Green Mountain College
PA-6: Support for Underrepresented Groups

The Academic Coaching Program supports underrepresented groups. In FY 2014, this program focused on student athletes and transfer students. It is a specialized service that allows individuals to focus on their educational potential. This service assists students in taking charge of their academics by enhancing structure and accountability while providing new strategies and support. An academic coach will work individually with students on time-management, organization, goal setting, motivation, skill development, personal accountability, confidence building, stress management, and self-advocacy. The coaching took two forms in 2013-2014: group coaching and individual coaching. • Group: Fall 2013. This program targeted GMC athletes as it was thought that they had low retention rates. This group received weekly meetings to discuss ways to achieve academic success. 29 students completed this program. 13/29 students were found to be Pell Grant eligible. Of that 13, nine had zero Estimated Family Contribution. As defined by the VISTA standards, 17/29 students were considered to be “disadvantaged children and youth.” Disadvantaged children and youth are defined as: "up to age 25 with exceptional or special needs (as defined in part 2552.81 of the DVSA), or who are economically disadvantaged and for whom one or more of the following may apply: 1) out-of-school youth who are unemployed, 2) in or aging out of foster care, 3) limited English proficiency, 4) homeless or have run away from home, 5) at-risk to leave school without a diploma and 6) former juvenile offenders or at risk of delinquency.” • Individual: Fall 2013-Spring 2014. This program worked individually with students to provide academic support. In the fall, the student athletes were the focus group. In the spring, the focus will be a mix of student athletes, transfer students, & students on academic probation. Next fall the program will reach out specifically to "low-income" students, defined by certain federal standards (anyone Pell Grant eligible will qualify). Over the past several years, this percentage has, for the most part, been increasing at GMC: 08/09 – 29.74% Pell Eligible Students at GMC 09/10 – 35.34% Pell Eligible Students at GMC 10/11 – 38.55% Pell Eligible Students at GMC 11/12 – 37.30% Pell Eligible Students at GMC 12/13 – 40.03% Pell Eligible Students at GMC 13/14 – 39.22% Pell Eligible Students at GMC Additionally, the College supports peer-to-peer support clubs and training programs, such as Safe(r) Zone training, the Black Culture Club, and the PRANTS Club. Safe(r) Zone training is offered to all students, staff, and faculty at least once per year during the fall orientation and at other select times. Safe(r) Zone is a visible, voluntary support system for LGBT and queer GMC community members. Safe(r) Zone also acts as an educational resource for the GMC community on topics surrounding sex, gender, and sexuality. Participants in the program can become Safe(r) Zone certified and take home packets of information to help them navigate the topic and access additional resources. Additionally, offices can become certified and place stickers in prominent locations to display that the office is a safe(r) zone. The Black Culture Club engages the campus and surrounding communities in activities that promote multiculturalism and provides academic and social support to black students. The PRANTS (People Really Are Not Their Sex) Club raises awareness about sexual identity and gender issues, while helping to mentor and provide resources to students facing challenges in this area.

Students can report discrimination via the anonymous reporting system. Then the anonymous reporting system threat assessment team responds to incidents and issues that show up in the system. When appropriate, the team reaches out to the Wellness Center and reaches out to the student(s) involved to offer services. Students may also report incidents to their RAs, CDs, the Director of Resident Life, or the Vice President of Student Life. Incidents are dealt with on a case-by-case basis by the Threat Assessment Team. Incidents are kept in a database and can be searched by key word to track frequency by type of event. Staff can also report incidents involving students to the Threat Assessment Team or through the retention module under the category of wellness/general concern. If reported through the retention module, other staff/faculty playing a mentoring role in the student's life will be notified and asked to provide support. As outlined in the staff handbook, staff who want to report an incident involving themselves or other staff members are encouraged to do so through Human Resources. If they are not comfortable reporting to Human Resources, they are asked to report directly to the Vice President of Finance and Administration. GMC is committed, and required by law, to take all appropriate steps to ensure that the matter is promptly investigated and addressed. The investigation will be conducted in such a way as to maintain confidentiality to the extent practical under the circumstances, with disclosure only on a need-to-know basis and/or as reasonably necessary to carry out the investigation and any remedial action. The investigation may include an interview with the person filing the complaint and the person alleged to have committed sexual harassment. Possible witnesses may be contacted, and other materials related to the complaint may be gathered. GMC reserves the right to take whatever steps it, in its sole discretion, it deems necessary to properly investigate a complaint. All employees must cooperate with any investigation. If it is determined that discrimination or harassment has occurred, GMC will act promptly to address the offending conduct and, when appropriate, impose disciplinary action. Any employee who has been found to have discriminated against or harassed another employee will be subject to disciplinary action, ranging from a verbal warning to immediate termination of employment. Individuals who engage in acts of discrimination or harassment may also be subject to civil and criminal penalties. All employees who hold supervisory positions are responsible for taking appropriate action to help prevent and report any such harassment of a GMC employee, even if the employee has not filed a formal complaint. Supervisors should contact the Office of Human Resources to discuss suspected or potential harassment situations and required actions.

GMC supports gender-neutral housing. Currently, the College has many co-ed by neighbor floors and a few gender-neutral floors. The difference is that men/women/transgendered people can live in the same room with a signed note from parents/guardians that allow this. Student Life is exploring the possibility of doing away with the parental signature, and moving more towards a notification system only. The publicly accessible inventory of gender neutral bathrooms on campus is available in the student handbook, which can be found online here: http://www.greenmtn.edu/life/handbook.aspx. It is also posted on the bulletin board outside the Sustainability Office.