|Submission Date||Aug. 21, 2020|
PA-7: Support for Underrepresented Groups
|2.00 / 3.00||
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
In administering its affairs, the university shall not discriminate against any person on the basis of race, color, religion, national or ethnic origin, ancestry, age, sex, sexual orientation, gender identity or expression, disability, veteran status, or any other legally protected status. From https://www.susqu.edu/about-su/our-leadership/finance-and-administration/human-resources.
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:
Susquehanna has an Anti-Harassment & Non-Discrimination policy (attached in the additional resources section) for faculty and staff. The policy allows for an informal and formal complaint process to take place. Some outcomes have included: training and support provided by the Director of Workforce Diversity & Inclusion, support through our Employee Assistance Program, local therapists on-campus to provide support after on-campus incident, and accommodations such as having a third party present for meetings, change in office layout and change in reporting/supporting relationships.
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:
For faculty: At least one member of every hiring committee should serve as the trained Diversity Advocate. Materials requested from each candidate should include a request for a statement on how the applicant will contribute to the university’s commitment to diversity and inclusion, including the applicant’s knowledge of and experience with inclusive pedagogical practices in classroom teaching, advising, and mentoring. This is a required application component. Per the Faculty Handbook, the Department Head should send copies of the job ad to leading institutions in the field at which minority enrollment is high. One of the requirements for every candidate will be their ability to demonstrate how they will contribute to the university’s commitment to diversity and inclusion. The Faculty Handbook and the Strategic Plan emphasize the goal to recruit and hire faculty of U.S. underrepresented status.
For students: A program called "Pittsburgh Promise" targets students in Pittsburgh, the majority of whom are underrepresented. We are also a partner with the Milton Hershey School, which exclusively serves underrepresented populations. A $1.2 million NSF grant (Noyce Scholars) currently supports the recruitment and education of chemistry, physics and mathematics majors pursuing teaching careers in high-need school districts. We recruit Noyce scholars from historically underserved populations (minority, low-income and first-generation students) to increase the presence of relatable role models in math and science. The Susquehanna University Service Leaders (SUSL) program also targets underrepresented students. The SUSL program is a learning opportunity for SU students to engage in a four-year leadership and training opportunity to impact youth development in the region. Susquehanna also received a $600,000 NSF S-STEM grant in 2012 to provide financial support and mentoring to academically qualified biology students who have been historically underrepresented in the sciences, and a second S-STEM proposal is currently pending.
For staff: At least one member of every hiring committee should serve as the trained Diversity Advocate. In Athletics, the University worked with the NCAA and received a Division III Strategic Alliance Matching Grant to help support a newly created position. Information can be found at these two links:
In the Library, the University recently joined the Diversity Alliance through the American Library Association. We are currently interviewing for this position. Information is available at this link: http://www.ala.org/acrl/issues/diversityalliance
We are also implementing search committee and search chair diversity and inclusion training before a search begins. The process will be similar for faculty and staff.
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:
For students: mentoring, counseling, and support programs include the Center for Diversity and Inclusion, Let's Talk lunches, mentoring, HAVEN, Activist in Residence, Safe Zone training, inclusive workspaces, student clubs and organizations such as Black Student Union, Asian Cultural Association, ALAS, Diversity Council, Gender and Sexuality Alliance, National Congress of Black Women, SU International, Teresa Palmer Society, WomenSpeak, S-STEM mentoring (Biology).
For faculty: mentoring, counseling, and support programs for faculty from underrepresented groups are sponsored by the Center for Teaching and Learning (CTL) together with the Provost's Office and the Center for Diversity and Inclusion. CTL includes information in our new faculty mentoring program on the different challenges faced by colleagues from underrepresented groups, both to make those faculty aware themselves of other resources for support on campus, and to help colleagues understand the different pressures and demands on their time many such faculty experience.
For faculty & staff: The Chief Inclusion & Diversity Officer provides diversity and inclusion training modules for faculty and staff, and responds to incidents of bias reported by faculty and staff. There are also groups for faculty and staff of color and LGBTQ+ faculty and staff that meet regularly for peer support. We have also recently added an International faculty and staff group. We are working with local employers to connect affinity groups to strengthen the network opportunities.
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:
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: