| Overall Rating | Silver |
|---|---|
| Overall Score | 53.49 |
| Liaison | Julia Angstmann |
| Submission Date | Dec. 20, 2021 |
Butler University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
1.83 / 3.00 |
Jamie
Valentine Assistant Director CUES Biological Sciences |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Butler University is an equal opportunity employer and is committed to enhancing the diversity of the student body and our faculty and staff. In addition, hiring and other employment-related decisions are made on the basis of an individual's qualifications, past experience, overall performance, and other employment-related criteria. It is the policy of the University to provide equal opportunities for employment and advancement for all individuals regardless of age, gender, race, religion, color, disability, veteran status, sexual orientation, national origin, or any other legally protected category.
Any employee of the University who believes that he/she has been a victim of some form of discrimination in violation of the above policy should report the incident immediately to his or her supervisor and to the Director of Human Resources. A faculty member should also make a report regarding the matter to the Dean of his/her college.
Persons submitting complaints of discrimination are assured that a thorough investigation of such complaints will be conducted. Information collected during such an investigation will be considered confidential and will not be disclosed to persons not involved directly in conducting the investigation and determining what action, if any, to take in response to the complaint. No adverse action will be taken against any employee because he or she reports an incident of discrimination unless it is found that the report was made in bad faith.
If, following a complaint of discrimination, an investigation reveals that some act of discrimination has occurred; the person who has violated the above-described prohibition of discrimination will be subject to sanctions or penalties. The sanction or penalty administered under this policy will depend on all circumstances, including the offending employee's prior work record and the specifics regarding the nature of the violation. It should be understood that suspension and/or termination of employment may very well be the penalty administered to persons who violate this policy. If the offender is not an employee of the University, we will take reasonable measures to the extent we can exercise any control over the problem.
The University endorses its Equal Employment Opportunity policy, not just because it complies with the law, but because an environment that recognizes the value derived from differences in people is crucial to each employee's ability to succeed—and to the University's long-term success.
https://www.butler.edu/academic-services/disability/non-discrimination-policy/
Any employee of the University who believes that he/she has been a victim of some form of discrimination in violation of the above policy should report the incident immediately to his or her supervisor and to the Director of Human Resources. A faculty member should also make a report regarding the matter to the Dean of his/her college.
Persons submitting complaints of discrimination are assured that a thorough investigation of such complaints will be conducted. Information collected during such an investigation will be considered confidential and will not be disclosed to persons not involved directly in conducting the investigation and determining what action, if any, to take in response to the complaint. No adverse action will be taken against any employee because he or she reports an incident of discrimination unless it is found that the report was made in bad faith.
If, following a complaint of discrimination, an investigation reveals that some act of discrimination has occurred; the person who has violated the above-described prohibition of discrimination will be subject to sanctions or penalties. The sanction or penalty administered under this policy will depend on all circumstances, including the offending employee's prior work record and the specifics regarding the nature of the violation. It should be understood that suspension and/or termination of employment may very well be the penalty administered to persons who violate this policy. If the offender is not an employee of the University, we will take reasonable measures to the extent we can exercise any control over the problem.
The University endorses its Equal Employment Opportunity policy, not just because it complies with the law, but because an environment that recognizes the value derived from differences in people is crucial to each employee's ability to succeed—and to the University's long-term success.
https://www.butler.edu/academic-services/disability/non-discrimination-policy/
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
All members of the community are encouraged to report incidents of bias they observe or experience. If you have experienced or witnessed a bias incident, there are several ways to submit a report you can use the online report form that is available. Once you have completed and submitted the online form, there are members of the campus community who will reach out to listen and to provide care, support, and resources. https://butler.az1.qualtrics.com/jfe/form/SV_bgAbWkhP200kvbL
Recruitment programs
No
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Yes
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
No
If yes to any of the above, provide:
Effective summer 2019, all search committees for full-time faculty members will include a trained inclusion advocate. The inclusion advocate will be identified and appointed to search committees by the dean of the college. The inclusion advocate is a regular member of the search committee, with full voting rights on the committee. The inclusion advocate responsibilities include integrating diversity, equity and inclusion (DEI) through the interview and search process. The inclusion advocate must be full-time faculty with continuing employment (i.e., tenure-line faculty, continuously renewable faculty, lecturers, or senior lecturers) and have completed training offered through the Office of the Provost and Human Resources.
OVERVIEW OF RESPONSIBILITIES OF THE INCLUSION ADVOCATE
The dean of the college will work with the search committee chair to identify a trained inclusion advocate to serve as a voting member on each search committee. The advocate is responsible for integrating diversity, equity and inclusion through the interview and search process. All trained inclusion advocates have access to the Inclusion Advocate Canvas page, which contains additional information and resources about inclusive and equitable search processes.
The following list identifies inclusion advocate responsibilities:
• Work with search committee chair to ensure that the dean or the DEI director from the relevant college will meet with the search committee to identify and discuss how to avoid biases, and establish a fair and equitable interview process at the beginning of the search process.
• Work with search committee chair to craft a position description that has wide appeal, adds commitment to promoting a diverse, inclusive, and equitable campus environment as a job requirement, and assist in screening the final position description for stereotype-priming language.
• Assist the search committee chair in identifying outlets for advertising the job posting that would reach diverse audiences, such as identity based professional groups within the discipline. ** All Butler faculty positions will be advertised in The Chronicle of Higher Education, Inside Higher Education, HigherEdJobs, and Diverse Issues in Higher Education, as well as in relevant disciplinary outlets.
• Work with the search committee chair to develop an assessment tool for the initial screening of all applicants. The assessment tool will ensure that the committee members are evaluating all applicants fairly, according to the essential criteria from the advertisement.
• Hold the search committee accountable by double-checking any applicants that were determined to be unacceptable to confirm that they are eliminated because they are not qualified for the position.
• Work with the search committee chair to develop an assessment tool for each component of the finalists’ interview process. Questions related to candidates’ commitment to promoting a diverse, inclusive, and equitable campus environment should be included.
• Consider whether there are any colleagues outside the department, and of potential interest to the finalist with whom candidates should meet for a holistic experience.
• Make suggestions to the dean’s office regarding specific information to include in an informational packet to be sent to finalists about the Indianapolis/Marion County and beyond community – visitors guides, links to key websites for arts and cultural venues. The inclusion advocate should ask the candidates if there is anything in particular that they want to learn about the community.
• Assist the search committee chair in the completion of a report to the dean of their college on the search process to include issues of inclusivity and equity, and provide evidence of how the search committee ensured that each stage of the search process was fair.”
Starting 2022, each member of the search committee will complete some online training regarding diversity and bias. The training for the inclusion advocates will include additional workshops (four) during the academic year.
OVERVIEW OF RESPONSIBILITIES OF THE INCLUSION ADVOCATE
The dean of the college will work with the search committee chair to identify a trained inclusion advocate to serve as a voting member on each search committee. The advocate is responsible for integrating diversity, equity and inclusion through the interview and search process. All trained inclusion advocates have access to the Inclusion Advocate Canvas page, which contains additional information and resources about inclusive and equitable search processes.
The following list identifies inclusion advocate responsibilities:
• Work with search committee chair to ensure that the dean or the DEI director from the relevant college will meet with the search committee to identify and discuss how to avoid biases, and establish a fair and equitable interview process at the beginning of the search process.
• Work with search committee chair to craft a position description that has wide appeal, adds commitment to promoting a diverse, inclusive, and equitable campus environment as a job requirement, and assist in screening the final position description for stereotype-priming language.
• Assist the search committee chair in identifying outlets for advertising the job posting that would reach diverse audiences, such as identity based professional groups within the discipline. ** All Butler faculty positions will be advertised in The Chronicle of Higher Education, Inside Higher Education, HigherEdJobs, and Diverse Issues in Higher Education, as well as in relevant disciplinary outlets.
• Work with the search committee chair to develop an assessment tool for the initial screening of all applicants. The assessment tool will ensure that the committee members are evaluating all applicants fairly, according to the essential criteria from the advertisement.
• Hold the search committee accountable by double-checking any applicants that were determined to be unacceptable to confirm that they are eliminated because they are not qualified for the position.
• Work with the search committee chair to develop an assessment tool for each component of the finalists’ interview process. Questions related to candidates’ commitment to promoting a diverse, inclusive, and equitable campus environment should be included.
• Consider whether there are any colleagues outside the department, and of potential interest to the finalist with whom candidates should meet for a holistic experience.
• Make suggestions to the dean’s office regarding specific information to include in an informational packet to be sent to finalists about the Indianapolis/Marion County and beyond community – visitors guides, links to key websites for arts and cultural venues. The inclusion advocate should ask the candidates if there is anything in particular that they want to learn about the community.
• Assist the search committee chair in the completion of a report to the dean of their college on the search process to include issues of inclusivity and equity, and provide evidence of how the search committee ensured that each stage of the search process was fair.”
Starting 2022, each member of the search committee will complete some online training regarding diversity and bias. The training for the inclusion advocates will include additional workshops (four) during the academic year.
Mentoring, counseling and support programs
Yes
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Yes
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
Yes
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
Dawg Days:
The Efroymson Diversity Center serves as an open and inclusive symbol to the Butler campus that fosters contributions of intercultural engagement, support, guidance, and a home to the Butler community committed to diversity, equity, and inclusion.
The Efroymson Diversity Center hosts a Pre-Orientation program called Dawg Days for new students. This program strives to build a supportive network of students from diverse backgrounds and identities including students of color and members of the LGBTQIA+ community. Peer mentors and university staff facilitate empowering social and educational activities while exposing students to campus and community resources to help them build relationships and navigate their journeys at Butler.
The Hub for Black Affairs and Community Engagement:
The Hub serves as an institutional command center to address systemic racism and Black oppression, with its work beginning this academic year. THis mission statement:
We exist to center and elevate the collective Black voice and experience at Butler University.
We strive to lead the disruption and continued dismantling of systemic racism.
We will cultivate the collective Black strengths to build and maintain a more inclusive community.
In 2021, an Advisory Group was established, consisting of faculty members, staff, students, and representatives of the Black Alumni Association and local community to help determine the priorities of the Hub and be responsive to the administration in efforts to address the experiences of Black Butler faculty, staff, and students. This group will also establish ongoing communication and collaboration with, advocacy for, and institutional support of our Black Student Union and other Black students who are not a part of this student organization.
Black Faculty and Staff Affinity groups will be established to support Black faculty and staff to increase retention and professional development of Black faculty and staff. This includes mentorship across ranks and disciplines, resources to support professional development, and wellness support.
Black Student Support—Ongoing communication and advocacy for support of the Black Student Union and other Black students who are not directly associated with the BSU will be provided. This will be coordinated through both the Black Faculty and Staff Affinity groups, as well as the Black Alumni Association.
In 2021, the Visiting Black Intellectuals started, inviting individuals to be in-residence to conduct workshops, trainings, and seminars. This will present a significant opportunity for Black students, and others, to learn from and interact with important role models.
Faculty Collaborative Fellows will be experts in the fields of diversity, social justice, and institutional racism. Collaborative Fellows will conduct presentations of their research in relation to social justice and diversity, as well as be available to connect with and mentor students.
As a longer-term goal, a Hub Location will be identified on campus as a designated space for ongoing activities such as workshops, discussions with Visiting Black Intellectuals, trainings, and wellness activities.
The Efroymson Diversity Center serves as an open and inclusive symbol to the Butler campus that fosters contributions of intercultural engagement, support, guidance, and a home to the Butler community committed to diversity, equity, and inclusion.
The Efroymson Diversity Center hosts a Pre-Orientation program called Dawg Days for new students. This program strives to build a supportive network of students from diverse backgrounds and identities including students of color and members of the LGBTQIA+ community. Peer mentors and university staff facilitate empowering social and educational activities while exposing students to campus and community resources to help them build relationships and navigate their journeys at Butler.
The Hub for Black Affairs and Community Engagement:
The Hub serves as an institutional command center to address systemic racism and Black oppression, with its work beginning this academic year. THis mission statement:
We exist to center and elevate the collective Black voice and experience at Butler University.
We strive to lead the disruption and continued dismantling of systemic racism.
We will cultivate the collective Black strengths to build and maintain a more inclusive community.
In 2021, an Advisory Group was established, consisting of faculty members, staff, students, and representatives of the Black Alumni Association and local community to help determine the priorities of the Hub and be responsive to the administration in efforts to address the experiences of Black Butler faculty, staff, and students. This group will also establish ongoing communication and collaboration with, advocacy for, and institutional support of our Black Student Union and other Black students who are not a part of this student organization.
Black Faculty and Staff Affinity groups will be established to support Black faculty and staff to increase retention and professional development of Black faculty and staff. This includes mentorship across ranks and disciplines, resources to support professional development, and wellness support.
Black Student Support—Ongoing communication and advocacy for support of the Black Student Union and other Black students who are not directly associated with the BSU will be provided. This will be coordinated through both the Black Faculty and Staff Affinity groups, as well as the Black Alumni Association.
In 2021, the Visiting Black Intellectuals started, inviting individuals to be in-residence to conduct workshops, trainings, and seminars. This will present a significant opportunity for Black students, and others, to learn from and interact with important role models.
Faculty Collaborative Fellows will be experts in the fields of diversity, social justice, and institutional racism. Collaborative Fellows will conduct presentations of their research in relation to social justice and diversity, as well as be available to connect with and mentor students.
As a longer-term goal, a Hub Location will be identified on campus as a designated space for ongoing activities such as workshops, discussions with Visiting Black Intellectuals, trainings, and wellness activities.
Support for future academic staff
No
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
N/A
Optional Fields
Yes
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
All of our on-campus housing options allow gender inclusive housing assignments. This means that students with any gender identity or expression may live together in the room or suite/apartment. This includes transgender, nonbinary, and gender-fluid individuals. All students are presented with the option to opt-in to gender neutral housing during the application process and there is no further documentation or application required to do so. This process is explained on our FAQ page, https://www.butler.edu/residence-life/housing-faqs.
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.