Overall Rating Silver - expired
Overall Score 48.56
Liaison Alan Turnquist
Submission Date July 8, 2020
Executive Letter Download

STARS v2.1

Michigan Technological University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.83 / 3.00 Jay Meldrum
Executive Director of Sustainability
Facilities Management
"---" indicates that no data was submitted for this field

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

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

Michigan Technological University does not discriminate on the basis of race, religion, color, national origin, age, sex, sexual orientation, gender identity, height, weight, genetic information, marital status, disabled veteran status, veteran status, or disability. The following persons have been designated to handle inquiries regarding non-discrimination policies and Title IX.

Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:

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

Michigan Tech is considered one of the safest campuses in the United States according to College Magazine. There simply is not many bias incidents, acts of discrimination, or hate crimes in our small campus and community. When there is an incident, it can be reported to any faculty or staff whose responsibility is to report it to Public Safety, a member of the Bias Response Team which includes members of the Center for Diversity and Inclusion, the Title IX Coordinator, or the Dean of Students Office. Depending on the infraction, the appropriate person takes the reports and initiates and investigation.

If a person feels that their treatment has been harassing or unfairly discriminatory, they are encouraged to speak with their supervisor and/or file a complaint. Supervisors should take immediate action to prevent the possible harassment and/or discrimination from continuing. Institutional Equity can assist you with these issues and/or a complaint may be filed. Information on how to file a complaint can be found below. If the complaint involves any type of sexual misconduct, supervisors are considered "responsible employees" and must report to Michigan Tech's Title IX Coordinator.

All complaints are given serious consideration. Informal resolutions should be explored first. The informal process serves to formulate appropriate resolutions at the most local level. Formal treatment may be specifically requested by either party or Institutional Equity in a written notice at any time.

The following Institutional Equity complaint procedures are intended to be used in any case of alleged harassment and/or discriminatory actions on the basis of a person’s race, religion, color, national origin, age, sex, sexual orientation, gender identity, height, weight, genetic information, or marital status, veteran status, or disability. Violations of state and federal law and the policies could lead to discipline and possible dismissal.

All complaints are given serious consideration. Informal resolutions should be explored first. The informal process serves to formulate appropriate resolutions at the most local level. Formal treatment may be specifically requested by either party or Institutional Equity in a written notice at any time.

If you are an employee and you are experiencing difficulties that do not pertain to protected class issues, please refer to policy 6.13.1 - Employee Complaints and Grievance Procedures.

Complaints Involving Students
If you are a student and filing a complaint of discrimination on the basis of sex can include gender discrimination, pregnancy discrimination, sexual harassment or sexual violence, such as rape, intimate partner violence, stalking, sexual assault, sexual battery, and sexual coercion, non-consensual sexual contact, and non-consensual sexual intercourse the complaint processes are included in the Student Conduct Policies for Sexual and/or Relationship Misconduct and also the Title IX reporting website.

If you are a student and want to file a complaint that could be in violation of a policy enforced by Institutional Equity other than the above, the complaint processes could follow the Student Conduct Policies or Institutional Equity processes listed above. This would be determined at the time the complaint is reported.

Process to file a complaint with Institutional Equity for discrimination, harassment and/or sexual misconduct
Any person (Students, employees, applicants for employment or third parties) wishing to file a complaint can:

Report via the Report a Concern website: Report a Concern
Submit a written complaint to Institutional Equity and/or the Title IX Coordinator. Complete the Discrimination and/or Harassment Reporting Form or Title IX/Sexual Misconduct Reporting Form available on Institutional Equity’s web page. You may also send an email to equity@mtu.edu or titleix@mtu.edu.
Call Institutional Equity and/or the Title IX Coordinator at 906-487-3310.
Visit the Institutional Equity office located in room 308 of the Administration building or the Title IX Coordinator office located in room 306 of the Administration building.
Submit it to Public Safety and Police Services, 906-487-2216, 206 MacInnes Drive, or to the anonymous Tip Line at 906-487-0847.
Specifically for students, a complaint can also be made to the Office of Academic and Community Conduct, 906-487-2951, room 310 of the Administration Building.
Each complaint should specify:

the name of the individual(s) against whom the complaint is made
the nature of the alleged offense(s) (discrimination based on a protected status, harassment, disability, etc)
the specifics of the offending incident(s) with precise details (what happened, who was present, when, where, any reasons why they believe the action was taken)
It is suggested that all harassment and discrimination complaints based on protected class and sexual misconduct be filed promptly within 60 days of the most recent offending incident to assist in assuring a complete and timely investigation. The University reserves the right, in its sole discretion, to investigate and act on complaints involving incidents that have occurred beyond the time limit.

However, students can file complaints based on sexual misconduct regardless of when the incident took place. Information regarding the investigative process for student complaints can be found in the Sexual and/or Relationship Misconduct Policy.

An individual who is a complainant (reporting party) or respondent (responding party) may have another member of the University community present during complaint processes as an advisor/support person. The advisor/support person may be present but cannot participate directly in the process. They may, however, provide advice and guidance directly to the complainant or respondent. Staff who are members of a union will be informed that they may have a union representative as a support person. All participants are asked to respect the confidentiality of the investigation processes in order to maintain the integrity of the investigation.

During the pre-investigation evaluation period, the investigator will determine if:

the complaint is timely.
the situation described in the complaint arose in the course of a University program or activity.
the complaint is in violation of a policy enforced by Institutional Equity.
the complaint is directed against a University employee, student, administrative unit, or third-party.
A violation is factually supported such that the alleged behavior could constitute a policy violation.
If the complaint does not meet the above criteria or establish a violation of a policy enforced by Institutional Equity, the case may be closed. However, the complaint may still be subject to University action if the alleged behavior violates another University policy or is otherwise inappropriate. In such an event, Institutional Equity may refer the complaint to any other University office deemed appropriate for further review.

Requests from complainants to “just record my concerns” or “not take any action at this time” may, or may not, be honored depending on the circumstances involved. If at any time the University feels an investigation is necessary, an investigation may proceed without the support of the potential complainant, even if that complainant requested no action.

Institutional Equity will determine the most effective method of investigating the allegations raised by the complainant. This will most likely involve conducting a thorough fact-finding investigation, which includes separate meetings with the complainant, respondent, and witnesses with first-hand knowledge of the situation; and reviewing and analyzing relevant records as they relate to the allegations. The complainant, respondent, and witnesses will have the right to present information to the investigator. The investigator may be the Title IX Coordinator or designee, the university’s contracted investigator, and/or the Executive Director of Institutional Equity or designee. It will be within the investigator’s discretion to determine the extent of investigation necessary and the number of witnesses to be contacted to adequately determine the facts.

Participants in the process may be requested to document their statements in writing. If a person declines to provide a written statement or sign a statement taken by the investigator that documents their account of the incident(s), Institutional Equity will still conduct an investigation based upon all available information. However, at all times, those involved will receive a procedurally fair, prompt, and thorough evaluation.

The University will take interim actions and/or measures as necessary to prevent the complainant and respondent from being subjected to further discrimination, harassment, or any retaliation during the investigative process. The University will take steps to reduce the likelihood that any interim actions and/or measures taken will adversely affect the complainant. If informal resolution is possible it will be supported as an abbreviated process for less complicated matters that can be quickly resolved to the satisfaction of both parties. An example of such a matter might be a single comment that the complainant deemed objectionable and for which clarification can be provided. The informal process is completely voluntary, and both parties must agree. A complainant always has the right in every case to insist on a formal investigation and findings. The University recognizes that there may be certain complaints, for example, those involving sexual violence, where the informal process will never be appropriate.

Upon completion of the investigation, the University investigator shall determine if there is prohibited conduct under University Policies based upon a “preponderance of evidence” standard. This standard means that it is more likely than not that the prohibited conduct occurred. The investigator will create a written report describing the findings and conclusions.

Institutional Equity will strive to complete the investigation within 60 days of receipt of the complaint. Notification of the outcome and the written report will be provided at the same time to both the complainant and respondent.

If it is determined that a policy violation has occurred, the University will determine appropriate corrective action. The University will take steps to prevent reoccurrence of any issues with remedies including discipline ranging from verbal or written warnings to probation, up to and including suspension or expulsion from the University as a student or termination from University employment or termination of tenure for serious or repeated violations.

If a respondent is found to have engaged in inappropriate workplace behavior as a University employee, disciplinary action will be determined in accordance with applicable University Policies, Human Resources practices and procedures, and any applicable collective bargaining agreement. Third-parties who violate the policy are subject to corrective action, which may include removal from campus and termination of contractual agreements.

The University reserves the right to refer the complaint to the proper police or law enforcement agencies for criminal investigation, if so determined.

Incident reporting to the Department of Education, Office for Civil Rights (OCR), or Equal Employment Opportunity Commission (EEOC) is an option for resolution of discrimination.

For students disagreeing with any decision the appeal process is noted in the Student Conduct Policies for Sexual and/or Relationship Misconduct.

Employees who have a concern about the outcome of any investigation may seek further assistance through the Employee Complaints and Grievance policy and procedures, the Policy on Academic Tenure and Promotion, or their applicable bargaining agreement or contract.

The University will make every reasonable effort to maintain privacy for all parties involved and the confidentiality of information received to the extent allowable in accordance with state and federal laws and University policy. Timely cooperation is expected of all involved parties throughout the investigative process. All participants are asked to respect the confidentiality of the investigation processes in order to maintain the integrity of the investigation.

Retaliation is engaging in adverse action against a reporting party/complainant, responding party/respondent, or any individual or group of individuals involved in the complaint, investigation, and/or resolution of an allegation of a violation, which affects their employment, academic/student, or business status that is motivated in whole or in part by their participation in the process.

In addition, the University will not tolerate retaliation against persons due to their assertion of their protected civil rights, including filing complaints with federal or state civil rights enforcement agencies, bringing the University’s attention to prohibited activity, or participation in an investigation of such a complaint.

Retaliation is expressly prohibited by University policy and could lead to discipline including possible termination or dismissal.

Retaliation can take many forms, including but not limited to threats, intimidation, pressuring, demotion, and/or continued harassment. Persons who feel that they have been subject to retaliation may file a complaint based on the alleged retaliation in the same manner as for the initial complaint. Conduct that constitutes retaliation may be found regardless of whether or not the underlying complaint is found to have merit.

Any individual who knowingly files a false complaint under this policy, or who knowingly provides false information to, intentionally misleads, or knowingly withholds available requested information from University officials who are investigating a complaint, may be subject to disciplinary and/or corrective action.

The above is only a summary and all interested parties should consult the relevant University policies and procedures for additional information and sources of assistance including the following:

Board of Trustee Policies on Discrimination / Harassment

Office of Academic and Community Conduct


Institutional Equity Staff:
Beth Lunde-Stockero - Executive Director, Equal Opportunity Officer, Director Title IX
Brenda Anttila- Coordinator
Kirsti Arko - Assistant Director, Title IX Coordinator
Lydia Gockenbach - Administrative Aide
Kaylee Kapatos - Project Coordinator, Bystander Intervention Education, Prevention Educator
Susan Sullivan - Assistant Director, ADA/504 Coordinator

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

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

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

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

The Tech Forward Diversity and Inclusion Initiative is working to recruit students from underrepresented groups through the Alumni Recruitment Specialist program. In close collaboration with Michigan Tech's Recruitment Office, we will contract with key alumni in targeted metro markets such as Minneapolis, Chicago, Milwaukee, and Grand Rapids with large populations of underrepresented students that haven't been exposed to Michigan Tech. Alumni will work closely with our Regional Admission Management (RAM) Specialist who focuses on recruiting students, building networking and fostering relationships resulting in an increase number of students attending Tech.

These alumni will have extensive training and will be directly impacting the future of students who may not have seen themselves at Michigan Tech before developing that relationship with the alumni. The alumni will be compensated fairly and recognized for their knowledge of the industry they are in and their overall ability to encourage students to attend Michigan Tech. In year one, we have identified Minneapolis, MN and Grand Rapids, MI as areas to pilot this exciting initiative. https://www.mtu.edu/diversity/techforward/alumnispecialist/

The Advance Initiative is a Diversity Literacy Workshop designed to promote Michigan Tech's ongoing commitment to faculty diversity in building a supportive campus climate. Successful completion of the Diversity Literacy Workshop is required for Diversity Literacy Certification. https://www.mtu.edu/advance/training/workshop/

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

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

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

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

Yes, the Center for Diversity and Inclusion at Michigan Technological University is to foster student success by providing engaging programs that create safe spaces for students of multiple social and cultural identities. Through a broad range of services, workshops, and events we foster student success by:

Providing a welcoming and safe environment for all students
Encouraging cross-cultural interactions and conversations
Supporting the exploration of differences as well as similarities
Recognizing and celebrating the contributions of historically marginalized populations
Facilitating students’ self-exploration and exploration of others’ identities, and collaborating on campus initiatives that support/foster cultural diversity
We invite the Michigan Tech community to embrace a deeper understanding and appreciation for diversity, inclusion, and social justice.

Faculty and staff have access to free counseling and any issues in regard to unfair treatment goes through the equity office.


Perhaps the most visible example of student support is the Hamar House located centrally on the main campus. There is a lounge area on the main floor for students to mingle have meetings, and computers for study time. CDI staff occupy the same house on the second floor. The House includes an all gender bathroom, a lending library, with books, DVD's, and games. https://www.mtu.edu/diversity-center/about/hamar-house/

The College of Engineering has a plan to recruit students from underrepresented groups out lined here: https://www.mtu.edu/provost/office/charters-plans/docs/diversity-plans-coe-2015.pdf

Some programs include the Michigan College University Program where students from Community Colleges can come to Michigan Tech and experience campus life. https://www.mtu.edu/diversity-center/programs/micup/

Another program is the Safe Place Allies where faculty and Staff can update their training on LGBTQIA+ issues relating to gender and sexuality and how one can intervene when they witness discrimination.

CDI also offers a variety of workshops, facilitated discussions, training, and presentations to our campus community.

Various awards are also given out each year to students for distinguished leadership in diversity education.


Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:

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

Yes, The King-Chávez-Parks Future Faculty Fellowship Program. The purpose of the King-Chávez-Parks Future Faculty Fellowship Program is to increase the pool of traditionally underrepresented candidates pursuing faculty teaching careers in postsecondary education. https://www.mtu.edu/gradschool/about/dean/awards-honors/kcp/

Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:

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

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

Data source(s) and notes about the submission:

The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.