Overall Rating Silver
Overall Score 48.76
Liaison James Speer
Submission Date Feb. 26, 2019
Executive Letter Download

STARS v2.1

Indiana State University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.00 / 3.00 Elonda Ervin
University Diversity Officer
Office of Diversity
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :
Yes

The non-discrimination statement, including the website URL where the policy is publicly accessible:

Indiana State University does not discriminate on the basis of sex, race, age, national origin, sexual orientation, including gender identity or expression, religion, disability, or veteran status.  In line with its commitment to equal opportunity, the University will recruit, hire, promote, education, and provide services to persons based upon their individual qualifications meeting established criteria. (https://www.indstate.edu/equalopportunity-titleix/nondiscrimination)


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?:
Yes

A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):

"The Equal Opportunity and Title IX Office determines whether university policies or procedures regarding discrimination or discriminatory harassment have been followed. If violations are found, the Office works to remedy the situation and relieve the complainant of the burden imposed on them by the inappropriate actions. Fairness and Objectivity; the procedure, so far as possible, must protect the rights
of all involved.
ii. Promptness; the faster the complaint gets addressed, the easier it is to resolve. A
timely procedure benefits the acceptance of the resolution most readily.
iii. Confidentiality; staff should maintain great discretion, divulging information
concerning the matter on a need-to-know basis only.
iv. Notice; Once a person becomes the focus of a complaint or is identified as a part of
a resolution, that person must be notified of the complaint, the identity of the
complainant, and the nature of the complaint.
v. Thoroughness; the Office of Equal Opportunity is committed to the principle that
complete and accurate information should form the basis of responses to
complaints.
vi. Finality; those responding to complaints should communicate the results of their
investigations in a clear and timely way to provide a sense of completion. The
uncertainty and scrutiny of a discrimination complaint can be disruptive and
difficult for all involved to tolerate."

Support given to those who have experienced or witnessed a bias incident:
There is a team of staff and volunteer victim advocates that are on call 24/7 for students that experience sexual violence, relationship violence, stalking, etc. If the person affected by the bias incident lives in the residence halls, the residential life staff can offer them a temporary safe room or new permanent room depending on the context of the situation. Emergency counselors are on call for situations where a person is affected by a bias incident.


Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Yes

Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
Yes

Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
Yes

A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:

Enrollment Management has the LEAP program that focuses on bringing underrepresented groups to ISU with more than a 2.7 GPA form high school. The Council on Inclusive Excellence has recruitment strategies and recommendations for hiring committees and search committees in order to bring more diverse representation to staff and faculty at ISU.


Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:
Yes

Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:
Yes

Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
Yes

A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:

Student Affairs runs ISUcceed and MAPS that conducts mentoring for black students. Academic Affairs has Student Success and First Generation Program where they match first generation students with first generation faculty or staff for mentoring. Academic Affairs also developed the University College that focuses on freshmen mentoring. We have five affinity groups that focus on ethnicity: Black Faculty and Staff Caucus, Black Faculty Affinity Group, Black Male Professional Affinity Group, Asian and Pacific Islander Affinity Group, and Hispanic Organization for Leadership and Advancement. we have more than 30 student organizations that are based on race, ethnicity, major, or special interest (such as religion or politics).


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?:
No

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
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Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Yes

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes

The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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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.