|Overall Rating||Bronze - expired|
|Submission Date||Sept. 25, 2018|
Illinois Institute of Technology
PA-6: Support for Underrepresented Groups
|1.00 / 3.00||
Assistant Director of Sustainability
Office of Campus Energy & Sustainability
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
It is the intention of Illinois Tech to act in accordance with all regulations of the federal, state and local governments with respect to providing equality of opportunity in employment and in education, including, but not limited to, all student-related programs and activities, graduate and undergraduate, full-time and part-time, insofar as those regulations may pertain to Illinois Tech. Illinois Tech prohibits and will act to eliminate discrimination on the basis of race, color, religion, national origin, gender, sexual orientation, age, disability, veteran status or other statutorily protected classes. Pursuant to the foregoing, it is the policy of the university to comply with the Americans with Disabilities Act of 1990, as amended, and Section 504 of the Rehabilitation Act. Furthermore, reasonable accommodations will be provided to qualified individuals with physical or mental disabilities. Inquiries regarding reasonable accommodations should be directed to the Center for Disability Resources: 3424 S. State Street, Suite 1C3-2, Chicago, IL, Tel: 312.567.5744, TDD: 312.567.5135, Fax: 312.567.3845, firstname.lastname@example.org.
Any student, applicant or employee of Illinois Tech who believes that he or she has received inequitable treatment because of discrimination violating Illinois Tech’s stated policy of equal opportunity in employment and in education should communicate, either in writing or in person, with the Director of Equal Opportunity and Affirmative Action, IIT Tower, 10 W. 35th Street, 19th Floor, 312.567.3134. See Section E above for additional details and information.
In addition, the Title IX Coordinator is responsible for monitoring the university’s overall implementation of and compliance with Title IX, which broadly speaking prohibits discrimination or unequal treatment in educational programs and activities, including, but not limited to employment-related matters, based on sex or gender. Accordingly, such matters or inquiries regarding the same may also be raised with the Title IX Coordinator, Virginia Foster. Ms. Foster’s contact information is: 312-567-5725, email@example.com, Room 2D9-1 of the IIT Tower, 10 West 35th Street in Chicago. Inquiries regarding Title IX may also be directed to the Office of Civil Rights of the U.S. Department of Education, whose website is www2.ed.gov/about/offices/list/ocr/index.html.
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):
Any student at Illinois Tech who believes that he or she has received discriminatory treatment in violation of Illinois Tech’s stated policy of equal opportunity in education should communicate, either in writing or in person, with the Director of Equal Opportunity and Affirmative Action, IIT Tower, 10 W. 35th Street, 19th Floor, 312.567.3134. It will be expected that the grievant shall have exhausted all available recourse through normal channels of communication for arriving at a resolution within the department or the organizational unit within which the discriminatory practice is alleged to have occurred prior to lodging a formal complaint of discrimination. Such complaint shall, in any event, be filed in writing with the Director of Equal Opportunity and Affirmative Action within 15 days of the occurrence of the alleged treatment. (Note: The Grievance Committee procedures outlined in Subsections 2 through 4 below are not intended to replace or to serve as a substitute for or to allow for the re-adjudication of matters that have been brought before and resolved by other recognized formal methods for addressing the grievance (as defined below), such as, but not limited to, those provided by the Code of Conduct, the Human Resources Policies and Procedures Manual and comparable methods.)
1. Preliminary Procedures
The grievant shall prepare and present to the Director of Equal Opportunity and Affirmative Action a written statement describing in detail the nature of the grievance and identifying the person, organizational unit or institutional practice or regulation against which the charge of discrimination is lodged, including the facts and circumstances that the grievant deems relevant to the charge (which will be termed the “grievance”). The Director of Equal Opportunity and Affirmative Action will inquire into facts pertaining to the grievance and will make informal attempts to resolve the matter to the satisfaction of both the grievant and the person or organizational unit against which the charge of discrimination has been brought. Subject to any required legal obligations, this preliminary process will be conducted with the degree of confidentiality that the aggrieved person wishes.
2. Composition of Grievance Committee
If resolution is not accomplished by informal means, a copy of such grievance shall be sent to the individual or organizational unit alleged to have engaged in a discriminatory practice and the Director of Equal Opportunity and Affirmative Action will then refer the grievance to a “Grievance Committee” to be comprised as follows:
A tenured faculty member from within the college, institute or school with which the grievant is associated, to be appointed by the Provost;
The chair of the University Faculty Council Committee on Student Affairs or a member of that committee whom the chair shall designate to act in the chair’s stead;
The chair of the University Faculty Council Committee on Academic Grievances or a member of the committee whom the chair shall designate to act in the chair’s stead;
One or more tenured faculty members from outside the college or school with which the grievant is identified, to be appointed by the Provost; and
A student not from the same department as the grievant, to be recommended by the campus student government and appointed by the Dean of Students.
After the grievance is disclosed to those selected to serve on the Grievance Committee, any member who believes that a conflict of interest might be inferred by his or her participation in hearing the specific grievance may submit to the Provost a request for replacement along with the reasons for making such request. The Provost will make the decision as to whether the member should be excused from or retained on the committee. If the decision is to excuse the petitioner, the Provost will select a replacement.
After composition of the Grievance Committee to hear a specific grievance has been determined, the Grievance Committee shall recommend a chair from among its membership to the Provost for consideration. The Provost will appoint the chair.
3. Grievance Committee Procedure
At the initial meeting of the Grievance Committee, where the recommendation of a chair is discussed, the Grievance Committee will also establish a hearing date. Upon appointment by the Provost, the chair will communicate to the parties the date of the hearing and names of the members of the Grievance Committee. Notice of the hearing date and members must be provided to the parties within at least seven business days of the date for the hearing. Any involved party who believes a member of the Grievance Committee may have a conflict of interest may request that such person be excused; provided that the party must do so within two business days of receipt of the notice or the party will be deemed to have waived his or her right to so object. Such request must be submitted in writing with reasons for the request to the Provost, who will decide whether or not to grant the request.
If the decision is made to excuse that person, the Provost will select a replacement. Each involved party may be represented by an advisor. The advisor may be an attorney or a member of the faculty or administration of Illinois Tech. The advisor is limited to advising and may not participate in presenting the case, questioning witnesses, or making statements during the hearing. The student may also be accompanied by his or her parents, but his or her parents may not participate in presenting the case, questioning witness or making statements during the hearing. At the hearing, the grievant and the involved parties will be given an opportunity to make a statement as to the facts and circumstances surrounding the alleged discriminatory practice. Each party may present any witnesses whose statements would be helpful in presenting or defending the charge. At the discretion of the Grievance Committee, additional witnesses may be granted the opportunity to make statements. The Grievance Committee may question any of the participants in the hearing, as it deems such inquiry necessary to its determination of the issues involved. An audio tape recording of the hearing will be made. The tape will remain the property of Illinois Tech. No other recording of the proceeding may be made.
After the hearing, the Grievance Committee will review the grievance and submit a written report to the Provost. Such determination will include a summary of the operative facts and an opinion as to the validity of the grievance. The report may include a recommendation as to any further action to be taken.
The Provost will then consider the Grievance Committee’s findings and decide on feasible and appropriate action for Illinois Tech to take in disposition of the charge. Such decision shall be communicated to the grievant, the charged party and the Director of Equal Opportunity and Affirmative Action. In the event that the Provost should be named in the grievant’s charge, the President shall designate the Provost’s replacement for implementing these procedures. The grievant or the charged party may appeal, within seven days, such decision to the President of Illinois Tech; provided, however, any appeal must be based on one or both of the following considerations: (i) the procedures outlined above were not substantially followed and such occurrence reasonably could be deemed to have impacted the outcome; and (ii) new evidence that was not available at the time of the original decision, due to no fault or lack of diligence of the grievant, has become available; and (iii) the decision cannot be. In the event of an appeal, the President will render a final decision in the matter.
4. General Rules
a. Illinois Tech will not be responsible for any expenses incurred by students pursuing any grievances.
b. Students will have the right to present a grievance without prejudice.
c. The time limitations established herein are deemed to be binding on all parties involved and will not be waived without the written consent of all parties.
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:
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:
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:
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 firstname.lastname@example.org.