Overall Rating Gold - expired
Overall Score 70.79
Liaison Yumiko Jakobcic
Submission Date March 1, 2019
Executive Letter Download

STARS v2.1

Grand Valley State University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Yumiko Jakobcic
Campus Sustainability Coordinator
Office of Sustainability Practices
"---" 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:
Grand Valley State University is committed to inclusion and equity, and strives to establish a climate that welcomes and affirms the contributions of all students and employees. The University is guided by values for inclusiveness and community which are integral to our mission to educate students to shape their lives, their professions, and their societies, and to enrich the community through excellent teaching, active scholarship, and public service. The University strives to provide all members of its community an inclusive environment and equitable opportunities for success.

The University is also committed to maintaining a climate conducive to an educational, living, and employment environment that is free from unlawful acts of harassment and discrimination, as well as those defined by this policy. All members of the community are expected to conduct themselves in a manner that does not infringe upon the rights of others. It is neither the purpose nor intent of this policy to infringe on the First Amendment or academic freedom as defined by the University.

The University is an affirmative action, equal opportunity institution, consistent with its obligations as a federal contractor. It encourages diversity and provides equal opportunity in education, employment, all of its programs, and the use of its facilities. It is committed to protecting the constitutional and statutory civil rights of persons connected with the University.

Members of the University community, including students, employees, faculty, staff, administrators, Board members, consultants, vendors, others engaged to do business with the University, candidates for employment or admissions, and visitors or guests have the right to be free from acts of harassment and discrimination, including sexual misconduct, as defined by this policy. In accordance with applicable federal and state law and this policy, acts of discrimination or harassment by members of the campus community are prohibited if they discriminate or harass on the basis of age, color, disability, familial status, height, marital status, national origin, political affiliation, race, religion, sex/gender (including gender identity and expression), sexual orientation, veteran or active duty military status or weight. This includes inappropriate limitation of, access to, or participation in educational, employment, athletic, social, cultural, or other university programs and activities. The University will provide reasonable accommodations to qualified individuals with disabilities. Limitations are lawful if they are: directly related to a legitimate university purpose, required by law, or lawfully required by a grant or contract between the university and the state or federal government. For the purposes of this policy, sex-/gender-based harassment includes sexual misconduct, sexual assault, interpersonal or relationship violence, and stalking.


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):
GVSU's Team Against Bias, which is composed of diverse campus representatives, reviews information regarding bias incidents and implements strategies to educate, engage and inform the campus community. GVSU is committed to providing students, faculty and staff with a campus environment that is safe and affirms diversity. As a result, GVSU created a Bias Incidents Protocol to respond to threats to the core of the University's values.

Any time an incident is reported, the reporting party will be contacted and informed about support resources available to them at the university. Incidents reported through the bias system may violate university policies or the student code. These incidents will be investigated through the proper adjudicating body or bodies. The offices listed are available to assist in efforts to put an end to harassment and discrimination. They can provide advising informally and confidentially, answer questions, and help in the preparation of reports. Information and/or advice can also be requested anonymously.

Bias Incident Reporting Process:

In cases where harassment has occurred: https://www.gvsu.edu/policies/policy.htm?policyId=7E08654A-ACE7-9AC9-5B933125DDA72033

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:
The GVSU Pathways to College Office coordinates and provides pre-college programming and outreach to prepare and inspire students from underrepresented backgrounds to attend Grand Valley. GVSU is committed to providing higher education experiences for middle school and high school students. The Office features programs and initiatives intended to support students on their journey to college. With an array of services from GVSU, the Pathways to College Office strives to improve the academic experiential profiles of participants from diverse backgrounds and once at GVSU, effectively provide transition support through various resources across the university; including the Laker Connections and TRiO programs. The program assists underrepresented students in college-going readiness while exposing pre-college students to information, knowledge, and skills to prepare them adequately for college entry and success at GVSU.

GVSU also has an Inclusion Advocates Program. The responsibilities of an Inclusion Advocate include reviewing and approving recruitment plans and job advertisements prior to the beginning of a search. Inclusion Advocates also review availability and application pool data and, if necessary, suggest additional recruitment options and/or changes to the recruitment plan and/or search timeline.


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:
For students:
Brothers: Black Male Scholars (designed for Black men), Laker Familia (designed for Latino/a students), Niara (designed for women of color) and Queer Connections (designed for LGBTQIA+ students) are designed to create an environment where students can achieve their full potential at GVSU while being their full, authentic selves. These programs are open to all students and a reflection of our values of inclusiveness and diversity and our core mission of student success.

For faculty/staff:

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:
GVSU participates in the KCP Future Faculty Fellowship Program which is intended to increase the pool of traditionally underrepresented candidates pursuing faculty-teaching careers or administrative careers in post-secondary education (http://www.gvsu.edu/oma/kcp-future-faculty-fellowship-19.htm). The Office of Multicultural Affairs can provide mentoring and support to students interested in applying for this program.

GVSU is also committed to equal opportunity, affirmative action and multiculturalism both in spirit and according to related laws and regulations. We value a multiplicity of opinions and backgrounds and seek ways to incorporate the voices and experiences of all into our university. Programs that support increasing the diversity of our faculty include an Inclusion Implementation Plan (www.gvsu.edu/iiplan/InclusionPlan.pdf), Inclusion Advocate Program, and Inclusive Recruitment Resources.

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.