Overall Rating Silver
Overall Score 55.24
Liaison Paul Scanlon
Submission Date Feb. 22, 2019
Executive Letter Download

STARS v2.1

Slippery Rock University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
1.75 / 3.00 Paul Scanlon
Special Assistant to the President
President's Office/Sustainability
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :
Yes

The non-discrimination statement, including the website URL where the policy is publicly accessible:

Affirmative Action Statement:

Slippery Rock University is committed to a policy of affirmative action. Slippery Rock University assures an equal opportunity to all persons without regard to race, color, religion, creed, disability, ancestry, national origin, age, gender or veteran's status in accordance with state and federal laws, including Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972 and Section 504 of the Rehabilitation Act of 1973.

For more details, see http://www.sru.edu/offices/diversity-and-equal-opportunity


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?:
Yes

A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):

SRU's Office of Diversity and Inclusion coordinates the efforts of all six Presidential Commissions (including the Commission on Disability Issues, the Commission on Gender Identity and Sexual Orientation (GISO) Commission, the Commission on Race and Ethnic Diversity, and the Commission on Women) and responds to discrimination issues; SRU also offers Student Intervention Services.

See http://www.sru.edu/offices/diversity-and-equal-opportunity/policies-procedures-samples-and-forms for SRU's policies and procedures on Discrimination and Harassment, ADA Accommodations for Employment, Sexual Harassment and Sexual Assault, and Protection of Minors.

Informal Complaint Procedure:
Informal procedures involve efforts to mediate a resolution through the agreement of the complainant and respondent. No investigation, formal findings or discipline will result from an informal procedure.
A complainant may elect to initiate the informal procedure at the time of filing either an oral or written complaint with the office of diversity and equal opportunity. After reviewing the complaint, the director of diversity and equal opportunity, or a designee will contact the accused to arrange a meeting to inform him or her of the nature of the alleged behavior that is the subject of the complaint. An appropriate union representative may accompany an accused to the informal complaint discussions. If the accused also agrees to the option of resolution by mediation, the director of diversity and equal opportunity, or a designee, will either facilitate a resolution or appoint a mediator.
Since mediation involves mutual consent, either party has a right to withdraw from the informal process. In addition, if the complainant is not satisfied with the outcome of the mediation, he/she may choose to
file a formal complaint with the university or an external agency. If the director determines that there is a need for a formal investigation, he/she may initiate the formal process.
Formal Complaint Procedure:
The following guidelines will apply if the informal complaint procedure is not elected or if the resolution is unsatisfactory.
A complainant initiates the formal complaint procedure by filing a written complaint. The director of diversity and equal opportunity, or a designee, will inform the accused of the allegations and provide the accused with a copy of the written complaint and a copy of the university’s discrimination and harassment policy. The accused will also be informed of the right to union representation, if applicable.
The formal complaint process will include an investigation, the scope of which will be determined by the office of diversity and equal opportunity. Investigations will include, but are not limited to, access to records and interviewing the complainant, the accused and others who may have relevant information. The investigation is not intended to interfere with either any rights of an individual under state or federal law, nor rights under the appropriate collective bargaining agreement, if applicable.
The director of diversity and equal opportunity, or appropriate designee, will make a preliminary determination as to whether the complaint, if proven, would constitute a violation of this university policy. If there is insufficient information to warrant a finding of discrimination or harassment, the complainant and the accused will be notified by the office of diversity and equal opportunity that the complaint will be closed. If it appears that there may be a violation of a university policy other than this discrimination and harassment policy, the office of diversity and equal opportunity will refer the matter to the appropriate manager.
If there is sufficient evidence to support a finding that the university policy on discrimination or harassment has more likely than not been violated, the director of diversity and equal opportunity, or appropriate designee, will forward the recommended findings of probable cause to the appropriate vice president and/or president to initiate action under the applicable disciplinary policy. The complainant will receive written notification of the final disposition of the complaint at the conclusion of the disciplinary process.
The complaint may also at any time elect to file a complaint with an external agency responsible for enforcing laws regarding discrimination or harassment. This filing should generally take place within 180 days of the date of the alleged incident or knowledge of the alleged incident.
The following agencies may be contacted:
Pennsylvania Human Relations Commission 101 South Second Street, Suite 300 Harrisburg, PA 17105-3145 (717) 787-4410
Pennsylvania Human Relations Commission 300 Liberty Ave., State Office Bldg., 11th Floor Pittsburgh, PA 15222 (412) 565-5395


Does the institution have programs specifically designed to recruit students from underrepresented groups?:
No

Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
No

Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
No

A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:
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Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:
Yes

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

Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
Yes

A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:

The Women's Center of Slippery Rock University addresses contemporary issues that affect women's well-being. The Women's Center's staff is dedicated to addressing social justice issues, including oppression, gender inequality and interpersonal violence.

The Office of Multicultural Development serves as the impetus for positive interactions with all cultures while providing diverse opportunities for SRU students with special interest to those of historically underrepresented groups. See http://www.sru.edu/life-at-sru/diversity/multicultural-development for additional information about the Office of Multicultural Development, and the many programs they offer on campus.

The Frederick Douglass Institute is a university program for advancing multicultural studies across the curriculum and for deepening the intellectual heritage of Frederick Douglass.

Various President's Commissions also sponsor programs for underrepresented groups; for more information see http://www.sru.edu/about/administration/office-of-the-president/presidents-commissions to view information about Commissions on Race and Ethnic Diversity, Gender Identity and Sexual Orientation, Women, and Disability.
A Safe Zone workshop is also offered by the President's GISO (Gender Identity and Sexual Orientation) Commission to faculty, staff, and students. Safe Zone is a program that identifies and trains pro-diversity faculty, staff and student leaders to provide support and resources for LGBTQI students and peers. Safe Zone provides LGBTQI campus community members with a "safe" place to go for help, advice, or just to speak with someone who is supportive of their sexual orientation and/or gender identity. Safe Zone training consists of instruction on the effects of oppression, misconceptions of homosexuality, and provides a detailed review of sexual identity development. For more information, see the GISO Commission web page at http://www.sru.edu/about/administration/office-of-the-president/presidents-commissions.


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?:
No

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
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Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
No

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
No

The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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