| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 44.43 |
| Liaison | John Stolz |
| Submission Date | March 4, 2020 |
| Executive Letter | Download |
Duquesne University
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
1.08 / 3.00 |
Mary Kate
Ranii Program Administrator Center for Environmental Research & Education (CERE) |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Duquesne University is motivated by its Catholic identity and values equality of opportunity, human, dignity, racial, cultural and ethnic diversity, both as an educational institution and as an employer.
Accordingly, the University prohibits and does not engage in discrimination or harassment on the basis of a person's race, color, gender, sexual orientation, age, religion, national origin, marital status, genetic history, Veteran status, or disability. Duquesne University will continue to take affirmative steps to support and advance these values consistent with the University's mission statement.
This policy applies to all program and activities of the University, including, but not limited to, admission and employment practices, educational policies, scholarship and loan programs and athletic or other University-sponsored programs.
This is a commitment by the University in accordance with its religious values and applicable federal, state and local laws and regulations. Nothing herein, however, should be interpreted as a waiver by the University of its own Constitutional and legal rights based upon its religious affiliation.
Please find more information here: https://www.duq.edu/about/departments-and-offices/university-compliance
Find more information regarding non-discrimination here: https://www.duq.edu/work-at-du/human-resources-home/the-administrative-policies-(taps)/30-affirmative-action-equal-educational-and-employment-opportunity-and-human-relations-in-the-workplace-and-classroom
Find more information regarding gender discrimination policies here: https://www.duq.edu/work-at-du/human-resources-home/the-administrative-policies-(taps)/31-sexual-misconduct-and-gender-discrimination
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 Complaint Resolution Process involves the following Steps: Step One, the parties to the dispute, the University Mediator, and the Compliance Director are involved. If the matter is not resolved, Step Two involves a Review Panel in which advisors and members of the panel, who have been trained in discrimination complaint investigation and resolution, are added to the conversation. The University will provide investigation and resolution, however the complainant is welcome to file complaints with external enforcement agencies. Please find more in depth proceedings via University Addendum here: https://www.duq.edu/assets/Documents/shared/shared_hr/_pdf/admin-policies/addendum.pdf
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:
Bridge To College Program
In collaboration with the Admissions Department, the Annual Bridge To College Program invites local area high school students in to provide a glimpse into life as a potential member of the Duquesne University Community. Interactive sessions with current students, faculty members and senior leadership members are included in the event schedule.
The Office of Human Resources also has a Diversity Recruiting Plan that outlines their actions in the same space. For student recruitment, the Office of Diversity and Inclusion works with the Office of Admissions on a handful of events including the Bridge To College Program for specific recruitment of students from underrepresented groups. For Faculty and Staff recruitment, the Office of Human Resources publishes a number of tools to help managers find and recruit diverse candidates. This toolbox is located on the Duquesne University Intranet (DORI).
The Duquesne University Faculty Senate has a Subcommittee dedicated to recruiting Faculty & Administrative Diversity.
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:
The Minority Development Internship Program mentors, counsels those who are a part of that specific program. Members from underrepresented groups can approach the Counseling and Well-Being Center for their needs as well.
A Four-Part series held in the Fall semester, the Office of Diversity and Includstion Student Development Series seeks to stimulate the development of our student leaders through a variety of relevant topics and issues. Topics include: Success In The New Generation, Networking, Business & Personal Etiquette for Success and Defining Your Purpose.
In October 2014, the Greater Pittsburgh Higher Education Diversity Consortium (GPHEDC) was formed to better assist and develop a robust investment on the critical issues impacting diversity and inclusion in higher education throughout the Pittsburgh region. Housed in the Office of Diversity Inclusion at Duquesne University, the consortium is focused on sharing best practices, resources, and promoting activities that cultivate professional development, leadership development and student success at a variety of higher education institutions. The Greater Pittsburgh Higher Education Diversity Consortium (GPHEDC) is dedicated to guiding and facilitating transformative change to promote diversity, equity and inclusion in support of academic excellence and educational opportunities at colleges and universities in the Southwestern Pennsylvania region. Duquesne University is proud to host a chapter of GPHEDC on campus.
Bridge To College Program
In collaboration with the Admissions Department, the Annual Bridge To College Program invites local area high school students in to provide a glimpse into life as a potential member of the Duquesne University Community. Interactive sessions with current students, faculty members and senior leadership members are included in the event schedule.
The Minority Development Internship Program:
Duquesne University's commitment to fostering diversity on its campus led to the call for more under-represented groups, women and minorities, in leadership roles in the institution's 2003-2008 strategic plan. This plan also aligns closely with the University's mission statement, which references concern for moral and spiritual values through the maintenance of an ecumenical atmosphere open to diversity. The Minority Development Internship Program was created to provide employment opportunities to unemployed or underemployed college-educated minorities through compensated, full-time temporary employment. The program launched in fall of 2007 with the selection of two interns.
The Diversity and Inclusion Fair was an opportunity for community members to engage and be inspired by what is offered for our students, faculty and staff. We want all who work and study at Duquesne to know that their contributions matter, and that they will be supported in achieving their full potential. Building an environment of inclusion is stitched into the fabric of our mission, and integrated into our shared Spiritan values. We hope that you will learn and enjoy celebrating our wonderfully diverse community.
Duquesne University also hosts the Minority Professional Development Leadership Program (MPDLP) for staff. The Office of Human Resources houses Employee Relations and Anti-Discrimination staff to ensure that employees can report and find solutions for discrimination or conflicts.
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?:
The website URL where information about the programs or initiatives 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.