Overall Rating Bronze
Overall Score 37.67
Liaison Trina Larson
Submission Date March 1, 2019
Executive Letter Download

STARS v2.1

Chandler-Gilbert Community College
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.00 / 3.00 Sara Haidle
Sustainability Project Assistant
Administration
"---" 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:

The Maricopa County Community College District (MCCCD) is an EEO/AA institution and an equal opportunity employer of protected veterans and individuals with disabilities. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, or national origin. A lack of English language skills will not be a barrier to admission and participation in the career and technical education programs of the District.

The Maricopa County Community College District does not discriminate on the basis of race, color, national origin, sex, disability or age in its programs or activities. For Title IX/504 concerns, call the following number to reach the appointed coordinator: (480) 731-8499. For additional information, as well as a listing of all coordinators within the Maricopa College system, visit http://www.maricopa.edu/non-discrimination.

College Statement: https://district.maricopa.edu/consumer-information/non-discrimination-statements/chandler-gilbert
District Statement: https://district.maricopa.edu/regulations/admin-regs/section-5


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):

College Chief Student Advocate
The Vice President of Student Affairs' Office serves as the chief advocate for all students at Chandler-Gilbert Community College. All students are welcome to call [(480) 732-7309], come by the Coyote Center at the Pecos Campus, or e-mail the Vice President of Student Affairs with any issues related to Chandler-Gilbert Community College at: kishia.brock@cgc.edu

The Vice President of Student Affairs' Office provides information on all student services and the following MCCCD policies:
Student Rights and Responsibilities
Student Conduct and Grievances
ADA Accommodations
Sexual Harassment (Title IX) Issues
504 and EEOC Issues/Discrimination Issues
Employee Discrimination Issues
Student Emergencies

Student Helpline: (480) 732-7309
The 24-hour HELPLINE affords students another way to communicate any personal, social, or academic concern they may have while attending CGCC. The HELPLINE is a means for students to seek personal attention on matters that are of importance to them and affect their efforts to succeed while attending CGCC. Students who have questions or concerns about campus or classroom policies, procedures, or activities are encouraged to call this number at any time of the day or night. The Vice President will promptly respond within twenty-four hours. This call will go to the Vice President's voice mail; a tape-recorded message will ask students to leave their name, phone number (if students choose to provide it), and their request. Every effort will be made to contact students and answer or
resolve their questions or concerns.

Reasons students or their parents may wish to use this HELPLINE are:
Parental inquiries
Student legal rights and code of conduct
Complaints of any nature. Referrals will be made to appropriate resources
Academic Grievances
Non-Instructional Complaints
Matters of campus safety of self or others
Adjustment to college
Underage students
Academic probation or suspension issues
Information about enrollment and support services on campus
Desire to get involved in school activities or student organizations
Student grievance procedures

Personal concerns about:
Overall campus climate
Harassment/discrimination
Any campus procedure in student services
Withdrawing or dropping out
Concerns about a course or instructor
Questions about a campus rule, regulation, or policy
Suggestions for a workshop, activity, or program to meet a campus need
Any topic that students need someone to take action on at CGCC!
By identifying students' needs, the Vice President of Student Affairs, through the use of this HELPLINE, is willing to offer support in addressing their needs and making effective referrals to the appropriate campus service, program, or personnel. Complete confidentiality is assured.

https://www.cgc.edu/Students/Complaints/Pages/StudentAdvocate.aspx

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District Office of Public Stewardship
https://district.maricopa.edu/stewardship

Ombudsperson Description of Services:
https://district.maricopa.edu/stewardship/ombuds-services/description-services
Provides informal, confidential and neutral guidance to both internal and external constituents that are seeking to voice a complaint about the Maricopa County Community College District.
Outlines options for internal constituents on the proper process to address grievances or seek resolution.
Handles concerns with discretion.
Provides assistance upon request of a college or District official in that official's efforts to address a constituent's concerns.
Investigates on behalf of an individual constituent's concerns while still acting in deference to Maricopa's interest.
Searches for a resolution to disputes and help resolve in conjunction with appropriate college or district designee.
Offers feedback and provide information and resources on policies, procedures and services.
Protects the parties’ right to privacy.
Receives concerns from external constituents about some aspect of Maricopa's operations and forwards those concerns through the proper channels.
Upon request from an external constituent, provides information about-and assistance in construing-Maricopa policies, regulations and procedures.
Facilitates an external constituent's efforts to maneuver through what the constituent feels to be "bureaucratic red tape."
Informs the individual(s) initiating the complaint of the review’s outcome and may offer advice as to an appropriate course of action.
Attempts to guide parties toward options that are fair and conform to MCCCD policies.
Delivers to proper individuals at Maricopa trend information compiled in the study of a constituent concerns that serve to protect public resources or otherwise improve operations.

Title IX and Sexual Harrassment Grievance Procedure:
https://district.maricopa.edu/consumer-information/title-ix/reporting/grievance-procedure
Mediation
Victims who believe they have been discriminated against or harassed may choose to resolve their allegations through mediation. Mediation is an informal and confidential process where parties can participate in a search for fair and workable solutions. To request mediation, the vicitm may consider the following:

Ask the Title IX/504 Coordinator to assist in the mediation process. Note that allegations that are addressed through mediation are not required to be made in writing.
Reach an agreement upon a variety of resolutions with the accused individual such as modification of work assignment, training for a department, or an apology.
The victim and accused may agree to a resolution that is oral or embodied in a written agreement. With a written agreement, the parties may elect to file it with the Title IX/504 Coordinator in the event enforcement becomes necessary.
Once a mediated agreement has been reached, it is final and cannot be the basis of a Request for Reconsideration.
The Title IX/504 Coordinator or either party may at any time, prior to a final agreement, decide that attempts at mediation have failed. Upon such notice, the Title IX/504 Coordinator may conduct a preliminary inquiry to determine whether sexual harassment, discrimination, or violence has occurred. The mediation process may not be used if the alleged conduct constitutes criminal conduct.
Formal Complaint Process
Any student who has experienced, witnessed, or otherwise knows of sexual harassment, discrimination, or violence may file a Formal Complaint by contacting the Title IX/504 Coordinator at their respective college or center.

A Formal Complaint can be given orally or in writing within 300 calendar days of the discriminatory act.
Once the Formal Complaint is received by the Title IX/504 Coordinator, it will then be shared with the college President and the Office of General Counsel, whereupon the Formal Complaint will be assigned a case number.
A copy of the Formal Complaint will be shared with the accused individual within five (5) working days of receipt by the Title IX/504 Coordinator, and will be notified that any form of retaliation against the victim, the individual who reported the discriminatory act, or potential witnesses is prohibited.
The accused individual must respond to the Formal Complaint in writing within fifteen (15) calendar days of his or her receipt of the Formal Complaint.
Click here to view a list of Maricopa County Community College's (MCCCD) Title IX/504 Coordinators. Click here to view additional elements of the investigation process for violations of the Sexual Harassment and Discrimination policy.

Filing a Request for Reconsideration
If the individual who filed the Formal Complaint, victim, or accused individual is not satisfied with the decision of a formal investigation into the alleged discriminatory act, the individual has ten (10) working days to make a request in writing for reconsideration of the decision. This request should be directed to MCCCD's Executive Vice Chancellor and Provost. The Request for Reconsideration may be made if the individual filing the request...

Has new information that was previously unavailable at the time of the investigaton;
Has procedural concerns that may change or affect the outcome of the investigation;
Percevies that there was insufficient evidence to support the investigator's findings; or
Perceives any action taken by the college President to be too severe.
The Executive Vice Chancellor and Provost will review the findings of the investigation and recommendation of the Title IX/504 Coordinator, and respond to the Request for Reconsideration within ten (10) working days from receipt of the request. The Title IX/504 coordinator shall ensure that, prior to acting on any Request for Reconsideration, the Executive Vice Chancellor and Provost has been fully briefed regarding every component of the Sexual Harassment and Discrimination policy.

If the Executive Vice Chancellor and Provost determines that the investigation was not conducted in a fair manner, the outcome of the investigation was not consistent with the evidence, or any disciplinary action was not appropriate for the level of the allegations, the case file will be reopened and assigned for further investigation.

If the Executive Vice Chancellor and Provost concludes that the investigation was conducted in a proper manner, the outcome of the investigation was consistent with the evidence, and any disciplinary action was appropriate for the level of the allegations, he or she will—in writing-- certify that the Executive Vice Chancellor and Provost has read and thoroughly considered all of the information collected in the investigation, the investigation was conducted in a proper manner, the decision was consistent with the evidence, and deny the request for reconsideration. The written certifications and decision by the Executive Vice Chancellor and Provost will be delivered to the individual who filed the Formal Complaint, victim, and accused individual promptly after issued.

Filing an External Discrimination Complaint
The Maricopa County Community College District (MCCCD) encourages students to use the due process under the Sexual Harassment and Discrimination policy to resolve discrimination concerns. Students also have the right to file civil rights complaints with appropriate external agencies. No retaliation will be taken against any individual for filing a complaint with an external agency. The following agency accepts discrimination charges filed by, or on behalf of, students:

Office for Civil Rights
U.S. Department of Education
Denver Office
Cesar E. Chavez Memorial Building
1244 Speer Boulevard, Suite 310
Denver, Colorado 80204-3582
Phone: 303-844-5695
Fax: 303-844-4303
TDD: 303-844-3417
E-mail: OCR.Denver@ed.gov

Equal Employment Opportunity Procedure for Internal Discrimination Complaint
https://district.maricopa.edu/legal/eeo/filing-complaint

Discrimination Complaint Procedures for Students
https://district.maricopa.edu/legal/student-faculty-resources/harassment/discrimination-complaint-procedures-students


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:

------STUDENTS------

ACE (Achieving a College Education)
is an early outreach two-year scholarship-based college preparation program for high school students. The mission of this program is to increase the success rate of first generation, under-represented financially disadvantaged college bound students. ACE aids the students in their successful completion of high school and assists them with a smooth transition into higher education. Students can earn up to 21 college credits during the course of their junior and senior years. Any sophomores from local high schools may apply.

The ACE program is looking for high school sophomores who have taken at least 6 high school credits at the time of application submission and who meet two or more of the following criteria:
• First generation to attend college
• Living in a single-parent home
• Member of an underrepresented group
• Experiencing economic hardship
• Environmental factors, such as working 10 to 30 hours per week while attending high school, living in foster care or temporary housing, or is a teen parent

District site: https://www.maricopa.edu/academics/high-school/ACE
CGCC site: https://www.cgc.edu/Students/Early%20Outreach/Ace%20Plus/Pages/Home.aspx

HOOP OF LEARNING
is a high school to college bridge program for Native American students, 9-12 grades. The program is year-round, but is most active during the summer months (summer session I). A new cohort begins every summer and high school students take college courses on the campus of Chandler-Gilbert Community College.

Eligibility:
Potential student must be an enrolled member of a federal/state recognized American Indian tribe (or in the process of obtaining a census #)
Self motivated; demonstrates excellent attendance
Currently enrolled in high school and provide a current copy of high school transcript
2.0 or higher Grade Point Average high school (GPA)

https://www.cgc.edu/Students/Early%20Outreach/Pages/Hoops.aspx

------STAFF/ FACULTY------

MARICOPA AFFIRMATIVE ACTION PLAN
https://district.maricopa.edu/sites/g/files/vmcrws416/files/documents/pdf/eeo/AAP_MCCCD_2018.pdf

Statement Of Purpose:
This AAP has been designed to bring women and men, members of minority groups, protected veterans, and individuals with disabilities into all levels and segments of Maricopa County Community College District's workforce in proportion to their representation in the qualified relevant labor market.
The AAP, therefore, is a detailed, results-oriented set of procedures which, when carried out, results in full compliance with equal employment opportunity requirements through the equal treatment of all people.

Placement Goals For Women And Minorities (Similar Statement For Disabled And Veterans):
Maricopa County Community College District has established an annual percentage placement goal whenever it found that minority or female representation within a job group was less than would reasonably be expected given their availability. In each case, the goal was set at the availability figure derived for women and/or minorities, as appropriate for that job group. These goals take into account the availability of basically qualified persons in the relevant labor area. They also take into account anticipated employment opportunities with our organization. Goals are not rigid and inflexible quotas which must be met, but are instead targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire AAP work. These goals will be reached primarily through recruiting and advertising to increase the pool of qualified minority and female applicants and through implementation of our action oriented programs (see Chapter 9). Selections will occur only from among qualified applicants. Goals do not require the hiring of a person when there are no vacancies or the hiring of a person who is less likely to do well on the job ("less qualified") over a person more likely to do well on the job ("better qualified"), under valid selection procedures. Goals do not require that Maricopa County Community College District hire a specified number of minorities or women.
A goal is a guidepost against which Maricopa County Community College District, a community group, or a compliance agency can measure progress in remedying identified deficiencies in Maricopa County Community College District's workforce. By setting realistic goals, Maricopa County Community College District should be able to meet the goals, assuming we conduct effective recruitment and advertising efforts to ensure an adequate pool of qualified minority and/or female applicants.

https://district.maricopa.edu/legal/eeo

MARICOPA STAFF POLICY MANUAL
1. Generally. This policy governs the use of accepted human resources practices and procedures to attract and select the most qualified candidates. MCCCD can only fully attain its strategic goals and major objectives regarding student retention and success when MCCCD’s workforce comprises of qualified, skilled, and diverse staff. MCCCD hires the most qualified candidates based on a review of their education and work experience against position and organizational requirements. As an Equal Opportunity and Affirmative Action employer, MCCCD prohibits the use of discriminatory practices in employment and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship status, age, disability, military status, veteran status, genetic information, or any other basis protected by law. MCCCD values the institutional knowledge and qualifications of its current staff and supports opportunities for advancement through its recruitment and selection process.

2. Recruitment. It is the policy of MCCCD that positions covered by this policy be filled through an open competitive recruitment process. a. Exceptions to the Competitive Process. Human Resources will consider requests for an exception to the open competitive process on a case-by-case basis. Exceptions may be granted by Human Resources when one or more of the conditions outlined in the Posting and Selection Standard Operating Procedures are met.

3. Hiring Decisions. Hiring decisions will be based solely on the minimum and desired qualifications identified in the job description, the qualifications and attributes of the candidates, the suitability of the candidate selected for the position, and any additional criteria specific to the position.

4. Advertising Openings. MCCCD seeks to develop a diverse pool of candidates for such positions by advertising on external websites, in professional journals, and websites of professional societies, and in specialty publications and websites oriented to advertising position opportunities among members of underrepresented demographic groups. Positions may only be advertised with the consent of Human Resources. All external Policy C-1 POSTING AND SELECTION Effective Date: 05/22/2018 Applicable Law/Statute: None Source Doc/Dept: HR Authorizing Pol/Reg. GB Policy 3.3 Page 104 recruitment and related advertisements must be coordinated with Human Resources and conform to the requirements of MCCCD Marketing.

VOICE MARICOPA
Voice Of Inclusion Change & Empowerment: Maricopa's employee constituency group supporting employees with disabilities.
The purpose of the VOICE Maricopa Constituency Group is to assist and support MCCCD in its efforts to:
Recruit, hire, retain and advance high-quality employees with disabilities from the community;
Model the successful employment of people with disabilities to promote and inspire students to also become successfully employed;
Identify the concerns of employees with disabilities that might otherwise go unrecognized, seeking qualified recommendations and strategies and inviting participation in the implementation of such strategies as needed to effectively and proactively address the concerns;
Provide a resource to assist employees with disabilities in successfully working within the Maricopa system to obtain reasonable accommodations;
Insure that all sectors and levels within MCCCD are both aware of, and adhere to, the written policies designed to foster inclusiveness;
Provide centralized and consistent accommodations for employees with disabilities to support and enhance job performance;
Consult with employees with disabilities themselves to insure optimum accessibility of facilities, communications, and electronic systems;
Foster cooperation with other Maricopa groups and committees to develop a climate that allows all students and employees to succeed.


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?:
Yes

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

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

------STUDENTS/ STAFF/ FACULTY------

DIVERSITY COORDINATORS
All ten Maricopa Community Colleges and the District Office have an appointed Diversity Coordinator. Their responsibilities include: representing their college/site at Diversity Advisory Council meetings, participating on their college/site diversity committee, being a voice for diversity and inclusion at their college/site, facilitating learning opportunities and events at their college/site and collecting data at their college or site.

Chandler-Gilbert CC Diversity Coordinators
​Monika Bilka monika.bilka@cgc.edu or (480) 726-4244
Katie Haar katie.haar@cgc.edu or (480) 732-7150

DIVERSITY ADVISORY COUNCIL
The Diversity Advisory Council (DAC) represents all ten colleges, the District Office, Constituency Groups, Employee Groups and employees engaged in socially-sustainable diversity and equity related efforts for MCCCD. DAC provides diversity and equity subject matter expertise, recommendations, coordination and direction.

​Diversity refers to the individual and group/social differences that exist among people.
Equity ​includes fair treatment, access to opportunities and advancement for all people through examination, identification and elimination of institutional and systemic barriers that prevent students, employees and the community from full participation and success.
Inclusiveness is the intentional, and ongoing engagement with diversity to create an environment that actively encourages full recognition of student and employee abilities and contributions in all aspects of the organization.
Engagement for staff and student is the result of creating and sustaining an inclusive environment.

The Maricopa Community Colleges support a diverse and inclusive environment where mutual respect and equity are encouraged and valued. One that actively seeks to understand and incorporate views from dissimilar frames of reference.

MARICOPA COUNCIL ON BLACK AMERICAN AFFAIRS
The Maricopa Council of Black American Affairs (MCBAA), a special interest Constituency Group within the Maricopa County Community College District (MCCCD) created in 1988 by the partnership of the Maricopa Community Colleges Black Educational Task Force and the National Council on Black American Affairs. The MCBAA is dedicated to the interest of administrators, faculty, staff and students who self-identify as Black, African, and African-American or of African descent.

Our goal is to assist community college staff and students in navigating higher education pathways and achieving success through attaining employment and educational goals. MCBAA believes in the development of full human potential, encourages lifelong learning for all people and acknowledges the worth of the individual. We also believe in the power of unity and influence of the collective voice. In addition, MCBAA works to provide MCCCD employees and students with access to some of the best leadership development programs, policy analysis, research briefs and peer-to-peer seminars and meetings, all of which will help you become more effective campus leaders, ready to meet current challenges.

MCBAA is an affiliate of the Western Regional Council on Black American Affairs (WRCBAA), an official regional body of the National Council on Black American Affairs (NCBAA), which is an affiliate of the American Association of Community Colleges (AACC). NCBAA evolved over 30 years ago, during a time of great social, political, cultural, and educational change in the United States. African Americans and other groups that were underrepresented traditionally were enrolling in increasing numbers. Community colleges were being established at the rate of one per week. In 1968, an ad hoc Black Caucus was organized during the Annual Convention of AACC, to address the changing needs in higher education. That caucus became the NCBAA - one of the first affiliated councils of AACC.

Our organization serves as a collaborative voice, promoting the academic success of African American students, faculty, staff and administrators.

------STAFF/ FACULTY------

UNITED TRIBAL EMPLOYEES COUNCIL (UTEC)
The United Tribal Employees’ Council (UTEC) provides support and information on employment, cultural awareness and other diversity issues unique to American Indians. UTEC addresses challenges facing employees and explores opportunities to recruit American Indian employees and students. UTEC members serve as role models, mentors and advisors to American Indian students and act as liaisons between the colleges and the American Indian community.

VOICE MARICOPA
Voice Of Inclusion Change & Empowerment: Maricopa's employee constituency group supporting employees with disabilities.

The purpose of the VOICE Maricopa Constituency Group is to assist and support MCCCD in its efforts to:
Recruit, hire, retain and advance high-quality employees with disabilities from the community;
Model the successful employment of people with disabilities to promote and inspire students to also become successfully employed;
Identify the concerns of employees with disabilities that might otherwise go unrecognized, seeking qualified recommendations and strategies and inviting participation in the implementation of such strategies as needed to effectively and proactively address the concerns;
Provide a resource to assist employees with disabilities in successfully working within the Maricopa system to obtain reasonable accommodations;
Insure that all sectors and levels within MCCCD are both aware of, and adhere to, the written policies designed to foster inclusiveness;
Provide centralized and consistent accommodations for employees with disabilities to support and enhance job performance;
Consult with employees with disabilities themselves to insure optimum accessibility of facilities, communications, and electronic systems;
Foster cooperation with other Maricopa groups and committees to develop a climate that allows all students and employees to succeed.


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:
---

Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
No

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
No

The website URL where information about the programs or initiatives is available:
---

Additional documentation to support 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 and complete the Data Inquiry Form.