| Overall Rating | Silver |
|---|---|
| Overall Score | 53.05 |
| Liaison | April Thompson |
| Submission Date | Sept. 22, 2023 |
Creighton University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 3.00 |
April
Thompson Project and Reporting Coordinator Office of Sustainability |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Creighton University is committed to providing a safe and non-discriminatory educational and employment environment. The University admits qualified students, hires qualified employees and accepts patients for treatment without regard to race, color, religion, sex, marital status, national origin, age, disability, citizenship, sexual orientation, gender identity, gender expression, veteran status, or other status protected by law. Its education and employment policies, scholarship and loan programs, and other programs and activities, are administered without unlawful discrimination.
Sexual harassment, including sexual violence, is a form of sex discrimination prohibited by Title IX of the Education Amendments of 1972. The University does not discriminate on the basis of sex in its educational, extracurricular, athletic, or other programs or in the context of employment.
It is the policy of the University to make all programs and services available to individuals with disabilities. Inquiries concerning rights and responsibilities under Section 504 of the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act of 1990 should be directed to the Executive Director for the Office of Equity and Inclusion (see below). To obtain information on accessibility of buildings and programs or to report problems of accessibility, please contact Human Resources (for employees), Schneider Hall or by telephone 402.280.2709, or Office of Disability Accommodations (for students), Old Gym 437 or by telephone 402.280.2166.
The following person has been designated to monitor compliance and to answer any questions regarding the University's non-discrimination policies:
Ms. Allison Taylor
Executive Director
Title IX Coordinator/Section 504 Coordinator
Creighton University
Office of Equity and Inclusion
Creighton Hall Suite 340
Omaha, NE 68178
Phone: 402.280.3189
Email: allisontaylor@creighton.edu
Web: www.creighton.edu/oei
The United States Department of Education's Office for Civil Rights (OCR) enforces Title IX. Information regarding OCR may be found at www.ed.gov/about/office/list/ocr/index.html.
http://catalog.creighton.edu/general-information-about-creighton/nondiscrimination-policy/
Sexual harassment, including sexual violence, is a form of sex discrimination prohibited by Title IX of the Education Amendments of 1972. The University does not discriminate on the basis of sex in its educational, extracurricular, athletic, or other programs or in the context of employment.
It is the policy of the University to make all programs and services available to individuals with disabilities. Inquiries concerning rights and responsibilities under Section 504 of the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act of 1990 should be directed to the Executive Director for the Office of Equity and Inclusion (see below). To obtain information on accessibility of buildings and programs or to report problems of accessibility, please contact Human Resources (for employees), Schneider Hall or by telephone 402.280.2709, or Office of Disability Accommodations (for students), Old Gym 437 or by telephone 402.280.2166.
The following person has been designated to monitor compliance and to answer any questions regarding the University's non-discrimination policies:
Ms. Allison Taylor
Executive Director
Title IX Coordinator/Section 504 Coordinator
Creighton University
Office of Equity and Inclusion
Creighton Hall Suite 340
Omaha, NE 68178
Phone: 402.280.3189
Email: allisontaylor@creighton.edu
Web: www.creighton.edu/oei
The United States Department of Education's Office for Civil Rights (OCR) enforces Title IX. Information regarding OCR may be found at www.ed.gov/about/office/list/ocr/index.html.
http://catalog.creighton.edu/general-information-about-creighton/nondiscrimination-policy/
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
It is the policy of the University to provide equal employment and educational opportunities to faculty, staff, students and applicants without regard to race, color, religion, sex, marital status, national origin, age, disability, citizenship, sexual orientation, veteran status, and any other groups protected by federal, state or local statutes. Upon notification, The Office of Equity and Inclusion will determine if an investigation is warranted, enabling the office to investigate and to take corrective action where appropriate.
The Violence Intervention and Prevention (VIP) Center is a confidential resource for Creighton students, faculty, and staff. The VIP Center provides advocacy, information, resources, and support to the campus community. If a Creighton student, faculty, or staff member has experienced an incident of bias, sexual violence, sexual harassment, stalking, dating violence, or domestic violence either first- or second-hand, the VIP Center offers one-on-one support after an incident, information on student rights under Title IX, assistance in regards to housing, class absences, coursework extensions, transportation, safety planning, and access to campus services. The VIP Center also provides information on counseling and medical services, information and assistance with reporting to the University and/or Omaha Police Department, assistance with filing Protection Orders with Douglas County, and resources to assist friends, partners, and family members.
The Violence Intervention and Prevention (VIP) Center is a confidential resource for Creighton students, faculty, and staff. The VIP Center provides advocacy, information, resources, and support to the campus community. If a Creighton student, faculty, or staff member has experienced an incident of bias, sexual violence, sexual harassment, stalking, dating violence, or domestic violence either first- or second-hand, the VIP Center offers one-on-one support after an incident, information on student rights under Title IX, assistance in regards to housing, class absences, coursework extensions, transportation, safety planning, and access to campus services. The VIP Center also provides information on counseling and medical services, information and assistance with reporting to the University and/or Omaha Police Department, assistance with filing Protection Orders with Douglas County, and resources to assist friends, partners, and family members.
Recruitment programs
Yes
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Yes
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
Yes
If yes to any of the above, provide:
Targeted Outreach: Creighton now uses a diversity and inclusion recruiting tool called Circa for our targeted diversity recruiting outreach. Circa ensures that Creighton job listings reach a broad and varied audience, enhancing the chances of attracting underrepresented candidates, and uses sophisticated algorithms to intelligently match job listings with potential candidates based on their skills, experience, and other relevant criteria. This additional outreach provided through Circa posts jobs to DiversityJobs.com and 600+ niche sites to increase applicants from underrepresented groups.
Bias-Free Selection Process and Consistent Candidate Assessment Process: A bias-free selection process that is based on the job description and critical competencies, coupled with a consistent candidate assessment process, is fundamental in promoting equity, diversity, and inclusion within Creighton University. It ensures that all candidates, regardless of their background, have an equal opportunity to showcase their skills and abilities, and it contributes to the creation of a more inclusive, innovative, and successful organization. By ensuring that the selection process is free from bias and consistently applied, Creighton is more likely to hire a diverse workforce. A fair and transparent selection process leads to a better candidate experience, as applicants feel valued and respected. This positive experience can influence a candidate’s decision to accept a job offer if extended. Through the Office of the Provost, a guidebook for Faculty Searches has been recently made available. This guidebook was compiled in collaboration with Human Resources, the Office of Equity, Diversity, & Inclusion, and Mission & Ministry to provide overarching guidance to Creighton University’s Schools and Colleges for faculty searches. Additional training offerings are also available through our learning platform, Bridge.
Inclusive Job Descriptions: Creighton’s job description template has been designed to craft well-written and inclusive role descriptions to capture the essential functions of each position. This assists in reducing bias in recruiting by ensuring that all potential candidates are evaluated based on objective and relevant criteria. We use neutral and inclusive language to ensure that the job description appeals to a broad range of candidates and look to avoid gender-biased terms or culturally specific jargon to ensure the posting doesn't inadvertently deter certain groups from applying.
Employee Resource Groups (ERGs): Creighton’s Division of Equity, Diversity and Inclusion (DEDI) seeks to do more than simply acknowledge and celebrate the various ways that each individual is unique. The DEDI staff collaboratively lead the University in developing and deepening our commitment to creating an inclusive space for learning, living and working. Creighton aims to support staff and faculty of multiple socio-cultural identities through an inclusive employee resource group. The group is centered in building a stronger community and includes networking, educational and volunteer opportunities.
ERGs at Creighton play a crucial role in supporting new hires from underrepresented groups. We have established ERGs for underrepresented groups which focus on providing support, networking opportunities, and professional development for members of specific demographic groups. The ERGs provide a sense of belonging and community, advocacy and representation, are a valuable tool for fostering a more inclusive workplace, and can also play a role in supporting recruiting efforts through referrals and sharing Creighton job opportunities to underrepresented potential candidates.
Bias-Free Selection Process and Consistent Candidate Assessment Process: A bias-free selection process that is based on the job description and critical competencies, coupled with a consistent candidate assessment process, is fundamental in promoting equity, diversity, and inclusion within Creighton University. It ensures that all candidates, regardless of their background, have an equal opportunity to showcase their skills and abilities, and it contributes to the creation of a more inclusive, innovative, and successful organization. By ensuring that the selection process is free from bias and consistently applied, Creighton is more likely to hire a diverse workforce. A fair and transparent selection process leads to a better candidate experience, as applicants feel valued and respected. This positive experience can influence a candidate’s decision to accept a job offer if extended. Through the Office of the Provost, a guidebook for Faculty Searches has been recently made available. This guidebook was compiled in collaboration with Human Resources, the Office of Equity, Diversity, & Inclusion, and Mission & Ministry to provide overarching guidance to Creighton University’s Schools and Colleges for faculty searches. Additional training offerings are also available through our learning platform, Bridge.
Inclusive Job Descriptions: Creighton’s job description template has been designed to craft well-written and inclusive role descriptions to capture the essential functions of each position. This assists in reducing bias in recruiting by ensuring that all potential candidates are evaluated based on objective and relevant criteria. We use neutral and inclusive language to ensure that the job description appeals to a broad range of candidates and look to avoid gender-biased terms or culturally specific jargon to ensure the posting doesn't inadvertently deter certain groups from applying.
Employee Resource Groups (ERGs): Creighton’s Division of Equity, Diversity and Inclusion (DEDI) seeks to do more than simply acknowledge and celebrate the various ways that each individual is unique. The DEDI staff collaboratively lead the University in developing and deepening our commitment to creating an inclusive space for learning, living and working. Creighton aims to support staff and faculty of multiple socio-cultural identities through an inclusive employee resource group. The group is centered in building a stronger community and includes networking, educational and volunteer opportunities.
ERGs at Creighton play a crucial role in supporting new hires from underrepresented groups. We have established ERGs for underrepresented groups which focus on providing support, networking opportunities, and professional development for members of specific demographic groups. The ERGs provide a sense of belonging and community, advocacy and representation, are a valuable tool for fostering a more inclusive workplace, and can also play a role in supporting recruiting efforts through referrals and sharing Creighton job opportunities to underrepresented potential candidates.
Mentoring, counseling and support programs
Yes
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Yes
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
Yes
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
The Creighton Intercultural Center offers undergraduate and graduate student mentoring, a Native American Partnering Program, pre-major advising and numerous skills workshops.
A variety of student groups on campus exist for students to offer each other peer support. Some groups include the Student Jewish Organization, the Minority Association of Pre-Health Students, CU African-American Student Association, CU Latino Student Association, Gender and Sexuality Alliance, and Hui O Hawaii. All student groups are Creighton can be found here: https://creighton.campuslabs.com/engage/
The Office of Equity and Inclusion stands as a cornerstone for diversity and fairness at Creighton University. It proactively addresses violations and fosters an environment where everyone feels valued. The commitment to accessibility ensures inclusivity for individuals with disabilities, while the Violence Intervention and Prevention (VIP) Center within the office offers confidential resources and guidance to tackle issues like bias and harassment. Guided by the office's leadership, the university strives to create a discrimination-free campus where all can thrive.
Creighton University has a number of student organizations that are a part of Health Sciences Multicultural and Community Affairs’ (HS-MACA) mission offers an array of programs to recruit and retain underrepresented groups for a variety health care fields including doctoral programs such as MD, DPT, DDS, and more.
The programs goals are:
To recruit underrepresented or disadvantaged students and faculty in the Health Sciences schools who will promote health and health equality to a diverse population
To provide and promote retention activities for culturally competent underrepresented students and faculty
To promote, expand and cultivate cultural awareness to campus and community
To address health disparities through teaching, research and community advocacy.
To seek funding opportunities for innovative, integrative and coordinated approaches for the continued and expanded training of diverse health care professionals
Programs are offered to support students from grade school to college to professional school.
A variety of student groups on campus exist for students to offer each other peer support. Some groups include the Student Jewish Organization, the Minority Association of Pre-Health Students, CU African-American Student Association, CU Latino Student Association, Gender and Sexuality Alliance, and Hui O Hawaii. All student groups are Creighton can be found here: https://creighton.campuslabs.com/engage/
The Office of Equity and Inclusion stands as a cornerstone for diversity and fairness at Creighton University. It proactively addresses violations and fosters an environment where everyone feels valued. The commitment to accessibility ensures inclusivity for individuals with disabilities, while the Violence Intervention and Prevention (VIP) Center within the office offers confidential resources and guidance to tackle issues like bias and harassment. Guided by the office's leadership, the university strives to create a discrimination-free campus where all can thrive.
Creighton University has a number of student organizations that are a part of Health Sciences Multicultural and Community Affairs’ (HS-MACA) mission offers an array of programs to recruit and retain underrepresented groups for a variety health care fields including doctoral programs such as MD, DPT, DDS, and more.
The programs goals are:
To recruit underrepresented or disadvantaged students and faculty in the Health Sciences schools who will promote health and health equality to a diverse population
To provide and promote retention activities for culturally competent underrepresented students and faculty
To promote, expand and cultivate cultural awareness to campus and community
To address health disparities through teaching, research and community advocacy.
To seek funding opportunities for innovative, integrative and coordinated approaches for the continued and expanded training of diverse health care professionals
Programs are offered to support students from grade school to college to professional school.
Support for future academic staff
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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Optional Fields
No
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes
Website URL where information about the institution’s support for underrepresented groups is available:
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
When students apply for a dorm room, the Office of Housing will ask if people feel comfortable staying with people of their same gender and if possible, they will share a room with people who identify as transgender.
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.