Overall Rating Gold
Overall Score 79.45
Liaison Lindsey Kalkbrenner
Submission Date Feb. 27, 2020

STARS v2.2

Santa Clara University
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Raymond Plaza
Office for Diversity and Inclusion
"---" indicates that no data was submitted for this field

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 non-discrimination statement can be found here: https://www.scu.edu/bulletin/undergraduate/nondiscrimination-policy.html.

Nondiscrimination Policy
Santa Clara University prohibits discrimination on the basis of race, color, ethnicity, ancestry or national origin, religion or religious creed, age (over 40), sex, gender expression, gender identity, sexual orientation, marital status, registered domestic partner status, veteran or military status, physical or mental disability (including perceived disability), medical condition (including cancer related or genetic characteristic), pregnancy (includes childbirth, breastfeeding, and related medical conditions), or any other protected category as defined and to the extent 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. Additionally, it is the University's policy that there shall be no discrimination or retaliation against employees or students who raise issues of discrimination or potential discrimination or who participate in the investigation of such issues.

The Director of Equal Opportunity and Title IX coordinates and oversees the prompt response, impartial and thorough investigation, and equitable and timely resolution to all instances of discrimination and harassment, sexual harassment, and other forms sexual misconduct involving students, faculty, and staff. The Director also tracks incidents and trends involving sexual misconduct, and serves as the principal contact for government and external inquiries regarding civil rights compliance and Title IX. Inquiries about this policy or to report an incident of discrimination, harassment, retaliation, or sexual misconduct should contact:

Belinda Guthrie
Director of Equal Opportunity and Title IX
Office of Equal Opportunity and Title IX
Santa Clara University
Loyola Hall, Suite 140
425 El Camino Real
Santa Clara, CA 95050
(408) 554-3043

Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:

A brief description of the institution’s discrimination response protocol or team:

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.

SCU’s process:
Once a bias incident has been discovered, it should be reported to the Office of Student Life. The bias incident can be reported in one of the following ways:
- SCU Online Report (www.scu.edu/osl/report) - Select the “Bias & Hate” reporting option.
- Ethicspoint (www.ethicspoint.com) - This is an anonymous online incident reporting tool.
- Contact the Office of Student Life, 8 AM to 5 PM (408) 554-4583, Benson Memorial Center #205. Ask to speak with a member of the Dean’s staff about reporting a bias incident.
- Contact Campus Safety (408) 554-4444 (Available 24-hours). Any Campus Safety officer can take a report and will forward the information to the Office of Student Life.
- If the bias incident specifically occurs within one of the RLCs or Residence Halls on campus, contact a member of the Residence Life staff. Residence Life staff can complete an OSL Bias Incident Report.

What occurs after a report is submitted:
- An investigation of the bias report will occur within 24 hours of a report being received. If the report is received during the weekend, an investigation of the bias report will occur by the close of the following business day.
- If the bias related situation is something visible, it will then be determined what is needed (to take down, remove it by submitting a work order, etc).
- University representatives will review the incident to gauge impact on the broader SCU community and determine additional follow up plans, should they be necessary.
- As determined appropriate, a university representative will send email communication within the next 24 business hours after the incident is reported AND the situation is investigated. The email that is sent to the community will use the information noted below and using past examples.
- Include known facts of what occurred.
- Reminder about community expectations moving forward; support fellow SCU community members who may be impacted by incident.
- Share any next steps that will be taken regarding the matter.
- A Community Meeting/Town Hall within a week of the incident will be convened, if necessary. Details of the Community Meeting/Town Hall meeting will be shared, as appropriate (share information if known, if not indicate plans forthcoming). The meeting will include a visual takeaway to be posted in high traffic areas of the community and/or throughout the community if deemed appropriate.
- The Office for Multicultural Learning, the Office of Student Life, and the Office of Diversity & Inclusion will be invited to be present and/or participate dependent on need.
- Should any SCU community member know anything about the incident, they should report it by contacting the Office of Student Life and/or file an Office of Student Life Bias Report ASAP
- If the incident targets a specific historically underrepresented and/or marginalized group (any group based on race, gender, sexual orientation, gender identity, religious affiliation, citizenship status, etc), the student leader of record will be copied on the email sent to the community. (A list of current student leaders is maintained in the Google Drive.)
- High consultation is expected with community stakeholders about gauging impact, sharing information and proposing community-specific plans.

After a bias incident report is submitted and as a part of the greater bias response investigation, an Assistant Dean from the Office of Student Life will meet with the individual(s) who is/are the recipient of the reported bias to find out more information about the incident and to speak with them about their needs along with ways the university can support them as a result of the incident. The university will offer resources to the student(s) such as the Office for Multicultural Learning, Office for Diversity & Inclusion, the Wellness Center, and Cowell Center Counseling & Psychological Services to further assist the student(s). The student is kept closely engaged in the bias incident response process until its conclusion.

Examples of these processes included cases during the Fall of 2016 involving discriminatory actions against members of the Latinix, LGTBQ, and Jewish campus communities. Student conduct records are educational records and are therefore confidential. The Student Conduct System is an educational process that includes principles of restorative justice and personal accountability.

Does the institution have programs specifically designed to recruit students from underrepresented groups?:

Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff 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 designed specifically to support students from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff 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.

In terms of other groups for non-academic staff, it ranges from get-togethers at different receptions and events. In the past, there have been different receptions for each of the racial/ethnic groups and then for those within the LGBTQ+ community and allies. These efforts are supported by the Office for Diversity and Inclusion.

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 has recently revamped its Inclusive Excellence Postdoctoral fellowship in the College of Arts and Sciences, which has been in existence for over ten years.

The purpose of the College of Arts and Sciences Dean’s Inclusive Excellence (IE) Postdoctoral/Post-MFA Fellowship program is to support the early development of teaching scholars who are from historically underrepresented groups. The goal of the program is to increase the diversity of faculty members in the academy and at Santa Clara University.

Our program utilizes two models in order to provide mentored teaching and scholarship opportunities for Fellows in all disciplines represented in the College. We anticipate funding two or three new IE post-docs/post-MFAs annually. In both models, IE post-docs/post-MFAs (termed Fellows) will be paired with faculty mentors who will receive support from the College for their service in that capacity. All Fellows and faculty mentors are expected to participate in campus conversations regarding inclusion and diversity.

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?:

Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support 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 and complete the Data Inquiry Form.