| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 59.70 |
| Liaison | Tracey Coronado |
| Submission Date | April 5, 2021 |
Missouri State University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 3.00 |
Doug
Neidigh Sustainability Coordinator Environmental Management |
"---"
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:
Non-Discrimination Policy Statement: Missouri State University is a community of people with respect for diversity. The University emphasizes the dignity and equality common to all persons and adheres to a strict non-discrimination policy regarding the treatment of individual faculty, staff, and students. In accord with federal law and applicable Missouri statutes, the University does not discriminate on the basis of race, color, national origin (including ancestry, or any other subcategory of national origin recognized by applicable law), religion, sex (including marital status, family status, pregnancy, sexual orientation, gender identity, gender expression, or any other subcategory of sex recognized by applicable law), age, disability, veteran status, genetic information, or any other basis protected by applicable law in employment or in any program or activity offered or sponsored by the University. Sex discrimination encompasses sexual harassment, which includes sexual violence, and is strictly prohibited by Title IX of the Education Amendments of 1972.
https://www.missouristate.edu/equity/Nondiscrimination_Statement.htm
https://www.missouristate.edu/equity/Nondiscrimination_Statement.htm
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
To be a resource to members of the University community who have a concern about perceived bias-related situations, concerns, and/or complaints and to coordinate an appropriate response. The Bias Response Team will provide an organized and coordinated method of assessment of the severity of an incident or situation affecting the University community. The BRT determines the need to refer the incident to the appropriate University official or committee. Any BRT response will be educational at its core. Voluntary interventions may include a variety of activities including discussion, mediation, training, counseling and consensus building. The BRT will not seek to discipline individuals for expression of views protected by the First Amendment of the Constitution of the United States. Because Missouri State values diversity and inclusion, it will provide educational opportunities for those engaging in speech contrary to those values and support to those affected by it.
More information can be found here: https://www.missouristate.edu/dos/bias-response-team.htm
A report with number of incidents, location and type of bias can be found here: https://www.missouristate.edu/assets/dos/BRT_1617_report_with_graphs.pdf
More information can be found here: https://www.missouristate.edu/dos/bias-response-team.htm
A report with number of incidents, location and type of bias can be found here: https://www.missouristate.edu/assets/dos/BRT_1617_report_with_graphs.pdf
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:
Missouri State University is committed to recruiting and retaining a diverse student body. We are open to all students and offer organizations and programs to meet the needs of first generation, low-income, multicultural and LGBTQA students. As part of our 2016-2021 Long Range Plan, we have set specific annual goals related to attracting and retaining underrepresented students and promoting cultural competence in the student body.
More goals can be found here: https://www.missouristate.edu/President/diversity-equity-and-inclusion.htm
More information about our commitment to diversity in student recruitment can be found here: https://www.missouristate.edu/admissions/diversityoutreach.aspx
Information about programs can be found here: https://multicultural.missouristate.edu/
Information about programs to help first-generation students succeed can be found here: https://www.missouristate.edu/firstgeneration/
As part of our 2016-2021 Long Range Plan, we have set specific annual goals related to attracting and retaining underrepresented faculty and staff and promoting cultural competence in the university’s workforce. These goals include increasing the percentage of underrepresented faculty and staff, requiring each division to create diversity hiring targets for the year with large units encouraged to meet or exceed a 20 percent goal, and enhancing faculty and staff diversity through new and existing diversity employment programs (e.g. Faculty Diversity Composition Initiative, Staff Diversity Composition Initiative, Dual Career Assistance Program, Diversity Hiring and Recruitment Programs).
Information about the Diversity Hiring and Recruitment Program can be found here: https://www.missouristate.edu/policy/Op1_02_3_DiversityHiringPrograms.htm
More information about the Office for Institutional Equity and Compliance
Can be found here: https://www.missouristate.edu/equity/
More goals can be found here: https://www.missouristate.edu/President/diversity-equity-and-inclusion.htm
More information about our commitment to diversity in student recruitment can be found here: https://www.missouristate.edu/admissions/diversityoutreach.aspx
Information about programs can be found here: https://multicultural.missouristate.edu/
Information about programs to help first-generation students succeed can be found here: https://www.missouristate.edu/firstgeneration/
As part of our 2016-2021 Long Range Plan, we have set specific annual goals related to attracting and retaining underrepresented faculty and staff and promoting cultural competence in the university’s workforce. These goals include increasing the percentage of underrepresented faculty and staff, requiring each division to create diversity hiring targets for the year with large units encouraged to meet or exceed a 20 percent goal, and enhancing faculty and staff diversity through new and existing diversity employment programs (e.g. Faculty Diversity Composition Initiative, Staff Diversity Composition Initiative, Dual Career Assistance Program, Diversity Hiring and Recruitment Programs).
Information about the Diversity Hiring and Recruitment Program can be found here: https://www.missouristate.edu/policy/Op1_02_3_DiversityHiringPrograms.htm
More information about the Office for Institutional Equity and Compliance
Can be found here: https://www.missouristate.edu/equity/
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:
Student Programs:
Bears L.E.A.D. and TRIO Student Services provide academic support services (tutoring, academic advising and study skills) to underrepresented students, first generation students, and students with disabilities. More information about these programs can be found here:
https://www.missouristate.edu/bearslead/
https://trio.missouristate.edu/
The Multicultural Resource Center and Disability Resource Center provide additional support, mentoring and guidance for students from underrepresented groups. More information about these programs can be found here:
https://www.missouristate.edu/MulticulturalPrograms/
https://www.missouristate.edu/disability/
Additional programs to support students from underrepresented groups include:
International Center
Office of Multicultural Student Services
LGBTQ Resource Center
Center for Dispute Resolution
Counseling and Testing Center
Disability Resource Center
Access Technology Center
Institutional Equity and Compliance
I’m First Student Organization
Jump START
First-Year Programs
Bear Power
Bears LEAD
Title IX Coordinator
Staff Programs:
The university, primarily through the Human Resources Department, has undertaken efforts including:
-Enhancing campus diversity sponsored a lunch and learn, featuring the "International Friends" program, whereby University members may "sponsor" or "adopt" an International Friend for the academic year;
-Encouraging faculty and staff by Human Resources meeting with the Alumni/Retirees to discuss benefits and “perks” of working at the University. During the collaborative, interactive meeting, ideas and opportunities for improvement are discussed;
-Encouraging faculty and staff connections through Bear Connection Program. Bear Connection builds relationships between new staff members and ambassadors in an effort to enhance the onboarding process and foster a unique personalized onboarding experience. Through relationships and mentoring, new staff members are able to learn about the University and acclimate to the campus culture. Beginning with the start of FY18 fiscal year, 61 additional partnerships were formed, bringing the active partnership total to 110. We currently have 99 active mentors across campus;
-Encouraging staff connections through Bear Connection “Lunch and Learn”. Lunch and Learn teams are coordinated monthly and designed to increase knowledge of campus resources, efficient utilization of university services and to cultivate a diverse and inclusive campus community. During FY18, Organization Talent & Development has hosted three Lunch and Learn events. These events cover a range of topics including a presentation on the International Friends program, which encourages Missouri State faculty, staff and students to befriend international students and help them acclimate to local and national culture;
-Encouraging staff connections by hosting Clif's Connection events during this fiscal year. Clif's Connection is a quarterly breakfast hosted by President Smart and designed to promote an environment of networking and mentorship;
Initiating multicultural networking events such as reception at the President’s home, receptions for multicultural faculty & staff each semester.
-Establishing Employee Resource Groups (ERGs), with the newest ERG formed last year, the Association of Latinos/Hispanics for Leadership & Success (ALAS). ERGs currently established for black faculty & staff; individuals with disabilities; the network for young professionals; veterans and the LGBTQ Association.
Faculty Programs:
-The Division for Diversity and Inclusion (DDI) is in the process of assessing the extent faculty mentoring is occurring and collaborating with colleges in developing faculty mentoring efforts for diverse faculty while some current college deans are engaging new faculty in mentoring sessions.
-Employee Resource Groups (ERGs) are established with the newest ERG formed last year, the Association of Latinos/Hispanics for Leadership & Success (ALAS). ERGs currently established for black faculty & staff; individuals with disabilities; the network for young professionals; veterans and the LGBTQ Association.
-Initiated multicultural networking events such as reception at the President’s home, receptions for multicultural faculty & staff each semester.
President’s Council on Accessibility reports to the President.
Purpose
Enhance the full participation of individuals with disabilities in the campus community by serving as an advisory and oversight committee regarding accessibility issues. The committee will:
Identify, recommend, and monitor accessibility priorities and improvements in university infrastructure, policies, services, academic instruction, technology, and electronic information
Advise university leaders regarding accessibility and how accessibility issues intersect with policies, practices, instructional programs and facilities
Promote a university culture that recognizes individuals with disabilities as a valued and integral part of campus diversity
Promote and monitor implementation of universal design in university infrastructure, academic instruction, and communications, to further create a usable, equitable, and inclusive environment
https://www.missouristate.edu/committees/accessibility.htm
Bears L.E.A.D. and TRIO Student Services provide academic support services (tutoring, academic advising and study skills) to underrepresented students, first generation students, and students with disabilities. More information about these programs can be found here:
https://www.missouristate.edu/bearslead/
https://trio.missouristate.edu/
The Multicultural Resource Center and Disability Resource Center provide additional support, mentoring and guidance for students from underrepresented groups. More information about these programs can be found here:
https://www.missouristate.edu/MulticulturalPrograms/
https://www.missouristate.edu/disability/
Additional programs to support students from underrepresented groups include:
International Center
Office of Multicultural Student Services
LGBTQ Resource Center
Center for Dispute Resolution
Counseling and Testing Center
Disability Resource Center
Access Technology Center
Institutional Equity and Compliance
I’m First Student Organization
Jump START
First-Year Programs
Bear Power
Bears LEAD
Title IX Coordinator
Staff Programs:
The university, primarily through the Human Resources Department, has undertaken efforts including:
-Enhancing campus diversity sponsored a lunch and learn, featuring the "International Friends" program, whereby University members may "sponsor" or "adopt" an International Friend for the academic year;
-Encouraging faculty and staff by Human Resources meeting with the Alumni/Retirees to discuss benefits and “perks” of working at the University. During the collaborative, interactive meeting, ideas and opportunities for improvement are discussed;
-Encouraging faculty and staff connections through Bear Connection Program. Bear Connection builds relationships between new staff members and ambassadors in an effort to enhance the onboarding process and foster a unique personalized onboarding experience. Through relationships and mentoring, new staff members are able to learn about the University and acclimate to the campus culture. Beginning with the start of FY18 fiscal year, 61 additional partnerships were formed, bringing the active partnership total to 110. We currently have 99 active mentors across campus;
-Encouraging staff connections through Bear Connection “Lunch and Learn”. Lunch and Learn teams are coordinated monthly and designed to increase knowledge of campus resources, efficient utilization of university services and to cultivate a diverse and inclusive campus community. During FY18, Organization Talent & Development has hosted three Lunch and Learn events. These events cover a range of topics including a presentation on the International Friends program, which encourages Missouri State faculty, staff and students to befriend international students and help them acclimate to local and national culture;
-Encouraging staff connections by hosting Clif's Connection events during this fiscal year. Clif's Connection is a quarterly breakfast hosted by President Smart and designed to promote an environment of networking and mentorship;
Initiating multicultural networking events such as reception at the President’s home, receptions for multicultural faculty & staff each semester.
-Establishing Employee Resource Groups (ERGs), with the newest ERG formed last year, the Association of Latinos/Hispanics for Leadership & Success (ALAS). ERGs currently established for black faculty & staff; individuals with disabilities; the network for young professionals; veterans and the LGBTQ Association.
Faculty Programs:
-The Division for Diversity and Inclusion (DDI) is in the process of assessing the extent faculty mentoring is occurring and collaborating with colleges in developing faculty mentoring efforts for diverse faculty while some current college deans are engaging new faculty in mentoring sessions.
-Employee Resource Groups (ERGs) are established with the newest ERG formed last year, the Association of Latinos/Hispanics for Leadership & Success (ALAS). ERGs currently established for black faculty & staff; individuals with disabilities; the network for young professionals; veterans and the LGBTQ Association.
-Initiated multicultural networking events such as reception at the President’s home, receptions for multicultural faculty & staff each semester.
President’s Council on Accessibility reports to the President.
Purpose
Enhance the full participation of individuals with disabilities in the campus community by serving as an advisory and oversight committee regarding accessibility issues. The committee will:
Identify, recommend, and monitor accessibility priorities and improvements in university infrastructure, policies, services, academic instruction, technology, and electronic information
Advise university leaders regarding accessibility and how accessibility issues intersect with policies, practices, instructional programs and facilities
Promote a university culture that recognizes individuals with disabilities as a valued and integral part of campus diversity
Promote and monitor implementation of universal design in university infrastructure, academic instruction, and communications, to further create a usable, equitable, and inclusive environment
https://www.missouristate.edu/committees/accessibility.htm
Support for future academic staff
No
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
---
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:
---
Data source(s) and notes about the submission:
https://www.collegemagazine.com/top-10-universities-for-students-with-disabilities-2020/
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.