|Submission Date||March 2, 2018|
PA-6: Support for Underrepresented Groups
|2.00 / 3.00||
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 University prohibits discrimination and harassment on the basis of race, color, religion, sex, national origin, age, disability, marital status, sexual orientation, gender identity, political ideology, genetic information, status as a Vietnam-era or special disabled veteran, or any other basis prohibited by applicable federal, state, or local laws. Discrimination and harassment on the basis of sex includes sexual misconduct. In addition, Seattle University prohibits retaliation against any individual who makes a good faith report or otherwise provides information about discrimination, harassment, or sexual misconduct.
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 Office of Institutional Equity (OIE), in support of the university's efforts to promote and maintain an equitable, safe, and inclusive working and learning environment, oversees and coordinates the university's response to all complaints of discrimination, harassment, sexual misconduct, and related retaliation; and partners with other key resources at SU to ensure that the university's support resources, training, policies, and procedures are effective, fair to all involved, and consistent with the university's mission and values.
The course of action taken by OIE when notified of discrimination, harassment, sexual misconduct, or related retaliation will depend on the particular facts and circumstances involved. Possible steps include:
*Providing assistance with accessing on- and off-campus resources;
*Facilitating interim supportive or protective measures, which may include changes in work situations or academic and residential accommodations;
*Providing information about or coordinating assistance with external reporting options;
*Conducting a prompt, effective, and equitable investigation; and
*Coordinating the university's efforts to address the concerns, with the intent to end the conduct, prevent its recurrence, and remedy its effects.
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 Outreach Center serves as a focal point for community building and mentorship, as well as and programming to support students who may be vulnerable, including first-generation and low-income. Programming includes the I am First Gen visibility campaign; in-person sessions, webinars, and videos for parents & families of first-generation college students; a first-generation academic journal; a first-generation guidebook; compiled book of scholarships; and personal outreach to all new first-generation students by a staff member. Additionally, services such as an emergency fund, scholarship funds to access programming, referrals to neighborhood food banks and mentoring support are available for students who are low-income.
The university conducts open, international searches in compliance with Equal Employment Opportunity guidelines. We advertise in at least one national journal. Our ads include the Seattle University descriptive statement, which describes SU’s commitment to a faculty that will “enrich the diversity of its educational community”.
For the search process, we have a Best Practices document that committees are encouraged to use, which lays out how to conduct a search in a fair and equitable manner.
Committee membership (for searches) should be diverse with regard to race/ethnicity, sex, academic and scholarly background, to ensure that different perspectives are brought forward in the assessment of candidates for the position.
Diversity advertisements are online or in newspapers to advertise open positions. We encourage hiring managers to post these advertisements to diverse populations and under-represented minorities. (ex; Hispanic Association of Colleges and Universities, Historically Black Colleges and Universities, National Black MBA Association, etc).
The Wismer Center for Faculty Diversity and Inclusion collaborates with Human Resources to advise on best hiring practices and serves as a resource to hiring departments to build a broad and diverse candidate pool leading to the best hire. Diversity, equity, and inclusion are guiding principles that inform all aspects of faculty development across the career span. The mission of the Wismer Office for Faculty Diversity, Equity, and Inclusive Excellence is to infuse faculty development support and programming with attention to the needs, perspectives, and contributions of members of underrepresented groups. The office:
--Coordinates faculty diversity and inclusion initiatives within Academic Affairs.
Offers confidential consultations, conversation groups, and advocacy for diversity and equity.
--Provides workshops and support for faculty, department chairs, and deans on inclusive working environments.
--In collaborations with Human Resources, advises on best hiring practices and serves as a resource to hiring departments to build a broad and diverse candidate pool leading to the best hire.
--Contributes to efforts within Academic Affairs or the University to gather climate data that inform academic policies, programs, and priorities.
--Collaborates with other offices on diversity-related initiatives and serves as a general resource to the campus regarding climate-enhancing efforts for faculty.
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 Office of Multicultural Affairs, International Student Center, and Office of Institutional Inclusion all host a variety of programs that support minoritized student populations on campus. There are year-long cohort programs, co-curricular campus programming, and retreat opportunities for minoritized students.
The Office of Multicultural Affairs hosts an annual Faculty and Staff of Color retreat, and the Office of Institutional Inclusion hosts a wide variety of trainings, workshops, dialogues, and other events for faculty and staff to explore diversity and inclusion and support each other in their work.
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:
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.