Overall Rating Gold
Overall Score 70.85
Liaison Amy Butler
Submission Date Feb. 28, 2019
Executive Letter Download

STARS v2.1

Michigan State University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Paulette Granberry-Russel
Director, Inclusion
Ofc. for Inclusion, Intercultural Initiatives
"---" indicates that no data was submitted for this field

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

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

"A condensed summary of the Non-Discrimination policy (provided by the Office of Inclusion and Intercultural Initiatives) can be found below.
MSU Anti-Discrimination Policy prohibits acts of discrimination and harassment against any university community member(s) by inappropriately limiting employment opportunities, access to university residential facilities, or participating in educational, athletic, social, cultural, or other university activities on the basis of age, color, gender, gender identity, disability, height, marital status, national origin, political persuasion,
race, religion, sexual orientation, veteran status or weight. Complaints under this policy may be submitted to the Office of Institutional Equity for investigation.

The full policy can be found here:
The following policy was approved by the Board of Trustees on April 9, 1993 and revised on December 5, 2003, April 13, 2007, and October 30, 2015.
Article I. Purpose
Michigan State University’s scholarly community-building efforts occur within the context of general societal expectations, as embodied in the law. The University, consistent with its policies and governing law, promotes institutional diversity and pluralism through mechanisms such as affirmative action, within an over-arching strategy promoting equitable access to opportunity. The University’s commitment to non-discrimination is the foundation for such efforts.
Article II. Applicability
This policy states expectations for institutional and individual conduct. It applies to all University community members, including faculty, staff, students, registered student organizations, student governing bodies, and the University’s administrative units, and to the University’s contractors in the execution of their University contracts or engagements1, with respect to the following:
All educational, employment, cultural, and social activities occurring on the University campus;
University-sponsored programs and activities occurring off-campus, including but not limited to cooperative extension, intercollegiate athletics, lifelong education, and any regularly scheduled classes;
University housing; and
Programs and activities sponsored by student governing bodies, including their constituent groups, and by registered student organizations.
Article III. Prohibited Discrimination
Unlawful acts of discrimination or harassment are prohibited.
In addition, the University community holds itself to certain standards of conduct more stringent than those mandated by law. Thus, even if not illegal, acts are prohibited under this policy if they 2 :
Discriminate against any University community member(s) through inappropriate limitation3 of employment opportunity4 , access to University residential facilities, or participation in education, athletic, social, cultural, or other University activities on the basis of age, color, gender, gender identity5 , disability status, height, marital status, national origin, political persuasion, race, religion, sexual orientation, veteran status, or weight; or
Harass any University community member(s) on the basis of age, color, gender, gender identity, disability status, height, marital status, national origin, political persuasion, race, religion, sexual orientation, veteran status, or weight.
These prohibitions shall not be construed in a manner that abridges University community members’ right of free expression or other civil rights.
Article IV. Informal Resolution
Informal resolution of disputes, through consultation provided by offices serving the University, is encouraged. Informal resolution is typically used when a claimant asks to participate in an informal resolution, requests anonymity, does not consent to participation in an investigation, or the alleged conduct, even if it does not rise to the level of a policy violation, suggests the need for remedial, educational, or preventive action. Participation in informal resolution is voluntary, and either party may terminate the informal resolution process at any time. If a party terminates attempts at informal resolution, or the parties are unable to resolve the matter informally, a formal review of the complaint will begin7.
Article V. Complaints and Investigations
Complaints under this Policy are processed and investigated by the Office of Institutional Equity (OIE) pursuant to the OIE Complaint Procedures. Allegations involving gender discrimination, including sexual and gender-based harassment, assault, and violence, are processed and investigated pursuant to the Relationship Violence & Sexual Misconduct (RVSM) Policy.
The University investigates complaints involving conduct occurring at the locations, programs, and activities listed in Article II above. The University also investigates complaints of conduct occurring off-campus, even if not occurring in the context of a University program or activity, if the alleged conduct creates or contributes to a hostile environment on campus.
Article VI. Violations of the Policy
Violations of the policy may result in disciplinary action pursuant to the applicable student conduct or employee disciplinary process. Discipline may include, but is not limited to, suspension or dismissal for students or employees.
Article VII. History
This Policy was approved by the Board of Trustee on April 9, 1993 and revised on December 5, 2003, April 13, 2007, and October 30, 2015.
This document is currently pending approval from the U.S. Department of Education, Office for Civil Rights.

1. This policy does not apply to the conduct of a contractor’s internal affairs, nor does it apply to the conduct of contractual engagements to which the University is not a party.
2. This Anti-Discrimination Policy User’s Manual, University ordinances, and written policies provide guidance on the conduct prohibited by Article III of this Policy.
3. Limitations are inappropriate if they are not directly related to a legitimate University purpose. The Anti-Discrimination Policy User’s Manual provides additional guidance on inappropriate limitation as defined by this Policy.
4. For purpose of this Policy, “employment opportunity” is defined as job access and placement, retention, promotion, professional development, and salary.
5 For the purposes of this Policy, the reference to “gender identity” shall be interpreted to include protection against gender stereotyping based on a person’s gender expression. In other words, gender stereotyping is impermissible discrimination or harassment based on a failure to conform to stereotypical gender norms.
6. Consultation with one or more of the following may be useful:
the chairperson, director, or dean of the relevant unit, supervisory support personnel, the Title IX Coordinator or Deputy Title IX Coordinator for Investigations, the ADA Coordinator, the Office for Inclusion and Intercultural Initiatives, the University Ombudsperson, the Faculty Grievance Official, REHS staff, faculty or staff academic advisers, and the MSU Counseling Center.
7. The availability and appropriateness of informal resolution involving claims of gender discrimination, including sexual and gender-based harassment, assault, and violence, is governed by the Relationship Violence & Sexual Misconduct (RVSM) Policy.

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):

MSU has extensive resources for witnesses and victims of bias, survivors of rape, violence, sexual assault and other incidents. Direct offices and resources available to the MSU community (including staff, faculty, students, and non-members of MSU) to support all of the above include the following:
Employee Assistance Program; LBGT Resource Center; Office for Inclusion and Intercultural Initiatives (I3); Office for International Students and Scholars (OISS); Office of Cultural and Academic Transitions (OCAT); Resource Center for Persons with Disabilities (RCPD); Student Parent Resource Center; Student Veterans Resource Center; WorkLife Office; the Office of Institutional Equity; Counseling and Psychiatric Services; the Office for Civil Rights and Title IV Education and Compliance; Office of Prevention, Outreach, and Education; MSU Sexual Assault Program; End Rape at MSU; MSU Safe Place; MSU Police Department; the Center for Trauma-Informed Investigative Excellence; Office of the University Ombudsperson; and others (please see attached visual).
"Accessed from the SAP’s website, staff and volunteers provide crisis intervention to help clients process emotions and thoughts during a crisis, identify their natural supports, and locate resources and options from 10 a.m. to 10 p.m."
Rape, sexual assault, and violence incident support:
"MSU's Sexual Assault Program provides immediate crisis intervention and advocacy services to individuals impacted by rape or sexual violence. Crisis Intervention & Advocacy Services available include: a 24-hour hotline, 10am-10pm crisis chat, institutional and legal advocacy. These services are available to survivors of sexual assault and their non-offending significant others. [..] Individual Therapy & Support Groups: The MSU Sexual Assault Program provides free and confidential individual counseling and support groups to MSU students who are survivors of adult sexual assault or childhood sexual abuse. [They] offer a variety of groups for all gender identities."
The two hotlines referenced above are: the MSU Sexual Assault Program 24-hour Hotline, which is free and confidential, and provides immediate crisis intervention and advocacy services to women and men who have experience rape or sexual assault, as well as confidential referrals to community resources for individuals not affiliated with MSU. The second hotline is the End Violence Encounters hotline, a confidential community-based program providing supportive services to survivors of domestic abuse and sexual violence. The MSU Sexual Assault Program added a Canine Advocate to support sexual assault survivors during police interviews and court proceedings. The dog is on campus every weekday and is available for emotional support and animal comfort on Campus.
General bias incident support: A mobile phone application is available for all MSU students to access instant-messaging counseling and phone conversations 24/7. Additionally, a Crisis Chat is available through the MSU Sexual Assault Program Website: endrape.msu.edu
The local East Lansing Sparrow Hospital provides free medical examinations for victims of violence and sexual assault.
Residential and Hospitality Services has a graduate assistant for diversity and inclusion, and from 2015-2016, RHS offered a series of Healing Spaces/Community Dialogues "to help facilitate students processing the events of campus and society. These events were hosted in the evening in residence halls and brought in campus partners such as the Black Student Alliance and the Alliance of Queer and Ally Students to educate staff and faculty.
All undergraduate living spaces on campus have Intercultural Aides; student staff members who work in the residence halls with undergraduates to help the students with the transition into university life. These aides also serve as support networks for students, and " Along with other residence life staff like Resident Mentors and MRULE student leaders, Aides plan engaging and informative activities that bring individuals as well as groups of students from diverse racial, ethnic, international, and domestic backgrounds together to engage, explore, and learn about issues of academic transitions, culture, social class, geography, religion, race, gender, and ethnicity. "
Additionally, students who live on campus have the opportunity to lean on their Residential Intercultural Aides, who facilitate difficult conversations between groups of residents and host supportive dialogues for students on campus. Discussion topics include: Educational inequity, Racial identity, Mass incarceration, Native indigenous peoples, Stigmas of mental health, and other conversations: http://mrule.msu.edu/the-vision/our-impact
Bias reporting for on-campus residents:

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:

Students: MSU's SEARCH program for pre-college students and graduating students recruit high schools students with mental or physical disabilities, teach such individuals valuable skills, and help such individuals get hired into the work force after completion of the program: "Spartan Project SEARCH brings a successful international program for young adults with developmental disabilities to the campus of Michigan State University, one of 12 program sites starting in Michigan. Participants will experience classroom and on-the-job learning in a variety of settings, with leadership and expertise from researchers in the MSU College of Education." https://spartanprojectsearch.msu.edu/
The Alliances for Graduate Education and the Professoriate (AGEP) is a National Science Foundation program at MSU, which works to support the recruitment, retention, and graduation of underrepresented individuals in doctoral programs for engineering, math, and natural and social sciences. The AGEP holds a community meeting every semester, open to its members as well as the greater MSU community, including graduate school faculty and staff. The AGEP provides supplemental funding for graduate students by matching the hiring of GAs; every GA that is hired is matched by another hire from an underrepresented group.
The School of Planning, Design, and Construction (SPDC) offers specific scholarship awards to students from underrepresented groups, including women and also provides Summer Research Opportunities to recruit and encourage students to pursue graduate studies. The SPDC also hosts Academic Achievement Graduate Assistantships to recruit diverse students and students from underrepresented groups for graduate studies, " attracting a cohort of diverse students who have traditionally not participated in graduate programs in their units" attracting a cohort of diverse students who have traditionally not participated in graduate programs in their units.
The College of Engineering is part of the Michigan Louis Stokes Alliance for Minority Participation (MI-LSAMP). This program works to recruit minority students in the Science, Technology, Engineering, and Mathematics fields. This chapter is part of the broader Michigan community (in which other Michigan Public Universities are members). The program works to recruit undergrad students into the STEM graduate programs. MI-LSAMP also hosts pre-undergraduate summer events to allow graduating high school students the opportunity to attend STEM classes and gain interest in the STEM fields and MSU educational opportunities: https://www.egr.msu.edu/dpo/programs/mi-lsamp/mi-lsamp-events
The Broad College of Business has a Senior Advisor to the Dean for Diversity and Inclusion and Faculty Excellence Advocate, whose responsibilities include recruiting women and individuals from underrepresented groups. The College has several multicultural and diversity coordinators who are also responsible both for recruitment of students from underrepresented groups and in charge of ensuring those students are sufficiently cultural supported while at MSU. The Broad Native American Business Institute has a Summer Outreach Program, in which mentors work with 9th-12th Grade Indigenous Youth from across Michigan, US, and Canada. Students. "Participants work with MSU admissions officers, college counselors, tribal community leaders and corporate representatives in a seven-day “business boot-camp” that prepares students for the college application process and exposes them to numerous academic and professional opportunities." The Business College also hosts the Summer Business Institute Bridge Program for recruiting incoming freshman into the college of business.
Staff: MSU's staff recruitment policy and practices are as follows: "The Office for Inclusion and Intercultural Initiatives monitors certain vacant support staff positions as they are filled. The office reviews positions IF placement goals exist for women, minorities, or both; AND the hiring recommendation does not address the placement goal; UNLESS collective bargaining agreement provisions require hiring based on seniority and the most senior internal candidate is selected to fill the position."
Every year, MSU sends representatives to the Minority Access National Conference, wherein representatives can learn how to recruit, retain, and support faculty and staff from underrepresented groups. The conference allows MSU representatives to take this knowledge back to the university Office of Inclusion and Intercultural Initiatives (OIII) to apply to the University's overall recruitment efforts. http://www.minorityaccess.org/
The College of Veterinary Medicine implemented a Diversity and Inclusion Strategy in 2016, with specific stages to retain, recruit, support, and mentor students from underrepresented groups. The stage four of the strategy is to "Target specific units at CVM to support in their efforts to attract, recruit, and retain underrepresented minorities (URMs)." Vet Med does this through inter-departmental communication and networking, and all hiring officers from different departments within the College are required to share hiring information, tactics, and information on potential hires "to attract, recruit and retain students, interns, residents, faculty and staff who are representative of the diverse population of our state, region, and country while weaving diversity throughout the curriculum and embracing differences as part of the CVM culture."
The College of Agriculture and Natural Resources (CANR) Office for Diversity, Equity and Inclusion has specific programs that work to recruit its staff and faculty from underrepresented groups. The office provides services for all its hiring committees and managers, including requesting diversity statements and rubrics for committees to evaluate diversity-related competencies of candidates, as well as provide research support for outreach to underrepresented groups.
Faculty: The OIII requires all colleges to provide evidence in its recruitment practices of a diverse pool of candidates, and all departments are not permitted to conduct interviews until the OIII has approved the applicant pool. Every MSU search committee is expected to have a representative responsible for ensuring the diversity of the applicant pool. "The unit should be prepared to provide a description of efforts made to increase the diversity of the applicant pool."
Please see above for information on CANR efforts in faculty recruitment.
The Eli Broad College of Business hosts the Building an Inclusive Environment program, wherein visiting professionals as well as MSU faculty researchers work with visiting representatives from businesses and the college administration and recruitment teams to work on diversity recruitment strategies. The program sold out for each session and additional sessions were added on to accommodate the demand for the workshops.
The Senior Advisor to The Dean for Diversity And Inclusion in the Business College is tasked with the prime objective to “Increase the recruitment and hiring of under-represented minorities and women on the faculty of the Eli Broad College of Business of Michigan State University.”
MSU hosts the Global Impact Initiative, wherein the Board of Trustees has set $17.5 million for the recruitment of 100 new faculty members from diverse groups to confront three prominent areas of research: rapidly growing populations, aging populations, and climate change and global warming. These 100 new faculty members will apply their diverse background knowledge on research in these areas, and pave the way to “recruit new researchers from all over the world to focus on the most challenging problems facing human civilization.”

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:

Students: The Office of Inclusion and Intercultural Initiatives has educational partners across the university who serve as experts in different areas of diversity and as advocates on campus for underrepresented groups. These affiliates are faculty and staff whose role is to provide a listening ear, answer questions, and refer students to proper resources on campus for further support.
MSU has a Veterans Resource Center, which hosts annual Veterans Week events and ongoing activities for veterans and their families, as well as studying and social spaces for veterans. Space for meetings, studying, and socializing. The Center additionally provides: VA benefits and health information; Financial aid application support; Transition services; Career development; Employment/internship opportunities; Referrals to many other programs and services both on and off campus: http://veterans.msu.edu/
The Alliances for Graduate Education and the Professoriate hosts Learning Community Meetings for graduate students that provide them with scholarship opportunities as well as social support, public forums on relevant issues graduate students face, and an annual fall conference to provide graduate students with networking, research, and interfacing opportunities.
The College of Engineering is part of the Michigan Louis Stokes Alliance for Minority Participation (MI-LSAMP). This program works to support minority students in the Science, Technology, Engineering, and Mathematics fields. This program creates academic opportunities for minority students on campus through campus and regional networking events, and also hosts an acclimation program for first year students at the University.
The College of Engineering hosts the Engineering and Science Success Academy, "a four-week, residential, academic intensive program designed to acclimate incoming freshmen with both the academic and environmental aspects to post-secondary education." The College also hosts the Showcase of Stars breakfast, where students can network with diverse groups and businesses, and the college is also home to many faculty advisors for multicultural and diversity student groups.
The College of Agriculture and Natural Resources (CANR) has several recruitment organizations and national organization chapter affiliations for recruitment of underrepresented groups. CANR hosts the Open Doors retreat, which brings together participants from diverse backgrounds to network and learn about creating "inclusive organizations. The workshop addresses personal and professional change as part of an understanding differences initiative of multicultural organizational development." CANR also hosts Minorities in Agriculture, Natural Resources and Related Sciences, which is a national organization that began at MSU thirty years ago. The program provides networking and career opportunities and "professional development for underrepresented undergraduates, graduate students, and professionals in CANR fields." The Society for Advancement of Chicanos/Hispanics and Native Americans in Science (SACNAS) at MSU supports existing students at MSU and helps to further those students in their careers "to attain advanced degrees, careers, and positions of leadership in science." Information on these groups and other initiatives in CANR can be found here: https://www.canr.msu.edu/diversity/recruitment-support-advocacy/
The Department of Psychology's Diversity Committee hosts ongoing events to promote inclusion on campus and support its students. These activities include presentations, diversity walks, group readings, group discussions, facilitated dialogues, forums and more.
During the 2016-2017 academic year, MSU hosted Project 60/50, which was a year-long inclusion event meant to increase commitment, leadership, and participation of the entire campus community in inclusion, diversity initiatives, social equity, and further topics. This year-long initiative gathered together students from all walks of life, celebrated all groups of people (with special emphasis on underrepresented groups), and facilitated conversations to create dialogue about differences.
The College of Veterinary Medicine hosts an MSU Chapter of the Veterinarians as One Inclusive Community for Empowerment (VOICE); this group plans and throws inclusive events for the college, creates networking opportunities, and supports its students through study and listening sessions. https://cvm.msu.edu/about/diversity/voice
The College of Arts and Letters has the ongoing "Culture of Care" initiative, in which the college Dean hosts dialogues and publishes open letters on diversity issues. Culture of Care within the college works "to sustain inclusive practices as part of the core work of the College across all areas of endeavor, including teaching, scholarship, service, governance, leadership, professional development, and administration." Culture of care instituted a residential aide system in their dorms for student support and also hosts consortiums and implements ongoing initiatives to support its students from underrepresented groups.
The college of Communication, Arts and Sciences has hosted a number of programs to support underrepresented groups on campus, including listening sessions, a publication on 100 questions answered around diversity and inclusion, a Dean's blog, inclusiveness committees, and ongoing events.
The Eli Broad College of Business hosts several multicultural initiatives to provide additional support for its business students. This includes the Multicultural Business Programs hosted by the Assistant Dean and the Multicultural Business Program Tutorial Program.
Please see attached for further listings of support initiatives.
Staff: MSU hosts the "Womxn of Color Initiatives," which bring various women of color speakers to campus on an annual basis to inspire and support women on campus. In addition to this, the initiative hosts ongoing events to bring together women of color on campus and support intellectuals, academics, staff members, and others across campus in MSU's staff and faculty. http://wocimsu.yomairaf.msu.domains/
The College of Arts and Letters has the Culture of Care Indicatives; aimed to create an inclusive environment and lift up those from underrepresented groups, the initiatives "work to sustain inclusive practices as part of the core work of the College across all areas of endeavor, including teaching, scholarship, service, governance, leadership, professional development, and administration."
RHS: HR also recruited for on-call positions at both
Peckham and the Michigan National Guard.
The College of Agriculture and Natural Resources (CANR) Office of Diversity, Equity, and Inclusion has a multitude of resources for its staff and faculty, including events, dialogues, forums, mentoring, and other initiatives. Partnerships, chapters, and organizations the office hosts to support underrepresented groups include: Minority Access Incorporated, the National Organization of Gay and Lesbian Scientists and Technical Professionals, Black Doctoral Network, Society for Advancement of Chicanos/Hispanics and Native Americans in Science, National Black Farmers Association, and the Association of 1890 Research Directors Research Symposium: https://www.canr.msu.edu/diversity/faculty-staff/
Infrastructure and Planning Facilities (IPF) partnered with the WIST (Women in Skilled Trades) mentorship group to better the lives of women through skilled trades at MSU. The focus is to provide women exposure to skilled trades through Women Build Days and by providing, at no cost to the participant, a certified apprenticeship readiness program. IPF allowed WIST to utilize needed space for teaching and learning activities lead by IPF volunteers. Six women graduated from this program in July of 2018. Additionally, a formal rounding process was initiated in IPF in 2018. Each of the Executive Leaders (ELT) schedules themselves to meet with three employees per week. The rounding session is an inclusivity touchpoint to make sure leaders are listening to employee feedback and getting a pulse on the culture and work environment. These rounding sessions spread across all employee classifications. An Employee Buddy System was formed in IPF in 2017 for new employees. New Employees can voluntarily be partnered with a Buddy. An IPF Buddy is an employee from a different department whose goal is to make the new employees feel welcomed and valued. These Buddies meet monthly and allow the new employee access to a person who can help them navigate the IPF and University.

Faculty: The Office of Inclusion and Intercultural Initiatives hosts the Diversity Research Network, which is a support resource for faculty on campus. The program grew out of a research grant which called for further support of underrepresented groups in higher education faculty. The work of this groups includes academic support through providing research and grant opportunities, input and collaborative research opportunities. Faculty are further supported through mentoring activities (including shadowing programs) throughout the university. The DRN also provide opportunities for students to engage with faculty from underrepresented groups through student mentoring and training, as well as scholarship communities and activities. Further information on the program can be found here: http://www.inclusion.msu.edu/research-grants/drn/drn-history.html
MSU also has a cultural hub called the Council for Racial and Ethnic Students (CORES), which provides support and mentoring for diverse groups of students, including those from underrepresented groups as well as international students. Representatives from CORES also sit on the student governing body at MSU to give voice to students from underrepresented groups.
Please see above for information on CANR's efforts in diversity for faculty.
The Women’s Networking Association is open to Faculty, students and staff across MSU and provides support for all women in higher education. The Association hosts events, forums, and networking for women, among other opportunities. They also host an annual forum for women across the university.

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:

The Eli Broad College of Business Multicultural Business Program staff have worked with, supported, and promoted students to pursue careers in higher education as administrators and faculty (Senior Director of the Multicultural Program). The College of Business has a Senior Advisor to the Dean for Diversity and Inclusion and Faculty Excellence Advocate, and part of his responsibilities include mentoring doctoral students of color, including mentoring students in the business college for faculty positions post-graduation (See attached).
“The Future Academic Scholars in Teaching (FAST) Fellowship Program works to support diverse groups of students in preparation for higher education teaching positions after the student’s graduate from MSU: “The primary goals of the FAST Fellowship Program are to provide opportunities for a diverse group of graduate students to have mentored teaching experiences and to gain familiarity with materials on teaching and assessment techniques.” This program is supported through MSU’s partnership with the Center for the Integration of Research, Teaching, and Learning (CIRTL), a national organization committed to providing opportunities and support for diverse learners in the STEM fields to reach faculty positions across the nation. MSU is heavily involved in both programs, which operate separately (FAST is an internal program, while CIRTL is a partnership with 41 other research-intensive universities), but support diverse groups of students at MSU to further their work in academics in preparation for faculty positions across the nation.
MSU’s Office of Doctoral Affairs also provides a multitude of resources for all its students. A full set of resources for Post Docs is listed here. https://grad.msu.edu/pda/professional-development.
The MSU Graduate School also offers resources to students who specifically seek to pursue a career in postsecondary education. While the resources are generalized for all MSU students, several focused areas of the office provide resources for underrepresented students, such as nontraditional students and LBQTG students. All resources are available to all MSU students.
Part of the MSU Graduate School and the Career Services Network, PhD Career Services provides a variety of online resources, as well as workshops and one-on-one advising, to support the many paths graduate students and postdocs choose to pursue, including careers in universities, government, industry, and non-profits. The Graduate School website contains sections on career exploration, as well as career resources for international students and LGBTQ students, and information for employers and MSU PhD alumni: grad.msu.edu/PhDCareers.
The LBGTQ Resource Center has a doctoral and graduate division which focuses on supporting LGBTQ students in careers after graduation: https://grad.msu.edu/phdcareers/lgbtq

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 and complete the Data Inquiry Form.