San Jose State University
PA-7: Support for Underrepresented Groups

The CSU protects people from discrimination based on age, disability, gender, genetic information, gender identity or expression, nationality, marital status, race or ethnicity, religion, sexual orientation, and veteran or military status.

Title IX protects from discrimination based on sex in education programs or activities that receive financial assistance from the federal government.

Disability support and accommodation is a significant component of the mission of the CSU.

The CSU protects students and applicants for admission to the CSU from discrimination regardless of their protected status.

Whether an applicant, student or employee, the CSU protects the rights of our veterans.

The CSU supports diversity and inclusion in its recruitment, hiring, retention, and promotion policies and practices.

The CSU provides methods for employees and applicants to report improper governmental activity.
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https://www2.calstate.edu/csu-system/administration/systemwide-human-resources/your-rights/Pages/default.aspx

http://www.sjsu.edu/up/all/equal_opportunity/

Any community member can lodge a complaint here: sjsu.edu/diversity click on the blue “report Bias Incident” button.

In 2015, SJSU established the Behavioral Intervention Team to improve campus safety through a pro-active, thoughtful, and caring approach to situations that pose, or may reasonably pose, a threat to the safety and well-being of the SJSU community. https://www.sjsu.edu/bit/

Students, staff and faculty are usually the first to notice concerning behaviors of those in our campus community including students, faculty members, staff or SJSU visitors. The campus community is encouraged to refer if someone has mentioned or witnessed:
Violent acts
Improper use of weapons
Bizarre behaviors
Thoughts of suicide or self-harm
Hate crimes or incidents
Sexual assault
Extreme distress
Family/domestic problems
Alcohol/drug abuse
Anything that makes you wonder, "Should I...?"

The team then considers the information that has been reported, collect any relevant information on the individual, assess the risk/safety of the situation and individual, and determine what the best intervention is for each unique situation.

A case manager, other team members, trusted staff, or the University Police Department will reach out directly to provide support to the individual. They might ask the reporting party for further information or give them guidance on next steps that could be useful. On-campus support resources are listed here:
https://www.sjsu.edu/bit/resources/index.php

For faculty and staff that witness disruptive behavior, the process for reporting any and all incidents and support resources are listed here: https://www.sjsu.edu/counseling/Faculty_Staff/Managing_Disruptive_Behaviors/index.html.
Support for employees of SJSU can be found at the Student Conduct and Ethical Development department, the Counseling and Psychological Services Center, the Accessible Education Center, and/or the Ombudsperson.

CSU Executive Order 1097, Article III outlines the Campus Procedure for Responding to Complaints regarding discrimination or harassment. The procedure states that campuses will respond to all complaints and take appropriate action to prevent, correct, and discipline conduct that violates the Systemwide Policy Prohibiting Discrimintation, Harassment, and Retaliation (EO 1097). All complaints will be reported to the DHR Administrator (Discrimination, Harassment, and Retaliation) or Title IX Coordinator (Sex Discrimination, Sexual Harassment, Sexual Misconduct, Dating and Domestic Violence, and Stalking). The date of receipt shall be deemed to be the Complaint filing date.

The DHR Administrator/Title IX Coordinator shall offer reasonable accommodations to Students who are unable to submit a Complaint because of a qualified Disability. Complainants also have the option to initiate an Early Resolution Process if they would like to explore whether their complaint can be resolved by the university without an investigation. For complaints that do not pursue the Early Resolution Process, the university will investigate the complaint, whether or not a formal written complaint is submitted.

Full detail of the investigation and complaint resolution process is available in EO 1097, Article III: https://calstate.policystat.com/policy/6742744/latest/

Human Resources has a process posted on their website for students to complete a form and receive support in this area. The website includes this link http://www.sjsu.edu/up/student_employees/discrimination_and_harassment_complaints/index.html and directions: "complete the Student Complaint Form for Discrimination, Harassment, Retaliation & Sexual Misconduct under Title IX (PDF) and return it to Office for Equal Opportunity."

ACADEMIC STAFF:
Beginning in AY17/18 faculty searches will integrate diversity training earlier into the process, from the development of hiring requests and throughout each stage of recruitment. Specifically, the university will provide support to chairs to incorporate different aspects of diversity in their pre-planning for tenure-track hiring requests. https://www.sjsu.edu/diversity/facultystaff/facultyrecruiting/index.html

NON-ACADEMIC STAFF:
Beginning in 2015, the non-academic staff recruitment process was redesigned to tailor our Action-Oriented Programs each year to ensure they address the underutilization of women / minorities / veterans / persons with disabilities. The Action-Oriented Programs are carried out throughout the Affirmative Action Plan year. Recruitment programs include:
• University Personnel will place job opportunity announcements on the University website and through local job service offices.
• University Personnel uses PeopleSoft's eRecruit, which makes its advertised positions available from any internet-accessible computer.
• Advertisements and newsletters will always carry the Equal Employment Opportunity clause.
• Minorities / women / veterans / persons with disabilities will be considered for all positions for which they are qualified.
• University Personnel will participate in job fairs on a quarterly basis if there are sufficient numbers of openings to warrant participation.
• University Personnel will continue to advertise open positions throughout the CSU System.
• Each Announcement of Position Availability must contain the Equal Opportunity Statement.
Job Specifications / Selection Process:
• Develop position descriptions that accurately reflect position functions, and are consistent for the same position from one location to another.
• Develop job specifications that contain academic, experience, and skill requirements that do not constitute inadvertent discrimination. Develop specifications that are free from bias with regard to age, race, color, religion, national origin, disability or veteran status.
• Approved position specifications will be made available to all members of management involved in the recruiting, screening, selection, and promotion process. Copies may also be made available to recruiting sources.
• University Personnel will continue to use only minimum qualifications that include job-related criteria.
• University Personnel will continue to counsel all personnel involved in the recruiting, screening, selection, promotion, disciplinary, and related processes to eliminate bias in all personnel actions.

Teacher shortages in the state are projected to last for the next decade, and the Chancellor's Office of the CSU and campuses have initiated efforts to meet this demand. A number of campuses are involved in EduCorps, a comprehensive teacher recruitment effort to identify and encourage promising undergraduate students to consider a career in teaching. The effort has a special emphasis on attracting and preparing more male and female teachers of color with the goal of providing students with role models from their own backgrounds.

STUDENTS:
The CSU’s Educational Opportunity Program (EOP) provides admission, academic and financial support services to historically underserved students throughout California. The primary goal of the EOP is to improve access of low-income, first generation and historically disadvantaged students with potential for academic success by making higher education a possibility.
The CSU has many programs designed to recruit, retain and support student from underserved backgrounds: https://www2.calstate.edu/impact-of-the-csu/diversity
The School of Information provides many scholarships to recruit diverse students: https://ischool.sjsu.edu/diversity-scholarships

The School of Engineering highlights the need to broaden the recruitment pool in both diversity and gender equality: https://engineering.sjsu.edu/distinctions/eps

The Strategic Plan of the Urban and Regional Planning Department includes a specific goal of recruiting and graduating a growing and diverse student population. https://www.sjsu.edu/urbanplanning/assessment/URBP_StategicPlan_2017_Final.pdf

The SJSU Affirmative Action Plan details the programs here: https://www.sjsu.edu/up/docs/oeo/info/2016%20AAP%20for%20San%20Jose%20State%20University%20-%20University-Wide.pdf

The latest WASC report details the many efforts to diversify the recruitment pool of faculty and staff. http://www.sjsu.edu/wasc/portfolio2017/SJSU_WSCUC_SpecialVisitReport_July_2017.pdf

A response team that will look into situations and complaints that do not fall in the purview of EO 1096/1097 investigations is in the process of being formed.

Educations Opportunity Programs (EOP)
http://www.sjsu.edu/eop/
Since 1969 the Educational Opportunity Program (EOP) has been providing services to retain and graduate students who are first in their family to go to college, especially low-income and educationally disadvantaged students. An EOP student has the potential to perform satisfactorily in the CSU but has not been able to realize this potential because of economic or educational background. The program provides admission, academic, and financial assistance to EOP-eligible undergraduate students. EOP students can expect to receive comprehensive educational services which include academic advisement, personal and career counseling, tutorial services, skills enhancement seminars, adjunct learning courses, as well as referral and advocacy services. Students are also provided with financial aid assistance, as well as encouragement and support.

Pride Center
http://www.sjsu.edu/pride/
The mission of the Pride Center is to support the LGBTIQQA (Lesbian, Gay, Bisexual, Intersex, Queer, Questioning, Ally) students of San José State University. Through dynamic programming and educational outreach the Resource Center seeks to improve the campus climate for LGBTIQQA students and advocate for the respect and safety of all members of the campus community. In collaboration with other campus programs, the Resource Center works to meet the needs of students to promote the successful completion of their educational goals. Activities include sponsoring educational and community building programs. The center also has a library with an extensive collection of books concerning LGBT issues. The space can be used for club meetings, studying, and hanging out. The center networks with campus and San José area organizations in order to build a stronger community and support system for the LGBTIQQA students of San José State University and have offices in the new Student Union Buildings.

MOSAIC
http://www.sjsu.edu/studentaffairs/mosaic/
MOSAIC provides a safe and welcoming environment which honors and celebrates diversity. MOSAIC offers support, advocacy for historically under-represented groups, leadership opportunities, and intentional programming that focus on critical thought, social justice, and cultural empowerment for the SJSU community. MOSAIC collaborates with student organizations, academic departments, staff, residence halls, and members of the surrounding community whose purpose is concurrent with MOSAIC's mission, philosophies, and goals. Services offered by MOSAIC include; a place to gather and talk, programs and events that relate to diversity issues, leadership training and development for students, small resource library, and a speaker resource database.

Gender Equity Center
http://www.sjsu.edu/genec/
The mission of the Gender Equity Center (GenEC) is to advocate for social justice, respect, and safety for all members of the San José State University community, by educating on issues experienced by people because of their gender, gender identity, and/or their perceived gender/gender identity, through an intersectional lens.
The GenEC provides dynamic programming and educational outreach opportunities through collaborative partnerships with other campus and community organizations. The GenEC works to empower individuals with the tools and skills they need to successfully complete their educational goals and to become leaders in the community.

The mission of African American Faculty and Staff Association is to form coalitions throughout campus and the San José community to identify issues of concern to the San Jose State African-American community and to unify efforts to address those issues.

The Asian Pacific Islander Caucus' mission is to provide a safe and supportive network for Asian Pacific Islander (API) students, staff, and faculty at San Jose State. The goals and objectives of APIC is to serve as an advocacy group in facilitating the campus climate and educational equity efforts for the API campus community; to advocate the recruitment and retention of API students, staff and faculty; To promote the advancement and success of API faculty, staff and students; To serve as a resource to the campus community on issues relating to the API community; To sponsor educational and social programs that advance the interest of APIC.

The mission of the Chicano/Latino Faculty & Staff Association is to advocate and support opportunities for Latino students, faculty and staff at San Jose State. The goals and objectives of CLFSA are to ensure that the university increases access, retention and graduation rates of Latino students; Recruits, retains, promotes and tenures greater numbers of Latino faculty and staff members;
Provides increased opportunities for faculty and staff members to advance to administrative and policy-making positions; Reflects the Latino experience throughout the curriculum; Improves its connections with and service to the Latino community.

The Lesbian, Gay, Bisexual, Transgender Faculty & Staff Association is open to all faculty and staff members interested in lesbian, gay, bisexual and transgender topics. The goals and objectives of the LGBTFSA to serve as an on-campus resource for all faculty and staff; To provide a forum for art and scholarship that addresses lesbian, gay, bisexual and transgender issues;
To encourage the development and inclusion of lesbian, gay, bisexual and transgender content and perspective in the curriculum and in co-curricular activities; To provide spokespersons on lesbian, gay, bisexual and transgender issues; To advise and consult with the Academic Senate and administration on lesbian, gay, bisexual and transgender issues.

Sometimes known as 'pipeline programs', such programs could take any of the following forms:
Teaching fellowships or other programs to support terminal degree students from underrepresented groups in gaining teaching experience. (The terminal degree students may be enrolled at another institution.)
Financial and/or other support programs to prepare and encourage undergraduate or other non-terminal degree students from underrepresented groups to pursue further education and careers as faculty members.
Financial, and/or other support programs for doctoral and post-doctoral students from underrepresented groups
Examples include:
Consortium for Faculty Diversity at Liberal Arts Colleges
The PhD project
The CUNY Pipeline Program
Mellon Mays Undergraduate Fellowship program

McNair Scholars Program
(http://mcnair.sjsu.edu/)
The Ronald Erwin McNair Postbaccalaureate Achievement Award Program was authorized by Congress in 1986 in his honor to increase the number of college students from low income, underrepresented backgrounds pursuing doctoral degrees. It was also aimed at increasing the number of under-represented faculty teaching in colleges and universities.

Specific outreach targeted to reach diverse faculty. Department Chairs competed for $1300 to $1500 to attend national disciplinary conferences and to conduct recruitment outreach efforts focused on diverse candidates. As part of these efforts, Chairs met with interest groups including women’s groups, African American, Asian/Pacific Islander, Latino/a and LGBTQ groups that meet at national disciplinary conferences.

CSU Chancellors office initiative for doctoral incentive program
(http://www.calstate.edu/HR/CDIP/)
The Chancellor’s Doctoral Incentive Program provides loans to approved doctoral candidates that can be repaid with service in any of the CSU campuses. Applicants must have a faculty mentor from one of the CSU campuses.

California Pre-Doctoral Program
(http://www.calstate.edu/predoc/)
The California Pre-Doctoral Program is designed to increase the pool of potential faculty by supporting the doctoral aspirations of California State University (CSU) students who have experienced economic and educational disadvantages. The program places a special emphasis on increasing the number of CSU students who enter doctoral programs at one of the University of California (UC) institutions.

Faculty Affairs Role in Diversity (http://www.sjsu.edu/diversity/facultystaff/facultyrecruiting/index.html)
As the initial stage of San Jose State’s multi-year effort to renew and broaden its commitment to diversifying the faculty, the 2017-2018 faculty searches will integrate diversity training earlier into the process, from the development of hiring requests and throughout each stage of recruitment. Specifically, the university will provide support to chairs to incorporate different aspects of diversity in their pre-planning for tenure-track hiring requests.