| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 76.21 |
| Liaison | Lindsey Kalkbrenner |
| Submission Date | May 5, 2017 |
| Executive Letter | Download |
Santa Clara University
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Raymond
Plaza Director Office for Diversity and Inclusion |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
The full nondiscrimination policy can be found at: https://www.scu.edu/media/offices/student-life/policies/SCU-Nondiscrimination-Policy-2016.pdf
Nondiscrimination Policy
Santa Clara University prohibits discrimination and harassment on the basis of a person’s actual or perceived race, color, national origin, ancestry, sex, sexual orientation, age, religious creed, physical or mental disability, medical condition as defined by California law, marital status, citizenship status, gender identity, gender expression, genetic information, military or veteran status, or other status protected by law in the administration of its educational policies, admissions policies, scholarships and loan programs, athletics, or employment-related policies, programs, and activities; or other University-administered policies, programs, and activities. The University condemns and will not tolerate such harassment or discrimination against any employee, student, visitor, or guest on the basis of any status protected by university policy or law, and upholds a zero tolerance policy for sexual violence and sexual misconduct. The University will take prompt and effective corrective action including, where appropriate, disciplinary action up to and including dismissal or expulsion. The University may implement interim measures in order to maintain a safe and non-discriminatory educational environment. Additionally, it is the University’s policy that there shall be no retaliation against a person for alleging discrimination, harassment or sexual misconduct, cooperating with an investigation, or participating in an informal or formal resolution procedure. The Office of EEO and Title IX is responsible for monitoring the University’s compliance with federal and state nondiscrimination laws, assisting with all aspects of investigating and resolving reported violations of Policy 311: Prevention of Unlawful Discrimination, Unlawful Harassment and Sexual Misconduct. The EEO and Title IX Coordinator is also designated as the ADA/504 Coordinator responsible for coordinating efforts to comply with federal and state disability laws and regulations. The University encourages those who have witnessed or experienced any form of discrimination, harassment, or sexual misconduct to report the incident promptly, to seek all available assistance, and to pursue informal or formal resolution processes as described in this policy. Inquiries regarding equal opportunity policies, the filing of grievances, or requests for a copy of the University’s grievance procedures covering discrimination and harassment complaints should be directed to: Belinda Guthrie, EEO and Title IX Coordinator Office of EEO and Title IX Santa Clara University 500 El Camino Real Santa Clara, CA 95053@0850 Office Location: 900 Lafayette Street Suite 100 Santa Clara, CA 95050 Tel: 408@551@3043 Email: bguthrie@scu.edu A person may also file a complaint within the time required by law with the appropriate federal or state agency. Depending upon the nature of the complaint the appropriate agency may be the federal Equal Employment Opportunity Commission (EEOC), the federal office for Civil Rights (OCR), or the California Department of Fair Employment and Housing (DFEH).
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):
The University's response to discrimination is handled by several departments. Incidents involving gender-based discrimination and sexual misconduct are handled by the Office of Equal Employment Opportunities and Title IX. Additional student conduct incidents are handled by various branches of the Office of Student Life. These include: Conduct Officers, students on the Peer Conduct Board, University Discipline Council (students faculty, and staff representatives), Sexual and Gender-Based Misconduct Board, and the University Board of Appeals. Student conduct incidents, including discrimination reports, are reviewed in a five-step process: incident report, initial report review, student conduct hearing, deliberation of evidence, and a notice of outcome including the assigned sanctions.
Recent examples of these processes included cases during the Fall of 2016 involving discriminatory actions against members of the Latinix, LGTBQ, and Jewish campus communities. Of the two students involved, one elected to leave the University voluntarily, while another was processed through the student conduct hearing procedures. While the results of this conduct hearing were not publicly announced the overall judicial process is designed to be a reflective process to ensure the guilty party understands the impact their actions had on others.
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:
In regards to students - the Office for Undergraduate Admission works to reach out to different communities. In regards to underrepresented students - the issue is in raising the yield of students that accept the offer and ensuring adequate financial aid resources. The University provides an overnight experience to students from underrepresented communities prior to the April Open House weekend to help these students connect with current students and faculty at SCU.
In regards to faculty and staff, the inclusive search training has raised the issue in terms of enhancing job descriptions and examining more closely the recruitment plans and how we are reaching the underrepresented groups. For tenure-track searches, the Office for Diversity and Inclusive provides an incentive in helping to fund an additional fourth candidate, if that candidate adds diversity to the finalist pool. In both the faculty and staff processes, using the data to help educate the committees on the need and value of increasing the diversity of our candidates.
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:
For students from underrepresented groups there are several programs that serve a mentoring and peer support role. The LEAD Scholars Program is a program for first-generation college students (students whose parents did not graduate from a 4-year college or university) focused on academic success and community engagement. The LEAD Scholars Program provides academic and vocational development opportunities, holistic advising, peer mentoring, and community building through a variety of courses, programs, and support networks. The LEAD Scholars Program begins in the first year at SCU to ensure a smooth transition into SCU from their previous high school or higher education institution. The program continues through senior year by supporting students' vocational development and connecting them to internships, study abroad, graduate school and leadership opportunities.
LOOP is a mentorship program in which upperclassmen are paired with those new to SCU to help them navigate the ins and outs of college, to be a friend and a person they could turn to for help, and of course, to “keep them in the LOOP” about SCU activities and resources. LOOP was created in 2013 by a group of Santa Clara University students who wanted to fill a specific need for a section of the SCU student population that they felt was being neglected. Originally created for first generation students and students of color, LOOP’s purpose was to create a network of students helping students and to build an on-campus community where one could feel safe and accepted.
For faculty and staff, the University offers several programs and development workshops. Mentors for Faculty of Color recognizes the specific challenges for faculty of color at SCU, the Women of Color Network has partnered with Faculty Development and WGST to identify effective mentors for faculty of color at SCU. All faculty of color (women and men) are welcome to use the Network of Faculty Mentors.
The University's Human Resources department hosts monthly inclusive search trainings for hiring managers and department heads to learn about SCU’s commitment to diversity, the current diversity profile of the campus, review search committee process, expectations and best practices, and a discussion of implicit bias to ensure an inclusive search in all stages of the recruitment process.
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 University recently has revamped its Inclusive Excellence Post Doctoral fellowship in the College of Arts and Sciences, which has been in existance for over ten years. The new program with its intial cohort in Fall 2017 has been reframed to ensure intentional mentoring and advising on the student's teaching, research and service. In addition, this is part of a broader new initiative being coordinated by the institution in the development of a national Jesuit Post Doctoral Diversity Program Consortium to develop Inclusive Excellence Post Docs throughout the Jesuit network.
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 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.