Texas A&M University
PA-7: Support for Underrepresented Groups

Notice of Non-Discrimination
Texas A&M University is committed to providing safe and non-discriminatory learning, living, and work environments for all members of the University community. The University provides equal opportunity to all employees, students, applicants for employment or admission, and the public regardless of race, color, sex to include pregnancy[1] and parental status, religion, national origin, age, disability, genetic information, veteran status, sexual orientation, or gender identity. Texas A&M University will promptly, thoroughly, and fairly investigate and resolve all complaints of discrimination, harassment (including sexual harassment), complicity and related retaliation based on a protected class in accordance with System Regulation 08.01.01, University Rule 08.01.01.M1, Standard Administrative Procedure (SAP) 08.01.01.M1.01, and applicable federal and state laws. In accordance with Title IX and its implementing regulations, Texas A&M does not discriminate on the basis of sex in any educational program or activity, including admissions and employment.

The University’s response to allegations of discrimination, harassment, complicity, and related retaliation will be 1) prompt, thorough, and equitable; 2) intended to prevent the recurrence of any harassment; and 3) intended to remedy its discriminatory effects, as appropriate. A substantiated allegation of such conduct may result in disciplinary action, up to and including separation from the University. Visitors, contractors, and third parties who commit discrimination, harassment, complicity, or related retaliation may have their relationships with the University terminated and/or their privileges of being on University premises withdrawn.

The procedures for responding to allegations of discrimination, harassment, complicity, and related retaliation against students, faculty, staff, and third parties are detailed in the University’s SAP. The sanctioning guidance for substantiated allegations against employees and students can also be found in the SAP. Additional sanctioning guidance related to substantiated sex-based allegations against students can be found here: Title IX Cumulative Sanctioning Matrix. Questions about the University’s policies or procedures should be directed to Jennifer Smith, Associate Vice President & Title IX Coordinator at civilrights@tamu.edu.

Reporting Responsibilities
Allegations of sexual assault, sexual harassment, sex-based misconduct, dating/domestic violence, or stalking
All employees (except those identified below) who, in the course and scope of their employment, witness or receive information regarding the occurrence of an incident that the employee reasonably believes constitutes sexual harassment, sexual assault, sex-based misconduct, dating/domestic violence, or stalking and is alleged to have been committed by or against a person who was an enrolled student or an employee of the institution at the time of the incident shall promptly report all known information about the incident to the Associate Vice President & Title IX Coordinator. An employee who experiences sexual harassment, sexual assault dating/domestic violence, or stalking may report but is not required to do so. Licensed health care providers and licensed counselors acting in the course and scope of employment when a disclosure is received must report de-identified statistics but shall not report any other information. The University will terminate an employee if, in accordance with its applicable disciplinary processes, the University determines that the employee knowingly failed to make a required report, or that the employee, with the intent to harm or deceive, knowingly made a report that is false. State law also criminalizes the failure to report and may charge an individual with a Class A Misdemeanor.

Allegations of discrimination, harassment, complicity, or related retaliation other than allegations of sexual assault, sexual harassment, sex-based misconduct, dating/domestic violence, or stalking
All employees (except licensed health care providers and licensed counselors) who, in the course and scope of their employment, experience, witness, or receive information regarding the occurrence of an incident that the employee reasonably believes constitutes discrimination, harassment, complicity, or retaliation related to a protected class (other than allegations of sexual harassment, sexual assault, sex-based misconduct, dating/domestic violence or stalking) shall promptly report all known information about the incident to the Associate Vice President & Title IX Coordinator or their supervisor. An employee’s failure to report alleged or suspected discrimination may result in disciplinary action, including dismissal. The University will terminate an employee if, in accordance with its applicable disciplinary processes, the University determines that the employee knowingly failed to make a required report, or that the employee, with the intent to harm or deceive, knowingly made a report that is false. Licensed health care providers and licensed counselors do not report any information received in the course and scope of their employment related to discrimination, harassment, complicity, or retaliation related to a protected class (other than de-identified statics related to allegations of sexual harassment, sexual assault, dating/domestic violence, or stalking).
Students and non-affiliated members of the public are strongly encouraged, but not required, to report incidents. Confidential Resources (who report de-identified statistics only as required by law) are available to students and employees through TAMU’s counseling and medical services.

A confidential resource for all students, regardless of their campus affiliation or location, is TELUS Health Student Support (https://uhs.tamu.edu/mental-health/student-support.html). Through the TELUS Student Support Program app, students can access virtual, confidential mental health counseling, available 24/7, in Mandarin, Cantonese, Spanish, French or English. Support in other languages may be available upon request, depending on availability.

On the main campus, other confidential resources include:
• Licensed counselors at Counseling and Psychological Services (CAPS). Students can schedule an appointment by calling (979) 845-4427 or access crisis services through the HelpLine at (979) 845-2700.
• Licensed medical providers at Student Health Services. Students can schedule an appointment by calling (979) 458-8310.
• Licensed counselors at Work/Life Solutions Program by GuidanceResources. Employees may speak with personnel by calling (866) 301-9623.

Students and Employees at locations other than main campus may report confidentially through their counseling and health care providers. Contact information for providers at remote locations may be found here: https://titleix.tamu.edu/get-help/

Where to Report an Incident
• Designated Official: The University has designated Jennifer Smith, Associate Vice President and Title IX Coordinator to receive all reports of discrimination, harassment, complicity, and retaliation related to a protected class or status. Protected classes or statuses include race, color, sex to include pregnancy and parental status, gender identity, age, religion, disability, national origin, immigration status, citizenship status, sexual orientation, genetic information, or veteran status.
• To file a report with the University, please contact:

Ms. Jennifer M. Smith, TAMU Associate Vice President & Title IX Coordinator
YMCA Building, Suite 108
1268 TAMU
College Station, TX 77843-1268
(979) 458-8407
civilrights@tamu.edu

You may also submit a report online through the Title IX Website, which may be found at titleix.tamu.edu.
• To request disability accommodations or inquire about discrimination based on disability, you may contact Julie Kuder, ADA Coordinator, at 979-845-8116 or ADA.Coordinator@tamu.edu. Her office is located at YMCA Building, Suite 108, 1268 TAMU, College Station, TX 77843. The ADA website can be found at: orec.tamu.edu/ada/.
• To request pregnancy accommodations as a staff or faculty member, you may contact your HR professional or Employee Relations at 979-845-4141.
• To request pregnancy accommodations as a student, you may contact Julie Kuder at 979-845-8116 or TIX.Pregnancy@tamu.edu.
• To make an anonymous report, you may use the University’s online reporting form: Tell Somebody. Anonymous reports usually limit the University's ability to respond to or resolve an allegation.

Reporting to Law Enforcement
Anyone who has experienced discrimination, harassment, complicity, or related retaliation has the right to choose whether to report the behavior to law enforcement instead of or in addition to reporting to the University. The Associate Vice President & Title IX Coordinator can assist in making a report to law enforcement authorities. A complainant may also choose to decline to notify law enforcement.
A report to law enforcement, even to the University Police Department (UPD), is separate from a report to the University. An individual pursues administrative disciplinary remedies by reporting to the University and criminal remedies by reporting to law enforcement. Disciplinary and criminal remedies may be pursued separately or at the same time. An individual wishing to pursue disciplinary remedies and criminal remedies simultaneously should make a report to both the Associate Vice President & Title IX Coordinator and to the appropriate law enforcement agency.

For emergencies, call 9-1-1. For non-emergencies, contact local law enforcement:

In and around Main Campus:
• University Police Department (979-845-2345)
• Bryan Police Department (979-209-5300)
• College Station Police Department (979-764-3600)
• Brazos County Sheriff’s Office (979-361-4900)

In and around the TAMUG campus:
• TAMUG Police Department (409-740-4545)
• Galveston Police Department (409-765-3702)
• Galveston County Sheriff’s Office (409-766-2300)

To report abuse or neglect of persons aged 65 or older, persons with disabilities, or minors:

State law requires all persons having cause to believe that a child’s physical or mental health or welfare has been adversely affected by abuse or neglect to immediately make a report (even if the belief is premised upon incomplete or dated information) to any of the following:
• any local or state law enforcement agency;
• the Department of Family and Protective Services (DFPS); or
• the state agency that operates, licenses, certifies, or registers the facility in which the alleged abuse or neglect occurred; or the agency designated by the court to be responsible for the protection of children.
Further, all persons having cause to believe that an individual 65 years or older or a disabled person 18 years of age or older is being abused, neglected, or exploited are required to notify the DFPS at the Texas Abuse Hotline at 1-800-252-5400 or www.dfps.state.tx.us/Contact_Us/report_abuse.asp.

Reporting to Outside Agencies
Individuals may file a complaint at any time, with any local, state, or federal civil rights offices, including, but not limited to, the Equal Employment Opportunity Commission, the Texas Workforce Commission’s Civil Rights Division, the U.S. Department of Education’s Office of Civil Rights, and the U.S. Department of Justice.
Inquiries about the application of Title IX and its implementing regulations may be referred to the University’s Associate Vice President & Title IX Coordinator or the U.S. Department of Education’s Office of Civil Rights’ Assistant Secretary, or both.

Amnesty and Immunities
A person acting in good faith who:
• reports or assists in the investigation of a report of an incident of sexual harassment, sexual assault, dating violence or stalking;
• testifies or otherwise participates in a judicial proceeding arising from a report of sexual harassment, sexual assault, dating/domestic violence or stalking; or,
• participates in the University’s investigation or resolution processes related to an allegation of sexual harassment, sexual assault, dating violence or stalking
will not be subjected to any disciplinary action by the University where the person is enrolled or employed for any violations of the University’s code of conduct reasonably related to the incident. Such amnesty shall not be given for violations of the University’s code of conduct if the sanction for the violation is suspension or expulsion from the institution.
The University may, however, investigate to determine whether a report of an incident of sexual harassment, sexual assault, dating/domestic violence, or stalking was made in good faith. The amnesty will not apply to a person who reports the person's own commission or complicity in the commission of sexual harassment, sexual assault, dating/domestic violence, or stalking.

Confidentiality
The confidentiality of a complaint of sexual misconduct and all documents, correspondence, and information collected during an investigation will be maintained by the University on a need-to-know basis to the extent permitted by law.

Retaliation
Students, faculty and staff are prohibited from retaliating against a person for (1) making a good faith report of a violation of Texas A&M System policies, university rules, student rules, and or/the law; or (2) participating in any proceeding related to the investigation or resolution of such report. Retaliation includes threatening, intimidating, harassing, coercing or any other conduct that would discourage a reasonable person from engaging in activity protected under this policy. Retaliation may be present even where there is a decision of “unsubstantiated,” “insufficient information to substantiate,” “not responsible” or “not guilty” on the allegations of discrimination, harassment, complicity, or related retaliation. Retaliation does not include good faith actions lawfully pursued in response to a report of discrimination, harassment, or related retaliation. Violation of an interim, remedial, or protective measure may be considered retaliation.

Rights, Resources, and Options for Sexual Harassment
Sexual harassment is a form of sex discrimination. Unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature constitute sexual harassment when 1) an employee of the University conditions the provision of an aide, benefit, or service of the member on an individual's participation in the unwelcome sexual conduct; or 2) the conduct would be determined by a reasonable person to be so severe, persistent, and objectively offensive that it effectively denies a person equal access to the University’s education program or activity; or (3) the conduct meets the definition of sexual assault, dating violence, domestic violence, or stalking based on sex. The University also prohibits sex-based misconduct, which is unwelcome conduct of a sexual nature that is severe, persistent, or pervasive enough to create a work, educational, or campus living environment that a reasonable person would consider intimidating, abusive, or offensive.

A misconception regarding sexual assault is that most of the time the perpetrator is a stranger. However, research indicates that approximately 2/3 of sexual assaults are committed by someone known to the victim. Sexual assault is an act of violence; the perpetrator is asserting power and control over another person. Tactics may include force, threats, intimidation, or physical violence. Many victims struggle with identifying whether they have been sexually assaulted due to tactics such as manipulation, restraint, victim-blaming, and taking advantage of another’s level of incapacitation.

A student or employee who has been a victim of sexual harassment, sex-based misconduct, sexual assault, stalking, domestic violence, or dating violence, whether it occurred on or off-campus, has certain resources, rights, and options available, including the right to a prompt, thorough, and equitable resolution. Even if you choose not to report the incident to the University or to law enforcement, you are encouraged to take steps to preserve evidence. This will ensure that evidence is available if you later decide to proceed with a criminal or university investigation. You are encouraged to go to a hospital as soon as practicable after an incident and have a Sexual Assault Nurse Examiner (SANE) assess you for physical trauma, sexually transmitted infections, and pregnancy. A SANE can also collect and preserve evidence of a sexual assault.

Resources, including advocacy and counseling services, are available through the University. Students and employees may also have access to supportive measures (e.g., “No Contact” Directives or changes in housing, parking, work location, or class schedule) that may be needed until the resolution of the complaint. Complainants and Respondents are afforded equitable opportunities to supportive measures and access to information regarding the investigation.

A student or an employee who has experienced sexual harassment, sexual assault, sex-based misconduct, stalking, or dating/domestic violence, whether it occurred on or off-campus, has certain resources, rights, and options available. Please see: Rights, Resources, and Options for Complainants. Employees and students who are located at remote or branch campuses can find their Rights, Resources, and Options document under the “Get Help Now” menu on the Title IX website: https://titleix.tamu.edu/.
A student or an employee who is accused of sexual harassment, sexual assault, sex-based misconduct, stalking, or dating/domestic violence, whether it occurred on or off-campus, has certain resources, rights, and options available. Please see: Rights, Resources, and Options for Respondents. Employees and students who are located at remote or branch campuses can find their Rights, Resources, and Options document under the “Get Help Now” menu on the Title IX website: https://titleix.tamu.edu/.

For more information, contact:
Jennifer Smith
Associate Vice President & Title IX Coordinator
Division of Risk, Ethics & Compliance | Dept. of Civil Rights and Equity Investigations
YMCA Building, Suite 108 | College Station, TX 77843-1268
(979) 458-8407
civilrights@tamu.edu

https://orec.tamu.edu/wp-content/uploads/2019/06/NoticeOfNonDiscrimination.pdf

http://stophate.tamu.edu/prevention
Too often, acts of hate and bias go unreported for a number of reasons ranging from a lack of trust to fear of reprisal. Some events, like racial epithets written on bathroom walls, are occasionally dismissed as “too trivial” to report. However, research suggests that these types of events tend to build into much bigger ones. Furthermore, they create a hostile, unsafe, and unwelcoming climate for the people they target and do damage to our community as a whole.

These events are highly significant. Those targeted cannot easily grow, flourish, or carry out everyday functions without difficulty, like walking to school or to their place of residence.
Filing a report allows the university the opportunity to meet the goals of creating a safe environment that supports the educational mission of the institution; to support TAMU students, faculty, and staff impacted by a bias/hate related event; and, to understand, in part, the university climate/environment.

Individuals may use the online report form to report hate/bias incidents. You have the option to fill in your contact information or submit the report anonymously. Reports submitted anonymously or with limited information may limit our ability to follow up on an incident. Once a report is submitted online, a copy is emailed to a team for appropriate review and necessary action. NOTE: Confidentiality cannot be guaranteed for every report submitted through this site. State law determines confidentiality.

Texas A&M has a Special Situations Team that is comprised of University faculty and staff charged with helping students, faculty and staff who are exhibiting concerning behavior. Once a report is submitted online, a copy is emailed to the entire team for appropriate review and necessary action. NOTE: Confidentiality cannot be guaranteed for reports submitted.
Even when there is no threat to harm, it is recommended to involve others to discuss concerning behavior.

Student affairs staff is available to serve as a resource to any individual who has a sexual harassment inquiry or complaint and to provide information about how to personally respond or support a friend who may have been involved in an incident, accommodations for those involved, and applicable grievance procedures and definitions.

Student Assistance Services connects Texas A&M students with the appropriate guidance, resources and support to address a variety of personal and academic matters. It is a helpful beginning point of contact for information about a variety of topics. Medical and mental health resources are available to address health and safety issues.

Please read the notes section first. What follows is the work that was in place during the past fiscal year.

The examples provided in this section are not intended to be an exhaustive or comprehensive list of the Texas A&M University’s efforts to recruit underrepresented and first-generation students. Only a few examples are included to illustrate some of the compelling work that our students, faculty, and staff are engaged in on our campuses, departments, colleges, and administrative units. 

Texas A&M made a commitment to enhance recruitment efforts for underrepresented and first generation students based on recommendations from the Recruitment Summit Task Force. The Recruitment Summit was initiated by President Welsh and $2.2 million dollars were allocated to implement the following invents in recruitment:

Community Liaisons -   Community Liaisons will engage with Century Scholar schools, work closely with Former Student Networks, and collaborate with Community-Based Organizations (CBOs) to expand Texas A&M’s presence in these key regions.

Program Coordinator and Peer Recruiters - Program Coordinators will engage prospective students and their families, particularly from Century Scholar and underserved schools, and assist with L.E.A.D Summit events. They will also support communication campaigns and participate in regional recruitment events alongside the Program Coordinator.

L.E.A.D. Summit Program Expansion - The program will expand from five to nine events, allowing greater reach, especially in underserved communities. Collaboration with campus partners and constituent networks will be key to ensuring that these programs align with student scheduling needs.

Century Scholar School Expansion - The Century Scholar program will expand from 100 to 120 Texas schools, with new participation from schools in the Brazos Valley, Corpus Christi, Laredo. Schools are selected based on proximity to staff, economic disadvantage, historical student interest, and enrollment data.

Community Engagment -  With the addition of the Community Liaisons, Texas A&M will create and support year-round community engagement initiatives. These efforts will include family recruitment, educational outreach, and sponsorship opportunities. Programming will be designed in collaboration with local schools and community networks.

Rural Initiatives - Texas A&M University remains committed to engaging students from rural areas through advising, on-campus programs, and community engagement. East and West Texas will be prioritized for pipeline development, focusing on communities within 25–75 miles from an Urbanized Area. Many of the colleges have a memorandum of agreements (MOA) with partner system institutions with underrepresented and/or first-generation student populations with geographic diversity. For example, the College of Veterinary Medicine and Biomedical Sciences (CVM) is one of only two Doctor of Veterinary Medicine (DVM) programs in the country with an undergraduate program, as well as the graduate and DVM degrees. The Biomedical Sciences (BIMS) undergraduate program is the largest degree-granting undergraduate program at the university, with an enrollment of 2,355 students and over 27% of this year’s enrolled cohort are first-generation.

The College of Agriculture and Life Sciences (COALS) has three full-time undergraduate recruiters covering the cities yielding most of our students: Houston/College Station, Dallas/Ft. Worth, and San Antonio/Austin. Targeting these metropolitan areas and facilitating strategic recruiting programs are designed to show urban high school students that the College offers majors that serve more than just rural students who have been active in traditional agricultural programs such as 4-H and FFA. Innovative recruiting programs for high school students like Summer Training in Agriculture and Related Sciences (STARS), Hunger Summits, and World Food Prize Youth Institute are purposely held at high schools that are not thought of as traditional pipelines for the College. 

The College of Architecture’s (CARC), Office of Student Services (OSS) houses academic advisors and administrative staff for the four departments. CARC recruiting staff visited the Rio Grande Valley, major Texas cities, Baltimore, MD, Atlanta, GA, and Washington, DC. Recruiting staff work with A&M Prospective Students Centers and are joined by staff and/or faculty from the departments. Departments also led their own efforts. Additionally, the Department of Construction Science hosted a series of six five-day Construction Management Academy Career Exploration Programs for high school students from five strategically chosen Texas locations; the COSC Industry Advisory Council offered first-generation students a scholarship as a recruitment incentive. CARC hosted Camp ARCH for high school students during summer 2018. 

There are a number of programs at Texas A&M that serve underrepresented and first generation students.  

The Routh First-Generation Center provides a supportive community, opportunities for leadership, and a path for success for first-generation students at Texas A&M University. The Routh First-Generation Center began in 2019 as an outcome of the Student Success Initiative, a campus-wide project to improve student success at Texas A&M University. The charge given to the Office for Student Success was to hire a group of professionals dedicated to improving the quality of the student experience for first-generation students through implementation of dedicated first-generation programs, coordination of campus-wide first-gen and scholarship programs, and the advocacy for professional development and education on the needs of first-generation students at Texas A&M.

The Gen1 Learning Community is an academic year-long program that support first-year, first-generation students through their transition from high school to Texas A&M University. Students in the Gen1 Learning Community enroll in a weekly 0-credit seminar which consists of 20-25 mentees that are paired with a first-generation peer mentor and an instructor. As part of the learning community, mentees will develop strong relationships with their peer mentors, increase their awareness of campus resources, and gain the skills needed to be successful on campus. 

The Regents' Scholarship is designed to assist first-generation college students in achieving their educational goals at Texas A&M University. Students will receive up to $6,000 per year for up to four years. This program is limited to approximately 850 students each year. These scholarships are offered on a first-come first-served basis as students have completed their financial aid application, turned in all requested documentation and our office has verified eligibility.

The university map indicates gender neutral bathrooms, lactation rooms, and prayer rooms on campus.