South Dakota School of Mines and Technology
PA-7: Support for Underrepresented Groups

Notice of Non-Discrimination The South Dakota School of Mines & Technology prohibits discrimination on the basis of sex, race, color, creed, religion, national origin, ancestry, citizenship, gender, gender identity, transgender, sexual orientation, age, or disability, genetic information, veteran status or any other status that may become protected under law against discrimination or other grounds unrelated to reasonable employment, educational or programmatic expectations, a person has been subjected to disparate treatment in terms and conditions of employment, in the delivery of educational services, programs or activities, or with respect to the participation in the activities of officially recognized organizations. Inquiries concerning Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975, and the Americans with Disabilities Act Amendments Act of 2008, or other civil rights laws may be directed to the Associate Vice President for Human Resources:

https://www.sdsmt.edu/about/offices-and-administration/human-resources/index.html

The South Dakota Board of Regents ensures equal opportunity and non-discrimination across its institutions. Each institution must offer equal opportunities by ensuring employment and educational services are accessible to all qualified individuals without discrimination based on protected characteristics. Additionally, institutions must affirm their commitment to affirmative action and non-discrimination laws, providing channels for redress of violations via legal means or BOR Policy 1.4.3. Chief executive officers are responsible for effectively communicating these policies through seminars, public programming, and institutional materials. They must clearly identify responsible officials and provide contact information for further inquiries or concerns. No specific forms or appendices are required. The protocol is rooted in policies established and periodically updated by the Board of Regents.

Support systems in place include:

1. Human Resources, Community Standards, Public Safety, and Title IX Offices: These offices supports students, staff, faculty, and guests in understanding and adhering to community expectations and provides resources for resolving conflicts and are dedicated to addressing issues of bias, discrimination, hate crimes, sexual misconduct and ensuring compliance with Title IX regulations, providing support, and guiding affected individuals through the resolution process. Public Safety is connected to local law enforcement agencies and can assist in reporting, no-contact directives, and warrants.
   
   
2. Behavioral Intervention and Threat Assessment Teams (BIT and TAT): These teams play a crucial role in addressing behavioral concerns and threat assessments. Both teams are chaired by the Dean of Students and adhering to NABITA best practices. These teams can immediately respond to imminent threats and implement care measures to provide the necessary support.
   
   
3. Interim Measures: These measures focus on restoring the individual’s ability to continue their education and ensuring their safety and wellbeing.  These might include class modifications, housing accommodations, no-contact directives, financial assistant through access to emergency funds, work modifications, and suspension.
   
   
4. Confidential Counseling, Pastoral Supports, and Student Health Access: Confidential support and referrals are available to all students through on-campus counseling services, local campus ministries, and through contracted services with a local health care provider.
   
   
5. Advisors and Choice: Individuals have the right to having advisors present at all meetings. Policies also allow for the student to provide input to determine the path for resolution.

Additional protections under 3.4.1 include:

• Separation of Complainant and Respondent: During any informal resolution process, the separation of the complainant and respondent is ensured, and only mutually agreed-upon resolutions are permitted.
• Right to Appeal: Individuals have the right to appeal formal resolution decisions.
• Right to Information: Individuals have the right to be informed of any outcomes, rationales, and conduct sanctions.
• Elimination of Hostile Environments: When a hostile environment is identified, what steps the University has made to eliminate it.
• Disclosure of Final Results: The institution can disclose to the public any violation that falls within the definition of a crime of violence or a non-forcible sex offense.

The university has implemented the ‘Opportunity for all’ area in lower surbeck where students, staff and faculty can find several offices to work with and attend events centered around inclusion. W.I.S.E., Veterans Resource Center, International Office and Office for inclusion host events and create programming to support all of campus. Campus employees and students can attend any of these events depending on their interests and what they feel they can learn from.