| Overall Rating | Gold |
|---|---|
| Overall Score | 75.15 |
| Liaison | Laura Young |
| Submission Date | March 3, 2022 |
Michigan State University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Laura
Young Sustainability Program Coordinator Administration-EVP-Office of Sustainability |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
The non-discrimination statement, including the website URL where the policy is publicly accessible:
This is a summary of the Non-Discrimination policy as described in the Notice of Non-Discrimination, Anti-Harassment and Non-Retaliation: Michigan State University (“MSU” or the “University”) prohibits discrimination and harassment on the basis of race, ethnicity, color, national origin, sex, disability, religion, age, gender, gender identity, disability, height, marital status, political persuasion, sexual orientation, veteran status, or weight in its programs and activities.
The full policy is stated below and can be found at https://civilrights.msu.edu/policies/index.html. This website also has additional resources including a user's manual for the anti-discrimination policy, information about mandatory reporting, and information about MSU's Relationship Violence and Sexual Misconduct and Title IX Policy.
MSU ANTI-DISCRIMINATION POLICY
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. Note the User's Manual was updated on February 17, 2020. The Notice of Non-Discrimination, Anti-Harassment, and Non Retaliation was updated on October 1, 2021.
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:
1.All educational, employment, cultural, and social activities occurring on the University campus;
2.University-sponsored programs and activities occurring off-campus, including but not limited to cooperative extension, intercollegiate athletics, lifelong education, and any regularly scheduled classes;
3.University housing; and
4.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 they2 :
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 encouraged6. 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.
CONTACT INFORMATION:
Office of Institutional Equity
Olds Hall
408 W. Circle, Room 4
Michigan State University
East Lansing, MI 48824
(517) 353-3922
oie@msu.edu
www.oie.msu.edu
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.
Footnotes:
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.
Enacted: 2/28/70
Amended: 2/19/71, 4/21/72, 2/25/77, 4/9/93, 12/5/03, 4/13/07, 10/30/15
The full policy is stated below and can be found at https://civilrights.msu.edu/policies/index.html. This website also has additional resources including a user's manual for the anti-discrimination policy, information about mandatory reporting, and information about MSU's Relationship Violence and Sexual Misconduct and Title IX Policy.
MSU ANTI-DISCRIMINATION POLICY
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. Note the User's Manual was updated on February 17, 2020. The Notice of Non-Discrimination, Anti-Harassment, and Non Retaliation was updated on October 1, 2021.
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:
1.All educational, employment, cultural, and social activities occurring on the University campus;
2.University-sponsored programs and activities occurring off-campus, including but not limited to cooperative extension, intercollegiate athletics, lifelong education, and any regularly scheduled classes;
3.University housing; and
4.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 they2 :
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 encouraged6. 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.
CONTACT INFORMATION:
Office of Institutional Equity
Olds Hall
408 W. Circle, Room 4
Michigan State University
East Lansing, MI 48824
(517) 353-3922
oie@msu.edu
www.oie.msu.edu
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.
Footnotes:
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.
Enacted: 2/28/70
Amended: 2/19/71, 4/21/72, 2/25/77, 4/9/93, 12/5/03, 4/13/07, 10/30/15
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
The Office of Institutional Equity houses the university's protocol for addressing bias incidents, acts of prohibited discrimination/harassment, and hate crimes. The protocol is summarized below and available at https://oie.msu.edu/_assets/documents/bias-incident-reporting-protocols-17.08.01.pdf.
Any person may file a complaint regarding a bias-related incident; the reporter can be the alleged victim of the treatment, or the reporter can file a report on behalf of another person. Reporters contact the Office of Institutional Equity (OIE) at 517-353-3922 or at oie@msu.edu.
The response process to bias incidents, acts of discrimination/harassment, and hate crimes includes four main areas: (1) Victim Assistance: The physical and emotional health of the victim(s) must be carefully considered after any bias incident. It is essential that the victim receive support immediately after the incident and be made aware of the resources available to assist with any emotional, mental, and/or physical impact. (2) Assessment/Investigation: Each bias incident is unique and the University must assess the particular facts and circumstances of the incident in order to determine the appropriate response. Bias incidents are generally classified according to their level of seriousness (there are 3 levels outlined in the protocol). (3) Accountability: The University is committed to holding perpetrators of bias incidents, discrimination, and harassment accountable through the procedures established for handling violations of University policy. In order to maximize the University’s ability to hold perpetrators accountable, all bias incidents should be reported to the MSU Police Department and OIE in a timely fashion. (4) Incident Documentation – It is extremely important that timely and accurate documentation of the incident take place be reported to OIE promptly for inclusion in OIE’s centralized bias incident reporting database. Every reasonable effort should be made to report a bias incident to OIE within 48 hours of its occurrence. The protocol document details specific actions taken under each area.
The Bias Incident Response Team (BIRT) meet regularly to discuss all bias incidents and make further determinations for bias incidents that are classified as a level 2 or 3 incident. The BIRT consists of the following administrators (or their designee): Director, Office of Institutional Equity Title IX/ADA Coordinator; Director, University Counseling Center; MSU Police Department; Director, Residence Education and Housing Services; Representative from the Student Conduct and Conflict Resolution Office; Director, Office of Cultural and Academic Transitions; Director, Gender and Sexuality Campus Center. The BIRT determines any additional actions that will be planned and implemented by the appropriate staff members.
Any person may file a complaint regarding a bias-related incident; the reporter can be the alleged victim of the treatment, or the reporter can file a report on behalf of another person. Reporters contact the Office of Institutional Equity (OIE) at 517-353-3922 or at oie@msu.edu.
The response process to bias incidents, acts of discrimination/harassment, and hate crimes includes four main areas: (1) Victim Assistance: The physical and emotional health of the victim(s) must be carefully considered after any bias incident. It is essential that the victim receive support immediately after the incident and be made aware of the resources available to assist with any emotional, mental, and/or physical impact. (2) Assessment/Investigation: Each bias incident is unique and the University must assess the particular facts and circumstances of the incident in order to determine the appropriate response. Bias incidents are generally classified according to their level of seriousness (there are 3 levels outlined in the protocol). (3) Accountability: The University is committed to holding perpetrators of bias incidents, discrimination, and harassment accountable through the procedures established for handling violations of University policy. In order to maximize the University’s ability to hold perpetrators accountable, all bias incidents should be reported to the MSU Police Department and OIE in a timely fashion. (4) Incident Documentation – It is extremely important that timely and accurate documentation of the incident take place be reported to OIE promptly for inclusion in OIE’s centralized bias incident reporting database. Every reasonable effort should be made to report a bias incident to OIE within 48 hours of its occurrence. The protocol document details specific actions taken under each area.
The Bias Incident Response Team (BIRT) meet regularly to discuss all bias incidents and make further determinations for bias incidents that are classified as a level 2 or 3 incident. The BIRT consists of the following administrators (or their designee): Director, Office of Institutional Equity Title IX/ADA Coordinator; Director, University Counseling Center; MSU Police Department; Director, Residence Education and Housing Services; Representative from the Student Conduct and Conflict Resolution Office; Director, Office of Cultural and Academic Transitions; Director, Gender and Sexuality Campus Center. The BIRT determines any additional actions that will be planned and implemented by the appropriate staff members.
Recruitment programs
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
If yes to any of the above, provide:
MSU has programs to recruit students, academic staff, and non-academic staff from underrepresented groups, which are detailed below.
The DEI Inventory completed as part of the university’s DEI strategic planning process found that 25 academic and administrative units have dedicated DEI plans and 18 units that incorporate DEI goals into their overall strategic plan. An analysis of unit-level DEI plans found that 13 referenced increasing the diversity of students, 12 referenced increasing the diversity of staff and faculty. An analysis of the unit-level strategic plans that incorporated DEI goals found that 12 plans referenced increasing the recruitment of members of marginalized groups for students, faculty and staff as a key element. Specific information is detailed below on practices related to recruitment of students, non-academic staff and academic staff from underrepresented groups.
RECRUITMENT PRACTICES AND PROGRAMS FOR STUDENTS:
Diversity, Equity and Inclusion is a strategic theme within the university’s strategic plan. Key metrics include eliminating race and ethnicity opportunity gaps across all subgroups of students by 2030 and increasing recruitment and retention of students from diverse backgrounds. https://strategicplan.msu.edu/strategic-plan/dei
For over 50 years, MSU's Upward Bound program has helped thousands of high school youth in the Lansing area from low-income families, and/or families in which neither parent holds a bachelor’s degree, to complete high school and enter a post-secondary educational institution. This is accomplished by providing fundamental support and academic instruction in mathematics, laboratory sciences, composition, literature, and foreign languages. Tutoring, counseling, mentoring, career exploration, cultural enrichment, and work-study programs are also offered. The program partners with Lansing’s Everett, Sexton and Eastern High Schools to identify and enroll 125-130 Lansing-area high school freshmen in the program, which provides college admissions and financial aid counseling and assistance to participants to expedite their admission to college. The program maintains a cooperative complementary relationship with the Lansing School District, communicating information on progress made with the students enrolled in the program as well as the success achieved in employing new and innovative instructional methods related to the recruitment, instruction, and motivation of disadvantaged students. Once a part of the Trio Programs established by the U.S. congress in accordance with the Higher Education Act of 1965, the program is now funded by Michigan State University. https://upwardbound.msu.edu/index.html
Educational Talent Search (ETS) identifies and assists individuals from disadvantaged backgrounds who have the potential to succeed in higher education. The program provides academic, career and financial counseling to its participants and encourages them to graduate from high school and continue on to the postsecondary institution of their choice. First generation, low income, middle and high school students or adults working on their G.E.D. in the Lansing School District are eligible for the program. https://undergrad.msu.edu/programs/educational-talent-search
Gaining Early Awareness and Readiness for Undergraduate Programs (GEAR UP) is a statewide, sustained and collaborative effort that provides early intervention services and a scholarship component to low-income, underrepresented students and parents. The project produces, supports and disseminates college preparation and planning publications to students of the current graduating class and families throughout the state. This goal is achieved through a combination of programs that have been designed to inform and prepare students to deal with the challenge of higher education. http://gearup.msu.edu/
The MSU Spartan Advantage Program (SPAD) reduces the educational loan debt of our neediest Michigan students. Institutional funds supplement other non-loan forms of financial assistance a student receives so that the costs of tuition, fees, room, board, and books are covered. Eligible students receive sufficient grants, scholarships, and work study funds to cover the cost of tuition and fees, room and board, and books. https://finaid.msu.edu/spad.asp
The Native American Business Institute within the Broad College of Business is a free, weeklong pre-college summer program for Native American high school students in grades 9-12 interested in learning about college and careers in business. 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. In addition to serving as a recruitment tool, another very important aspect is the creation of a cooperative learning environment for the tribal communities and current MSU/NAHBS college students and staff. Workshops and presentations are directed by the host tribal community to educate the visiting MSU students and staff about the history, culture, business and governmental operations of the host tribal nation. Tours of the host community’s governmental and business operations, most importantly the casino operations, reveals for visiting MSU/NAHBS students misconceptions of Native American people and their surrounding community and business environments. The Business College also hosts the Summer Business Institute Bridge Program for recruiting incoming freshman into the college of business. https://broad.msu.edu/undergraduate/opportunities/mbp/#native-american-business-institute
Office of Admissions College Readiness Kits supply Native American students with a college resource guide, State of Michigan Resources, a Michigan Indian Tuition Waiver, FAQs & Application Form, and other complimentary items. The kits were developed by MSU’s Office of Admissions in response to recruitment challenges during the COVID-19 pandemic and were funded by a grant from the Michigan College Access Network. 250 kits were distributed in January 2021 across Michigan’s Upper Peninsula for prospective Native American high school students in grades 10-12. https://undergrad.msu.edu/news/view/id/315
The MSU Graduate School coordinates the Academic Achievement Graduate Assistantships program to expand recruitment and retention practices that serve diverse populations and help foster inclusive communities. The program helps graduate programs recruit and then retain graduate students who have been accepted into a master’s or a doctoral degree program and whose enrollment will contribute to our commitment to diversity, equity, and inclusion while enhancing their program’s academic excellence and diversity. https://grad.msu.edu/aaga
The College of Engineering is part of the Michigan Louis Stokes Alliance for Minority Participation (MI-LSAMP). The program works to recruit and increase the number of underrepresented students earning undergraduate degrees in STEM fields and help prepare them for graduate studies. This chapter is part of the broader Michigan community (in which other Michigan Public Universities are members). MI-LSAMP also hosts pre-undergraduate summer events to allow incoming students the opportunity to attend STEM classes and get acclimated to college life. https://www.egr.msu.edu/dpo/programs/mi-lsamp/program-summary
The SMiLeS: Support in Medical Laboratory Science and the AP-MLS program are supported by a grant from the Department of Health and Human Services, Health Resources and Services Administration – Scholarship for Disadvantaged Students (HRSA-SDS). These HRSA scholarships will provide funding assistance for disadvantaged students, including underrepresented minorities, who are pursuing a medical laboratory science (MLS) major. The goal is to increase the number of students entering the clinical laboratory sciences workforce and specifically place many of these supported students into clinical training sites in medically underserved communities. The HRSA scholarship can support the entire cost of attendance at MSU for one year, which includes tuition and fees, on-campus room and board, books, supplies, and transportation, with a set dollar amount assigned by MSU Office of Financial Aid for each academic year. https://bld.natsci.msu.edu/students/smiles/
The College of Agriculture and Natural Resources STEM-FEE Scholars program provides scholarships to 24 high-achieving, low-income high school students who are interested in animal science, crop and soil sciences, forestry, entomology, fisheries and wildlife, food science, or horticulture. The intent to help recruit, nurture and graduate students who are prepared careers in these fields. The cohorts will include Lansing School District high school students, Lansing Community College students, and MSU students who haven’t declared a major. Up to $15,000 in scholarships is available to each eligible student. Eligible scholars will receive up to $10,000 the first year of participation and $5,000 in year two for a maximum potential of $15,000 depending upon financial eligibility. This program is made possible through funding from the National Science Foundation (NSF).
https://www.canr.msu.edu/academics/undergraduate/stem-fee-scholars
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. https://grad.msu.edu/agep and https://grad.msu.edu/agep/supplementalfunding
MSU is working to increase institutional support for undocumented students, refugees, recipients of the Deferred Action for Childhood Arrivals (DACA) program and those with mixed-immigration status by making services like admissions, financial aid and residency reclassification advising more accessible. U.S. citizenship is not required for admission to MSU, and the university admits students based on academic qualifications regardless of their immigration status. Michigan State University welcomes all students to apply to the university’s undergraduate and graduate programs regardless of their immigration status. https://undocumented.msu.edu/index.html
MSU High School Equivalency Program (HEP) provides instruction for the preparation of the General Educational Development (GED) test in Spanish and English. The classes are designed for migrant and seasonal farmworker communities. We also strive to make learning relevant to their situation and take into consideration their social and cultural backgrounds. After graduating, MSU HEP assists with placement in colleges/universities, vocational institutions, military services, other post-secondary activities or career positions. MSU HEP is currently funded to serve at least 50 students annually at three satellite sites: Dowagiac, Holland and Hart, Michigan. Through outreach and recruitment MSU HEP reaches out to all eligible persons in Michigan and surrounding states through referrals. Our satellite programs are modeled to help students who work and/or have family responsibilities by providing instruction close to their hometowns. Classes meet Monday through Thursday in the evenings and receive live instruction through video conferencing. https://mss.msu.edu/hep/index.html
MSU's SEARCH program for pre-college students and graduating students recruits high schools students with mental or physical disabilities, teaching participants valuable skills and helping them 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/
RECRUITMENT PRACTICES AND PROGRAMS FOR ALL EMPLOYEES:
MSU is committed to the principles of equal opportunity, nondiscrimination and, in the context of employment, affirmative action. University programs, activities, and facilities are available to all without regard to race, color, gender, gender identity, religion, national origin, political persuasion, sexual orientation, marital status, disability, height, weight, veteran status, age or familial status. The university is an affirmative action, equal opportunity employer. In carrying out this commitment, the university is guided by the applicable federal and state laws and regulations and policies adopted by the Board of Trustees. The university has a comprehensive employment Affirmative Action Plan (AAP) that includes placement goals for academic and support staff employment and an affirmative action policy for the employment of veterans and persons with disabilities. The Office for Inclusion and Intercultural Initiatives oversees the AAP by reviewing individual academic and support staff hiring recommendations, and advises the President and other university administrators on equal opportunity, diversity and inclusion matters. https://inclusion.msu.edu/hiring/equal-opportunity%20statement.html
See below for specific information related to staff and faculty recruitment from underrepresented groups.
RECRUITMENT PRACTICES AND PROGRAMS FOR NON ACADEMIC STAFF:
Diversity, Equity and Inclusion is a strategic theme within the university’s strategic plan. A key metric includes increasing recruitment and retention of academic and nonacademic staff from diverse and historically underrepresented backgrounds. https://strategicplan.msu.edu/strategic-plan/dei
Specific to the hiring of non-academic staff, the Office for Inclusion and Intercultural Initiatives (OI3) 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."" https://inclusion.msu.edu/hiring/index.html
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 OI3 to apply to the University's overall recruitment efforts. http://www.minorityaccess.org/
Infrastructure Planning and Facilities (IPF) conducted an audit of hiring practices, processes, and policies and implemented a renewed approach prioritizing equity and diversity and embedding DEI strategies, that now requires review and approval of all selection committee members, annual “Mitigating Bias in Hiring” training for all committee members and offers redacted screening to reduce potential initial subjectivity by removing preconceived notions associated with identifying information. Mitigating Bias in Hiring training is also offered quarterly and on ad hoc basis to the larger campus community in partnership with Organization and Professional Development (OPD) department of MSU Human Resources. IPF has also contributed resources to prioritize diversity in recruitment and formalized partnership to expand our reach to qualified applicants.
RECRUITMENT PRACTICES AND PROGRAMS FOR ACADEMIC STAFF:
Diversity, Equity and Inclusion is a strategic theme within the university’s strategic plan. A key metric includes increasing recruitment and retention of faculty from diverse and historically underrepresented backgrounds. https://strategicplan.msu.edu/strategic-plan/dei
The Office for Inclusion and Intercultural Initiatives (OI3), in cooperation with the Office of Academic Human Resources, monitors academic search and selection procedures in the academic hiring process. All colleges must provide evidence in its recruitment practices of a diverse pool of candidates, and all departments are not permitted to conduct interviews until the OI3 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."" http://inclusion.msu.edu/hiring-recruitment/academic-hiring.html
MSU launched 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.” Global Impact is a bold initiative to meet the Grand Challenges of the 21st Century. MSU is committed to achieving excellence through cultural diversity and actively encourages applications and/or nominations of women, persons of color, veterans and persons with disabilities. https://research.msu.edu/global-impact
The DEI Inventory completed as part of the university’s DEI strategic planning process found that 25 academic and administrative units have dedicated DEI plans and 18 units that incorporate DEI goals into their overall strategic plan. An analysis of unit-level DEI plans found that 13 referenced increasing the diversity of students, 12 referenced increasing the diversity of staff and faculty. An analysis of the unit-level strategic plans that incorporated DEI goals found that 12 plans referenced increasing the recruitment of members of marginalized groups for students, faculty and staff as a key element. Specific information is detailed below on practices related to recruitment of students, non-academic staff and academic staff from underrepresented groups.
RECRUITMENT PRACTICES AND PROGRAMS FOR STUDENTS:
Diversity, Equity and Inclusion is a strategic theme within the university’s strategic plan. Key metrics include eliminating race and ethnicity opportunity gaps across all subgroups of students by 2030 and increasing recruitment and retention of students from diverse backgrounds. https://strategicplan.msu.edu/strategic-plan/dei
For over 50 years, MSU's Upward Bound program has helped thousands of high school youth in the Lansing area from low-income families, and/or families in which neither parent holds a bachelor’s degree, to complete high school and enter a post-secondary educational institution. This is accomplished by providing fundamental support and academic instruction in mathematics, laboratory sciences, composition, literature, and foreign languages. Tutoring, counseling, mentoring, career exploration, cultural enrichment, and work-study programs are also offered. The program partners with Lansing’s Everett, Sexton and Eastern High Schools to identify and enroll 125-130 Lansing-area high school freshmen in the program, which provides college admissions and financial aid counseling and assistance to participants to expedite their admission to college. The program maintains a cooperative complementary relationship with the Lansing School District, communicating information on progress made with the students enrolled in the program as well as the success achieved in employing new and innovative instructional methods related to the recruitment, instruction, and motivation of disadvantaged students. Once a part of the Trio Programs established by the U.S. congress in accordance with the Higher Education Act of 1965, the program is now funded by Michigan State University. https://upwardbound.msu.edu/index.html
Educational Talent Search (ETS) identifies and assists individuals from disadvantaged backgrounds who have the potential to succeed in higher education. The program provides academic, career and financial counseling to its participants and encourages them to graduate from high school and continue on to the postsecondary institution of their choice. First generation, low income, middle and high school students or adults working on their G.E.D. in the Lansing School District are eligible for the program. https://undergrad.msu.edu/programs/educational-talent-search
Gaining Early Awareness and Readiness for Undergraduate Programs (GEAR UP) is a statewide, sustained and collaborative effort that provides early intervention services and a scholarship component to low-income, underrepresented students and parents. The project produces, supports and disseminates college preparation and planning publications to students of the current graduating class and families throughout the state. This goal is achieved through a combination of programs that have been designed to inform and prepare students to deal with the challenge of higher education. http://gearup.msu.edu/
The MSU Spartan Advantage Program (SPAD) reduces the educational loan debt of our neediest Michigan students. Institutional funds supplement other non-loan forms of financial assistance a student receives so that the costs of tuition, fees, room, board, and books are covered. Eligible students receive sufficient grants, scholarships, and work study funds to cover the cost of tuition and fees, room and board, and books. https://finaid.msu.edu/spad.asp
The Native American Business Institute within the Broad College of Business is a free, weeklong pre-college summer program for Native American high school students in grades 9-12 interested in learning about college and careers in business. 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. In addition to serving as a recruitment tool, another very important aspect is the creation of a cooperative learning environment for the tribal communities and current MSU/NAHBS college students and staff. Workshops and presentations are directed by the host tribal community to educate the visiting MSU students and staff about the history, culture, business and governmental operations of the host tribal nation. Tours of the host community’s governmental and business operations, most importantly the casino operations, reveals for visiting MSU/NAHBS students misconceptions of Native American people and their surrounding community and business environments. The Business College also hosts the Summer Business Institute Bridge Program for recruiting incoming freshman into the college of business. https://broad.msu.edu/undergraduate/opportunities/mbp/#native-american-business-institute
Office of Admissions College Readiness Kits supply Native American students with a college resource guide, State of Michigan Resources, a Michigan Indian Tuition Waiver, FAQs & Application Form, and other complimentary items. The kits were developed by MSU’s Office of Admissions in response to recruitment challenges during the COVID-19 pandemic and were funded by a grant from the Michigan College Access Network. 250 kits were distributed in January 2021 across Michigan’s Upper Peninsula for prospective Native American high school students in grades 10-12. https://undergrad.msu.edu/news/view/id/315
The MSU Graduate School coordinates the Academic Achievement Graduate Assistantships program to expand recruitment and retention practices that serve diverse populations and help foster inclusive communities. The program helps graduate programs recruit and then retain graduate students who have been accepted into a master’s or a doctoral degree program and whose enrollment will contribute to our commitment to diversity, equity, and inclusion while enhancing their program’s academic excellence and diversity. https://grad.msu.edu/aaga
The College of Engineering is part of the Michigan Louis Stokes Alliance for Minority Participation (MI-LSAMP). The program works to recruit and increase the number of underrepresented students earning undergraduate degrees in STEM fields and help prepare them for graduate studies. This chapter is part of the broader Michigan community (in which other Michigan Public Universities are members). MI-LSAMP also hosts pre-undergraduate summer events to allow incoming students the opportunity to attend STEM classes and get acclimated to college life. https://www.egr.msu.edu/dpo/programs/mi-lsamp/program-summary
The SMiLeS: Support in Medical Laboratory Science and the AP-MLS program are supported by a grant from the Department of Health and Human Services, Health Resources and Services Administration – Scholarship for Disadvantaged Students (HRSA-SDS). These HRSA scholarships will provide funding assistance for disadvantaged students, including underrepresented minorities, who are pursuing a medical laboratory science (MLS) major. The goal is to increase the number of students entering the clinical laboratory sciences workforce and specifically place many of these supported students into clinical training sites in medically underserved communities. The HRSA scholarship can support the entire cost of attendance at MSU for one year, which includes tuition and fees, on-campus room and board, books, supplies, and transportation, with a set dollar amount assigned by MSU Office of Financial Aid for each academic year. https://bld.natsci.msu.edu/students/smiles/
The College of Agriculture and Natural Resources STEM-FEE Scholars program provides scholarships to 24 high-achieving, low-income high school students who are interested in animal science, crop and soil sciences, forestry, entomology, fisheries and wildlife, food science, or horticulture. The intent to help recruit, nurture and graduate students who are prepared careers in these fields. The cohorts will include Lansing School District high school students, Lansing Community College students, and MSU students who haven’t declared a major. Up to $15,000 in scholarships is available to each eligible student. Eligible scholars will receive up to $10,000 the first year of participation and $5,000 in year two for a maximum potential of $15,000 depending upon financial eligibility. This program is made possible through funding from the National Science Foundation (NSF).
https://www.canr.msu.edu/academics/undergraduate/stem-fee-scholars
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. https://grad.msu.edu/agep and https://grad.msu.edu/agep/supplementalfunding
MSU is working to increase institutional support for undocumented students, refugees, recipients of the Deferred Action for Childhood Arrivals (DACA) program and those with mixed-immigration status by making services like admissions, financial aid and residency reclassification advising more accessible. U.S. citizenship is not required for admission to MSU, and the university admits students based on academic qualifications regardless of their immigration status. Michigan State University welcomes all students to apply to the university’s undergraduate and graduate programs regardless of their immigration status. https://undocumented.msu.edu/index.html
MSU High School Equivalency Program (HEP) provides instruction for the preparation of the General Educational Development (GED) test in Spanish and English. The classes are designed for migrant and seasonal farmworker communities. We also strive to make learning relevant to their situation and take into consideration their social and cultural backgrounds. After graduating, MSU HEP assists with placement in colleges/universities, vocational institutions, military services, other post-secondary activities or career positions. MSU HEP is currently funded to serve at least 50 students annually at three satellite sites: Dowagiac, Holland and Hart, Michigan. Through outreach and recruitment MSU HEP reaches out to all eligible persons in Michigan and surrounding states through referrals. Our satellite programs are modeled to help students who work and/or have family responsibilities by providing instruction close to their hometowns. Classes meet Monday through Thursday in the evenings and receive live instruction through video conferencing. https://mss.msu.edu/hep/index.html
MSU's SEARCH program for pre-college students and graduating students recruits high schools students with mental or physical disabilities, teaching participants valuable skills and helping them 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/
RECRUITMENT PRACTICES AND PROGRAMS FOR ALL EMPLOYEES:
MSU is committed to the principles of equal opportunity, nondiscrimination and, in the context of employment, affirmative action. University programs, activities, and facilities are available to all without regard to race, color, gender, gender identity, religion, national origin, political persuasion, sexual orientation, marital status, disability, height, weight, veteran status, age or familial status. The university is an affirmative action, equal opportunity employer. In carrying out this commitment, the university is guided by the applicable federal and state laws and regulations and policies adopted by the Board of Trustees. The university has a comprehensive employment Affirmative Action Plan (AAP) that includes placement goals for academic and support staff employment and an affirmative action policy for the employment of veterans and persons with disabilities. The Office for Inclusion and Intercultural Initiatives oversees the AAP by reviewing individual academic and support staff hiring recommendations, and advises the President and other university administrators on equal opportunity, diversity and inclusion matters. https://inclusion.msu.edu/hiring/equal-opportunity%20statement.html
See below for specific information related to staff and faculty recruitment from underrepresented groups.
RECRUITMENT PRACTICES AND PROGRAMS FOR NON ACADEMIC STAFF:
Diversity, Equity and Inclusion is a strategic theme within the university’s strategic plan. A key metric includes increasing recruitment and retention of academic and nonacademic staff from diverse and historically underrepresented backgrounds. https://strategicplan.msu.edu/strategic-plan/dei
Specific to the hiring of non-academic staff, the Office for Inclusion and Intercultural Initiatives (OI3) 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."" https://inclusion.msu.edu/hiring/index.html
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 OI3 to apply to the University's overall recruitment efforts. http://www.minorityaccess.org/
Infrastructure Planning and Facilities (IPF) conducted an audit of hiring practices, processes, and policies and implemented a renewed approach prioritizing equity and diversity and embedding DEI strategies, that now requires review and approval of all selection committee members, annual “Mitigating Bias in Hiring” training for all committee members and offers redacted screening to reduce potential initial subjectivity by removing preconceived notions associated with identifying information. Mitigating Bias in Hiring training is also offered quarterly and on ad hoc basis to the larger campus community in partnership with Organization and Professional Development (OPD) department of MSU Human Resources. IPF has also contributed resources to prioritize diversity in recruitment and formalized partnership to expand our reach to qualified applicants.
RECRUITMENT PRACTICES AND PROGRAMS FOR ACADEMIC STAFF:
Diversity, Equity and Inclusion is a strategic theme within the university’s strategic plan. A key metric includes increasing recruitment and retention of faculty from diverse and historically underrepresented backgrounds. https://strategicplan.msu.edu/strategic-plan/dei
The Office for Inclusion and Intercultural Initiatives (OI3), in cooperation with the Office of Academic Human Resources, monitors academic search and selection procedures in the academic hiring process. All colleges must provide evidence in its recruitment practices of a diverse pool of candidates, and all departments are not permitted to conduct interviews until the OI3 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."" http://inclusion.msu.edu/hiring-recruitment/academic-hiring.html
MSU launched 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.” Global Impact is a bold initiative to meet the Grand Challenges of the 21st Century. MSU is committed to achieving excellence through cultural diversity and actively encourages applications and/or nominations of women, persons of color, veterans and persons with disabilities. https://research.msu.edu/global-impact
Mentoring, counseling and support programs
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:
MSU has programs to support students, academic staff, and non-academic staff from underrepresented groups, which are detailed below.
The DEI Inventory completed as part of the university’s DEI strategic planning process found that 25 academic and administrative units have dedicated DEI plans and 18 units that incorporate DEI goals into their overall strategic plan. An analysis of unit-level DEI plans found that six plans referenced student mentorship opportunities, seven referenced staff and faculty mentorship, and eight called for additional mentorship for underrepresented minority faculty. Additional information on support programs for students, academic staff, and non-academic staff from underrepresented groups is detailed below.
SUPPORT PROGRAMS FOR STUDENTS:
The TRIO Student Support Services Program provides academic tutoring, mentoring, financial guidance, and other supports necessary for educational access and success. The program serves first-generation college students who meet certain income criteria. This program supports students in their transition from high school to college and beyond. Each scholar in the program is assigned a peer and professional coach to work with during their entire undergraduate career until graduation. Peer and professional coaches are dedicated to building academic skills, helping scholars navigate the university experience and supporting personal growth. Students who actively participate in the program every semester are eligible for scholarship funding at the end of year academic year. This program is funded by a grant from the U.S. Department of Education as part of the Federal TRIO Programs. https://nssc.msu.edu/programs/triosssprogram/index.html
The Neighborhood Student Success Collaborative (NSSC) is committed to empowering all undergraduate students to pursue knowledge, access resources and develop skills needed for intellectual, social, local and global success. These skills instill a lifelong desire to learn and affect positive change in the world. NSSC strives to close opportunity gaps for underserved students by increasing persistence, retention and graduation gaps. https://undergrad.msu.edu/programs/nssc
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.
http://ocat.msu.edu/student-organizations/council-of-racial-ethnic-students-cores/
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.
http://www.inclusion.msu.edu/education/education-partners.html
The Multi Racial Unity Living Experience (MRULE) Intercultural Aide (ICA) Program fosters intercultural engagement. ICAs spend 264 hours facilitating roundtable discussions each year, and they engage roughly 330 students on average in these conversations each week. They also engage in at least 760 interpersonal conversations with residents each week and more than 1,000 unique conversations about academic success each semester. Because ICAs live in the residence halls, they are able to help students transition in individualized ways. Seventy-five percent of roundtable participants feel they can turn to their ICA for support and at least 70 percent of residents feel their ICA has positively helped with their social and/or academic transition to MSU. This program is administered by the Mosaic Multicultural Unity Center, which is dedicated to uniting Spartans across difference. MOSAIC offers physical space and engaged learning experiences where more purposeful interaction across difference can take place. https://mosaic.msu.edu/mruleICA-program/index.html
The Gender and Sexuality Campus Center is a student-centered campus resource that works to celebrate, affirm, and empower LGBTQIA2S+ members of the MSU community. Through education, engagement, advocacy, and student support, the center works to create an inclusive campus culture for people of all genders and sexual identities. The center provides intersectional educational and social programming and collaborate with student leaders and campus partners to build community and increase a sense of belonging. https://gscc.msu.edu/
The Resource Center for Persons with Disabilities (RCPD) was created in the 1970s as MSU's response for equal access to a university education for all students. Over the years, the foundational services for students with mobility and visual disabilities expanded to include services for students who were deaf or hard of hearing, those with learning disabilities, brain injuries, psychiatric, and various chronic health conditions. The RCPD has also broadened to include services for MSU employees with disabilities. https://www.rcpd.msu.edu/about-rcpd
The MSU College Assistance Migrant Program (CAMP) is a residential educational program that offers individuals with migrant or seasonal farm work backgrounds, a unique opportunity to begin an undergraduate program at MSU. This program provides the best conditions to help CAMP Scholars succeed in University life. The program assists migrant and seasonal farm worker students with academic, social, and financial support to enable them to complete their first year of college. This program is administered through Migrant Student Services. https://mss.msu.edu/camp/
The Fostering Academic, Mentoring Excellence (FAME) is a resource center for foster youth alumni attending MSU as well as for youth who were in kinship care, have experienced homelessness, or are otherwise independent. FAME exists to provide support and resources to these students during their time at MSU to help them be successful during their collegiate experience on MSU's campus and during their transition to becoming MSU alumni. Some of the services FAME provides are: Coach Program; Mentoring; Finals Week Survival Kits; First Year Success Program; Monthly Life Skills Training; FAME Care Closet; FAME Student Activity Board; and Campus Champions. https://fame.socialwork.msu.edu/index.html
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 Office of Cultural and Academic Transitions (OCAT) constructs supportive cultural, social and educational communities that actively involve students in learning. OCAT supports individual students in their navigation of cross-cultural encounters, and in their own understanding, exploration and development of cultural identity. Student-to-student interaction is the key to benefiting from diversity, and OCAT strives to bring together individuals as well as groups of students from diverse racial, ethnic, international, and domestic backgrounds for meaningful interactions. In part, OCAT accomplishes this mission by building critical alliances with peoples, programs, and ideas throughout the university. Additionally, OCAT helps students to better understand themselves and others through cultural, social, and academic activities. https://ocat.msu.edu/about/
The Detroit M.A.D.E. Scholars Program focuses on college transition, graduation and career development for students who have graduated from Detroit public and charter high schools who also reside in the city of Detroit. The program is an initiative of the Neighborhood Student Success Collaborative and funded by the Gilbert Family Foundation. Detroit M.A.D.E. students participate in annual community service projects; are exposed various internship opportunities, and education abroad experiences all connected to the city of Detroit and underserved populations. https://nssc.msu.edu/programs/detroitmade/index.html
The Academic Scholars Program within the Honors College is specifically designed for incoming first-year students with strong academic records who are seeking enriched academic opportunities in the first year of college. High-achieving first-generation and/or Pell-eligible high school students will be invited to ASP following admission to MSU. While all Academic Scholars share a strong history of academic success, they have diverse majors and interests, and use the program to individually enrich their course of studies. https://honorscollege.msu.edu/programs/academic-scholars-program.html
The Charles Drew Science Scholars program is to provide academic assistance and support for academically talented undergraduate students pursuing degrees in the College of Natural Science (NatSci) at Michigan State University. Program emphasis has been on students from groups historically underrepresented in science and mathematics fields. However, Drew Scholars is an inclusive multicultural and multi-racial community of science students that continue to pursue the goal of ""Transforming the Face of Science"" to address the nation's challenge of diversifying the STEM talent pool and workforce. Drew Scholars is structured around programmatic components that are designed to help freshman and sophomore students smoothly transition to college and establish a strong foundation for continued academic success and career preparation. https://drewscholars.natsci.msu.edu/about-us/
The Multicultural Business Programs (MBP) within the Broad College of Business is a diverse, team-oriented group of academic specialists, graduate assistants and undergraduate students that represent a wide variety of cultural, economic and racial/ethnic backgrounds. MBP provides continuing student support to help ensure graduation, with individualized academic advising, tutoring, career development and placement and serves more than 650 multicultural students enrolled in business or pre-business majors. MBP provides a number of opportunities for students within a supportive community, including four active student organizations. https://broad.msu.edu/undergraduate/opportunities/mbp/
The Achieving Culturally Competent Education and Student Success! (ACCESS) Program helps motivated students prepare academically by providing financial and educational support to help students earn a Bachelor of Science in Nursing and pass the licensing exam to become a registered nurse. Students who are admitted to MSU to the pre-nursing major who are determined to be individuals from a disadvantaged background (economically or educationally) are eligible to apply to the ACCESS Program. Participating students can access the following resources and support: Participation in a summer ""transition to college"" program; Biweekly networking and academic support enrichment sessions; Tutoring for prerequisite and nursing courses; Eligibility for stipends; Enrollment in the nursing program; and Assessment and preparation for the NCLEX-RN exam. https://nursing.msu.edu/undergraduate/special-programs/access
The MSU Child Care Grant program provides funds to students with children to assist in meeting the cost of licensed child care during the school year. The maximum award for the MSU Child Care Grant is $1,000 per semester per child. To be eligible, students must demonstrate financial need as established by their FAFSA. https://finaid.msu.edu/ccgrant.asp
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.
https://grad.msu.edu/agep
The College of Agriculture and Natural Resources (CANR) has several recruitment organizations and national organization chapter affiliations for recruitment of underrepresented groups. CANR 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/networking/organizations-conferences
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. http://www.cal.msu.edu/about/culture-of-care
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.
https://comartsci.msu.edu/listens
The Eli Broad College of Business hosts several multicultural initiatives to provide additional support for its business students through its Multicultural Business Programs. https://broad.msu.edu/undergraduate/opportunities/mbp/
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” that is done collaboration with MI-LSAMP. 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. https://www.egr.msu.edu/dpo/programs/essa
The College of Veterinary Medicine hosts an MSU Chapter of the Veterinarians as One Inclusive Community for Empowerment (VOICE); this group plans and hosts inclusive events for the college, creates networking opportunities, and supports its students through study and listening sessions. https://cvm.msu.edu/about/diversity/voice
PROGRAMS THAT SUPPORT ACADEMIC STAFF AND NON-ACADEMIC STAFF:
The Coalition of Racial and Ethnic Minorities (CoREM) is comprised of four historically underrepresented racial and ethnic faculty, staff and administrator organizations at Michigan State University. The organizations have been advocates for and supportive of diversity, equity, and inclusion for more than 30 years. CoREM groups include the Asian Pacific Islander Desi American/Asian Faculty Staff Association (APIDA/AFSA) Leadership Team; Black Faculty, Staff and Administrators Association (BFSAA); Chicano/Latino Faculty, Staff, Specialist, and Graduate Student Association (ChiLA); and Educating, Anishinaabe: Giving, Learning, and Empowering (EAGLE). https://inclusion.msu.edu/awards/Coalition-of-Racial-and-Ethnic-Minorities/index.html
MSU’s Women of Color Community (WOCC) was founded in fall 2018 by members of the Institutional Diversity: Excellence in Action or IDEA coordinators team. It was established as a social, networking and professional resource for women of color on MSU’s campus. WOCC is meant to be a unifying term and is inclusive of Black, Arab, Asian, Chicana/e/x, Latina/e/x, Native, Indigenous, Pacific Islander and biracial/multiracial identities. This community is open to all administrators, faculty, academic specialists and staff colleagues. WOCC hosts several events throughout the year including: Fall Welcome; Annual conference; Book club; and Quarterly meetings with full body and MSU Administrators. https://inclusion.msu.edu/awards/women-of-color-community/index.html
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 Broad College of Business hosts the Building an Inclusive Environment program, wherein visiting professionals as well as MSU faculty and staff 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. https://broad.msu.edu/news/broad-college-hosts-inclusiveness-program-for-community-leaders/
The Women’s Networking Association is open to faculty 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. https://worklife.msu.edu/relocation-community/campus-connections/womens-networking-association
PROGRAMS THAT SUPPORT NON ACADEMIC STAFF:
Infrastructure Planning and 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. Also, IPF staff supports this program by facilitating learning sessions, including the WIST Diversity and Inequality course in fall 2021. 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. More information about IPF's efforts in this area can be found here: https://ipf.msu.edu/sites/default/files/2021-07/IPF.DEI_.2021_FINAL_.pdf
The College of Agriculture and Natural Resources (CANR) Office of Diversity, Equity, and Inclusion works with relevant departments to recruit diverse students, faculty, and staff; to support the professional development of members of our community from diverse and historically underserved backgrounds; and to represent and advocate for diverse representation in academic and professional fields in agriculture and natural resources. The office hosts an institutional membership to the
National Center for Faculty Development and Diversity. 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. The office also hosts First Tuesday Mixers as an opportunity for graduate students, faculty, visiting scholars, guest speakers and peers to interact outside of the classroom – to network as well as give and receive support and advice. https://www.canr.msu.edu/diversity/index
The Women’s Advisory Committee for Support Staff (WACSS) is an organization that was established in 1976 that advises MSU's Chief Diversity Officer about issues that primarily affect women support staff. The Committee supports a culture of equality, equity, engagement, and inclusion by providing a voice for women support staff at Michigan State University. Committee members represent support staff women from employee groups across campus and at MSU’s off-campus locations in Michigan. https://wacss.msu.edu/
PROGRAMS THAT SUPPORT ACADEMIC STAFF:
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
The DEI Inventory completed as part of the university’s DEI strategic planning process found that 25 academic and administrative units have dedicated DEI plans and 18 units that incorporate DEI goals into their overall strategic plan. An analysis of unit-level DEI plans found that six plans referenced student mentorship opportunities, seven referenced staff and faculty mentorship, and eight called for additional mentorship for underrepresented minority faculty. Additional information on support programs for students, academic staff, and non-academic staff from underrepresented groups is detailed below.
SUPPORT PROGRAMS FOR STUDENTS:
The TRIO Student Support Services Program provides academic tutoring, mentoring, financial guidance, and other supports necessary for educational access and success. The program serves first-generation college students who meet certain income criteria. This program supports students in their transition from high school to college and beyond. Each scholar in the program is assigned a peer and professional coach to work with during their entire undergraduate career until graduation. Peer and professional coaches are dedicated to building academic skills, helping scholars navigate the university experience and supporting personal growth. Students who actively participate in the program every semester are eligible for scholarship funding at the end of year academic year. This program is funded by a grant from the U.S. Department of Education as part of the Federal TRIO Programs. https://nssc.msu.edu/programs/triosssprogram/index.html
The Neighborhood Student Success Collaborative (NSSC) is committed to empowering all undergraduate students to pursue knowledge, access resources and develop skills needed for intellectual, social, local and global success. These skills instill a lifelong desire to learn and affect positive change in the world. NSSC strives to close opportunity gaps for underserved students by increasing persistence, retention and graduation gaps. https://undergrad.msu.edu/programs/nssc
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.
http://ocat.msu.edu/student-organizations/council-of-racial-ethnic-students-cores/
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.
http://www.inclusion.msu.edu/education/education-partners.html
The Multi Racial Unity Living Experience (MRULE) Intercultural Aide (ICA) Program fosters intercultural engagement. ICAs spend 264 hours facilitating roundtable discussions each year, and they engage roughly 330 students on average in these conversations each week. They also engage in at least 760 interpersonal conversations with residents each week and more than 1,000 unique conversations about academic success each semester. Because ICAs live in the residence halls, they are able to help students transition in individualized ways. Seventy-five percent of roundtable participants feel they can turn to their ICA for support and at least 70 percent of residents feel their ICA has positively helped with their social and/or academic transition to MSU. This program is administered by the Mosaic Multicultural Unity Center, which is dedicated to uniting Spartans across difference. MOSAIC offers physical space and engaged learning experiences where more purposeful interaction across difference can take place. https://mosaic.msu.edu/mruleICA-program/index.html
The Gender and Sexuality Campus Center is a student-centered campus resource that works to celebrate, affirm, and empower LGBTQIA2S+ members of the MSU community. Through education, engagement, advocacy, and student support, the center works to create an inclusive campus culture for people of all genders and sexual identities. The center provides intersectional educational and social programming and collaborate with student leaders and campus partners to build community and increase a sense of belonging. https://gscc.msu.edu/
The Resource Center for Persons with Disabilities (RCPD) was created in the 1970s as MSU's response for equal access to a university education for all students. Over the years, the foundational services for students with mobility and visual disabilities expanded to include services for students who were deaf or hard of hearing, those with learning disabilities, brain injuries, psychiatric, and various chronic health conditions. The RCPD has also broadened to include services for MSU employees with disabilities. https://www.rcpd.msu.edu/about-rcpd
The MSU College Assistance Migrant Program (CAMP) is a residential educational program that offers individuals with migrant or seasonal farm work backgrounds, a unique opportunity to begin an undergraduate program at MSU. This program provides the best conditions to help CAMP Scholars succeed in University life. The program assists migrant and seasonal farm worker students with academic, social, and financial support to enable them to complete their first year of college. This program is administered through Migrant Student Services. https://mss.msu.edu/camp/
The Fostering Academic, Mentoring Excellence (FAME) is a resource center for foster youth alumni attending MSU as well as for youth who were in kinship care, have experienced homelessness, or are otherwise independent. FAME exists to provide support and resources to these students during their time at MSU to help them be successful during their collegiate experience on MSU's campus and during their transition to becoming MSU alumni. Some of the services FAME provides are: Coach Program; Mentoring; Finals Week Survival Kits; First Year Success Program; Monthly Life Skills Training; FAME Care Closet; FAME Student Activity Board; and Campus Champions. https://fame.socialwork.msu.edu/index.html
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 Office of Cultural and Academic Transitions (OCAT) constructs supportive cultural, social and educational communities that actively involve students in learning. OCAT supports individual students in their navigation of cross-cultural encounters, and in their own understanding, exploration and development of cultural identity. Student-to-student interaction is the key to benefiting from diversity, and OCAT strives to bring together individuals as well as groups of students from diverse racial, ethnic, international, and domestic backgrounds for meaningful interactions. In part, OCAT accomplishes this mission by building critical alliances with peoples, programs, and ideas throughout the university. Additionally, OCAT helps students to better understand themselves and others through cultural, social, and academic activities. https://ocat.msu.edu/about/
The Detroit M.A.D.E. Scholars Program focuses on college transition, graduation and career development for students who have graduated from Detroit public and charter high schools who also reside in the city of Detroit. The program is an initiative of the Neighborhood Student Success Collaborative and funded by the Gilbert Family Foundation. Detroit M.A.D.E. students participate in annual community service projects; are exposed various internship opportunities, and education abroad experiences all connected to the city of Detroit and underserved populations. https://nssc.msu.edu/programs/detroitmade/index.html
The Academic Scholars Program within the Honors College is specifically designed for incoming first-year students with strong academic records who are seeking enriched academic opportunities in the first year of college. High-achieving first-generation and/or Pell-eligible high school students will be invited to ASP following admission to MSU. While all Academic Scholars share a strong history of academic success, they have diverse majors and interests, and use the program to individually enrich their course of studies. https://honorscollege.msu.edu/programs/academic-scholars-program.html
The Charles Drew Science Scholars program is to provide academic assistance and support for academically talented undergraduate students pursuing degrees in the College of Natural Science (NatSci) at Michigan State University. Program emphasis has been on students from groups historically underrepresented in science and mathematics fields. However, Drew Scholars is an inclusive multicultural and multi-racial community of science students that continue to pursue the goal of ""Transforming the Face of Science"" to address the nation's challenge of diversifying the STEM talent pool and workforce. Drew Scholars is structured around programmatic components that are designed to help freshman and sophomore students smoothly transition to college and establish a strong foundation for continued academic success and career preparation. https://drewscholars.natsci.msu.edu/about-us/
The Multicultural Business Programs (MBP) within the Broad College of Business is a diverse, team-oriented group of academic specialists, graduate assistants and undergraduate students that represent a wide variety of cultural, economic and racial/ethnic backgrounds. MBP provides continuing student support to help ensure graduation, with individualized academic advising, tutoring, career development and placement and serves more than 650 multicultural students enrolled in business or pre-business majors. MBP provides a number of opportunities for students within a supportive community, including four active student organizations. https://broad.msu.edu/undergraduate/opportunities/mbp/
The Achieving Culturally Competent Education and Student Success! (ACCESS) Program helps motivated students prepare academically by providing financial and educational support to help students earn a Bachelor of Science in Nursing and pass the licensing exam to become a registered nurse. Students who are admitted to MSU to the pre-nursing major who are determined to be individuals from a disadvantaged background (economically or educationally) are eligible to apply to the ACCESS Program. Participating students can access the following resources and support: Participation in a summer ""transition to college"" program; Biweekly networking and academic support enrichment sessions; Tutoring for prerequisite and nursing courses; Eligibility for stipends; Enrollment in the nursing program; and Assessment and preparation for the NCLEX-RN exam. https://nursing.msu.edu/undergraduate/special-programs/access
The MSU Child Care Grant program provides funds to students with children to assist in meeting the cost of licensed child care during the school year. The maximum award for the MSU Child Care Grant is $1,000 per semester per child. To be eligible, students must demonstrate financial need as established by their FAFSA. https://finaid.msu.edu/ccgrant.asp
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.
https://grad.msu.edu/agep
The College of Agriculture and Natural Resources (CANR) has several recruitment organizations and national organization chapter affiliations for recruitment of underrepresented groups. CANR 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/networking/organizations-conferences
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. http://www.cal.msu.edu/about/culture-of-care
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.
https://comartsci.msu.edu/listens
The Eli Broad College of Business hosts several multicultural initiatives to provide additional support for its business students through its Multicultural Business Programs. https://broad.msu.edu/undergraduate/opportunities/mbp/
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” that is done collaboration with MI-LSAMP. 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. https://www.egr.msu.edu/dpo/programs/essa
The College of Veterinary Medicine hosts an MSU Chapter of the Veterinarians as One Inclusive Community for Empowerment (VOICE); this group plans and hosts inclusive events for the college, creates networking opportunities, and supports its students through study and listening sessions. https://cvm.msu.edu/about/diversity/voice
PROGRAMS THAT SUPPORT ACADEMIC STAFF AND NON-ACADEMIC STAFF:
The Coalition of Racial and Ethnic Minorities (CoREM) is comprised of four historically underrepresented racial and ethnic faculty, staff and administrator organizations at Michigan State University. The organizations have been advocates for and supportive of diversity, equity, and inclusion for more than 30 years. CoREM groups include the Asian Pacific Islander Desi American/Asian Faculty Staff Association (APIDA/AFSA) Leadership Team; Black Faculty, Staff and Administrators Association (BFSAA); Chicano/Latino Faculty, Staff, Specialist, and Graduate Student Association (ChiLA); and Educating, Anishinaabe: Giving, Learning, and Empowering (EAGLE). https://inclusion.msu.edu/awards/Coalition-of-Racial-and-Ethnic-Minorities/index.html
MSU’s Women of Color Community (WOCC) was founded in fall 2018 by members of the Institutional Diversity: Excellence in Action or IDEA coordinators team. It was established as a social, networking and professional resource for women of color on MSU’s campus. WOCC is meant to be a unifying term and is inclusive of Black, Arab, Asian, Chicana/e/x, Latina/e/x, Native, Indigenous, Pacific Islander and biracial/multiracial identities. This community is open to all administrators, faculty, academic specialists and staff colleagues. WOCC hosts several events throughout the year including: Fall Welcome; Annual conference; Book club; and Quarterly meetings with full body and MSU Administrators. https://inclusion.msu.edu/awards/women-of-color-community/index.html
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 Broad College of Business hosts the Building an Inclusive Environment program, wherein visiting professionals as well as MSU faculty and staff 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. https://broad.msu.edu/news/broad-college-hosts-inclusiveness-program-for-community-leaders/
The Women’s Networking Association is open to faculty 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. https://worklife.msu.edu/relocation-community/campus-connections/womens-networking-association
PROGRAMS THAT SUPPORT NON ACADEMIC STAFF:
Infrastructure Planning and 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. Also, IPF staff supports this program by facilitating learning sessions, including the WIST Diversity and Inequality course in fall 2021. 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. More information about IPF's efforts in this area can be found here: https://ipf.msu.edu/sites/default/files/2021-07/IPF.DEI_.2021_FINAL_.pdf
The College of Agriculture and Natural Resources (CANR) Office of Diversity, Equity, and Inclusion works with relevant departments to recruit diverse students, faculty, and staff; to support the professional development of members of our community from diverse and historically underserved backgrounds; and to represent and advocate for diverse representation in academic and professional fields in agriculture and natural resources. The office hosts an institutional membership to the
National Center for Faculty Development and Diversity. 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. The office also hosts First Tuesday Mixers as an opportunity for graduate students, faculty, visiting scholars, guest speakers and peers to interact outside of the classroom – to network as well as give and receive support and advice. https://www.canr.msu.edu/diversity/index
The Women’s Advisory Committee for Support Staff (WACSS) is an organization that was established in 1976 that advises MSU's Chief Diversity Officer about issues that primarily affect women support staff. The Committee supports a culture of equality, equity, engagement, and inclusion by providing a voice for women support staff at Michigan State University. Committee members represent support staff women from employee groups across campus and at MSU’s off-campus locations in Michigan. https://wacss.msu.edu/
PROGRAMS THAT SUPPORT ACADEMIC STAFF:
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
Support for future academic staff
Yes
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
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. See https://grad.msu.edu/fast and https://www.cirtl.net/about.
The Early Assurance Program (EAP) within the College of Human Medicine is a statewide pipeline program of med students to MSU. The program provides early assurance of medical school admission and enriched experiences for undergraduate students interested in becoming physicians in an underserved region or with an underserved population. Preference for EAP admission is given to those who meet one or more of the following criteria: First generation college student; Graduate of a low-income high school as defined by the U.S. Department of Education; Eligible for, or a recipient of, an undergraduate PELL or institutional need-based grant; Graduate from an underserved (health professional shortage) urban or rural area; and demonstrates interest in a high-need medical specialty or practicing in a medically underserved community. Partnerships have been established with 16 institutions across the state including: Grand Rapids Community College; Grand Valley State University; Lawrence Technological University, University of Detroit Mercy and University of Michigan-Dearborn. https://mdadmissions.msu.edu/programs/eap.html
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.
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: https://grad.msu.edu/PhDCareers.
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 Early Assurance Program (EAP) within the College of Human Medicine is a statewide pipeline program of med students to MSU. The program provides early assurance of medical school admission and enriched experiences for undergraduate students interested in becoming physicians in an underserved region or with an underserved population. Preference for EAP admission is given to those who meet one or more of the following criteria: First generation college student; Graduate of a low-income high school as defined by the U.S. Department of Education; Eligible for, or a recipient of, an undergraduate PELL or institutional need-based grant; Graduate from an underserved (health professional shortage) urban or rural area; and demonstrates interest in a high-need medical specialty or practicing in a medically underserved community. Partnerships have been established with 16 institutions across the state including: Grand Rapids Community College; Grand Valley State University; Lawrence Technological University, University of Detroit Mercy and University of Michigan-Dearborn. https://mdadmissions.msu.edu/programs/eap.html
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.
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: https://grad.msu.edu/PhDCareers.
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.
Optional Fields
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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Data source(s) and notes about the submission:
https://gscc.msu.edu/trans-msu/restrooms-housing.html
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 or simply email your inquiry to stars@aashe.org.