Overall Rating Bronze
Overall Score 34.50
Liaison Susan Kaspari
Submission Date July 17, 2019
Executive Letter Download

STARS v2.1

Central Washington University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 1.50 / 3.00
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :
Yes

The non-discrimination statement, including the website URL where the policy is publicly accessible:

CWUP 2-35-010 Equal Opportunity and Affirmative Action Policy Statement

(1) Central Washington University is an equal opportunity employer that values an inclusive campus and welcomes a diversity of ideas and people. In keeping with its commitment to nondiscrimination, the university:

(A) Recruits, hires, trains, and promotes persons in all job titles, without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and gender expression, age, marital status, disability, genetic information, or status as a protected veteran.

(B) Ensures that all personnel actions such as compensation, benefits, transfers, terminations, layoffs, return from layoff, reduction in force (RIF), university-sponsored training, education, tuition assistance, and social and recreation programs, will be administered without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and gender expression, age, marital status, disability, genetic information, or status as a protected veteran.

(2) University employees will not engage in harassment of others based on their race, color, creed, religion, national origin, sex, sexual orientation, gender identity and gender expression, age, marital status, disability, genetic information, or status as a protected veteran. Behavior rises to the level of harassment when it is unwelcome and creates an intimidating, hostile, or offensive work environment.

(3) Human Resources maintains formal and informal grievance procedures for individuals who believe they have been harassed or otherwise discriminated against in their capacity as employees or applicants. Individuals who file complaints or otherwise participate in the grievance process will not be retaliated against.

(4) Central Washington University is also committed to affirmative action for Asians/Pacific Islanders, Blacks, Hispanics, American Indians/Alaskan Natives, women, persons forty years of age or older, persons of disability, and protected veterans. This commitment is expressed through the university's efforts to eliminate barriers to equal employment opportunity and to improve employment opportunities encountered by these affected groups

(5) The manager of equal opportunity and affirmative action in Human Resources has the responsibility for CWU's affirmative action program. The manager is located in Mitchell 102, telephone (509)963-2206, email oeo@cwu.edu.

http://www.cwu.edu/resources-reports/cwup-2-35-equal-opportunity-policies-and-programs


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?:
Yes

A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):

The Bias Motivated Incident Response Plan addresses campus climate, accountability with students and advocacy for persons affected by bias motivated incidents. This Plan is being written as a proactive measure to adequately serve students affected by bias motivated incidents. The Plan streamlines existing efforts to address bias motivated incidents on the Central Washington University main campus. Collaborative partners include Department of Public Safety and Police Services, Director of Diversity and Inclusivity, Center for Diversity and Social Justice, University Housing and New Student Programs, Counseling and Wellness Services and the Office for Equal Opportunity. In addition, we have an incident response team, which is collaborative across student affairs, administration and faculty. This team assesses Behaviors of Concern and provides support and intervention to students. An outcome of patterns that were identified by the team was the creation of an Associate Dean of Health and Wellness in students success to address the increased mental health needs that were identified as a result of the process.

In terms of support to individuals who have experienced or witnessed a bias incident, act of discrimination, or hate crime, we have a number of responses and supports as part of our Bias Response Plan. When a student is identified as experiencing or witnessing the described behavior, we do notification and reporting per our plan, which includes notice the Vice-President for Inclusivity & Diversity, the university’s behavioral intervention team (BIT), and to either the Diversity and Equity Center (DEC), Disability Services (DS), Veteran’s Center, or Wellness Center, based on the nature of the discrimination or concerns. Typically, staff in one of the specific offices mentioned will provide outreach and support to the student initially to discuss resources, additional support options, protective measures, and potential reporting options. Students who choose to proceed through the university’s Discrimination Grievance Process are assigned support advisors who provide additional support and accompaniment throughout the process. The BIT may also consult and provide additional outreach and support via counseling services, case management, or Housing & Residence Life if deemed appropriate or beneficial based on the specifics of the incident and individual. The specific supports or resources that are utilized are dependent on the individual though as some will decline all services or outreach and others will continue to utilize services throughout their academic career.

We are additionally in the process of refining or BIT process this year to have a dedicated BIT focused on bias motivated incidents.


Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Yes

Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
Yes

Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
Yes

A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:

CWU has always prided itself on gaining students from minority populations such as first-generation and low-income students due to its low cost in the state, and the University is also moving towards becoming a Hispanic serving institution.
CWU has increased "on the spot" admission workshops for students predominantly from underrepresented groups and lower income high schools and at minority community events. CWU representatives have attended National Hispanic higher education fairs, such as USHLI, and attended tegional American Indian higher education events. CWU has focused out of state recruitment on states with diverse populations, such as Alaska, Hawaii, and California. CWU has collaborated with TRIO programs to offer campus tours for K-12 underrepresented populations. Spanish led campus tours have been launched. Additionally, CWU has created and launched a virtual campus tour in Spanish and Mandarin. CWU has sponsored and attended traditionally underrepresented group community events in the region.
Students from our interdisciplinary programs are associated with various groups around campus that support underrepresented or first generation students (Center for Diversity and Social Justice, TRIO, Disability Services, College Assistance Migrate Program (CAMP), Student Transitions and Academic Resources (STAR), Center for Diversity and Social Justice, McNair Scholars Program. CWU is currently looking for space to house our Interdisciplinary programs, and Interdisciplinary Hub that will bring our different programs together, give them more of a sense of belonging and encourage collaboration between the groups. We believe that by having these programs, and by eventually finding a "Hub" for them, that this will attract and retain more underrepresented and 1st generation students.
There are ongoing initiatives promoting increasing diversity of faculty and staff in hiring, from recruitment support for departments to engage with minority communities and recruit from disciplinary conferences. We are developing a project plan with the goal of implementing additional strategies. CWU has created a Minority Employee Council, a subcommittee of the University Inclusivity and Diversity Committee, to create a safe space for faculty and staff on campus to discuss issues that they face and solutions to those issues. This committee has been active in the last year and has developed strategies to create community among new faculty and staff, address issues of implicit bias, and mentoring programs.


Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:
Yes

Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:
No

Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
No

A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:

Unlike student financial aid programs which help students to overcome financial barriers to higher education, TRiO​ Programs have been providing valuable support services to help students from low-income and working families successfully enter college and graduate for over 30 years. We offer TRiO SSS students at Central Washington University comprehensive academic support services through advising, tutoring and study skills instruction while simultaneously providing a broad range of opportunities that enhance their social and personal success.


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?:
No

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
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Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
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Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
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The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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The link above is the most recent inclusion statement of the university that I found.

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 and complete the Data Inquiry Form.