|Submission Date||March 2, 2018|
Hobart and William Smith Colleges
PA-6: Support for Underrepresented Groups
|1.92 / 3.00||
Interim Chief Diversity Officer
Office of Diversity & Inclusion
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Hobart and William Smith Colleges are committed to providing a non-discriminatory and harassment-free educational, living, and working environment for all members of the HWS community, including students, faculty, staff, volunteers, and visitors. HWS prohibits discrimination and harassment in their programs and activities on the basis of age, color, disability, domestic violence victim status, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, veteran status, or any other status protected under the law. Discrimination on the basis of sex includes sexual harassment, sexual violence, sexual assault, other forms of sexual misconduct including stalking and intimate partner violence, and gender-based harassment that does not involve conduct of a sexual nature.
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):
Reporting and Procedures for Dealing with Bias Related Crimes and Incidents
All members of the Colleges’ community are encouraged to report hate crimes and bias related incidents. In addition to reporting directly to the Office of Campus Safety, hate crimes and bias incidents may be reported anonymously on the bias incident reporting form located on the Colleges’ web site at: http://www.hws.edu/about/bias_reporting.aspx.
In addition, members of the campus community are encouraged to report hate crimes directly to the Geneva Police Department.
A bias indicator is an objective fact, circumstance, or pattern standing alone or in conjunction with other facts or circumstances that suggests that the offender’s actions were motivated, in whole or in part, by bias. The following are some of the factors that may indicate bias motivation.
1. Racial, ethnic, gender, and cultural differences exist between the perpetrator and victim.
2. Comments, written statements, and gestures were made.
3. Drawings, markings, symbols, and graffiti were left.
4. Organized hate groups or their members were involved.
5. The victim previously had received bias motivated harassing mail or phone calls.
6. The victim’s or witness’s perception of the incident is that it was motivated by bias.
7. The location of the incident indicates bias motivation.
A bias-related incident (not a hate crime) committed by a staff member will be referred to Human Resources for disciplinary action. Faculty members will be referred to the Provost. Students will be referred to the appropriate dean. If the offender is a visitor, that individual will be asked to leave the campus immediately. The visitor will be arrested if he or she refuses to comply and the visitor may be banned from future presence on the campus.
Students have been asked to leave the Colleges and/or, participate in restorative justice measures such as educational workshops. In a few cases criminal charges have been levied as well.
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:
Student Recruitment from Underrepresented Groups:
In 2017, Chair of the Board of Trustees Thomas S. ’68 and Barbara M. Bozzuto and their family established the Bozzuto Family First-Generation Endowed Scholarship with a $1 million gift. The scholarship was created to help ensure that “financial stress will not compound the challenges first-generation students face.”
For the past six years, the Max and Marian Farash Charitable Foundation has been helping local HWS students who are the first in their families to attend college reach their academic goals debt-free. The Farash First in Family Scholarship supports the full cost of attending college by covering tuition, room and board, textbooks, and any additional fees when combined with HWS financial aid.
In 2012, The Colleges partnered with Posse, one of the most successful college access and youth leadership development programs in the country. Posse helps to identify promising youth in public high schools around the country through a process that takes into account academic and leadership potential that may have been overlooked by standard practices. In doing so, Posse expands the pool from which top colleges and universities recruit students from diverse backgrounds.
Faculty Recruitment from Underrepresented Groups:
The Colleges are a member of the Consortium for Faculty Diversity and have used that body to recruit and retain faculty of color.
There are also specific requirements listed in our Faculty Recruiting and Hiring
Handbook for hiring underrepresented groups.
For any department to request a hiring of a new faculty member they must provide:
-a statement on the department’s efforts to recruit and retain faculty from
under-represented groups in its recent searches
- a description of the steps to be taken to maximize the identification and recruitment of
qualified candidates for the position from under-represented groups. This aspect of
the search plan will also be submitted to the Committee on Diversity, Equity and
Social Justice for its approval.
Lastly, if the Provost, in consultation with the Diversity Liaison and/or representatives of the Committee on Diversity, Equity, and Social Justice (DESJ), determines that the interview pool is not adequately diverse, the Provost may require the search committee to re-open the application process or take other steps to increase the number of qualified candidates from under-represented groups
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 Arthur O. Eve Higher Education Opportunity Program (HEOP) is funded by the New York State Department of Education and Hobart and William Smith Colleges and provides a broad range of services to students, who because of academic and economic circumstances, would otherwise be unable to attend college. HEOP is regarded as one of the most successful academic access and support programs of its type in the nation based upon student achievement and graduation rates according to the Teagle Foundation.
Academic Opportunity Program, is an access and academic support program that by nature is fluid in its operation by creating a web of support for traditionally underrepresented populations in higher education. Support services offered to students include the following: academic, personal, financial and career counseling. The Academic Opportunity Program staff can assist its students by providing essential counseling and advising support in the areas of academic, financial aid and social support. The staff also works closely with students to help them take advantage of many other campus resources available such as Career Services, the Counseling Center, faculty advisers, and the Center for Teaching and Learning.
During 2016-2017, a steering committee of faculty, staff, and students established the Colleges’ LGBTQ+ Resource Center. The Center actively promotes academic and personal growth for the HWS LGBTQ community. In addition, it also plans and coordinates campus-wide programs and services to enhance the community's understanding and appreciation of LGBTQ people, themes, and needs.
The Justice League is a collaboration with the Office of Sustainability, Finger Lakes Institute, Office of Intercultural Affairs, and the Centennial Center for Leadership. We have formed a strategic partnership for social justice, service, diversity, and sustainability on campus. We seek to identify shared values and action areas for the sake of greater reach, efficiency, and power, with the ultimate goal of moving conversations that have existed on the periphery to the center.
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:
For Posse, see:
HWS All Gender Bathroom Campus Map:
LGBTQ support network:
HWS Justice League:
Academic Opportunity Program:
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 and complete the Data Inquiry Form.
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 and complete the Data Inquiry Form.