State University of New York at New Paltz
PA-7: Support for Underrepresented Groups

The State University of New York at New Paltz (the College) values diversity of thought, expression, and experience and is committed to providing an employment and educational environment that models equity, inclusion and respectful exchange of ideas. The College recognizes that the creation or application of standards that adversely impact the equity of educational or employment opportunities, rights or benefits is detrimental to its vision. Therefore, in compliance with federal and state laws, harassment and discrimination based on race, color, national origin, sex, religion, age, disability, gender, pregnancy, gender identity, gender expression, sexual orientation, predisposing genetic characteristics, marital status, veteran status, military status, domestic violence victim status, or ex-offender status is prohibited.

https://www.newpaltz.edu/media/human-resources/Non-Discrimination%20and%20Anti-Harassment%20Policy%20-%20March2019.docx

Bias Reporting and Support Initiative
The following message was sent to the campus community on Oct. 5, 2020.

To launch the Bias Reporting and Support Initiative, the response and support team will be coordinated through the Office of the Chief Diversity Officer and will include representatives from Human Resources, Diversity and Inclusion, Academic Affairs, and Student Affairs. These individuals are often key resources in resolving concerns about climate and have experience in trauma-informed practices. The team will be a coordinating body and will include existing College resources in addressing reported concerns. The response team does not have purview over the creation of new policies or rules; rather, it will work within existing College rules and policies and may propose new policies or practices to the leadership of the College for appropriate consideration, review and/or implementation. In addition, the response team will consult with individuals or departments that may be brought in to assist on matters raised through this reporting process.

https://sites.newpaltz.edu/news/2020/10/bias-reporting-and-support-initiative/

Bias reports can be submitted at this link:
https://www.newpaltz.edu/student-conduct/how-to-report-a-complaint/

The college has a number of programs in place to recruit and retain underrepresented students. These students may be characterized as students of color, students from a lower socioeconomic bracket, and veterans.

* The Office of Undergraduate Admission concentrates its efforts to recruit students from traditionally underrepresented groups through its Multicultural Recruitment Program. This program includes a full-time recruiter who specializes in recruiting students from diverse neighborhoods and school districts within New Paltz's primary market - principally the five boroughs of New York City, and Nassau and Westchester counties.
The campus visit is an essential element in recruiting students from racial minority groups. As such, the college hosts group tours through school districts and community-based college-bound programs throughout the academic year.
* The Educational Opportunity Program (EOP) is a New York State-sponsored program designed to assist students who show promise and potential for academic success at the college level yet demonstrate both an academic and historical financial need for assistance in order to attend college.
* The Scholar's Mentorship Program (SMP) is a networking initiative for talented and high-achieving general admission students of color. General admit students of color are paired with faculty and peer advisers throughout their tenure at New Paltz.
* The Office of Veteran and Military Services is staffed with a full-time Coordinator of Veteran Services and VA School Certifying Official. Their purpose is to provide assistance to all U.S. Service members, veterans, and dependents from application to graduation. Their services include, but are not limited to: assisting with all benefits covered under the various GI Bill programs; military tuition assistance (TA); veteran scholarships; general questions regarding Department of Veteran Affairs’ issues; and free parking permits for military and veteran students. All current and prospective student veterans, service members, and their dependents are encouraged to take advantage of our services.

The college has initial and future goals set to increase faculty and staff from underrepresented groups:
Initial Goal: Increase faculty, staff, and administrators from underrepresented and underserved groups by 5 percent by 2020, through implementing a comprehensive
recruitment and retention plan that takes into account the needs of these specific populations.
Future Goal: Develop comprehensive recruitment and retention programs to increase
the number/percentage of underrepresented and underserved faculty, staff, and
administrators on our campus, better reflecting SUNY New Paltz’s commitment to
diversity and inclusion, the diversity in our student body, and the diversity of the Hudson Valley and New York.

Regarding programs to recruit academic faculty from underrepresented groups, the college has been a leading participant in both the Prodi-G Faculty Hiring initiative https://www.suny.edu/prodig/ and the Prodi-G Fellows https://www.suny.edu/prodig/fellowship/ (specific to comprehensive colleges). The college has also successfully recruited through the Faculty Diversity Hiring Program, which was the predecessor to Prodi-G. The college has been successful with all its faculty nominations under this initiative. In 2019 40% of our academic hires were underrepresented faculty or women in STEM, making us a leader within the SUNY system.

Regarding institutional programs to recruit non-academic staff from underrepresented groups, all searches are reviewed by the Chief Diversity Officer, interview questions are reviewed to include DEI as part of the interview process and advertising venues for affinity professional organization is included in our staff recruitment plan.

Also important to note that all search committees for academic and non-academic roles must complete at least 2 hours of implicit bias training specifically designed to address bias and structural racism in the recruitment and interview process. This training must be completed prior to serving on a search committee and must renew their training every 3 years.

SUNY New Paltz's Educational Opportunity Program runs programs to support underrepresented groups on campus. The mission of the Educational Opportunity Program is two-fold: first, the program seeks to recruit and admit students who otherwise would not have access to the University due to educational and financial disadvantages. Second, the program provides comprehensive services to support the success, retention and graduation of its students. These services, by definition, are to extend above and beyond those which are available to the rest of the student body.

EOP sponsors two major programs that provide peer and academic support for EOP students. The first is the Peer Mentor program. Peer Mentors establish a helping relationship with their assigned first-year students. The objective of this relationship is to provide support for first-year students as they adjust to their college experience. Peer Mentors work in conjunction with their assigned EOP Advisors.

The EOP program also coordinates the Men Valuing Professionalism (MVP) Program. The MVP Program is for male EOP students only. This organization supports educational growth and the development of leadership skills. This program is designed to enhance the leadership skills of underrepresented men on campus.

Jessica Pabon started the Women of Color Network (WOCN) for faculty and staff of SUNY New Paltz in spring 2016 in the hopes that members could sustain one another by building a meaningful community that offered some of the practical and emotional tools necessary for women of color to thrive within academia. WOCN meetings provide a unique opportunity to interact with folks who may work in different areas of the college as well as for new staff or junior faculty to foster mentorships with senior staff or faculty. The meetings make the space for members to share personal and professional challenges and successes in a confidential environment; meeting topics are not set ahead of time (no agenda!) but rather arise organically based on the needs of the members.

The inventory of all gender bathrooms is available at:
https://www.newpaltz.edu/media/compliance-and-campus-climate/All%20Gender%20Restrooms.pdf

Gender Inclusive Housing at SUNY New Paltz
The Office of Residence Life has designed various residency options on campus as gender-inclusive. These residence options allow a student of any gender identity to live with another student of any gender identity. The inclusive housing options are in the majority of our residence halls.