Northern Michigan University
PA-7: Support for Underrepresented Groups

Yes. NMU has a non-discrimination policy which is available on the Equal Opportunity Website. Please see below for more information on NMU's statement against discrimination: https://www.nmu.edu/equalopportunity/non-discrimination-policy NMU also has a DEI statement (https://nmu.edu/diversity/) Northern Michigan University strives to be an inclusive community where differences are recognized as assets of the institution, respected attributes of the person and a valuable part of the university experience.

In partnership with the DEI Office, the Dean of Students, Housing and Residence Life director, the University Police chief, and a representative from the Student Equity and Engagement Center compose the bias response team. Per the 2022 Interim Strategic Plan, this group is currently review the bias response protocol (the current protocol is pasted below) with the Vice Presidents from each division. In general, someone from the DEI Office would meet with the victim of bias. They would ask them what happened and how they would like it handled (student code charges, mediation, discussion, etc.). If the incident occurred in the residence halls, they might have someone from the housing staff (director or assistant director) talk to the victim. Each case is handled individually. The Dean of Student's office at NMU is also responsible for responding to student on student discrimination/harassment complaints in line with NMU's non-discrimination policy. The Equal Opportunity Office handles employee, applicant, and student employee discrimination/harassment complaints. Discrimination/Complaint Procedure is as follows: This procedure is designed for most discrimination complaints other than sex discrimination/harassment. Please see the Sexual Misconduct Policy for complaints of sex discrimination/harassment. Retaliation: Retaliation against anyone who files a claim, who is named as a respondent, or who participates in the resolution of a case, regardless of the outcome of the case, is expressly prohibited and could lead to discipline and possible dismissal or expulsion. False Claim: Deliberate filing of a false claim is expressly prohibited and could lead to discipline and possible dismissal or expulsion. Confidentiality: Confidentiality is expected to the fullest extent possible from all who are involved in a claim, directly or indirectly. Reporting All reports of discrimination/harassment involving employment or employees shall be promptly reported to an immediate supervisor or the Equal Opportunity Officer/Title IX Coordinator. Supervisors are responsible for immediately notifying the Equal Opportunity Officer/Title IX Coordinator of discrimination complaints. All reports shall be assessed and, where appropriate, may result in a formal investigation with associated follow up. When a report is made, the Equal Opportunity Office will assess the facts and circumstances and consider the complainant’s expressed preference for manner of resolution. The University will seek action consistent with the complainant’s request when possible. The following outlines the University’s timeline, investigation process, final summary of findings, and appeal process for employees. Timeline The University will use its best efforts to complete its investigation within 60 calendar days of the commencement of a formal investigation, although this time line may be extended for good cause. Good cause may include, but is not limited to the complexity of each allegation, the availability of witnesses, University breaks or vacations, or other legitimate reasons. In the event a time frame is extended, both the complainant and respondent will be notified of the extension and the reason for the extension. Investigation Process Any student, staff member, or faculty member may file a complaint of discrimination with the Equal Opportunity Office against any other member of the university community who is believed to have violated the policy. The Equal Opportunity Office may initiate an investigation to determine if there has been a policy violation, and if so, whether sanctions are warranted. The Equal Opportunity Office has the discretion to consolidate multiple reports involving a respondent into one investigation and resolution if the evidence related to each incident would be relevant in reaching a determination on any other incident. Faculty and staff investigations will be typically completed by the Equal Opportunity Office, although the investigator(s) may be any appropriately designated employee of the University, or external investigator(s) assigned by the Equal Opportunity Office. The investigator(s) chosen to conduct the investigation must be impartial and free of any conflict of interest. During the investigation, both the complainant and the respondent will have the opportunity to provide evidence and names of witnesses to the investigator(s). The investigator(s) will update both the complainant and respondent regarding the status of the investigation at reasonable, regular intervals. Final Summary of Findings The investigator(s) provides the final investigation summary of findings and recommendation remedies and/or sanctions to the complainant and the respondent. The complainant and the respondent will be sent notification of the outcome of the investigation, using email if available, or other reasonable means, which serves as a method for documenting distribution. Appeal Process The complainant or respondent may submit written notice of appeal based on fact to the Vice President for Finance and Administration within seven (7) calendar days of receiving the summary of findings and notice of determination. Appeals based on fact are to consider new information, sufficient to alter a decision or other relevant facts not brought up in the initial investigation, because the person appealing did not know such information and/or facts at the time of the investigation. Information which was known to the person appealing, but withheld, will not be considered on appeal. The receipt of the appeal will be acknowledged by the Finance and Administration Office via email. Parties will be notified via email of the filing and status of appeals by the Vice President for Finance and Administration Office. After receiving the appeal request, the Vice President for Finance and Administration or the Vice President for Finance and Administration’s designee will convene an Appeal Review Group of three (3) people. This group shall be empowered to review the case file, gather additional information and interview witnesses, including the parties, if the group deems necessary, within twenty-one (21) calendar days from the convening of the Appeal Review Group. The Equal Opportunity Office will provide assistance to the Vice President for Finance and Administration and the Appeal Review Group upon request. The appealing party or parties may be asked to submit additional information supporting the basis for the appeal, if not previously submitted. Any additional material requested must be submitted within five (5) calendar days upon request. Failure to respond will result in the information not being considered for review during the appeal review. Within seven (7) calendar days after completion of the appeal, the chairperson of the Appeal Review Group will issue a determination to the Vice President for Finance and Administration. If the Appeal Review Group determines a violation, it will submit a written report supporting these findings, along with the recommendation for further action, to the Vice President for Finance and Administration. If the Appeal Review Group finds that a policy was not violated, it shall recommend to the Vice President that the appeal be denied. The Vice President for Finance and Administration will review the recommendation of the Appeal Review Group and make a determination. The Vice President for Finance and Administration will notify the appealing party, via email, of the appeal outcome. The decision of the Vice President for Finance and Administration shall be final and shall become part of the record. Sanction Process for Employees (Faculty and Staff) as Respondent Sanctions for respondents, who are employees, will be determined by Academic Affairs and/or Human Resources, with input from other offices as appropriate. Represented Employees: sanctions will be imposed in accordance with the applicable collective bargaining agreement and University policy and procedures. Unrepresented Employees: sanctions shall be determined in accordance with University policies and procedures, individual contracts, and/or appointment letters. Potential Employee Sanctions: The potential sanctions for an employee may include, but are not limited to, training, referral to counseling, no contact order, no trespass, loss of privileges, written warning, reprimand, withholding of a promotion, reassignment, temporary suspension without pay, or separation from the University. All rights afforded to the respondents in a collective bargaining agreement, Human Resources policy or procedure, individual contract or appointment letter will be afforded to the complainant was well. Investigation Documentation Individuals involved in the investigation and appeal process will adequately document the testimony of the parties and witnesses, relevant investigation documents, all facts and evidence reviewed, the rationale for determinations, and interim and final remedies and sanctions imposed, if any. All documentation will be submitted to and maintained in the Equal Opportunity Office. Misconduct by Third Parties University students participate in NMU academic programs (examples: student teaching, internships, clinical lab practicums, conferences, student trips, etc.) with or under the supervision of persons who are not University faculty or staff. If a student believes that she or he has been subject to discrimination/harassment in a University academic program by an individual who is not a University employee or student, the student should report the alleged discrimination/harassment to the faculty member, department head or dean responsible for that academic program or to the Equal Opportunity Office. When performing their jobs, University faculty and staff interact with contractors, suppliers, or customers who are not University faculty, staff or students. If a University employee (including a student employee) believes that he or she has been discriminated/harassed within the scope of his or her employment activities by an individual who is not a University employee or student, the University employee should report the alleged discrimination/harassment to his or her supervisor or to the Equal Opportunity Office or to Human Resources. Individuals who are not students or faculty and staff of the University are not subject to discipline under the University's internal processes. Nonetheless, if the University determines that a third party has perpetrated discrimination/harassment within the scope of her or his employment, the University will take corrective action, which may include terminating a contract. *All dates noted are considered days when the university is in operation. Days are weekdays when the university is open.

In Summer 2023 NMU Admissions created the Aspire Program, an "early access" to college program for tribal and first generation students. https://nmu.edu/admissions/aspire 

The program is designed to help select incoming freshmen make a successful transition to college by jumpstarting their education before the fall semester. The 20 participants earn four free college credits through a hybrid Native American experience course that included four weeks of online instruction followed by a one-week on-campus experience, which began on Wednesday. They moved into their residence halls early at no additional charge, received their laptops and had their orientation fees waived.

https://news.nmu.edu/new-aspire-program-eases-college-transition

"Aim North" is the student recruitment program designed to bring students from underrepresented groups to campus. More information here: https://nmu.edu/dso/firstgeneration

NMU has many programs that provide support to underrepresented students, staff, and faculty in the Student Equity and Engagement Center and the Counseling and Consultation Services. The Student Equity and Engagement Center partners with students, faculty, staff and alumni to build a vibrant, stimulating and safe learning community where cultural diversity is highly valued, differences are respected and people from all cultures and backgrounds flourish. Core values include: •Respect •Leadership •Acceptance of differences •Student learning and development Services are open to all students: •A safe place, where everyone is welcome and can truly be themselves •Information and resources on diversity issues •Free printing, copying, faxing, and scanning •Free coffee, tea, hot chocolate, and snacks •Academic, career, diversity, and social presentations and workshops •The Network for Education and Support of Tolerance (NEST), a room dedicated to LGBTQ+ resources The Northern Michigan University Counseling and Consultation Services offers counseling and psychological services that facilitate students' personal development to participate more successfully in the NMU living and learning community. 

All currently enrolled students are eligible for free and confidential counseling and consultation services. Their professional psychologists and counselors provide focused individual counseling, group counseling, and psycho-educational presentations. In addition, walk-in emergency services are available daily for students who feel in urgent need of help or crisis intervention. The professional staff are objective, non-judgmental guides to assist students in overcoming both long-standing and immediate problems. We strive to help students develop new skills and perspectives to enrich their lives. Some of the common issues that students bring to counseling are depressed and anxious feelings, family difficulties, personal crises, coping with loss, and other impediments to personal and academic functioning. They also aid with self-esteem, self-acceptance, identity and sexuality difficulties, as well as healing from the effects of sexual assault/abuse, suicidal thoughts and other destabilizing experiences. The staff provides consultation to a variety of NMU personnel and departments. They offer guidance to students, staff and faculty to recognize and cope with signs of distress in others.

The Ronald E. McNair Post-Baccalaureate Achievement Program is designed to prepare participants for doctoral studies through involvement in research and other scholarly activities. McNair scholars are from disadvantaged backgrounds and have demonstrated strong academic potential. Students studyingNorthern Michigan University’s McNair Scholars Program works closely with students in completing their undergraduate requirements, encouraging and supporting their entrance into graduate programs, and tracking their progress to successful completion of advanced degrees. The goal of McNair is to increase the attainment of Ph.D. degrees by students from underrepresented segments of society. McNair scholars are undergraduate students who have the desire, drive, and capability to complete their baccalaureate degrees and continue beyond to a Ph.D. program. The McNair Scholars program is funded by the U.S. Department of Education to serve first-generation college bound students who are also low income. Additionally, students who are traditionally underrepresented in doctoral programs are eligible to apply. The program assists scholars in developing study and research skills, navigating graduate school admissions, finding academic tutoring and actively participating in a summer of real research with a faculty mentor. This research results in a publishable paper and presentation poster. http://www.nmu.edu/mcnairscholars/about