| Overall Rating | Silver |
|---|---|
| Overall Score | 45.66 |
| Liaison | Stalin Espinal |
| Submission Date | March 2, 2023 |
City University of New York, Brooklyn College
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 3.00 |
Stalin
Espinal Sustainability Coordinator Environmental Health & Safety |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
It is policy of The City University of New York to recruit, employ, retain, promote, and provide benefits to employees and to admit and provide services for students without discriminating on the basis of actual or perceived race, color, creed, national origin, ethnicity, ancestry, religion, age, sex, sexual orientation, gender, gender identity, marital status, partnership status, disability, genetic information, alienage, citizenship, military or veteran status, pregnancy, status as a victim of domestic violence/stalking/sex offenses, unemployment status, caregiver or familial status, prior record of arrest or conviction, or any other legally prohibited basis in accordance with federal, state and city laws.
http://www.brooklyn.cuny.edu/web/about/initiatives/policies/nondiscrimination.php
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:
Violations of the non-discrimination and sexual misconduct policies are investigated through the Office of Diversity and Equity Programs. The non-discrimination policy includes experiencing or witnessing bias incidents and hate crimes. In the course of such investigations, the office has the authority to institute interim measures where appropriate (such as no contact orders, academic adjustments, etc.) and will often refer affected parties to Personal Counseling and other appropriate resources on campus. Additional information on the reporting protocol can be found on CUNY's website https://www.cuny.edu/about/administration/offices/hr/discrimination-and-retaliation-report-form/ with additional support resources and associated efforts to prevent such incidents on the Office of Diversity and Equity Programs website. https://www.brooklyn.cuny.edu/web/about/offices/diversity.php
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:
Brooklyn College is committed to values and policies that enhance respect for individuals and their cultures. In fact, the college's cultural, racial, and ethnic diversity is one of our distinguishing characteristics. Various programs use media and marketing to target prospective community members and highlight our inclusive campus e.g. local News 12 recently spotlighted our LGBTQ+ Center and resources on campus. Asian/Asian American and Pacific American Islanders in the community are highlighted during a heritage month in April. The Collaborative Autism Spectrum Program (CASP) offers scholarships and individualized support for autistic undergraduate students. Special advising services are available for yeshiva students seeking transfer credits as well as support for navigating a co-ed, secular campus life.
For academic and non-academic staff, the College adheres to the University Council of Presidents’ Policy on the Revitalization of the University’s Affirmative Action, Equal Opportunity and Compliance and Diversity Programs which supports increasing the diversity and inclusivity of the college workforce. Elements of this program include participate in minority job fairs and other professional meetings, conferences and seminars with the goal of reaching underrepresented groups; utilize Internet minority job sites for broad outreach and/or targeted recruitment; establish linkages with PhD programs at institutions that produce significant numbers of diverse PhD recipients; consider creating joint appointments between ethnic studies departments and other departments to broaden the opportunity for curriculum enhancement and to increase minority faculty interaction with the entire student body; consider Visiting Professor exchanges with historically black colleges and universities and other sources to broaden faculty interaction and enhance the student academic experience.
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:
The Personal Counseling program, is a referral network to licensed mental health clinicians, clinics, and agencies with expertise in immigration and mental health. Students in need of culturally responsive personal counseling for immigration-related concerns and worries can obtain services and referrals through this office during the Personal Counseling Liaison hours. The Magner Career Center supports students by collaborating with employers, alumni, faculty and staff on campus. The Presidential Advisory Committee for Staff works identify and match the right support to the college's staff members and their needs.
The Associate Provost for Faculty and Administration oversees programs which support academic staff from underrepresented groups. A new program to support junior faculty was initiated in 2021. Faculty mentors from each school have broad experience as participating in diversity initiatives as well as advocating for and/or mentoring underrepresented groups. For non-academic staff, the 1 year old Presidential Advisory Committee has recommended that a similar mentoring program be initiated for managerial staff. In addition, the Committee has been working with Human Resources and the Office of Change Management and Organizational Development to put in place resources for non-academic managers.
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:
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.