|Submission Date||Dec. 18, 2017|
Seattle Central College
PA-6: Support for Underrepresented Groups
|3.00 / 3.00||
District Sustainability Coordinator
Office of Sustainability
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Seattle Central College does not discriminate on the basis of race, color, national origin, ethnicity, religion, disability, sex, pregnancy, sexual orientation, gender identity or expression, veteran status, or age in its programs and activities. http://www.seattlecentral.edu/policy/nondisc.php
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 Seattle College District recognizes its responsibility, described in Policy 419, for investigation, resolution, implementation of corrective measures, and monitoring the educational environment and workplace to stop, remediate, and prevent all manners of discrimination. To this end, the Seattle College District has enacted Policy and Procedure 419, Discrimination and Harassment, prohibiting discrimination against and/or harassment of any employee, student, applicant or visitor, and legally defined members of a protected class. Any individual found to be in violation of Policy 419 will be subject to disciplinary action up to and including dismissal from the College or from employment.
Any employee, student, applicant, or visitor who believes that he or she has been the subject of discrimination or harassment should report the incident or incidents to the College’s, or District’s Title IX / EEO Coordinator identified below. All District employees (faculty, staff, student employees and administrators) are designated as “responsible employees” and must report actual or suspected discrimination or harassment immediately, subject to limited exceptions for employees who are statutorily barred from reporting. All details of the reports they receive must be shared promptly. If the complaint is against that Coordinator, the complainant should report the matter to the president’s, or Chancellor’s office for referral to an alternate designee.
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 Seattle Colleges are committed to recruiting faculty, staff, and students who reflect the cultural diversity of the Puget Sound Region and who will support its values of teaching, learning, students, diversity, and partnerships.
The College Success Program recruits and guides students who have been in a foster care program on a successful college journey with services designed especially for them. Additionally, the outreach office receives Perkins funds that must be spent on recruiting students from underrepresented groups. Outreach staff and individual college programs target underrepresented groups through various fairs, festivals, and organizations that they have developed relationships with. These include, but are not limited to, drug treatment centers, homeless youth shelters, PRIDE fest, veterans events, and others.
Seattle Colleges posts all positions to HigherEdJobs, and at the request of the search committee, will post to Diversity Jobs, use Search Advocates, and other specific job sites to help recruit talent we may not find otherwise. Job pools are often recast if a pool is not diverse.
For the 2016-17 academic year, the Seattle Central Office for Diversity, Equity and Inclusion has been leading an initiative to reframe faculty/staff search, screening and hiring processes from an equity and diversity framework. Integrating elements from the Diversity and Equity in Hiring and Professional Development (DEHPD) group, Search Advocate Model (University of Oregon, Corvallis) best practices, the mandate of the AFT Seattle 1789-Seattle Colleges District MOU to racially diversify the faculty and staff base and data drawn from state-wide and institutional documents, the ODEI scheduled one to four hour professional developments sessions for college employees to support learning around needs assessment in job descriptions, cognitive errors at different stages in the hiring process, introduction to the Search Advocate Model, multicultural organizational development interviewing techniques, and the role and responsibility of search committee members from an equity and inclusive lens.
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:
There are several programs, 1) Mathematics, Engineering, Science Achievement (MESA)- helps educationally disadvantaged students at Seattle Central College to become engineers, scientists and other math-based professionals urgently needed by industry. MESA offers academic and professional support services to qualifying students studying science, technology, engineering, and math (STEM) who plan to transfer to 4-year universities to pursue a STEM degree. 2) TRiO Student Support Services, formerly Student Academic Assistance (SAA), assists with the personal, academic and professional growth of first-generation college students, low-income college students and college students with disabilities. The program helps underserved students complete an associate degree and/or successfully transfer to a 4-year college program. 3) the Dreamers Taskforce is committed to ensuring that our campus is a safe and welcoming environment for all of our students, including those who may still be working their way through the complex process of citizenship. 4) The Asian American Native American Pacific Islander Center (AANAPISIS) supports student retention and success, with special focus on Asian American and Pacific Islander students.
SCC has the Office for Diversity, Equity and Inclusion, which serves all faculty/staff with support, information about a variety of services and resources, and referrals. Furthermore, Seattle Colleges created a Leadership Development Program in fall 2017 to increase leaders on campuses, provide leadership development, and continue to educate administration, faculty, and staff, regardless of their formal job title or position of authority.
Seattle Central College Office for Diversity, Equity and Inclusion has been engaged in the following work:
Direct support for faculty/staff from underserved groups:
1. Employee Affinity Groups:
- Women of Color Affinity Group (Central campus)
- Asian Pacific Islander Affinity Group (District wide)
2. Cross Institution Faculty of Color Mentorship Program
+ (2016-17) 10 Seattle Central faculty of color participated
+ (2017-18) 9 Seattle Central faculty of color participating
3. Social Justice Leadership Institute, Bellevue College
+ (2014-15) 1 Seattle Central employee of color attended
+ (2016-17) 2 Seattle Central employees of color representing Student Services and Instruction attended
+ (2017-18) 2 Seattle Central employees of color representing Student Services and Instruction attending
Campus Climate Professional Development for all faculty and staff:
- Kognito LGBTQI online training: 2015-16 & 2016-17
- Trainings to support Undocumented Students – COSI and college communitypresentations; individual trainings for a number of instructional divisions and their faculty
- UndocuAlly training presented by the University of Washington
- Advancing Equity and Inclusion in the Hiring Processes – Office for DEI conducting 1.5-2 hr professional development orientations/trainings to screening committees for faculty, staff and administrative positions
- Search Advocate Training – 13 Seattle Central/SVI faculty, staff and administrators participated in two-day training; 10 participated in follow up meetings
2015-16 Trainings on:
+ Search Advocate and Diversity and Equity in Hiring and Professional Development (DEHPD) Elements in the Hiring process training
+Multicultural Competency Interviewing Rubric for Administrative positions
2016-17 Trainings on:
+ Stop the Hate
+ Implicit Bias
+ White Privilege (FQ & SQ)
+ Supporting Undocumented students
2017-18 Trainings on:
+ Stop the Hate
+ Free Speech Webinair
+ Supporting Undocumented students
+ Know Your Rights – BSU; ACLU
Day of Remembrance Commemoration of signing of EO 9066 that incarcerated 120,000 Japanese and Japanese Americans during WWII – annual presentations since 2011
Development of syllabi language suggestions to support campus climate
- LGBTQI taskforce – comprised of faculty and staff; advancing campus knowledge, skills development around LGBQI issues, concerns to support the larger college community
- Dreamer taskforce – comprised of faculty, staff and students – support undocumented students access to Seattle Central educational services; supports student success
- Bias Incident Response Protocol taskforce – developing a bias incident protocol for college community members to report bias incidents and for the institution to respond to such incidents that fall us this purview
Community Conversations: Engaging individuals from different racial, ethnic, cultural communities who are representative of different community and professional spheres, i.e., activists, non-profits, business, media, local government agencies, etc.
- 2016-17 Community Conversations with Muslim, Latinx, LGBTQI, African American, SE Asian communities
- 2017-18 March 2018 meeting with Native American/Native Alaskan/Indigenous Peoples
Trainings for college leadership teams that have focused on:
- Integrating the Racial Equity Tool in decision making
- Assessing efficacy of individual and group working relationships with the Intercultural Development Inventory (IDI) tool
Supporting teams of faculty and staff to attend the following conferences:
- Citizen’s University Conference (2016 & 2017)
- National Conference on Race and Ethnicity (2016 & 2017; 2018
- WA State Faculty and Staff of Color Conference (2017)
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:
Seattle Central Community College actively participates in the University of Washington's Graduate Opportunities and Minority Achievement Project. Administrators and faculty from Seattle Central assist with panels and workshops that focus on students from underrepresented groups wanting to learn more about going into a teaching or education administrator role. From the programs website:
"As a unit of the UW Graduate School, the Graduate Opportunities and Minority Achievement Program (GO-MAP) is committed to serving the needs of students of color and students from other underrepresented groups, while simultaneously fostering an educational and social environment in which all students can learn and develop through experiences rich in cultural, ethnic, and racial diversity. GO-MAP’s three main areas of focus are:
Outreach, recruitment, and retention
Enhancing scholarship and research
Building community, on and off campus
The Graduate Opportunities and Minority Achievement Program, or GO-MAP, has been an integral part of the University of Washington for over 40 years, taking very seriously our efforts to establish and maintain campus, local, national, and international networks for students in our program. Members of our staff work closely with faculty, staff, and graduate students currently on campus to enhance academic and funding opportunities and to encourage scholarship and research that explores and supports cultural diversity."
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:
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.
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.