Seattle University
PA-7: Support for Underrepresented Groups

NON-DISCRIMINATION STATEMENT:
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, status as a victim of domestic violence, sexual assault, or stalking, 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.

For more information:
https://www.seattleu.edu/equity/
https://www.seattleu.edu/policies/nondiscrimination-policy/

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:
*Responding to inquiries concerning the application of the university's policies regarding discrimination, harassment, sexual misconduct, and related retaliation, as well as applicable local, state or federal laws;
*Providing information about and coordinating assistance with external reporting options;
*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 prompt, effective, and equitable investigations of complaints of discrimination, harassment, sexual misconduct, and related retaliation; and
*Coordinating the university's efforts to address concerns of discrimination, harassment, sexual misconduct, and related retaliation, with the intent to end the conduct, prevent its recurrence, and remedy its effects.

For more information:
https://www.seattleu.edu/equity/

FOR STUDENTS:
• Seattle U provides financial aid that covers full tuition for any student who is admitted with a GPA of 3.50 or higher and is eligible for the Washington State Need Grant (a program that bases its eligibility requirements on low income status). This past year, we removed the test score requirement from that award and admitted a record number of students who were eligible. Information about the SU Bound Scholarship: https://www.seattleu.edu/undergraduate-admissions/finances/scholarships/seattle-u-bound-scholarship/
• SU recently announced a new commitment of financial aid and support for local students in the Rainier Scholars program, which supports low-income students of color from fifth grade through college graduation. Seattle U will meet the full demonstrated financial need for every Rainier Scholar newly admitted to the university. See the announcement here: https://www.seattleu.edu/newsroom/stories/2020/seattle-u-and-rainier-scholars-partner-on-new-scholarship-program-.html.
• SU Undergraduate Admissions created a new position and hired an Associate Director for Diversity Recruitment and Pre-College Programs. This role builds upon Admissions’ existing recruitment strategies to make them more inclusive and intentional about recruiting and supporting students from underrepresented backgrounds. Pre-college programs are now managed by the Admissions office in an effort to provide more funding for low income and underrepresented students to gain exposure to Seattle U earlier on in their educational life. Admissions plans to leverage those pre-college programs to create an even larger and intentional pipeline of underrepresented students who have spent meaningful time on the SU campus. The current pre-college program include: AI for all( https://www.seattleu.edu/precollege/seattle-university-ai4all/) and the Summer Business Institute (https://www.seattleu.edu/business/centers-and-programs/summer-business-institute/).
• SU Undergraduate Admissions campus visit program hosts a robust number of TRiO, Gear Up, College Access Now (CAN) and other college access-oriented groups for group visits on an annual basis.
• SU Undergraduate Admissions has robust recruitment efforts ongoing in the Puget Sound region focused both on direct recruitment as well as relationship building with Community Based Organizations (CBOs) such as CAN, Rainier Scholars, Gear Up and TRiO.
• SU Undergraduate Admissions worked with a select committee of faculty and academic services staff to discern whether Seattle University would benefit (from an equity and inclusion perspective) from making standardized testing optional. In April 2020, that committee concluded via a report to the Academic Assembly that the university can become more equitable and inclusive in its admissions process by making testing optional. Important note - this process was underway prior to the COVID-19 Pandemic. See more info here: https://www.seattleu.edu/newsroom/stories/2020/seattle-university-moves-to-test-optional-for-undergraduate-and-graduate-admissions.html#:~:text=Standardized%20testing%20will%20be%20optional,to%20reliably%20predict%20student%20outcomes.

FOR FACULTY/STAFF:
SeattleU’s HR 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 Office of Multicultural Affairs, Office of Diversity and Inclusion, International Student Center, and Student Success and Outreach office 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.
Through the leadership of Admissions and the Office of Multicultural Affairs, SU hosts an annual Admitted Students of Color reception. Admitted students of color are able to meet University faculty, staff, and students and meet the community they would be joining as a new student.

--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.
Examples:
• Veterans Guidebook: written by Seattle University veterans for other Seattle University veterans. This guidebook is a compiled book of resources and tips for success. This guidebook is available on our website and in The Outreach Center.
• First-Gen Guidebook: written by Seattle University first-generation college students for other Seattle University first-generation college students. This guidebook is a compiled book of resources and tips for success. This guidebook is available on our website and in The Outreach Center.
• Commuter Resources:
o Lockers: lockers are available at no cost for first-year and sophomore commuter students. Lockers are available for rental for junior and senior commuter students.
o Showers: showers are available for commuter students on the 1st floor of the Student Center. Card access is required and can be requested through Public Safety.
o Meal Plans: Commuters are able to add money to their ID card to purchase meals on-campus.
o Transportation: Subsidized public transportation cards are available through Public Safety.
For more info: https://www.seattleu.edu/student-outreach/first-generation-college-students/outreach-center/

--THE OFFICE OF MULTICULTURAL AFFAIRS hosts an annual Faculty and Staff of Color retreat, and the Office of Diversity and 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.

For more information:
https://www.seattleu.edu/oma/
https://www.seattleu.edu/equity/resources/
http://www.seattleu.edu/outreachcenter

--Other support resources on campus through Student Services are:
• Campus Ministry – various affinity groups
• CSI – Center for Student Involvement
• Affinity groups – SU People of Color

Additionally, there is mentoring and academic support through Academic Affairs. The Center for Faculty Development also has resources available for staff and faculty.

--SU has informal affinity groups. HR and SU Staff Council are hoping to formalize and further support these groups going forward.

Seattle University’s College of Education’s “Educational and Organizational Learning and Leadership” (EOLL) program is a doctoral program that supports doctoral and post-doctoral students from underrepresented groups to be university faculty members and high level administrators in higher education. Starting five years ago, the program had a strategic goal to have at least 35% of our program participants to be from underrepresented groups. The operational activities toward this goal is documented by our move to change our recruitment strategies to partner with underrepresented affinity groups at the International Leadership Association (we have been conference sponsors for the last two years where we target underrepresented students for recruitment) and Black Doctoral Network (as evidenced by our involvement in the Virtual Recruitment Fair this year, AY20-21). In addition, we have specifically worked with URM alumni to “refer” URM candidates to the program. These activities have led to the EOLL/EDLR program having a 38% diversity and 28% URM rank for the last five years. The URM rank has significantly increased during the last three years.
https://www.seattleu.edu/education/eoll/