|Submission Date||Feb. 25, 2019|
Illinois State University
PA-6: Support for Underrepresented Groups
|1.75 / 3.00||
Sustainability Program Manager
Office of 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:
Illinois State University, as an equal opportunity/affirmative action employer, complies with all applicable federal and state laws regarding affirmative action, nondiscrimination, and anti-harassment. Illinois State University is committed to a policy of equal opportunity for all persons and does not discriminate on the basis of race, color, religion, sex, national origin, sexual orientation, order of protection, gender identity and expression, ancestry, age, marital status, disability, genetic information, unfavorable military discharge, or status as a veteran in employment, educational programs and activities, or admissions. Inquiries or complaints may be addressed by contacting the director of the Office of Equal Opportunity and Access by email at EqualOpportunity@IllinoisState.edu, by calling (309) 438-3383, or by mailing to the office at Illinois State University, Campus Box 1280, Normal, IL 61790.
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):
What is the Inclusive Community Response Team?
The Inclusive Community Response Team (ICRT) serves students by fostering an open and inclusive campus and responding to instances of hate and bias.
What does ICRT do?
SUPPORT – provide students with care and assistance when faced with a bias-related incident
RESPOND - review reported bias-related incidents affecting students and refer to appropriate University and community entities
MONITOR – examine the student experience for trends and issues which may affect the campus climate
EDUCATE – build understanding within the campus community about the value of diversity and social justice
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:
Illinois State University works to create a small school environment where students receive the support and assistance they need. Diversity Advocacy, a unit of the Dean of Students Office, offers a program which seeks to help accomplish this goal: The Mentoring and Academic Success Achievement Initiative (MASAI).
The mission of the MASAI mentoring program is to assist in the retention of students who identify as first generation, low income or historically underrepresented at Illinois State University.
Through MASAI, first-year and transfer students are paired with upper-class students who serve as mentors and role models. During the fall semester, mentors assist mentees with academic work, help them get involved in the campus community and organizations, assist with their transition into the University culture, and provide information about campus resources.
The Task Force Project aims to reduce cultural taxation of minority faculty/staff aiding in retention. This program is used to: Validate/formalize mentoring in “service” (ASPT).
Recognize mentoring through acknowledgement and compensation.
Reduce taxation by training all faculty/staff (and support systems) about mentoring all students (look to Safe Zone model).
Official recognition that all staff are here for students.
“Mentor release time” (similar to Health; 90 minutes).
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: