports are summarized into three broad categories.
1. Connecting people affected by bias-related incidents with immediate and ongoing support systems (n= 32; 64%). Response included referrals to the Affirmative Action/Equal Employment Opportunity/Title IX office, Campus Safety and Security or Auburn Police.
2. Supporting opportunities for dialogue and restorative justice, when possible, for those affected by bias-related incidents (n=11; 22%). Response included facilitating dialogue between willing parties regarding the reported incident and assisting with publicizing a student organized campus-wide counter event.
3. Working with university stakeholders to ensure transparent and open communication following the report of a bias-related incident (n=7; 14%). Response included consulting with University leaders regarding BERT reports and discussing possible response strategies.
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:
Students: The Student Excellence Program (SEP) foster an inclusive academic environment for prospective and current students at Auburn University. SEP serves as a resource for all students with the following goals and activities:
Implementing best practices for recruiting and retaining underrepresented students from diverse backgrounds
Providing underrepresented students with information about financial aid, scholarships and fellowships, careers, tutoring, mentoring, and other success strategy skills
Bridging the gap between international and domestic students
Increasing access to Auburn University for prospective and current students while enhancing support for academic success to members of the community
Informing underrepresented students about resources to help them succeed and excel at Auburn University
Summer Enrichment Experience (SEE) Program – SEE is an intensive four-week residential summer program for more than 30 underserved students. The program is staffed by Mathematics and English faculty, graduate teaching assistants, counselors, and academic advisors. Students take two classes designed to prepare them for freshman-level coursework and participate in parallel workshops supplementing the classroom instruction. The aims of the program are to increase enrollment for underserved populations, increase students’ mathematics and English skills, expose students earlier to various fields, develop study and time management skills, and introduce students to a network of faculty, staff, and fellow minority students. file:///C:/Users/mdk0003/Downloads/SEE%20Flier%202017.pdf
The Auburn University College Preparation Summer Academy (AUCPSA) In an effort to increase diversity among the undergraduate student population, Auburn University has created the College Preparation Summer Academy (AUCPSA) Program. AUCPSA is a two-week high school academy for those entering the 12th grade. Camp activities focus around academic course work, campus life experience, and other college readiness activities. The goal of the program is for participants to have a clear road-map for admission and successfully study at Auburn University.
Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:
Educational Opportunities Resource Center (EORC) – The mission of the EORC is to foster an inclusive academic environment for students at Auburn University. The EORC serves as a resource for disadvantaged students; implements best practices for recruiting and retaining students from diverse backgrounds; provides underrepresented students with information about financial aid, careers, tutoring, mentoring, and other success strategy skills; and bridges the gap between international and domestic students.
Provost Leadership Undergraduate Scholarship (PLUS) Retention Program – The PLUS program was instituted to increase diversity among the undergraduate student population at Auburn University, with an emphasis on students from underserved populations. The program assists seventy students per year financially by providing a $2,000 scholarship per academic year renewable up to four years, and supports them academically and socially to ensure that they are successful at Auburn University. Retention activities include peer mentoring, workshops on time management and study skills, tutoring and counseling services, leadership opportunities, and enrolling new students in freshman level core classes together. https://cws.auburn.edu/shared/files?id=199&filename=PLUS%20Retention%20Program%20(pdf).pdf
Alabama Alliance for Students with Disabilities in Science, Technology, Engineering, and Mathematics (AASD-STEM) – AASD-STEM is a collaborative effort involving Auburn University, Tuskegee University, Alabama State University, Auburn University Montgomery, Southern Union State Community College, and eight public school districts in East-Central Alabama. The goals of the Alliance are to a) increase the quality and quantity of students with disabilities entering college, emphasizing Science, Technology, Engineering, and Mathematics disciplines; and b) completing associate, baccalaureate, and graduate degrees in STEM disciplines. The Alliance is accomplishing these goals by providing scholarships, research experiences, and mentoring opportunities to high school students, undergraduate, and graduate students. https://cws.auburn.edu/apspi/pm/stem
Women in Science and Engineering (WISE) Institute – The goals of the WISE Institute are to create, promote, and encourage a supportive and friendly campus environment that is welcoming for and attractive to women in science, technology, engineering, and mathematics (STEM); develop and strengthen alliances with external communities to support diversity in and outside of Auburn University; and assist Auburn University in its efforts to recruit and retain female students in STEM. The WISE Institute supports women in Science and Engineering fields at every academic level. Undergraduate and graduate students participate in workshops, speaker series, mentoring with faculty, learning communities, and seminars. The WISE Institute provides faculty members with professional development through presentations, networking opportunities, skills building, and leadership seminars. https://cws.auburn.edu/wise/
College of Sciences and Mathematics (COSAM) Summer Bridge – The COSAM Summer Bridge Program is an intensive four-week residential program for talented and highly motivated minority students from populations traditionally underrepresented in the sciences and mathematics who want to get a head start in their college careers. This program, which takes place on the main campus of Auburn University, emphasizes academic preparedness, development and enhancement of study and time management skills, establishment of academic and social support, and career awareness. Chemistry and Mathematics faculty, graduate teaching assistants, counselors, and academic advisors staff the program. http://www.auburn.edu/academic/cosam/departments/diversity/summerbridge/
Summer Engineering Enrichment Program – The Alabama Power Academic Excellence Program Summer Engineering Enrichment Program is a comprehensive three-week residential program for highly motivated minority students who want a head start in their engineering career. The Engineering Enrichment Program takes place on the main campus of Auburn University, emphasizing academic preparedness, development and enhancement of study strategies, establishment of social support networks, and exposure to valuable campus resources. The program is staffed by engineering faculty, counselors, graduate teaching assistants, and upper level engineering students. http://www.eng.auburn.edu/admin/aep/summer-enrichment/index.html
Alabama Power Academic Excellence Program – The Alabama Power Academic Excellence Program in the College of Engineering is an academic support program for first and second-year students designed to enhance the recruitment and retention of under-represented minority engineering students at Auburn University. It has been in existence since 1997 and has been the catalyst for graduating some of the nation’s brightest minority engineering students. Recruitment activities include working with the counselors and teachers at local high schools and community colleges with strong math and science programs to make them aware of the wealth of opportunities that exist in engineering. http://www.eng.auburn.edu/admin/aep/
Auburn's employee insurance plan allows for counseling services for all employees. An Auburn Black Caucus for Faculty and Staff was created to address needs of this group. The Auburn Black Caucus meets monthly and serves as a space for Black faculty and staff to build community at Auburn. The Office of Inclusion and Diversity is currently working with administrators, faculty and staff to consider an inclusive, and differentiated, approach to serving the breadth and depth of diverse populations at Auburn through additional support services.
Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
President’s Graduate Opportunity Program (PGOP) – The major purpose of the PGOP Program is to recruit, retain, and support African-American students engaged in graduate study leading to a doctoral degree from Auburn University. Fifteen students each year receive a $10,000 PGOP Fellowship, in addition to a stipend provided by the department, school, or college in which recipients are enrolled. Both the fellowship and stipend are renewable for up to three years of doctoral study. https://www.auburn.edu/academic/provost/odma/pdf/pgop.pdf
Bridge to the Doctorate (BD) Program – The Bridge to the Doctorate Program is sponsored by the National Science Foundation and provides financial support to eligible students for two years of graduate study in Science, Technology, Engineering, and Mathematics disciplines. The goal of the program is to increase the production of new minority PhDs and their entrance into productive faculty or research careers. BD Fellows receive a $30,000 annual stipend, cost-of-education allowance for tuition and fees, mentoring programs, conference and research travel opportunities, seminars and workshops, graduate and professional student associations, and academic enrichment experiences.
http://www.auburn.edu/academic/provost/odma/bdf_fellows.html
Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Campus map showing gender neutral bathrooms
https://cws.auburn.edu/map
Responsible party for discrimination response: Office of Affirmative Action/Equal Employment Opportunity
Campus map showing gender neutral bathrooms
https://cws.auburn.edu/map
Responsible party for discrimination response: Office of Affirmative Action/Equal Employment Opportunity
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.