Muhlenberg College
PA-7: Support for Underrepresented Groups

https://www.muhlenberg.edu/policiesandprocedures/studentpolicyandresourceguide/equalopportunityandnondiscriminationpolicy/

NON-DISCRIMINATION POLICY STATEMENT

Muhlenberg College is committed to providing an environment that is dignified and respectful of every member of its community. This EO Policy covers nondiscrimination in employment and in access to educational opportunities. All members of the campus community are expected to conduct themselves in a manner that does not infringe upon the rights of others or otherwise limit, deprive, or deny educational or employment opportunities of any member of the campus community.

Muhlenberg College prohibits discrimination on the basis of:

age,
ancestry,
color,
disability,
gender,
gender identity,
marital status,
national or ethnic origin,
pregnancy, childbirth, or related medical conditions,
race,
religion,
sex*,
sexual orientation,
veteran status, or
any other basis protected by applicable federal, state, or local laws (“Protected Classes”).
*Discrimination on the basis of sex includes sexual misconduct, intimate partner violence, gender-based stalking, and Title IX sexual harassment.

Retaliatory harassment, defined below, against any individual who makes a report, provides information, or otherwise takes action pursuant to this EO Policy is prohibited.

When an allegation of a violation under this EO Policy is brought to the attention of the College, such allegation will be promptly and equitably addressed and remedied by the College according to the Student, Faculty, or Staff Equal Opportunity Complaint and Resolution Procedures (“EO Procedures”).

The Bias Resource & Education Team (BRET) represents a cross section of the Muhlenberg College community (faculty, administrators, and students) who provide direct support to any individual(s) affected by a bias incident or hate crime, document the incident for information gathering and archival purposes, recommend campus responses to any incidents to the appropriate senior officers of the College (President, Provost, Dean of Students, and Vice President for Human Resources), and support campus educational efforts.

A new cohort of faculty and staff completed a series of four workshops on inclusive and equitable hiring practices, led by the associate provost for faculty and diversity initiatives, to become trained Equity Advocates. Equity advocates are required members of all faculty and staff search committees to ensure the application of equitable process, reduce the influence of bias in the search process and improve the College’s ability to recruit and retain underrepresented faculty and staff.

Additionally, Faculty specific efforts include:
» All faculty search committees received training with the associate provost for faculty and diversity initiatives in inclusive and equitable practices for evaluating candidates at the start of the search process. During this training, search committee members discuss biases relevant to the hiring process and are provided tools to minimize their impact.
» In order to more proactively recruit a diverse applicant pool, the recruitment strategy
for many faculty searches was expanded to include posting positions in advertising outlets that specifically serve underrepresented scholars of color (e.g., the Black Doctoral Network, Latinos in Higher Ed).
» The Campus Ambassador program provided finalists for faculty positions with the opportunity to connect confidentially with a current volunteer faculty or staff member who shares some aspect of the candidate’s identity or background (e.g., connecting with an LGBTQIA+ faculty member or a faculty member of color). The program facilitates information sharing about underrepresented communities at Muhlenberg and in the Lehigh Valley as well as information about shared interests and life stages (e.g., being a parent on the tenure track).
» The College applied for and was awarded a $220,000 Faculty Funding grant from the Mellon-funded Creating Connections Consortium (C3) to support recruitment and retention of faculty of color.
This year’s faculty search season resulted in 27 new full-time faculty members, 48%
of which identify as faculty members of color. Among this 48% of new faculty are five Consortium for Faculty Diversity Fellows, the largest cohort of Fellows Muhlenberg has ever hosted.
» Muhlenberg became an institutional member of the National Center for Faculty Development and Diversity (NCFDD) in May 2021. The NCFDD offers workshops and resources supporting faculty development and success for all faculty and specifically addresses experiences and needs of underrepresented faculty. As an institutional member, all Muhlenberg faculty can create individual memberships at no additional cost. This expansion of faculty development support will serve as a valuable recruitment and retention resource in the years to come.
» The Office of Admissions staff expanded their recruitment efforts targeting underrepresented student populations on multiple fronts. They hosted a two-part virtual series, the inaugural Behind the Red Doors: A Closer Look at Diversity and Multicultural Life at Muhlenberg, providing an exclusive opportunity to underrepresented students of color and first-generation students to learn more about diversity at Muhlenberg. Invited prospective students were given the opportunity to experience a sample first- year seminar, learn more about financial aid and connect with current students, a diverse group of faculty and staff and President Harring.
» The Office of Admissions expanded their efforts to connect with Community-Based Organizations that primarily serve students who are in under-resourced schools or communities. Staff hosted virtual visits to campus, gave financial aid presentations and attended virtual visits to high schools to deepen these relationships.
» The Office of Admissions hosted the inaugural Muhlenberg Undergraduate Leadership Experience (or MULE) program for accepted students in the incoming class. By participating in MULE, students were able to begin forging important relationships with other student leaders, future classmates, faculty and staff mentors and alumni.
» College preparatory experiences for local middle and high school students can create stronger community connections between the College and the local student population, increasing students’ awareness of the opportunities available at Muhlenberg. Examples include the College Access Mentoring Program (or CAMP), a community-engaged course led by Dr. Michele Deegan in collaboration with staff at William Allen High School; and El Sistema, a college access project in which Muhlenberg students connect with local high school students to discuss the college application process and post-high school experiences (facilitated by the Office of Community Engagement).
» The incoming class of 2025 is among the most racially and economically diverse in Muhlenberg history, with 23% of first-year students identifying as students of color, 21.6% who are Pell grant-eligible (from lower income backgrounds) and 16.6% who are first-generation students. Additionally, 6% of the incoming class identifies as Black or African American, 11% identify as Latinx or Hispanic, 2% identify as Asian, Asian American or Pacific Islander, 4% as two or more races and 2% are international students.
» Since 2017, racially diverse representation on the Muhlenberg Board of Trustees has grown from a mere 3% of the Board identifying as Black or African American to now roughly 18% of the Board as a result of intentional strategies to recruit a more diverse group of Trustees.
» Finding and building community is a critical aspect of faculty and staff retention and is particularly important for those who are minoritized within the institution. Regular opportunities to build community and provide support among faculty and staff communities of color are hosted by the associate provost for faculty and diversity initiatives throughout the year; the LGBTQ+ Faculty and Staff Collective hosts similar opportunities for the LGBTQ+ community on campus.
Source: https://www.muhlenberg.edu/media/contentassets/pdf/about/diversity/DEI_AnnualReport_FINAL.pdf

SUPPORT FOR ACADEMIC STAFF FROM UNDERREPRESENTED GROUPS

Muhlenberg became an institutional member of the National Center for Faculty Development and Diversity (NCFDD) in May 2021. The NCFDD offers workshops and resources supporting faculty development and success for all faculty and specifically addresses experiences and needs of underrepresented faculty. As an institutional member, all Muhlenberg faculty can create individual memberships at no additional cost. This expansion of faculty development support will serve as a valuable recruitment and retention resource in the years to come

SUPPORT FOR NON-ACADEMIC STAFF FROM UNDERREPRESENTED GROUPS

-The LGBTQ Faculty and Staff Collective at Muhlenberg College formed in 2017 following a meeting of faculty and staff regarding the creation of professional organizations at the college formed on the basis of identity. The Collective’s purpose is improving the working and learning environment for gay, lesbian, bisexual, transgender and queer members of Muhlenberg College and the surrounding community by providing opportunities for socializing and advocacy. The Collective’s membership is open to all Muhlenberg College faculty, staff, graduate interns and individuals who support the objectives of the Collective. https://www.muhlenberg.edu/lgbtq-collective/aboutus/

- Non-academic staff are encouraged to utilize the resources at NCFDD

- The college offers an Employee Assistance Program (EAP), which is available to you, your spouse, your dependents, and other family members residing with you. The EAP offers confidential advice, support, and practical solutions to real-life issues, including health and wellness, child and elder care, college planning, financial and legal resources, and more. Our plan offers unlimited phone consultations 365/24/7, referrals to local counselors for up to three sessions, free of charge, and a website with thousands of helpful articles and training courses. EAP Flyer 2021-11-04.pdf (muhlenberg.edu)

SUPPORT FOR STUDENTS FROM UNDERREPRESENTED GROUPS

- Support for students who are the first in their families to attend college, led by Dr. Dawn Lonsinger, associate professor of English, and Gregg Scully, associate dean of graduate and continuing education, expanded to include welcome letters with resource information sent to all incoming first-generation students, numerous social and community building events and induction of 39 new students into Tri-Alpha, the national first-generation honor society. Eighty-one first-generation students graduated in the class of 2021, donning cords identifying them as the first in their families to graduate from college.

- The Office of Multicultural Life, OML is committed to advancing Muhlenberg College’s mission to create a welcoming and inclusive campus. The Office of Multicultural Life advocates on behalf of historically marginalized populations. The Office is located in the Multicultural Center, which can be reserved for gatherings, and is home to multicultural and social justice oriented student affinity groups. OML offers a number of programs including heritage month celebrations, educational workshops and cross cultural conversations. Our Office of Multicultural Life(OML) serves as a facilitator and advocate for the needs and concerns of our LGBTQIAP+ community. Office of Multicultural Life | Muhlenberg College

-Several student organizations established clearer structures and support for diverse student perspectives and inclusion. Student Government Association (SGA) established off-the-top funding for affinity groups (e.g., Asian Student Association, Comunidad Latinx, Black Student Association), providing more flexibility and consistent year-to-year access to financial resources. All of Muhlenberg’s Greek organizations, SGA, athletics, the Muhlenberg Theatre Association and Muhlenberg Dance Association established diversity chairs within their leadership structures to ensure that the groups are intentionally welcoming and inclusive spaces for all students. Student Organizations | Muhlenberg College

-A special interest collegiate house was established through the work of student leaders in the Black Student Association with support by the Office of Housing & Residence Life as a campus interest house for students of color.

- Students from the Muslim Student Association, in partnership with the Chaplain and Dean of Students office, secured meal plan support for students observing Ramadan through Dining Services. In addition, supplemental prayer space was secured for the students in Seegers Union.

- Support for students experiencing financial hardship was a critical source of stability for many students during the height of the COVID-19 pandemic. Access to emergency grants, the M.U.L.E. cabinet and other financial hardship resources continued to expand and were frequently utilized by the Muhlenberg student population.

-The Office of Disability Services is committed to ensuring that all qualified students with disabilities are provided reasonable accommodations, auxiliary aids, and services to ensure full access to programs, services and activities. Students with disabilities who are the most successful at the post secondary level are those who are appropriately qualified and prepared for independent academic study have full knowledge of the impact of their disability, and who demonstrate well-developed self-advocacy skills. Disability Services | Muhlenberg College

-Our mission in the Graduate School Preparatory Program (GSPP) is to promote equity, diversity, and inclusion by helping students from underrepresented backgrounds successfully apply to, complete, and thrive in graduate and professional programs. In the GSPP, the term “underrepresented” is broadly defined to include first-generation students; students of color -- which includes Black, Latinx, Indigenous, Asian, Multi-racial, and other self-identified students of color; students from low-income backgrounds; students with disabilities; students from immigrant backgrounds; LGBTQIA+ students; students in Continuing Studies; students at the intersections of these and other identities; and a broad array of other groups. The Program uses an expanded conception of “success” that focuses on academic success as well as mental and emotional health. The Program attends to students’ needs as both scholars and human beings to help students craft and navigate personalized paths to graduate school that will allow them to build careers and lives that bring them fulfillment and joy.

-Resources and capacity to support students’ mental health care expanded in critical ways to meet the needs of students throughout the pandemic and beyond. Additional counseling services staff with expertise working with underrepresented populations joined the Counseling Center team. The College earned a grant from the JED Foundation providing resources focused on increasing multicultural competency within counseling services. The CARE team, a team of staff and administrators who provide additional support and resources to students experiencing personal struggles, expanded to include the associate dean of student diversity initiatives.

SUPPORT FOR All MUHLENBERG COMMUNITY MEMBERS FROM UNDERREPRESENTED GROUPS

-The President’s Diversity Advisory Council hosted a series of Community Conversations in spring 2021 that brought students, faculty, staff and alumni together to share specific stories of inclusive experiences they have had within the Muhlenberg community. These dialogues across differences made visible those factors that tend to predict feelings of inclusion and belonging for everyone.

Muhlenberg participates in three programs that explicitly aim to support students from underrepresented groups who aspire to the professoriate.

>>First, we are members of the Consortium for Faculty Diversity (CFD). CFD is a post-doctoral fellowship program that offers positions to young faculty of color and queer faculty who have recently completed their Ph.D. or are on the verge of doing so. The program provides year-long employment that includes mentoring, teaching opportunities, and a reduced teaching load to provide time for scholarship. We have had at least one CFD fellow for the last three years, and have five this year.

» The Timothy A. Birch student summer research grant was established to encourage underrepresented students to participate in student-faculty research projects. The grant provides the student awardee a stipend compensating them for eight weeks of research as well as free housing on campus and one course credit for completing an independent study.

» The Graduate School Preparatory Program (GSPP) for students from underrepresented groups, created by Dr. Emanuela Kucik, assistant professor of English and Africana studies, and Dr. Giancarlo Cuadra, assistant professor of biology, and further developed in collaboration with the Career Center, Office of Multicultural Life and a team of faculty and staff advisors, accepted applications for the first cohort of students interested in pursuing graduate study across a variety of disciplines. The GSPP provides each student accepted into the program with a team of faculty and staff advisors and mentors to help guide them through the graduate school research and application process. Students also attend sessions throughout the year intended to demystify the graduate school application process and prepare students for the rigors of graduate training.

Data Source: 2020-2021 DEI Annual Report https://www.muhlenberg.edu/media/contentassets/pdf/about/diversity/DEI_AnnualReport_FINAL.pdf

The publicly accessible inventory of gender-neutral bathrooms on campus can be found on the Muhlenberg College Campus Map.

The information submitted is to the best of the knowledge of:
Robin Riley-Casey, Director of Multicultural Life, robinriley-casey@muhlenberg.edu