Overall Rating Silver
Overall Score 50.57
Liaison Kelsey McCormick
Submission Date Sept. 23, 2019

STARS v2.2

Lawrence University
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Jeff Clark
Professor
Geology
"---" 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:

Lawrence University is committed to providing equal access and opportunity to qualified individuals of all backgrounds. In accordance with this policy and with applicable federal and state law, the University prohibits discrimination in admissions, its programs and activities, employment and advancement on the basis of race, color, creed, religion, national origin, ancestry, age, sex, sexual orientation, gender identity, gender expression, marital status, pregnancy, genetic information, disability, military service, protected veteran status, political affiliation, arrest record or conviction record.

Retaliation against an individual for filing a discrimination complaint or for participating in a complaint investigation violates this policy and may constitute a form of illegal discrimination. University policy also prohibits harassment of individuals on any of the bases listed above. An act based on an individual's status as listed above may violate this policy and warrant University discipline even if the act does not rise to the level of unlawful discrimination, retaliation or harassment.

https://www.lawrence.edu/info/offices/diversity-and-inclusion/policies-and-procedures/nondiscrimination-and-equal-employment-opportunity-policy


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
Yes

A brief description of the institution’s discrimination response protocol or team:

The Bias Response Team (BRT) is comprised of administrators who are available to support and guide community members seeking assistance in determining how to handle bias incidents. The Chair of the BRT receives individual reports, follows up with those making reports, and summarizes the incidents on a regular basis to be shared with the BRT and other appropriate University groups. The team advises the Chair on actions to be taken. The team may consult with the President’s Committee on Diversity Affairs, the LUCC Committee on Diversity Affairs, the Diversity Center and Faculty Governance Committee to determine the areas of greatest need for future professional development and community education sessions. (The chair of the committee frequently meets with individuals filing bias reports and those accused of bias for diversity education as well as makes referrals to adjudication processed like those for Title IX, student conduct, and academic grievances.)
Anyone who has experienced or witnessed a biased incident is highly encouraged to fill out a Bias Incident Report. After the report is submitted the reporter can expect to be contacted by a member of the BRT and given the opportunity to further describe the incident and discuss desired outcomes. The reporter is made aware of procedure options as well as support services available to them and is notified of any follow-up related to the incident.
Members of the BRT:
VP for Diversity and Inclusion and Associate Dean of the Faculty (Chair)
Dean of Students
Associate Dean of Students for Diversity
Director of Athletics
Director of Human Resources
Dean, Conservatory of Music
Provost and Dean of the Faculty


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

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

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

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

Lawrence University partners with a number of local and national cultural affinity groups, college bridge programs (ex: College Horizons, Posse) and diverse faculty pipeline programs to expand the diversity of applicants applying to become part of our campus community (to work and/or learn here). We also employ a selection procedure (Diversity Point Person Program) that diminishes the impact of bias on our selection processes. Every hiring committee has a Diversity Point Person responsible for ensuring protocol is followed.


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

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

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

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:

The following is a list of examples of some of the programs available to support underrepresented groups at Lawrence: a faculty of color mentoring circle, several employee resource groups (e.g., professionals of color and Pride), separate support groups for men and women students of color, a large number of ethnic affinity student organizations, the Lawrence University Community Council (LUCC) Committee on Diversity Affairs (CODA) student group, discipline related diversity student groups, specific programming through several grant programs (for example Clare Luce Booth for women in undergraduate research), programs to increase underrepresented student participation in study abroad and participation in the National Center for Faculty Development and Diversity to name a few.

The Office of Multicultural Affairs (OMA) has a number of programs in leadership, diversity training, multicultural scholarships, and partnerships with other local actors (Towards Community: Unity Through Diversity, Appleton African American Advisory Committee, GLBT Youth Partnership, P-Flag, and more). These services and programs are open to students, faculty and staff.


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?:
Yes

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

We belong to the Consortium for Faculty Diversity, which is a program designed to encourage the hiring of teaching fellows from underrepresented groups and increase the diversity of university faculty.

We have a membership with ASIANetwork and Midstates consortium for Math and Science (MCMS). Also Monticello grants (women in science) and WiscAMP (minority participation in stem disciplines).

Additionally, we participate in the McNair Scholars program, which, according to their website, is "designed to prepare undergraduate students for doctoral studies through involvement in research and other scholarly activities. McNair participants are either first-generation college students with financial need, or members of a group that is traditionally underrepresented in graduate education and have demonstrated strong academic potential. The goal of the McNair Scholars Program is to increase graduate degree awards for students from underrepresented segments of society."

The President's Committee on Diversity Affairs (PCDA) implemented faculty and staff hiring practices with attention to diversity and inclusion at each step of the search process. For all tenure-track faculty hiring, each search committee includes a designated Diversity Point Person tasked with ensuring that a diverse pool of candidates is achieved and that the evaluation of applicants proceeds with minimal bias. All candidates are invited to address in their application materials and interviews how they will cultivate and support diversity and inclusion on the Lawrence campus. Search chairs and Diversity Point People meet with the Dean of Faculty several times throughout the search process. Representatives of the PCDA conduct interviews with each on-campus finalist. The PCDA has been involved in these new hiring practices with every tenure-track search and some staff searches since fall 2014. In 2015, the PCDA planned a workshop on diversity and hiring. In 2015, the PCDA planned a workshop led by Eve Fine of UW Madison on the topic of diversity and hiring, which was open to all faculty and to heads of staff offices.


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

Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
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