Overall Rating Gold
Overall Score 65.55
Liaison Susan Powers
Submission Date Feb. 22, 2019
Executive Letter Download

STARS v2.1

Clarkson University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.75 / 3.00 Alex French
Sustainability Coordinator
ISE
"---" 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:

No person shall be discriminated against because of race, color, religion, sex, sexual orientation, gender identity, gender expression, national or ethnic origin, age, disability, veteran status, predisposing genetic characteristics, domestic violence victim status, marital status, parental status, ancestry, source of income, or other classes protected by law. This policy includes the commitment to maintaining a campus community free from unlawful harassment.
Any community member, who in good faith, reports concerns that they have been discriminated against or has knowledge of discrimination in violation of this policy or cooperates in an investigation shall not be subject to reprisal or retaliation for making a report or participating in an investigation. Community members should immediately bring to the attention of the appropriate personnel.

http://www.clarkson.edu/nondiscrimination/


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 employee discrimination team will: Explain how we Investigate incidents (formally and informally); Offer Interim Measures to stop harmful behavior (i.e. No Contact Order); Give safety and support to targets (i.e. counseling, healthcare, and an advocate); Coordinate a strategy to remediate any negative effects of incident; Act on behalf of the university to prevent retaliation and re-occurrence.

Students bias response is covered in the Undergraduate regulations, section VII-F (p. 52-55). The victim works with the Affirmative Action Officer with options for informal intervention or formal written complaints. Formal complaints go before a Grievance Committee https://www.clarkson.edu/sites/default/files/2018-09/ugrad-regulations.pdf


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:

Scholarship programs are used as one mechanism for recruiting. These programs also include mentoring and support initiatives:
NSF-funded ASPIRE Program: Academic Success Program to Improve Retention and Education. ASPIRE at Clarkson University provides a 4-year scholarships to underrepresented undergraduate students in STEM majors that are low income and academically talented. The goal of the program is to increase the number of underrepresented students graduating, attending graduate school and/or obtaining employment in the STEM fields.Eligibility: women and underrepresented minority students in STEM majors.

Louis Stokes Alliances for Minority Participation Program:
LSAMP at Clarkson University is dedicated to increasing the number of underrepresented African American, Latino American and Native American (AALANA) students graduating with baccalaureate degrees in the STEM fields.
The Clarkson University LSAMP is part of the Upstate Louis Stokes Alliance for Minority Participation (ULSAMP), which is a partnership between five 4-year institutions and two community colleges in Upstate New York, is funded by the National Science Foundation and Clarkson University.

Faculty:
Summer colloquium brings diverse post-docs to campus to explore academic opportunities. We were successful in attracting two underrepresented faculty to the biology department through one of these workshops.

All faculty and staff employment opportunities have mandatory advertising in outlets that serve underrepresented populations (e.g., DiversityJobs.com, NYS Veterans Afaairs, Indeed)


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?:
Yes

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

"Spring into Clarkson" brings HEOP students to campus in the summer for college prep: SPREE consists of a 4-week summer program to assist students with the transition to postsecondary education on a residential campus at no cost: tuition, housing and meals are included.
Students may earn up to 8 college credits through courses such as Pre-Calculus, Fundamentals of Business, Perspectives in Science and Technology, and Physics.
Students also attend field trips, activities and community events and orient themselves to campus as part of acclimation to the Clarkson experience.

We have an office for Community of Underrepresented Professional Opportunities that provides mentoring, tutoring and other support services https://www.clarkson.edu/cupo

Numerous professional societies are supported by the university that provide communities and support for a number of underrepresented groups. (SWE, SHPE, AISES, MAPS, NSBE, (detals only available through our intranet))

For Faculty women (who are underrepresented given our focus on engineering and business): The university sponsors one lunch networking meeting per semester to ensure that all women know each other and have a venue to discuss issues of particular importance. Child care and maternity leave (and impacts on tenure) - for example)


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?:
Yes

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

All of the student support services/professional societies mentioned above as well as our NSF-funded REU and US Dept. Education McNair Scholars Program programs include opportunities for students to do research as an undergraduate. Metrics for success in these programs include the % of underrepresented students served and % who move into a research oriented graduate program.

Professional Societies -https://www.clarkson.edu/diversity-inclusion/student-diversity-inclusion-services - https://www.clarkson.edu/heop


Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Yes

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes

The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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