Quinnipiac University
PA-7: Support for Underrepresented Groups

Quinnipiac does not discriminate on the basis of race, color, creed, gender identity or expression, age, sexual orientation, national and ethnic origin, or disability status in the administration of its educational and admissions policies, employment policies, scholarship and loan programs, athletic programs or other university-administered programs.

https://catalog.qu.edu/statements-nondiscrimination-compliance/

Bias reporting goes to the Title IX coordinator for students and to HR for faculty and staff. Here is the bias incident report form:
https://cm.maxient.com/reportingform.php?QuinnipiacUniv&layout_id=7

Here is the 10 point racial justice plan that discusses bias reporting:
https://www.qu.edu/student-life/diversity-and-inclusion/our-vision/ten-point/

For students: “Upon receiving a complaint of discrimination, harassment or bias-motivated acts or behavior, the university will conduct a prompt, thorough and impartial investigation into the allegations. Complaints of discrimination, harassment or bias-motivated acts or behavior against students or registered student organizations will be addressed pursuant to the Student Code of Conduct.”

"All parties in a Title IX or discrimination process have a right to supportive measures. Supportive measures are non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to complainant or respondent before or after the filing of a formal complaint or where no formal complaint has been filed. Such measures are designed to restore or preserve equal access to the university’s education program or activity without unreasonably burdening the other party, including measures designed to protect the safety of all parties or the university’s educational environment, or deter sexual harassment. Supportive measures may include counseling, extensions of deadlines or other course-related adjustments, modifications of work or class schedules, campus escort services, mutual restrictions on contact between the parties, changes in work or housing locations, leaves of absence, increased security and monitoring of certain areas of the campus, and other similar measures."
https://www.qu.edu/student-life/diversity-and-inclusion/title-ix/

For faculty, “Complaints of discrimination, harassment or bias-motivated acts or behavior against employees will be addressed by the Office of Human Resources or designee, pursuant to established policies and procedures.” Action up to and including dismissal or termination may be taken. Examples from the last 3 years are not public access (they are confidential).

The Quinnipiac University First-Year Immersion (QU-FYI) is designed to recruit and support first year students in underrepresented groups with the transition into the university to help with retention rates of underrepresented groups.

In the 10 point plan for racial justice, QU implemented a Diversity/Equity/Inclusion review of all pools of candidates for open positions. The review takes place at each stage of the hiring process. Increasing campus diversity cannot happen without focusing on diversity, equity and inclusion at every step of the search process. QU also worked with colleagues across the university to address hiring and search practices, opportunities for internal advancement, and strategies for retention.

For faculty and staff, Quinnipiac has a diversity pool certification framework in place for hiring:
1: Hiring committees are required to undergo training in implicit bias and best practices for reducing implicit bias in the evaluation and interviewing of candidates for a position.

2: Hiring managers are expected to ensure that the position posting is accessible to the widest diversity of applicants:

· Hiring managers are encouraged to seek out professional organizations serving underrepresented populations in that profession for job postings (e.g.: AISES – the American Indian Science and Engineering Society)

· Hiring managers are encouraged to approach directors of PhD programs at Historically Black Colleges and Universities to advertise the position (for faculty positions)

3: The initial pool of candidates is compared against the known data for diversity in that disciplinary area (reported information for recent graduates in that disciplinary or professional area). If the pool demonstrates less diversity (based on self-reported data in applicants’ materials), additional efforts are made to increase the diversity in the applicant pool.

· At every step of the process, as the pool is reduced through the selective process, the remaining pool is again certified against these baseline data.

· Part of this ongoing certification requires the hiring manager at each stage to describe the process and criteria used to narrow the pool.

· The certifying authority includes the University’s Chief Diversity Officer and Provost

4: Hiring committees are expected to use objective rubrics, based on the advertised position criteria and expectations, in their evaluation of candidates.