| Overall Rating | Gold |
|---|---|
| Overall Score | 68.45 |
| Liaison | Keisha Payson |
| Submission Date | May 8, 2024 |
Bowdoin College
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Keisha
Payson Sustainability Director Sustainable Bowdoin |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Respect for the rights of all and for the differences among us is essential for the Bowdoin community. Discrimination or harassment has no place in our intellectual community. Bowdoin College complies with applicable provisions of federal and state laws that prohibit unlawful discrimination in employment, admission, or access to its educational or extracurricular programs, activities, or facilities based on race, color, ethnicity, ancestry and national origin, religion, sex, sexual orientation, gender identity and/or expression, age, marital status, place of birth, genetic predisposition, veteran status, or against qualified individuals with physical or mental disabilities on the basis of disability, or any other legally protected statuses. If members of the Bowdoin community experience or witness any apparent incident of harassment or discrimination by students, faculty, or staff, they may discuss their concerns or request advice from deans, academic advisors, proctors, or resident advisors. Such incidents violate both the ideals of the College and its Social Code and may be subject to appropriate disciplinary sanctions. When such incidents violate the statutes of the State of Maine or Federal Law, criminal prosecution may be pursued. https://www.bowdoin.edu/dean-of-students/ccs/community-standards/freedom-from-discrimination-policy.html
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
A brief description of the institution’s discrimination response protocol or team:
One may submit a report in person to the director for institutional equity and compliance in OID. One may file a report online by using the forms to submit reports bias, discrimination, and/or harassment incidents, violations of the employee Code of Conduct, and violations of the student hazing policy. When students report incidents of bias on the Campus Climate Index, the president convenes the Bias Incident Group to create a community response. Read here for more information: https://www.bowdoin.edu/dean-of-students/resources/bias-reporting/index.html
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:
Students: Bowdoin partners with QuestBridge—a nonprofit organization that matches high-achieving, underserved students with opportunities in higher education. Bowdoin participates in National College Match and enrolls a number of QuestBridge students each year, some through "match" and others through Bowdoin's own admissions processes.
https://www.bowdoin.edu/admissions/apply/questbridge/index.html
For faculty and staff, the College advertises job openings through a variety of channels where underrepresented groups are the primary audience, including job boards, listservs, association groups, other higher ed institutions, social media, direct outreach, and email lists. Applicant EEO reports are reviewed by the Office of Human Resources to ensure minority candidates are fairly represented during each phase of the selection process. Diversity and inclusion training is provided to search committee members, with emphasis on recruitment and hiring.
The Committee for Faculty Diversity and Inclusion (CFDI) promotes the hiring and retention of a diverse faculty at Bowdoin by serving as outside members on tenure-track searches, and by undertaking other activities to increase the diversity of the faculty. Specific activities include: * Diversity and Inclusion for Faculty Hiring and Mentoring, an annual three-part workshop program for members of faculty tenure-track search committees. The program includes suggestions for where and how to recruit faculty and ways to reduce bias in searches.
- Consortium for Faculty Diversity, a national postdoctoral fellow program for which Bowdoin has participated and supported postdoctoral fellows from underrepresented groups for more than thirty years.
https://www.gettysburg.edu/offices/provost/consortium-for-faculty-diversity/
- Target of Opportunity hiring procedures -
https://www.bowdoin.edu/academic-affairs/pdf/target-of-opportunity-hiring-procedures.pdf
Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
Bowdoin's programs to support faculty from underrepresented groups includes:
- Diversity and Inclusion for Faculty Hiring and Mentoring: An annual three-part workshop program for members of faculty tenure-track search committees, the program includes discussion of the experiences of women and of faculty of color, invisible (or unrecognized) labor, micro-aggressions and micro-support, and ways to create inclusive environments that help faculty to thrive.
- Consortium for Faculty Diversity: An associate dean from academic affairs is the representative to the national program and provides specific one-on-one and group mentoring to the College’s postdoctoral fellows who are from underrepresented groups.
- Faculty of Color and International Faculty: A self-identified group of faculty offering peer support. Academic Affairs also helps to coordinate events with similar groups at two other regional colleges.
- National Center for Faculty Development and Diversity: Bowdoin College is an institutional member that provides access to webinars, resources, and other online support for faculty development and mentoring. In addition, the College sponsors around five faculty annually for the center’s intensive Faculty Support Program.
Bowdoin's programs to support students from underrepresented groups: There are a number of institutionally funded student organizations for underrepresented groups on campus. In the Division of Student Affairs, the Student Center for Multicultural Life, which is made up of two sister spaces, 30 College Street and Russwurm African American Center, serves as a hub of multicultural programming, with a full-time director. The center helps advise several student groups and works with a number of student employees to create programs not covered by student groups. Examples include MLK Day programming, a seven-week training of student facilitators to host conversations on race throughout campus, and women of color retreats. In addition, the center will work with the dean of students of diversity and inclusion to strengthen and grow current programs that support students of color and first-generation college students. Such programs include a network for first-generation students connecting them with other first-generation students, staff, and faculty and the first-year retreat for students of color and first-generation college students. Additionally, the Sexuality, Women, and Gender Center provides programs in and out of the center to create support for LGBTQ students, as well as women students.
In the Division of Academic Affairs, the newly created THRIVE program holds a variety of programs that support first-generation and underrepresented students. In addition to providing the intensive summer and year-round program created this past year, they also help students connect with other existing programs including: the BASE advising program, aimed at providing more intentional and involved advising for students who may need greater support transitioning to Bowdoin, The Bowdoin Science Experience, and Bowdoin Science Scholars.
https://www.bowdoin.edu/thrive/ for more information
Bowdoin's programs to support staff from underrepresented groups includes access to resources through the Anthem Employee Assistance Program (24/7) and the Workplace Advisors. Support is also available through: Q&A (Queers and Allies, Bowdoin's LGBTIQA staff and faculty Group) and multicultural lunches and dinners.
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:
The Mellon Mays Undergraduate Fellowship (MMUF) works to increase diversity in higher education by providing promising undergraduates from underrepresented backgrounds two years of mentoring and preparation for a PhD program. It supports students committed to pursuing doctoral studies and a teaching career in higher education.
https://www.bowdoin.edu/mellon-mays/index.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?:
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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.