Overall Rating Platinum - expired
Overall Score 85.56
Liaison Tonie Miyamoto
Submission Date Feb. 7, 2017
Executive Letter Download

STARS v2.1

Colorado State University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Nik Olsen
Assistant Director of Administrative Communications
Office of the President
"---" indicates that no data was submitted for this field

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

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

Colorado State University does not discriminate on the basis of race, age, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, or gender identity or expression. The University complies with the Civil Rights Act of 1964, related Executive Orders 11246 and 11375, Title IX of the Education Amendments Act of 1972, Sections 503 and 504 of the Rehabilitation Act of 1973, Section 402 of the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended, the Age Discrimination in Employment Act of 1967, as amended, Americans with Disabilities Act of 1990, the Civil Rights Act of 1991, the ADA Amendments Act of 2008, the Genetic Information Nondiscrimination Act of 2008, and all civil rights laws of the State of Colorado. Accordingly, equal opportunity of employment and admission shall be extended to all persons. The University shall promote equal opportunity and treatment in employment through a positive and continuing affirmative action program for ethnic minorities, women, persons with disabilities, and veterans.

Admission of students, employment, and availability and access to Colorado State programs and activities are made in accordance with these policies of nondiscrimination. Off-campus householders who desire to list student accommodations with the University must certify that they will comply with the University’s policy on nondiscrimination in student housing.

Any student or University employee who encounters acts of discrimination because of race, age, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, or gender identity or expression either on or off campus is urged to report such incident to the Office of Equal Opportunity of Colorado State University, located in 101 Student Services. Any person who wishes to discuss a possible discriminatory act without filing a complaint is welcome to do so.

Any of the above discriminatory acts can also be the subject of complaints to the Department of Education, Office for Civil Rights, as well as to the Office of Federal Contract Compliance Programs, Equal Employment Opportunity Commission, and the Colorado Civil Rights Division; information on filing complaints with any of these agencies is available in the Office of Equal Opportunity or at oeo.colostate.edu.


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?:

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

The Consultation Team for Incidents of Bias coordinates University response to incidents of bias to ensure appropriate, timely institutional response, support for impacted populations, effective communication, systematic deployment of resources, and clear articulation of institutional values and expectations.

In the past three years the Consultation Team has helped create Tell Someone, a confidential phone and online reporting system to allow faculty, staff, and students to report concern for a member of the campus community. A Bullying in the Workplace policy has also been created.

It is the policy of Colorado State University that no member of the University community may discriminate against another member of the community on any basis for which discrimination is prohibited by state or federal law or University policy, including, but not limited to, race, color, religion, gender, age, national origin, veteran status, sexual orientation, and disability. Colorado State University has internal mechanisms for the expeditious resolution of complaints or discrimination involving actions that are either unlawful or violate University policy, excepting claims of sexual harassment, against the University or any of its academic faculty, administrative professionals, state classified employees, or student employees. It is also possible to pursue complaints through avenues external to the University. These avenues have their own restrictions and time limitations. However, the pursuit of any outside remedy precludes involving the provisions of this Grievance Procedure Policy.

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

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

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

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

CSU is committed to supporting the recruitment and retention of all students by recognizing the inherent value of diversity. These resources and initiatives support this commitment:
* Graduate Students of Color (GSC) Advisory Committee work to influence policies and practices that impact the academic lives of graduate students of color at Colorado State University.
* Native American Legacy Award (NALA) is available to students who are citizens of tribes that have a historical legacy of occupation in Colorado and eligible transfer students from accredited tribal colleges and universities.
* Access Center develops the talents of those who have been historically underrepresented in post-secondary education (first generation, low-income, ethnically and racially diverse, and non-traditionally aged).
* ASSET/DACA Student Information - the Colorado ASSET Bill allows students without lawful status in Colorado who meet specific qualifications to receive in-state tuition.
* Key Communities are highly diverse first and second year learning communities designed to assist students with their transition to and through the university.
* First Generation at CSU: as part of its commitment to student success, Colorado State University offers assistance and programs specifically for students whose parents did not complete a bachelor’s degree or higher.
* Pre-Collegiate Programs at Colorado State exist to create a pipeline of support for underrepresented and first-generation students to success before they begin their college career.
* High School Diversity Conference
* The ACCESS Project is a three-year initiative designed to promote Universal Design for Learning and student Self-Advocacy. The project provides resources for instructors looking for techniques to help reach a broader range of students,as well as students with disabilities making the transition from high school to college.

CSU is committed to supporting the recruitment and retention of all employees by recognizing the inherent value of diversity. These resources and initiatives support this commitment:
* Colorado Alliance for Graduate Education and the Professoriate: the National Science Foundation (NSF) has awarded CSU, in alliance with the University of Colorado-Boulder, a grant to support the Colorado Alliance for Graduate Education and the Professoriate (AGEP). The grant has two components, the Graduate Fellowship Program and the Summer Undergraduate Research Internship Program. Both programs are open to US citizens and Permanent Residents.
*The Office of Equal Opportunity (OEO) supports Colorado State University’s commitment to promote human and intellectual diversity by fostering an inclusive environment for all members of the University community. OEO ensures the University’s obligations of equal access and equal opportunity in education and employment for all faculty, staff and students through the application and implementation of policies, procedures and practices that are equitable, transparent and understood by members of the University community.
* The Graduate Center for Diversity and Access is committed to providing an environment that supports all forms of diversity. The center provides recruitment and retention activities; activities and programs that prepare diverse students as strong candidates for graduate school; and consultative services to departments and colleges regarding graduate recruitment and retention activities, diversity data and graduate school diversity initiatives.
* Multicultural Staff and Faculty Network (MSFN) exists to create a visible and engaged community that supports, empowers, and sustains multicultural staff and faculty.

The statistical comparison of the number of incumbent women or minorities currently employed in a job group at Colorado State University to the estimated percentages of women or minorities qualified and available to perform that job is called a utilization analysis. CSU employs the Exact Binomial Test to conduct these analyses and identify job groups in which the discrepancy between the demographics of available and incumbent employees is statistically significant, using a 0.1 level of significance. For these job groups, we set hiring placement goals, with the purpose of working toward the incumbency of women and minorities in a job group mirroring the availability of women and minorities for that job group.

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

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

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

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

CSU offers a comprehensive set of programs to support diversity and underrepresented groups on campus including but not limited to:

- CSU has multiple Diversity Programs and Services offices including; the Asian/Pacific American Cultural Center, Black/African American Cultural Center, El Centro Student Services, Native American Cultural Center, the Pride Resource Center, Women and Gender Advocacy Center, and Resources for Disabled Students. Each of these offices has formal and informal mentoring programs and services available.

- Women and Minorities in Engineering and Adult Learner & Veterans Student Services also offer mentoring programs.

- The Graduate Center for Diversity is committed to providing an environment that supports all forms of diversity in the graduate school and offers a number of mentoring and support services.

- The Off-Campus Student Services/Resources for Adult Learners offers a variety of services and programs for commuter, off-campus and non-traditional students including support groups, peer mentor programs and social events for single parent students, veteran students, women students, and commuter students

- The Multicultural Faculty and Staff Network provides resources for staff recruitment, recognition and awards, and social and professional networking for underrepresented faculty and staff on campus.

-The Principles of Community, endorsed by the President’s Cabinet in December 2015, provides a framework for that engagement. The 200-word document sets out how we treat each other and how we expect to be treated every day.

Principles of Community state:

The Principles of Community support the Colorado State University mission and vision of access, research, teaching, service and engagement. A collaborative and vibrant community is a foundation for learning, critical inquiry, and discovery. Therefore, each member of the CSU community has a responsibility to uphold these principles when engaging with one another and acting on behalf of the University.

Inclusion: We create and nurture inclusive environments and welcome, value and affirm all members of our community, including their various identities, skills, ideas, talents and contributions.

Integrity: We are accountable for our actions and will act ethically and honestly in all our interactions.

Respect: We honor the inherent dignity of all people within an environment where we are committed to freedom of expression, critical discourse, and the advancement of knowledge.

Service: We are responsible, individually and collectively, to give of our time, talents, and resources to promote the well-being of each other and the development of our local, regional, and global communities.

Social Justice: We have the right to be treated and the responsibility to treat others with fairness and equity, the duty to challenge prejudice, and to uphold the laws, policies and procedures that promote justice in all respects.

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:

CSU grants awarded through The National Science Foundation's AGEP (Alliance for Graduate Education and the Professoriate) Fellowship Program seek to increase the number of students successfully completing quality PhD programs in science, technology, engineering and mathematics (STEM). Particular emphasis is placed on supporting groups that historically have been underrepresented in STEM disciplines: African American, Hispanic, Native Pacific Islander, and those enrolled in American Indian, and Alaskan Native tribes, and disabled students.

Since 2000, the University has also had a Multicultural Staff & Faculty Network. The mission of this organization is to transform the campus climate and culture in order to foster the empowerment of all CSU employees. This transformation occurs through the recruitment, retention and development of employees, collaboration with the community to work towards positive change, expansion of social and networking opportunities, and the recognition and rewarding of service. In addition the organization serves to assure the accomplishment of Colorado State University Strategic Diversity Goals. http://msfn.colostate.edu/.

Additionally, the Recruitment and Retention of Diverse Employees Committee has enacted a campus-wide commitment that diversity language be implemented in the recruitment and retention process which goes beyond mere compliance. Consequently, every new applicant to the university must address their commitment/contribution to Diversity at CSU. And for new recruits, an updated system of diversity training has been implemented which uses mandatory computer and face-to-face sessions. These models have been retroactively fit to every Dean and Cabinet Member at the University and is now being implemented in a top-down fashion such as all of their Leadership Teams are also receiving the training.

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?:

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

Details on Open Housing (i.e. gender inclusive housing) can be found at http://www.housing.colostate.edu/housing-options.

http://maps.colostate.edu/ features an overlay with "Inclusive Services" which includes gender inclusive restrooms, lactation rooms, and prayer rooms. Accessibility routes on campus are also featured on the campus map.

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.