|Submission Date||March 30, 2021|
State University of New York Polytechnic Institute
PA-4: Diversity and Equity Coordination
Arts & Sci
Does the institution have a diversity and equity committee, office, and/or officer tasked to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights on campus?:
Does the committee, office and/or officer focus on students, employees, or both?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
While compliance with the law is everyone's responsibility, oversight of SUNY Poly's compliance with Diversity, Equity, and Title IX is the responsibility of the Title IX Coordinator. SUNY Poly has also appointed two deputies to resolve complaints and address issues of gender-based discrimination and sexual misconduct. Questions or concerns regarding Title IX should be directed to the Title IX Coordinator or a Deputy Title IX Coordinator.
Affirmative Action and EOE Policy:
Pursuant to University policy, the University is committed to fostering a diverse community of outstanding faculty, staff, and students, as well as ensuring equal educational opportunity, employment, and access to services, programs, and activities, without regard to an individual's race, color, national origin, religion, creed, age, disability, sex, gender identity, sexual orientation, familial status, pregnancy, predisposing genetic characteristics, military status, domestic violence victim status, or criminal conviction. Employees, students, applicants or other members of the University community (including but not limited to vendors, visitors, and guests) may not be subjected to harassment that is prohibited by law, or treated adversely or retaliated against based upon a protected characteristic.
The University’s policy is in accordance with federal and state laws and regulations prohibiting discrimination and harassment. These laws include the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act of 1973, Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964 as Amended by the Equal Employment Opportunity Act of 1972, and the New York State Human Rights Law. These laws prohibit discrimination and harassment, including sexual harassment and sexual violence.
The university hired a chief Diversity Officer appointment, Dr. Mark Montgomery brings an extensive, inspiring background to SUNY Poly to drive key diversity-focused initiatives. He strives to deploy strategic and sustained approaches to further advance a culture of diversity, equity, and inclusion for the institution’s students, faculty, and staff.
Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:
SUNY Poly’s goal is to educate 100% of both the student and employee populations on SUNY’s new Sexual Violence Prevention and Response Policies.
In 2016-2017, 89.07% of incoming students completed Not Anymore training. In 2017-2018, 86.69% of incoming students completed not Anymore training. In 2018-2019, 89.37% of incoming students completed Not Anymore training.
In 2018, 484 students completed the One Love Escalation workshop. This workshop was mandatory for athletes and built into the curriculum of First Year Seminar.
Between the Fall of 2016 and Spring 2019, over 1100 employees attended Title IX training.
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.