| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 28.95 |
| Liaison | Thomas Wassmer |
| Submission Date | June 17, 2019 |
| Executive Letter | Download |
Siena Heights University
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 3.00 |
Thomas
Wassmer Associate Professor of Biology Biology |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Siena Heights University is an equal opportunity employer and does not discriminate on the basis of race, color, gender, religion, age, sexual orientation, national or ethnic origin, disability, marital status, veteran status in the institution's programs or activities or any other occupationally irrelevant criteria. The University promotes affirmative action for minorities, women, disabled persons and veterans. Siena Heights University’s Title IX Coordinator is the Chief Public Safety Officer, Cindy Birdwell. She can be contacted at 517-264-7194 or cbirdwel@sienaheights.edu, or in person in Ledwidge Hall on the Adrian campus. For 24/7 availability, call 517-264-7799..
https://sienaheights.edu/Quick-Links/Nondiscrimination-Policy
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):
Addressing Complaints:
The University has a duty to respond to allegations of discrimination (including sexual harassment) and, therefore, cannot guarantee absolute confidentiality once allegations are disclosed to university officials. The confidentiality of information disclosed during the course of investigations or informal resolution efforts will be respected to the extent feasible and practical. This means that information about the complaint is shared only with those individuals within the University community who "need to know" in order to effectively investigate and/or resolve the complaint. Parties with a need to know may include witnesses or university officials who need to be informed of the complaint in order to cooperate with an investigation or to implement resolution. These parties will be advised that they should keep the information confidential in the best interests of all parties.
Prompt and equitable corrective measures will be taken to stop discrimination or harassment, to remedy the effects of the discrimination or harassment, and to prevent future instances of discrimination and harassment.
Individuals who believe that they have been victims of harassment or discrimination are encouraged to report the alleged incident as soon as possible and strongly encouraged to file a complaint no more than 180 days after the incident.
Concerns about conduct by a student or student group that may violate this policy shall be reported to the Dean of Students and the Chief Public Safety Officer. They shall process such complaints and allegations in accordance with the Student Code of Conduct Manual.
Concerns about conduct by an employee at Siena Heights University should follow the following reporting procedures:
A student or an employee who believes that s/he has been the object of prohibited discrimination or harassment is encouraged to report this conduct to appropriate individuals at Siena Heights. Appropriate individuals include administrators, division/department heads, faculty ombudsperson, supervisors, and the Offices of Public Safety and Human Resources. S/he may be accompanied by a supportive student or employee from the Siena Heights community.
Individuals who are approached by a co-worker or student alleging harassment and/or discrimination, shall report the matter to the Chief Public Safety Officer and the Associate Vice-President for Human Resources who will determine the appropriate investigative process. This could result in either an internal or external investigation of the situation dependent on severity.
A student or employee who reports to the University that the student or employee has been a victim of domestic violence, dating violence, sexual assault, or stalking, whether the offense occurred on or off campus, shall be provided with a written explanation of the student or employee’s rights and options.
All internal investigations will be handled by the Chief Public Safety Office and/or the Associate Vice President for Human Resources. If a complaint regarding Harassment or Discrimination is lodged against any individual in the Offices of Human Resources or Public Safety Office an external investigation process shall be utilized. For internal investigations, the following process shall be followed by the Office of Public Safety and/or Human Resource Office:
1. Listen to the complaint and assist the complainant in clarifying his/her experiences and feelings;
2. Determine the complaint’s desired resolution expectations and wishes;
3. Establish and implement a safety plan with the complainant to ensure safety of all parties involved. The respondent(s) may be immediately removed from the Siena Heights community if, in the opinion of the Office of Human Resources or the Office of Public Safety, or the appropriate member of the Executive Committee of the Administration that the safety of the University, the students, or employees is jeopardized by the respondent's continued presence. In the case of employees, this may result in a suspension with or without pay at the University's discretion. Respondents who are the subject of corresponding criminal charges may likewise be suspended pending a resolution of those charges by the court;.
4. Advise the complainant on his/her options and legal rights/resources and explanation of the University’s investigation process;
5. Receive from the complainant written consent to speak with the respondent and witnesses that may have direct knowledge of the situation or occurrences;
6. Interview the respondent and witnesses without revealing the identity of the complainant to the extent possible and determine if any violation of University Policies or State and Federal laws have occurred. If it has become evident that a criminal act has occurred, the University will report all findings to the appropriate legal authorities;
7. Provide a written report of the investigation and recommendations to the appropriate member of the Executive Committee of the Administration and the University President;
8. Receive from the complainant a written statement acknowledging that s/he understands the findings of the investigation; and
9. Enforce sanctions related to the findings of the investigation.
https://mysiena.sienaheights.edu/ICS/Departments_and_Offices/Human_Resources/Employee_Handbook.jnz
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 SHU Admissions staff recruit students from the Latinx conference for Lenawee community , Detroit parent parternship , and TRIO at Jackions college.
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:
SHU supports underrepresented students by mentoring through Student Support Services, Sisterhood of Saints, and Pride.
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:
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.