Overall Rating Gold
Overall Score 69.05
Liaison Katherine Spector
Submission Date March 3, 2023

STARS v2.2

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

Status Score Responsible Party
Complete 2.92 / 3.00 Katherine Spector
Campus Sustainability Manager
Office of Sustainability
"---" 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:
SUNY Oswego values the contributions to learning for its members that result from maintaining a diverse student body, faculty, and staff. SUNY Oswego will comply with all applicable equal employment opportunity / non-discrimination laws and does not discriminate on the basis of race, color, national origin, religion, creed, age, disability, sex, gender identity or expression, sexual orientation, familial status, pregnancy, predisposing genetic characteristics (including an individual's ancestry, country of origin, or country of origin of parents, family members, or ancestors), military status, domestic violence victim status, criminal conviction, or any other characteristic protected by applicable local, state, or federal law.

The goal of SUNY Oswego is to nurture members’ abilities and capacities for appreciation of living and working together in a diverse learning environment. Members must not expose others to discriminatory acts of any form. Employees, students, applicants, or other members of the College community (including, but not limited to, vendors, visitors, and guests) may not be subjected to harassment that is prohibited by law or treated adversely based upon a protected characteristic.

Harassment based on any protected characteristic that is sufficiently severe, pervasive, or persistent so as to interfere with, or limit, the ability of an individual to participate in or benefit from the educational institution’s programs or activities, or terms, conditions or status of employment is prohibited.

Additionally, Federal law prohibits retaliation. Adverse action taken against any individual who files a complaint, or who assists or participates in any manner in an investigation process, or hearing, is against the law. Members of the campus community who experience retaliation should contact the Affirmative Action Officer or Title IX Coordinator, as appropriate.


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:

A brief description of the institution’s discrimination response protocol or team:
-Members of the college community who experience or observe discrimination should immediately report their experience or observation to Dr. Kristen Croyle , Interim Affirmative Action Officer.

-Support for individuals filing these reports is laid out in the Complaint Procedure, distributed but the Affirmative Action Office (AAO). The AAO is responsible for supplying students with information about how to obtain counseling and academic assistance in the event of sexual assault, and steps to take if the accused individual lives on campus and/or attends class with the complainant.
-During the time of the initial report filing, the AAO, during a phone or in-person conversation will supply the complainant with information regarding:
-the facts of the situation and help the individual identify the problem(s).
-inform the individual of the ways in which the AAO approaches the investigation and problem-solving.
-advise an individual of alternate available College resources and external options for resolution.
-provide the Complainant with information about the various internal and external mechanisms through which the complaint may be filed, including applicable time limits for filing with each agency.

If the complainant wishes to involve local police or pursue further action, the Title IX Coordinator will assist in preparing the complaint.

-Additionally, The Bias Prevention and Response Team coordinates a holistic response to any bias incident reported via online form by student, faculty, or staff. The Bias Prevention and Response Team monitors and creates campus opportunities for educational initiatives to cultivate equity and inclusion, facilitates restorative conversations between parties involved in bias-related incidents, and assesses the effectiveness of the team to inform future action.


Does the institution have programs specifically designed to recruit students from underrepresented groups?:

Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:
The Educational Opportunity Program (EOP) recruits students from underrepresented groups. Consistent with the missions of both the State University of New York and SUNY Oswego, the mission of the EOP program is to encourage and assist EOP students in the preparation for, entry to, and completion of a postsecondary degree. In collaboration with the institution, the EOP staff will serve as advocates for historically under-represented and under-served student access to higher education; provide services designed to meet student needs and, develop and achieve educational goals; assist students in acquiring the necessary skills, knowledge, and attributes to enter and complete a postsecondary education; provide an environment that recognizes the diversity of backgrounds and learning styles of our student population; develop collaborative institutional relationships to promote an environment conducive to the completion of a postsecondary degree.

SUNY Oswego is part of SUNY's PRODiG ("Promoting Recruitment, Opportunity, Diversity, Inclusion and Growth") aims to increase the representation of historically underrepresented faculty at SUNY including underrepresented minority ("URM") faculty in general and women faculty of all races in STEM fields (“WSTEM”).

Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:

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

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

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
SUNY Oswego has a Coalition of Faculty and Staff of Color that meets on approximately ten (10) occasions during the academic year for formal business meetings and brown bag luncheons. The group was formed in 1997 in order to bring together members of Oswego’s faculty and staff who were eager to work across ethnic and racial lines addressing issues of retention, campus climate and the needs of underrepresented students.

CSTEP: The Collegiate Science and Technology Entry Program (CSTEP) at SUNY Oswego is a scholars program designed to increase the number of historically underrepresented minorities and economically disadvantaged students in scientific, technical, business, and health-related professions, as well as those seeking post-baccalaureate education. CSTEP stresses the importance of high levels of student achievement and involvement.

CSTEP's mission is to provide a structured network of services that fosters the development of each student's academic, social, and personal skills with support, guidance, and encouragement of faculty, staff, and fellow CSTEP students. The Educational Opportunity Program (EOP) combines access, academic support, and supplemental financial assistance to make higher education possible for those students who have the potential to succeed. EOP admission is part of the general college admissions process and the program requires the successful completion of a mandatory summer program prior to the start of freshman year.

The SUNY Oswego Employee Assistance Program (EAP) is a worksite-based program designed to help employees deal with the everyday issues involved in balancing work and life, as well as more serious problems that may impact work performance. EAP services are confidential, voluntary, and offered at no cost to employees and their families.

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 Teacher Opportunity Corps II is a New York State Education Department grant-funded program that was developed to increase the number of historically underrepresented individuals entering the teaching field. NYSED's effort is to not only recruit and retain more people from underrepresented groups into the teaching field but by doing so, to help resolve the shortage of teachers who are both qualified and prepared to teach students that have been placed at risk in severely underserved areas.

Oswego State’s School of Education was awarded a five year, $1.63 million grant through the New York State Department of Education to upgrade the Teacher Opportunity Corps program. The grant will award the School of Education with $325,000 per year for their TOC program. The year funding through the state's My Brother's Keeper (MBK) program will more than double the capacity of Oswego's nine-year-old Teacher Opportunity Corps (TOC) to serve 50 students, from freshmen through graduate school, and to support graduates in their early years of teaching.

Oswego's MBK TOC II program provides tuition assistance, academic, social, professional and other financial support to aid students in successfully completing their teacher education program at SUNY Oswego. Every TOC II scholar receives $2,500 a year. The $2,500 is in addition to merit and other forms of financial aid you may receive. Juniors, seniors and graduate scholars completing clinical experiences, field experiences or student teaching, will receive travel reimbursements or may be eligible for transportation to and from the experience and will receive financial support to pay for all certification exams. In addition, there are clinical residency and employment opportunities, professional development, mentorship, and networking opportunities available.

SUNY Oswego is also an active participant in the SUNY PRODiG Fellowship Program. The focus of the collaborative is to introduce early-career diverse faculty to opportunities at a comprehensive college, and will provide outstanding mentorship and support to increase future success and retention as faculty. The program will provide intentional support toward degree completion, teaching experience in the individual’s field of expertise, and faculty development at one of the SUNY comprehensive colleges.

PRODiG Fellows will receive a two-year non-renewable contract, travel allowances, summer research stipends, moving expenses, and reduced teaching load. Annual compensation is competitive. Fellows will be paired with a campus senior faculty member to help facilitate integration and support, and will be a part of a larger cohort of PRODiG Fellows across the SUNY system who will meet (both face-to-face and virtually) throughout the two-year fellowship. The fellowship is open to a wide range of fields.

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?:

Website URL where information about the institution’s support for underrepresented groups 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.