Bucknell University
PA-6: Support for Underrepresented Groups

Bucknell University does not discriminate on the basis of race, color, national origin, sex, disability, religion, age, veteran status, gender identity, marital status, sexual orientation, gender expression or any characteristic protected by law, in its educational programs and activities, admissions, or employment, as required by Title IX of the Educational Amendments of 1972, the Americans with Disabilities Act of 1990, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964, and other applicable laws and University policies.

https://www.bucknell.edu/NoticeOfNondiscrimination

Since the spring of 2014 a Bucknell team (Student, Faculty, Director of the LGBTQ Community Center, Associate Provost for Diversity) has met to review, revise and strengthen Bucknell’s Bias Related Harassment Policy. The focus is on ensuring that the revised policy (Bias Policy) is inclusive and clear, provides support and information for targets, and is tied to an online reporting system.
Tied to this is training for Bias Response Team Members and awareness-raising related to the new/developed policy.

Bucknell University has a comprehensive Policy on Bias-motivated Misconduct and Criminal Offenses
. Bucknell University is committed to maintaining an academic environment in which members of its community can pursue their academic and professional activities in an environment where each member of the University community is valued as an individual and is treated respectfully. Bias incidents and hate crimes are antithetical to the standards and values of the University, violate University policy and, in some instances, state and federal law, and will not be tolerated.
https://www.bucknell.edu/biaspolicy

Bucknell has many resources to support anyone who has been subjected to bias including, but not limited to a Title IX coordinator, HR staff, peer mentors, a bias response team, and numerous mental health councilors.

Recruitment for faculty and staff are led by search committees that have an identified Diversity Advocate who assists the committee with navigating the search to avoid unconscious bias/ Designated Recruitment Consultants from Human Resources work directly with Search Committee Chairs and Committee Members throughout the search for recruitment strategies to identify a broad, diverse and qualified applicant pool through a variety of sourcing methods.

For students, Bucknell is committed to improving representation from underrepresented groups. As an example, Bucknell has worked with the Posse Foundation since 2005 and maintained partnerships in Washington DC, Boston, and Los Angeles.

- Posse Scholars: Scholars who come to Bucknell via the Posse Program are assigned to a faculty or staff mentor who meets regularly with them during the first two years at Bucknell, and usually throughout students’ whole academic career at Bucknell. Bucknell now receives scholars from Washington DC, Boston, and Los Angelos
- The TEAM Program (Together Everyone Achieves More): a year long program engages intellectually talented student in the life of the University while fostering an affinity to the University. Students from underrepresented groups entering Bucknell as first-year or transfer students in the fall are invited to participate. TEAM partners first-year student scholars with an upper class mentor to establish a supportive and guiding relationship. Mentors receive extensive training and must be committed to developing a meaning relationship with their scholars. Those who participate in TEAM attend an exclusive pre-orientation program, RAMP up! (Ready, Aware, Motivated, and Prepared) focused on study skills, campus resources, and connecting with faculty and staff members.
- BCCS: This summer program focused on students from underrepresented groups who have just completed their first year at one of 5 community colleges, pairs students with faculty or staff mentors who help them navigate their summer and consider futures at Bucknell or other 4-year institutions. Mentors remained connected to the scholars throughout their second year at a community college, and at Bucknell if the student is accepted and transfers to Bucknell.
- Engineering Success Aliance: An academic success program that supports students from under-resourced high schools who have the skills to be successful in Bucknell’s engineering program. The Director of the ESA serves as a mentor to students.
- LGBTQ Resource Center is committed to making Bucknell a safe place for the lesbian, gay, bisexual and transgender community. This is accomplished by supporting student groups and efforts to educate and increase awareness about LGBTQ issues and current public policy concerns. The office is guided by an Advisory Board comprised of students, faculty, staff and administrators who are interested in and committed to the mission of the office.
- Faculty/staff are allowed to and encouraged to use many of the same support resources as students (ex. LGBTQ, Women's Resource Center, Religious and Spiritual Life). There is also a faculty/staff of color support group and HR staff available to assist underrepresented groups on campus.

- Member of Consortium for Faculty Diversity in Liberal Arts Colleges: A new member of this consortium, Bucknell is focused on offering postdoc opportunities; our first postings for such positions will be fall 2014. Consortium website: http://www.gettysburg.edu/about/offices/provost/cfd/
- Member of Liberal Arts Diversity Officers’ Creating Connections Consortium/C3 Initiative. Part of a Mellon Grant, written collaboratively by Middlebury, Williams, and Connecticut College. the C3 initiative includes a post doc program with Berkeley and Columbia. As a member of the Liberal Arts Diversity Officers group (LADO), Bucknell has participated in outreach workshops to graduate students, which includes publicizing open positions and outreach to Berkeley’s and Columbia’s graduate students from underrepresented groups. C3 overview available here: http://www.middlebury.edu/media/view/440374/original/c3_strategy.pdf