|Submission Date||Feb. 26, 2021|
PA-7: Support for Underrepresented Groups
|3.00 / 3.00||
Office of Diversity, Inclusion, and Equity
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Lehigh University Non-Discrimination Statement and Title IX Notice of Non-Discrimination
Lehigh University upholds The Principles of Our Equitable Community and is committed to providing an educational, working, co-curricular, social, and living environment for all students, staff, faculty, trustees, contract workers, and visitors that is free from harassment and discrimination on the basis of age, color, disability, gender identity or expression, genetic information, marital or familial status, national or ethnic origin, race, religion, sex, sexual orientation, or veteran status. Such harassment or discrimination is unacceptable behavior and will not be tolerated.
The University strongly encourages (and, depending upon the circumstances, may require) students, faculty, staff or visitors who experience or witness harassment or discrimination, or have information about harassment or discrimination in University programs or activities, to immediately report such conduct.
Reports or inquiries should be made to:
Karen A. Salvemini
Equal Opportunity Compliance Coordinator1
Alumni Memorial Building / 610.758.3535 / firstname.lastname@example.org
In the event that the conduct involves the
Equal Opportunity Compliance Coordinator, reports should be made to:
HR Associate: Employee Relations, Staff Development, Career Management
306 South New Street - Suite 437 / 610.758.5195 / email@example.com
The University takes steps to ensure that a hostile environment on these bases does not exist on or in its programs and activities and to respond effectively to formal and informal allegations of harassment or discrimination. The University will promptly investigate complaints or incidents of such harassment or discrimination and will take prompt and appropriate measures, including disciplinary action, against individuals found to have engaged in harassment or discrimination. Lehigh University will take action reasonably designed to end a hostile environment if one has been created, prevent its recurrence, and, when appropriate, take steps to remedy its effects on individuals and the campus community.
The University encourages students and employees to work together to prevent harassment and discrimination in any University program or activity, including all academic, extra-curricular, and University-sponsored activities.
1The Equal Opportunity Compliance Coordinator serves as the Title IX Coordinator, ADA and Section 504 Coordinator, and the Age Act Coordinator.
Title IX Notice of Non-Discrimination
Title IX of the Education Amendments of 1972 ("Title IX") prohibits discrimination on the basis of sex in any federally funded education program or activity. This prohibition includes the exclusion form participation, or denial of the benefits of, a federally funded education program or activity on the basis of sex. Sexual harassment, which includes sexual violence, is a form of sex discrimination.
Lehigh University, as a recipient of federal funds, complies with Title IX and has designated the following individual to serve as the Title IX Coordinator:
Karen A. Salvemini
Equal Opportunity Compliance Coordinator
Alumni Memorial Building
27 Memorial Drive West
Bethlehem, PA 18015
Any student, employee, or applicant for employment or admission to Lehigh University who believes that he or she has been discriminated against on the basis or sex may file a complaint with the Title IX Coordinator. The Title IX Coordinator will assist the complainant in identifying the appropriate Lehigh University policy and corresponding grievance procedure to resolve the complaint in a prompt and equitable manner. The Title IX Coordinator may consult with other Lehigh University administrators, as needed, resolve the complaint in the most effective manner.
Additional Resources for Sexual Violence
For complaints involving sexual violence, a complainant may contact the Title IX Coordinator, or the complainant many also contact the following:
Lehigh University Police Department Advocates Gender Violence Reporting Form
321 E. Packer Avenue (610) 758-4763 lehigh.edu/go/genderviolencereport
Bethlehem, PA 18015
For complaints involving sexual violence, a complainant may also contact the following confidential sources:
Counseling & Psychological Services Chaplain's Office
Johnson Hall, 4th Floor The Dialogue Center
(610) 758-3880 (601) 758-3877
For further information on notice of non-discrimination, visit http://wdcrobcolp01.ed.gov/CFAPPS/OCR/contactus.cfm for the address and phone number of the office that serves your area, or call 1-800-421-3481.
The non-discrimination statement is accessible online at: https://generalcounsel.lehigh.edu/lehigh-university-non-discrimination-statement-and-title-ix-notice-non-discrimination
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
A brief description of the institution’s discrimination response protocol or team:
At Lehigh, we take the health, safety and well-being of our students, faculty and staff very seriously. It is for this reason that Lehigh has specific resources to respond to and support those who have experienced or witnessed a bias incident, act of discrimination, or hate crime.
If an individual experiences or witnesses harassment, discrimination, or sexual misconduct and would like to make a report, there are several ways to do so:
1. One of the reporting options is to call the Lehigh University Police Department (LUPD) at 610-758-4200. LUPD is available 24/7, 365 per year. LUPD is committed to providing a safe and secure environment on and around campus.
2. Specifically for situations of sex discrimination involving students, another reporting option is to contact the Gender Violence Support Advocates at 610-758-4763. The Advocates are a network of dedicated staff members who are specifically trained to work with survivors with initial support and referrals to additional resources.
3. Another option is to contact the Equal Opportunity Compliance Coordinator and Title IX Coordinator at 610-758-3535 or at firstname.lastname@example.org.
4. There are also two online reporting forms that can be completed and submitted to report an incident of harassment, discrimination, retaliation, or gender violence: the Discrimination, Harassment, Retaliation, or Bias Incident Reporting form and the Gender Violence Reporting form. When submitting either of these forms, notification is received by the University and LUPD simultaneously, triggering both a University response and a criminal response, if appropriate.
5. All staff, faculty, administrators, teaching assistants, graduate assistants, research assistants, gryphons (also known as RAs) and other University representatives must immediately report incidents of harassment or discrimination that are brought to their attention by students or that are reporting to them or witnessed by them involving students. In addition, all supervisors must immediately report such incidents that are brought to their attention by any member of the University community.
6. If an individual does not want a report made to the LUPD or to the University, there are two confidential resources available on campus for students (Counseling & Psychological Services and the Chaplain's Office) and one confidential resource for staff (Integrated Behavioral Health). These offices are not required to report the information shared to them to the policy or to University officials.
Additionally, there are resources available to support individuals (faculty, staff, and students) who have experienced harassment or discrimination. These include:
CONFIDENTIAL RESOURCES LEHIGH (For Students):
- Counseling & Psychological Services Johnson Hall, 4th Floor 610-758-3880
- Chaplain’s Office The Dialogue Center, 661 Taylor Street 610-758-3877
LEHIGH (For Faculty and Staff):
- Integrated Behavioral Health (IBH) Employee Assistance Program 1-800-395-1616
COMMUNITY (For Faculty, Staff, and Students):
- Crime Victims Council of the Lehigh Valley 801 Hamilton Street, Suite 300 Allentown, PA 18101 610-437-6610 610-437-6611 (24 hour hotline)
- Turning Point of the Lehigh Valley 444 E. Susquehanna Street Allentown, PA 18103 1-877-438-4957 TTY: 610-882-2465 610-437-3369 (24 hour hotline)
NON-CONFIDENTIAL RESOURCES LEHIGH (For Students):
- Lehigh University Police Department 321 E. Packer Avenue 610-758-4200
- Equal Opportunity Compliance Coordinator / Title IX Coordinator Alumni Memorial Building 610-758-3535 email@example.com
- Office of Gender Violence Education & Support University Center, c109 610-758-1303 firstname.lastname@example.org
- Center for Gender Equity University Center, c209/210 610-758-6484 email@example.com
- Office of Multicultural Affairs University Center, c203 610-758-5973 firstname.lastname@example.org
- The Pride Center University Center, c212 610-758-4126 email@example.com
- Dean of Students Office Williams Hall, Suite 380 610-758-4156 firstname.lastname@example.org
- Office of Student Conduct & Community Expectations Williams Hall, Suite 320 610-758-4632 email@example.com
- Office of Academic Support Williams Hall, Suite 390 610-758-4159
- Health and Wellness Center Johnson Hall, 3rd Floor 610-758-3870 firstname.lastname@example.org
Education of the Lehigh community on the topics of harassment, discrimination, retaliation, and sexual misconduct, and encouraging the reporting of these types of behaviors are top priorities. In June 2015, Lehigh adopted the revised Policy on Harassment and Non-Discrimination. Education on these topics occurs through both in-person and online training, as well as through passive campaigns, brochures, posters, emails to the community, and other methods. During orientation sessions, in collaboration with the Office of Gender Violence Education & Support, all first year students, transfer students, and graduate students were introduced to the University's definition of sexual harassment, reporting options, resources, and University processes and procedures. Gryphons (also known as RAs) and orientation leaders were also trained on these topics prior to the commencement of the academic year. Throughout the year, the Equal Opportunity Compliance Coordinators and the Director of the Office of Gender Violence Education & Support also conduct numerous training sessions for many other students.
During various orientation programs, new faculty and new academic department chairs were provided with information about the Policy on Harassment and Non-Discrimination, including their reporting responsibilities. In addition, various staff members and departments receive training on the Policy on Harassment and Non-Discrimination throughout the academic year.
University policy provides for the resolution of complaints through formal or informal resolution processes, depending on the circumstances of each case. The vast majority of cases that move forward to resolution are typically resolved through informal means, such as mediated conversations, targeted educational sessions and trainings, University no-contact orders, and similar methods. The formal process involves the investigation of a complaint that has been prepared and filed with the Equal Opportunity Compliance Coordinator by the complainant. An investigation is conducted by the Equal Opportunity Compliance Coordinator and a trained co-investigator. Notice of the complaint and applicable policies and procedures are provided to the parties. Investigators conduct interviews and review and gather evidence. They prepare a report containing factual findings and recommendations of University policy violations. A decision-maker reviews the report and determines if it is more likely than not that a violation of University policy occurred. If a violation of policy is found, an appropriate sanction and/or remedy is determined. Parties are notified of outcomes and have the right to appeal.
In addition, targeted educational efforts and other initiatives are implemented to address specific trends that are observed based on reported incidents and climate survey data. These trends may be based on various factors such as accused population, location of incidents, etc. Data is regularly reviewed by the Equal Opportunity Compliance Coordinator to determine shifts and changes in these trends.
More information about the response to incidents of discrimination can be found in the applicable University policies, available at eocc.lehigh.edu/policies.
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:
Lehigh has a comprehensive "Diversity Recruitment: A Resource Guide" (https://hr.lehigh.edu/sites/hr.lehigh.edu/files/2016%20Diversity%20Recruitment%20Guide.pdf) for recruiting faculty and staff from underrepresented groups. See attached. This guide reflects Lehigh's growing commitment toward creating a diverse environment. Lehigh's diversity mission statement continues to express this notion by stating that Lehigh University, an institution committed to educational excellence and learning, will actively promote an inclusive community that values, affirms, and advances the diverse backgrounds, interests, experiences, and aspirations of all its members.
At Lehigh, we keep diversity in mind in every search. We post every position on 9 different diversity websites and also pay another 50% of any additional diversity advertising approved from the supervisor. We ensure that the pool has an adequate percentage of diverse candidates within it prior to calling in candidates for interviews. If it does not, we suggest more outreach. Once we move to the interview stage, we also confirm that the selected candidates are a diverse group. We also send weekly emails to various community based organizations containing a listing of our open positions.
Additionally, Lehigh has a number of programs aimed at recruiting students from underrepresented groups:
Posse Scholars: Posse is a nationwide program that helps underrepresented students with the college search process by giving them access to schools they might not typically explore otherwise. Scholars who come to Lehigh via the Posse Program are assigned to a faculty or staff mentor who meets regularly with them during the first two years at Lehigh, and usually throughout students’ whole academic career at Lehigh. Academic year 2020-2021, will be the 4th year of this program at Lehigh.
CBO Summit: The mission of CBO summit is to develop a stronger relationship between Lehigh’s admissions department and community based organizations. We will strive to educate on Lehigh’s practices, enhance our programming through counselor feedback while strengthening, creating, and maintaining relationships.
Diversity Achievers Program (DAP): The purpose of DAP is to give underrepresented students from all over the country a chance to visit Lehigh and to speak to current students about what it’s like to be a student here. This is an overnight program for the students, and they have the opportunity to stay with current students while they are on campus. While they are here they have a chance to interview, go to student panels, go to classes with current students, and meet with their regional admissions representative. Lehigh pays for all of these students to visit campus.
Advanced College Experience (ACE): The purpose of ACE is to expose underrepresented SOC students who work with CBOs (Community Based Organizations) primarily in the tri-state area to the application process through case studies and student panels. CBO counselors are also asked to visit campus at the same time, and sit in on financial aid case studies as well as learn more about specific offerings to LU such as LUSSI (Lehigh’s summer program). Students will then attend a home football game.
Diversity Life Weekend “D-Life”: The purpose of D-Life is to give admitted SOC students, who may not have the resources to visit campus, an opportunity to come to Lehigh and to learn more about the culture and campus. They visit on the same weekend as our regular admitted student program and have the opportunity to participate in the same events as the other students on campus. While on campus students get information about financial aid, explore campus, meet with current students, and have time to interact with other admitted students. This is also an overnight program, so D-Life students stay with current students while they are on campus. This is a Thursday-Sunday event. *Thurs. arrivals are students from the west coast.
LUSSI:The Lehigh University Student Scholars Institute (LUSSI) is a program that strives to cultivate a sense of community, belonging and empowerment of entering first year students who identify as first generation and/or low income and/or coming from an underrepresented minority background, which we refer to as our F1RST+ students. LUSSI is designed to support you throughout your four years at Lehigh, with a specific emphasis on your first-year experience. The yearlong program engages dedicated administrators, staff, faculty and students who work to reduce the barriers to success for all our students within the F1RST+ community. Incoming first year student participants are provided with the opportunity to develop community through social and educational experiences, allowing them to take full advantage of life at Lehigh. LUSSI seeks to inspire and support our students to become confident, intelligent and successful leaders on our campus and beyond. Students in the LUSSI program learn to appreciate and celebrate their identity as a F1RST+ college student and see the world through a lens of richness and wholesomeness.
The LUSSI program is application based and offered to all eligible first-year students. Selected students participate in a pre-orientation program, prior to the start of First-Year Orientation. Programming is centered on f five core areas of: :
Academic Success Strategies
Career Awareness and Development
Health and Wellness Strategies (Mental and Physical)
Financial Literacy and Wellness
As part of efforts to increase the sense of belonging, inclusion and connectedness between the Lehigh community and F1RST+ students, selected individuals will have the opportunity to interact with approximately 100 other F1RST+ students. Students will also be able to develop a more connected circle of support within what we call our LUSSI families. “LUSSI Families” are smaller groups of approxmately 16-25 students, with each Family having two student guides who will serve as a direct contact throughout the first academic year. Additionally, each LUSSI Family will have the support of a faculty and staff mentor.
The LUSSI program has no monetary cost. Selected students will be required to make a commitment to engage in various programming opportunities throughout the year that we believe will help students make the most of their time at Lehigh.
LUSSI students are committed to partake in the following:
Bi-weekly group meetings over the course of the entire academic year with student guides, including a monthly LUSSI Family meeting with the faculty and staff mentors.
Participation in customized 5x10 programs
Opportunity to participate in the Passport to Success program. LUSSI participants will be given priority status for admission into this program
Opportunity to seek financial support from the High Impact Experience Opportunity Fellowship (HIEOF)
Additional programming offered throughout the year addressing each of the core focus areas
Special social programming for all LUSSI students (including sophomores, juniors and seniors)
International recruitment: Four counselors visited 25 different countries and 48 different high schools. We attended college fairs and presentations through independent counselors and organizations.
Visits with CBOs around the country: Visits are encouraged for each counselor in every region, visits consists of but not limited to information session, interviews, case studies and application workshops.
Admissions Ambassadors/ Diplomats: Current Lehigh students trained to assist with diversity recruitment efforts. Their duties include but not limited to sitting on student panels, hosting prospective students for overnight programs and providing interviews.
Lehigh University has become an institutional member of the GEM Consortium, a nonprofit group with a long record of success recruiting highly qualified underrepresented students who wish to pursue doctoral degrees in STEM fields (http://www.gemfellowship.org/).
Lehigh is also a partner institution for NACME, the National Action Council for Minorities in Engineering (https://www.nacme.org). We are a member of NCFDD, National Center for Faculty Development & Diversity and an institutional partner of AWIS, the Association for Women in Science.
Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
The Office of Multicultural Affairs (OMA) serves as an integral resource, advocate, and vehicle of support for the Lehigh community on issues of multiculturalism and diversity. The OMA promotes a community aware of and sensitive to the multifaceted needs of Lehigh students. Identifying itself as an agent of transformation, the OMA challenges individuals to personally and communally grow, exploring multiculturalism and determining their unique role in achieving social justice. (https://diversityandinclusion.lehigh.edu/office-multicultural-affairs)
The Office of First-Year Experience (OFYE) provides students with resources and support during their first year at the University and plans orientation and events throughout the academic year to support first-year students’ living and learning experiences. The OFYE’s first-year programming, known as “evoLUtion,” promotes and introduces first-year students to issues of diversity, inclusion, and community. (http://studentaffairs.lehigh.edu/ofye)
Established at Lehigh in 1991, the Center for Gender Equity continues to provide students a space for education and activism around women's and gender issues. Located in the hub of the University Center, our dynamic student staff collaborates with several departments and student organizations, including the Office of Multicultural Affairs and the Pride Center. Focusing on transferable skills and content, student staff dream up, develop, implement, and assess 90% of all the Center for Gender Equity's programs and initiatives. (https://diversityandinclusion.lehigh.edu/center-gender-equity)
The Pride Center for Sexual Orientation & Gender Diversity exists to build a just, equitable world through community building and the pursuit of change. We work to create a world where people of all genders and sexualities are able to thrive as their full, authentic selves. (https://diversityandinclusion.lehigh.edu/pride-center)
The mission of the Student Access and Success office is to expand access to the university for all underrepresented groups with a focus on first generation and lower-income students and to insure that a support system is in place, which enables these students to have an enriching and successful Lehigh experience. This work involves developing and implementing a comprehensive set of university-wide strategies addressing recruitment and admission, financial aid, student life, academic coaching and advisement, and postgraduate support. The office will coordinate all work related to supporting the American Talent Initiative and the Managing Director will serve as Lehigh’s representative to ATI. (https://diversityandinclusion.lehigh.edu/studentsuccess)
The Graduate Life Office exists to enhance the academic, personal, and professional development of Lehigh graduate students through providing a range of programs, activities, events, and workshops related to diversity, inclusion and community. (http://gradlife.web.lehigh.edu/)
The Faculty and Staff of Color Network (FSCN) offers support and resources to welcome and foster a greater sense of community with faculty and staff of color on Lehigh's campus. Goals and purpose of the group includes: building a supportive network of faculty and staff; providing professional development; hosting social events that increase networking and retention; and strengthening bridges to other institutions in the Lehigh Valley.
The Faculty/Staff Pride Network (FSPN) is a place of support for LGBTQ+ faculty and staff as well as allies and advocates who are interested in fostering and sustaining a welcoming and affirming climate on campus for LGBTQ+ people. Learn more about our upcoming events by signing up for our listserv; all are welcome!
Women's Network at Lehigh for support and discussion of topics such as Equity, Career Advancement, and Work-Life Balance.
Lehigh University is one of seven 2010 recipients of an NSF ADVANCE Institutional Transformation Grant. Lehigh’s proposal “Building Community Beyond Academic Departments” focuses on harnessing the strengths of interdisciplinarity to enhance recruitment, retention, and the advancement of women faculty in Science, Technology, Engineering and Mathematics (STEM) fields at Lehigh. At Lehigh University, STEM includes the NSF funded disciplines of Biological Sciences, Chemistry, Earth and Environmental Sciences, Mathematics, Physics, Psychology, Sociology/Anthropology, Economics, and the disciplines within the College of Engineering. Lehigh ADVANCE will evaluate Lehigh's climate and policies, conduct social science research, and make recommendations for best practices to transform the University over the past five years.
The overarching goals of the grant are to:
- transform Lehigh through improved recruitment, retention, career satisfaction and leadership development of early- to mid-career women faculty in STEM.
- contribute to the national dialogue and social science scholarship by examining if interdisciplinary organization can create a critical mass and more equitable work environment for women STEM faculty if facilitated by vigorous search strategies, proactive evaluation policies, and mentoring and networking programs geared to interdisciplinary research and teaching. We are now in the post grant years of ADVANCE and most of the initiatives are being institutionalized.
The creation of the Council for Equity and Community (CEC) was the initiative by President Gast to give increased attention and focus to issues related to diversity, equity, and inclusion at Lehigh and the means to address them in a systematic and coordinated manner. The 2008 inception of the CEC was a tangible and broad-based initiative that has been critical in shaping the dialog on diversity, equity, and inclusion at Lehigh. As CEC enters its sixth year, the university stands willing to strengthen the role and mission of CEC as well as make further advances in creating a more diverse and inclusive community.
In our university community, the undercurrent for any work revolving around diversity and inclusion has been that no one office or individual is solely responsible for this work. Rather, as students, staff and faculty, we are all active participants in this endeavor and thus contribute to and benefit from this community of respect. CEC plays an important coordinating role to make this a reality.
Lehigh University welcomes students with disabilities and is committed to providing the same opportunities to all Lehigh students. Policies and procedures have been developed to provide students with as much independence as possible and to promote self-advocacy. At Disability Support Services, we work closely with students who self-identify in order to ensure equal access to University programs activities and services.
Lehigh is a member of NCFDD, National Center for Faculty Development & Diversity and an institutional partner of AWIS, the Association for Women in Science.
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:
Lehigh ADVANCE Recruitment:
Lehigh University was one of seven 2010 recipients of an NSF ADVANCE Institutional Transformation Grant. Lehigh’s proposal “Building Community Beyond Academic Departments” focuses on harnessing the strengths of interdisciplinarity to enhance recruitment, retention, and the advancement of women faculty in Science, Technology, Engineering and Mathematics (STEM) fields at Lehigh. At Lehigh University, STEM includes the NSF funded disciplines of Biological Sciences, Chemistry, Earth and Environmental Sciences, Mathematics, Physics, Psychology, Sociology/Anthropology, Economics, and the disciplines within the College of Engineering. Lehigh ADVANCE will evaluate Lehigh's climate and policies, conduct social science research, and make recommendations for best practices to transform the University over the next five years.
Lehigh ADVANCE will also provide funds to departments and interdisciplinary programs to invite advanced women graduate students and postdoctoral scholars in STEM to give seminars and become familiar with Lehigh, with the purpose of networking and making connections with potential female candidates for upcoming faculty positions, which encourages the participation of women in higher education and future faculty positions.
Lehigh ADVANCE “Building Community Beyond Academic Departments program” is part of a national push to increase the ranks of women in academic science and engineering careers.
The overarching goals are to:
• transform Lehigh through improved recruitment, retention, career satisfaction and leadership development of early- to mid-career women faculty in STEM.
• contribute to the national dialogue and social science scholarship by examining if interdisciplinary organization can create a critical mass and more equitable work environment for women STEM faculty if facilitated by vigorous search strategies, proactive evaluation policies, and mentoring and networking programs geared to interdisciplinary research and teaching.
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?:
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
List of gender neutral bathrooms can be found here: https://gisweb2.cc.lehigh.edu/restrooms/
Lehigh University's Housing Services and Residence Life teams are committed to working with all students to ensure their on-campus housing arrangements meet their needs and provide a safe and harassment-free living environment. With the understanding that all students have different needs, both admitted and returning students are encouraged to contact Christina D'Aversa to discuss options for living on-campus. Because of space limitations, students who contact Residential Services early in the housing assignment process will have more flexibility in their options.
Options for housing are dependent on vacancies and availability, and could include the following:
A single room with a private bathroom on a single-gendered floor
A single room with a common bathroom on a single-gendered floor
A double, triple, or quad room with a common bathroom on a single-gendered floor
A double, triple, or quad room with a common bathroom on an all-gender floor
A double room with a private bathroom on a single-gendered floor
A suite-style room (4 people) with a shared bathroom on an all-gender floor
An apartment-style room (2, 3, or 4 people) with a shared bathroom on an all-gender floor
Support for underrepresented groups was not impacted by COVID-19 and therefore is representative of a normal year.
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.