Overall Rating Silver - expired
Overall Score 53.23
Liaison Ryan Kmetz
Submission Date Dec. 14, 2017
Executive Letter Download

STARS v2.1

St. Lawrence University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00
"---" indicates that no data was submitted for this field

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

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

Available at: http://www.stlawu.edu/human-resources/combined-discrimination-and-harassment-policies

Combined Discrimination and Harassment Policies

Nondiscrimination, Discriminatory Harassment & Sexual and Interpersonal Misconduct Policies

Nondiscrimination Policy

All members of the St. Lawrence community are valued equally. We are committed to multicultural diversity in our faculty, staff, student body and curriculum. Awareness training for students, faculty and staff is designed to eliminate all forms of unlawful discrimination. St. Lawrence University subscribes fully to all applicable federal and state legislation and regulations (including the Civil Rights Act of 1964; Title IX of the Educational Amendments of 1972; Section 504 of the Rehabilitation Act of 1973; the Americans with Disabilities Act; the Age Discrimination in Employment Act (ADEA); the Age Discrimination Act of 1975; New York State Human Rights Law; and Part 53, Section 607 of the New York State Educational Law) regarding discrimination, as well as the Drug-Free Workplace Act of 1988. The University does not discriminate against students, faculty, staff, or other beneficiaries on the basis of race, color, predisposing genetic characteristics, gender, gender identity or expression, religion, age, disability, marital status, veteran’s status, sexual orientation, or national or ethnic origin, or any other category protected by law or regulation, in admission to, or access to, or treatment, or employment in its programs and activities. Gender identity and expression, while protected under St. Lawrence University policy, may not be protected under all federal, state, or local laws. In addition, pursuant to the Violence Against Women Act, University policy prohibits domestic violence, dating/relationship violence and stalking, where it impacts or has the potential to impact the educational or employment environment of any member of the University community. Retaliatory action of any kind taken by any employee, student, or beneficiary against any other employee, student, or beneficiary as a result of that person's seeking redress under this policy is prohibited. St. Lawrence University is an Affirmative Action/Equal Opportunity Employer.

For further information contact St. Lawrence University's Vice President for Community and Employee Relations, Lisa Cania, who also serves as the University’s Title IX, Section 504 and Age Discrimination Act coordinator. Her office is Vilas Hall 114, St. Lawrence University, Canton NY 13617, 315-229-5567, and her email address is lcania@stlawu.edu.

Discriminatory Harassment Policy

It is the policy of St. Lawrence University that all our employees and students should be able to enjoy a work and educational environment free from all forms of unlawful discrimination and discriminatory harassment, including sexual harassment. St. Lawrence University provides for the development of a climate of tolerance and pluralism and prohibits expressive behavior which is demeaning, intimidating or hostile, communicated verbally, physically or with other communication device, including telephonic or electronic means. It is expressly against University policy for any employee or student to engage in discriminatory harassment.

The University defines discriminatory harassment as verbal or physical conduct that denigrates or shows hostility toward an individual on the basis of race, color, religion, ethnic or national origin, gender, age, disability, predisposing genetic characteristics, sexual orientation, gender identity, gender expression, military or veteran’s status, marital status or any other characteristic protected by applicable law. Whether harassment has occurred in violation of this policy depends on a consideration of all the circumstances, including the severity of the incident(s), whether the conduct was repeated, whether it was threatening or merely annoying, and the context in which the incident or interaction occurred.

Harassment may be verbal, visual or physical. Merely by way of illustration, harassing acts may include racial, ethnic or religious slurs; name-calling that demeans on the basis of gender, age, disability, sexual orientation or gender identity; unwanted touching of a person’s legs or shoulder; physically harming or threatening another due to racial or religious animosity; vulgar pictures or ethnically offensive symbols or writings; or gestures that mimic or mock a person’s gender, sexual orientation, disability, race or age. Sexual harassment is one form of harassment. Sexual harassment may consist of sexually charged comments or conduct, including sexually lewd conversation or pictures, repeated, unwelcome requests for dates or romantic interaction; unwelcome physical affection (such as hugs or kisses) or intentional touching of the legs, back, or shoulders.

The fact that a person was personally offended by a statement or incident does not alone constitute a violation of this Policy. The determination is based on a “reasonable person” standard and takes into account the totality of the circumstances. The University considers the context of a communication or incident, the relationship of the individuals involved in the communication or incident, whether an incident was an isolated incident or part of a broader pattern or course of offensive conduct, the seriousness of the incident, the intent of the individual who engaged in the allegedly offensive conduct, and its effect or impact on the individual and the learning community.

In all instances, a key factor is whether the complained-of behavior occurred because of a protected characteristic. If it did not, the behavior is not regulated by this Policy. Similarly, conduct that offends based on a protected characteristic but is not so severe or pervasive as to unreasonably impact an individual’s participation in the University’s educational program or employment may not violate this Policy. In such cases, however, the University reserves the right to discipline otherwise inappropriate conduct.

Students and employees are strongly encouraged to report instances of discrimination and discriminatory harassment, as well as sexual and interpersonal misconduct (as defined below) to appropriate University officials, as described below. Any employee or student is subject to disciplinary action for violation of this Policy, up to and including termination or expulsion. Discrimination and harassment also may be found to be illegal under both state and federal law. In some cases, it may be susceptible to prosecution under criminal sexual law.

This Policy applies to all University students, faculty, staff and non-University community members (where the alleged conduct arises out of University programs or activities). This Policy applies to conduct on campus and in connection with any University-sponsored program or activity, regardless of where it occurs. Additionally, off-campus conduct may violate this Policy if the conduct creates a threatening or uncomfortable work or learning environment on the University’s campus or within a University program, or if the incident causes concern for the safety or security of the University’s campus.[1] Non-community members (e.g., alumni, family of students, vendors, etc.) visiting campus or participating in a University program or activity are expected to abide by the behavioral expectations in this Policy.

This Policy is not intended to proscribe, and should not limit free discussion of, the merits of any issue relating to ethnic, racial, religious or other multicultural difference or open inquiry into any material or issue relevant to the academic content of a course.

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):

We have a Discriminatory Harassment Hearing Board that generally conducts reviews of investigatory findings in complaints of alleged discriminatory harassment (based on the Nondiscrimination, Discriminatory Harassment and Sexual and Interpersonal Misconduct Policy) (http://www.stlawu.edu/human-resources/discriminatory-harassment-hearing-board-dhhb-procedures). Furthermore, in January of 2017 the University hired its first Associate Dean of Diversity and Inclusion. In the summer of 2017 the University began drafting a Bias response protocol and is in the process of developing a bias response policy and team (http://www.stlawu.edu/diversity-and-inclusion).

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 Arthur O. Eve Higher Education Opportunity Program (HEOP) is a partnership between St. Lawrence University and the New York State Education Department, designed to find and support students who are capable and motivated to be successful as college students but whose test scores and/or high school grades do not meet regular admission standards and who come from very low income families. Additionally, the University's Office of Admissions has a multi-cultural recruiter.
Staff and faculty who are actively being recruited have access to an optional program where they can choose to connect with a peer, including individuals from underrepresented groups, who is unaffiliated with the search committee. The peer can provide their perspectives on the community and the area.

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:

Our Coordinator of International Student Services welcomes all international students to her office with any personal or academic concerns and many take advantage of that. This coordinator also monitors the academic warning lists and meets with any international students who are struggling. International students also participate in an extensive pre-orientation program before new student orientation begins, and during that time, they are introduced to the American classroom culture and intercultural activities.

The University has an ALLY program which is open to all students, faculty, and staff. The ALLY program to provides assistance to lesbian, gay, bisexual, transexual, queer, intersex, asexual (LGBTQIA) students and employees and increases the visibility of faculty, administrator and staff allies. The goal of ALLY is to Its goal is to create a supportive environment that confronts hetero-sexism and homophobia and improves acceptance and tolerance throughout the campus. Additionally all students have access to LGBTQIA support groups and Queer Peer mentoring.

Students also have access to the Black Student Union, Spectrum, Caribbean Student Association, Asian Student Association, and a Native American Student Association.

Finally, Faculty has a peer mentoring program throughout the year which does provide support to underrepresented groups.

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:

The Ronald E. McNair Post-Baccalaureate Achievement Program is a federally-funded program aimed at encouraging students in underrepresented groups to pursue doctoral studies. The St. Lawrence McNair Program encourages the pursuit of graduate study leading to the Ph.D. by involving students in multiple re-search-intensive experiences and providing extensive advising by faculty mentors. In addition, students named McNair Scholars receive grant-funded stipends for their research work and increased opportunities to visit graduate schools and attend professional conferences, among other opportunities.

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.