| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 69.33 |
| Liaison | Kristin Larson |
| Submission Date | July 31, 2020 |
| Executive Letter | Download |
San Diego State University
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Dr. Luke
Wood Chief Diversity Officer and Associate Vice President for Diversity and Inclusion Division of Diversity and Innovation |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
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):
There are multiple avenues for a rapid response depending on the individuals in question. For example, an incident involving a student and a faculty would be directed to the Ombuds office or Office of Students Rights and Responsibilities. An incident involving a faculty member and another faculty member would be directed to the Chair, Dean, Provost, Office of Faculty Advancement, etc. An incident involving staff would typically involve Human Resources and Business Affairs, Legal Council in the Center for HR and Compliance.
In addition, the University has a Bias Response Reporting System. This system is called INCLUSIVE SDSU. It provides a mechanism to report, monitor, and follow-up on bias related incidents as well as positive incidents that occur as well.
https://diversity.sdsu.edu/initiatives/inclusive
Any member of the SDSU community (e.g., student, faculty, staff, administrators, community member) may make a submission to Inclusive SDSU. For many incidents, there are already avenues for formal reporting, and if the submission suggests that one of those processes should be involved, then the submission will be forwarded back to the sender with information on how to submit to the appropriate office, which may include Academic Labor Relations, Center for Student Rights and Responsibilities, Office of Employee Relations and Compliance, or the University Police Department.
The Inclusive SDSU Communication Team will review submissions primarily to assess campus climate issues and patterns of activity, and will report on such matters to the Division of Diversity and Innovation and the Division of Student Affairs.
The Team may also recommend additional action or refer the Report to another office on campus for further processing.
Examples of actions the Team may take include:
- Referring submissions regarding extraordinary acts of diversity and inclusion to Strategic Communications and Public Affairs, for recognition of those actions.
- Referring reports to Facilities Services for removal of building markings or repair of property damage.
- Referring submissions to campus divisions, departments and offices for the purpose of developing educational programs to address inclusion or other related subjects.
- Recommending campus climate programming based on patterns of activity seen through submissions.
- Referring the reporter to on-campus and off-campus resources for support and success.
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 Goodwin Scholars program is designed to recruit and retain African American students. The EY or Elymash Yuchapp program is designed to recruit and retain American Indian or Native American Students. The Recruitment and Retention of Underrepresented Faculty (RRUF) committee are focused on recruitment and retention of historically underrepresented faculty (which includes staff as well). In addition, each cultural center has a retention program focused on a minoritized population. Therefore, we have numerous programs serving current and former foster youth, those who were formerly incarcerated, Latinx students, Pacific Islander students, LGBTIAQ+ students etc.
https://go.sdsu.edu/strategicplan/recruitment-and-retention-underrepresented-fac.aspx
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:
The Goodwin Scholars community provides support for African American collegians. Along with a counseling center that responds to the needs of multiple identities. Harambee and EY also have peer mentoring programs. The university also has a variety of outlets for faculty and staff including the support students through the Provost's Undergraduate Mentoring Program (PUMP). Individual academic units have created various affinity groups like Women in the STEM to support women. Student African American Brotherhood (SAAB) supports African American faculty, students, and staff.
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:
The California Pre-Doctoral Program is designed to increase the pool of potential California State University faculty by supporting the doctoral aspirations of CSU students who have experienced economic and educational disadvantages. There are also numerous in-house programs that have been developed, including the Aztec Scholars Research Program.
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 mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus:
- https://www2.calstate.edu/csu-system/faculty-staff/predoc
The mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus:
- https://www2.calstate.edu/csu-system/faculty-staff/predoc
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.