Overall Rating Bronze
Overall Score 40.80
Liaison Carey Hewett
Submission Date Feb. 26, 2021

STARS v2.2

Texas Tech University
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.58 / 3.00 Sam Polk
Lead Data Analyst
BIMAR
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :
Yes

The non-discrimination statement, including the website URL where the policy is publicly accessible:

The university is committed to providing and strengthening an educational, working, and living
environment where students, faculty, staff, and visitors are free from any form of unlawful
discrimination. The university is dedicated to fostering and supporting a culture of mutual respect
and communication.
This policy applies to all university students and employees, visitors, applicants for admission to
or employment with the university, as well as university affiliates and others conducting business
on campus.
The university does not tolerate discrimination or harassment based on or related to sex, race,
national origin, religion, age, disability, protected veteran status, genetic information, or other
protected categories, classes, or characteristics. While sexual orientation and gender identity are not
explicitly protected categories under state or federal law, it is the university’s policy not to
discriminate in employment, admission, or use of programs, activities, facilities, or services on these
bases.
Discriminatory behavior is prohibited by this policy, as well as by federal laws such as Title VII,
which prohibits discrimination in employment, Title IX, which prohibits discrimination on the
basis of sex in education programs or activities, the Equal Pay Act, the Age Discrimination in
Employment Act, the Americans with Disabilities Act, the Rehabilitation Act of 1973, the Civil
Rights Act of 1991, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, Title II of
the Genetic Information Non-Discrimination Act, and state laws such as Chapter 21 of the Texas
Labor Code. Discriminatory behavior is prohibited regardless of the manner in which it is
exhibited, whether verbally, in writing, by actions, or electronically displayed or conveyed.
The university expects all members of the University Community to comply with the law.
May 26, 2016
OP 40.02
Page 2
Members of the University Community who violate university policies and laws may be subject to
disciplinary action, up to and including termination of employment, expulsion from the university,
or being barred from university premises and events.
While sexual harassment, Sexual Misconduct, and sexual assault may constitute prohibited acts
of discrimination, such complaints will be addressed through OP 40.03, Sexual Harassment,
Sexual Assault, Sexual Misconduct, and Title IX Policy and Complaint Procedure.
https://www.depts.ttu.edu/opmanual/op40.02.pdf


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

A brief description of the institution’s discrimination response protocol or team:

The Student Handbook (http://www.depts.ttu.edu/dos/docs/Student_Handbook_2017-2018.pdf) provides several reporting options and policy references, see sections below.
Part I, Section A Student Conduct Mission and Policies
6. Reporting Allegations of Misconduct
Part I, Section C Conduct Procedures for Students
Part II, Section C Anti-Discrimination Policy
Part II, Section E Complaint Process
If there is insufficient evidence to support the claim, it will be dismissed. Appeal is possible by submitting a formal request in writing to the Associate Vice-Provost for Student Affairs. This information will be provided to the student at the time of notification that the complaint has been dismissed.
TTU does have a specific policy, including a grievance policy (OP 40.04 – Access for Individuals with Disabilities), where student, faculty, or staff member can file a complaint with the university based on an act of discrimination towards them based on their specific disability.
https://www.depts.ttu.edu/sds/currentstudents/DiscriminationComplaint.php
http://www.depts.ttu.edu/opmanual/OP40.04.pdf
http://www.depts.ttu.edu/opmanual/OP40.03.pdf

**Support Services**

If you, or someone you care about, have been the victim of misconduct such as sexual assault, interpersonal violence, stalking, or harassment, we want you to know that you are not alone. Texas Tech provides resources to students, faculty, and staff, regardless of a decision to pursue a formal investigation. The university is committed to walking you through the process and assisting with your needs. A summary of services is provided below, but we encourage you to call RISE at (806) 742-2110 if you have any further questions or would like to speak to someone in person.
Reporting Options
Title IX
A comprehensive explanation of the university's policies, procedures, and resources related to Title IX can be found on the Title IX homepage, here. You can also file a report online through this page, or set up an appointment to make a report in person.

Crisis Helpline
Need immediate assistance, especially after hours? Call the Texas Tech Crisis HelpLine at (806) 742-5555 to speak to a licensed mental health professional, 24/7/365.

Support Services
Process Advisors
Staff in the RISE Office are available to assist as Process Advisors for students who have experienced an incident. These Advisors are available to assist students by explaining the process of reporting, making appropriate referrals, and helping a student better understand the processes and the options for them. RISE staff members and the Office of the Dean of Students can help you with remedies and resources, regardless of whether you choose to pursue investigation. You can also share this information with a friend that may be unsure of what to do next.

For more information about the remedies and resources the University may be able to provide for students experiencing a crisis or trauma, contact the Dean of Students Office.

Student Counseling Center
The Texas Tech Student Counseling Center is available for all currently enrolled students. Appointments are available M-F, 8am to 5 pm, and walk-in hours are available daily 12:30-3:30 pm.

Website: https://www.depts.ttu.edu/rise/vpr/supportservices.php


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

Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
No

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
No

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:

Student Recruitment - The Raiders Rojos Alumni Network will serve as a viable recruitment tool for Texas Tech University System. It will continue to assist the institution with its goal to maintain the status of a Hispanic Serving Institution (HSI). This will enable Texas Tech University System to access the pool of federal dollars now available to HSI institutions and further enhance the Mission of the Raiders Rojos Alumni Network. https://www.tturaidersrojos.org/

https://www.depts.ttu.edu/psy/clinical/diversity.php

Long-Term Systematic Efforts at Recruiting and Retaining Diverse Faculty and Students
The TTU Clinical Psychology Program (CPP) recognizes that our communities, society, and the world in general are rapidly changing and becoming increasingly diverse. Thus, the CPP is committed to providing a supportive and encouraging learning environment that is conducive to learning about, and demonstrating respect for, cultural diversity. The CPP is committed to preparing graduate students to competently and effectively work with a diverse group of individuals. Consistent with this, the CPP has a breadth of strategies for recruiting and retaining both diverse faculty and students.
Open faculty positions are advertised across multiple organizations aimed at increasing the diversity of our hiring pools, including the National Latinx Psychological Association, APA Division 45 (Ethnic Minority Issues), ABPsi (The Association of Black Psychologists), across multiple EMPAs (Ethnic Minority Psychological Associations), AAHE (American Association of Hispanics in Higher Education), and special interests groups of the Association for Behavioral and Cognitive Therapies (African Americans in Behavior Therapy, Hispanic Issues in Behavior Therapy).
Announcements for faculty positions are subjected to review and revision by the Lead Administrator in the Office of Institutional Diversity at Texas Tech University (currently Paul Ruiz, J.D.), and the Clinical Search Committee's rankings of applicants are also reviewed. The Division of Diversity, Equity, and Inclusion at Texas Tech University oversees equity standards and university-wide education and training on diversity, and requires diverse members on all faculty search committees. All advertisements for faculty positions include a statement encouraging minorities and underrepresented groups to apply.
Additionally, Texas Tech University has recently initiated a new procedure to further increase diversity in all open positions. More specifically, Texas Tech has worked out an agreement with Job Elephant to facilitate outside advertising. With this agreement, every position (faculty and staff) will be listed in the following places: Blacks in Higher Education (www.blacksinhighered.com), Hispanics in Higher Education (www.hispanicsinhighered.com), Veterans in Higher Education (www.veteransinhighered.com), and Disabled in Higher Education (www.disabledinhighered.com).
The CPP also strives to recruit and retain diverse students. Texas Tech University's undergraduate student body is over 25% Hispanic. Importantly, Texas Tech University recently achieved official designation as a Hispanic-Serving Institution. Of the 131 Carnegie Tier One institutions, Texas Tech is one of just 15 to earn this designation. Diversity is also considered when determining students to invite for our clinical interview day and when formal offers are made to potential graduate students.
Efforts to improve our recruitment and retention of diverse students and faculty are established in a variety of ways, including a program-level assessment of recruitment and retention efforts. A committee of CPP faculty and students develop, refine, and obtain feedback regarding our efforts via a variety of methods (e.g., program-level climate survey), and the program promotes diversity in our training curriculum and in the environments and climates we establish (e.g., external practicum placements).
Additional efforts at recruiting and retaining diverse faculty and students are implemented via department-wide diversity efforts. For example, our website includes information relevant to the departmental Diversity Committee (http://www.depts.ttu.edu/psy/diversity/). The mission of the Diversity Committee in the Department of Psychological Sciences includes the following elements: assist the Department in providing a culturally sensitive environment in which all members of the Department community have opportunities to thrive professionally and personally; support recruitment and retention of diverse faculty, staff, and students; facilitate and promote opportunities for learning and discussion related to diversity throughout the curriculum, in our research and service, and in extracurricular activities; and to serve as a liaison and resource for students, staff, faculty, and administrators on issues related to equity, diversity, and multiculturalism. The committee's mission is consistent with the mission and vision of the Texas Tech University Division of Institutional Diversity, Equity, and Community Engagement, and the American Psychological Association best practices for training multiculturally competent psychologists.
Current diversity committee goals and projects include an annual diversity day, an annual diversity art contest and show (with entries into the art contest later displayed throughout the Psychology building), the Diversity in Psychological Science Graduate Research Award, a student/staff/faculty diversity spotlight, a departmental climate survey, diversity in teaching initiatives, and departmental diversity recruitment trips to Hispanic Serving Institutions. The Department also hosts speakers for our Diversity Week. For example, in the Spring of 2020, we invited Dr. Tierney Lorenz to present to our students and faculty and we regularly recruit speakers for the Department's Skelton Lecture Series who contribute to research and training related to diversity. Another activity during our Diversity Week includes our Department's Diversity Poster Session, which aims to highlight theoretical or empirical research on diversity, inclusivity, disparities, or underrepresented groups and invites submissions from all undergraduate and graduate students at the university. Further, all job candidates for faculty positions have a stand-alone meeting with a member of the Diversity Committee to discuss current initiatives related to diversity at both the Department and University level and provide a dedicated place for all applicants to ask questions related to diversity.
Additionally, the CPP has a thoughtful and coherent training plan that integrates issues related to cultural and individual diversity throughout the curriculum and provides relevant knowledge and experiences with regard to cultural and individual diversity in psychology as it relates to the science and practice of professional psychology. The CPP requires a stand-alone course that focuses on issues related to cultural diversity. CPP graduate students take either Psy 5396: Multicultural Counseling or Psy 5398: Ethnic Minority & Community Interventions. Additional courses taken by our students include diversity-related content, including Psy 5304: Practicum in Intelligence Testing, Psy 5338: Seminar in Psychopathology, Psy 5318: Introduction to Clinical Psychology, Psy 5101: Colloquium in the Teaching of Psychology, Psy 5306: Seminar in Professional Ethics, Psy 5303: Developmental Psychopathology, Psy 5311: Introduction to Psychotherapeutic Intervention and Management, Psy 5312: Introduction to Child and Adolescent Psychological Treatment, and Psy 5314: Beginning Child Practicum.
CPP students also gain experience in working with clients from diverse backgrounds and presenting problems through a variety of internal and external practicum work. Their first experience is through the TTU Psychology Clinic. The TTU Psychology Clinic serves the greater West Texas community and offers services on a sliding fee scale. Given this, students have the opportunity to work with clients from very diverse backgrounds related to ethnicity and race, age, socioeconomic status, etc. Students continue to gain clinical experience with diverse populations once they start working in the community.
In summary, the CPP has a thoughtful and coherent plan in place to recruit diverse faculty and students and a training plan in place to expose our students to cultural diversity topics and culturally diverse populations. The CPP faculty and students regularly assess the effectiveness of these efforts, and work toward obtaining feedback and recommendations regarding ways in which our efforts can be improved.


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

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

Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
No

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:

In partnership with the Division of Equity, Diversity, and Inclusion, Student Affairs has recently formed a Campus Climate Response Team (CCRT) to receive and review any incoming Campus Climate incident reports detailing allegations or bias, discrimination directed toward a specific student, group of students, or student organization based on a protected classification (age, race, gender, sex, etc.). Students may access a link to report incidents electronically via the Dean of Students, Risk Intervention Safety Education (RISE), or Diversity, Equity, or Inclusion web pages.

**Mentor Tech**
Purpose
To enhance the quality of the educational experience of students from underrepresented populations through programs, services, advocacy, and campus and community involvement.

Mission
Through faculty and staff mentoring and peer group networking, to improve the retention and eventual graduation rates of all students in the Texas Tech University System, with a special focus on those from underrepresented groups, by fostering a campus climate that is conducive to their academic, social, and cultural needs and interests.

Program History
The program was piloted in November of 2002 with forty-six students and more than 100 mentors. Since that time, Mentor Tech has continued to flourish. A unit within the Division of Diversity, Equity and Inclusion, Mentor Tech has grown to more than 600 total participants. Annually, a minimum of 125 new students are accepted into the program.

Goals
Provide students with information, encouragement and direction while assisting them in reaching their academic, personal, and professional goals.
Encourage positive and realistic self-appraisals, intellectual development and clarification of values, appropriate personal choices, wellness, and collaboration.
Promote and encourage academic and personal growth and community involvement.
Enhance the quality of student adjustment and campus life by identifying environmental conditions that may negatively affect their experience in the Texas Tech University System.
Provide leadership in the promotion of multiculturalism, diversity and inclusion.
Provide support for initiatives designed to recruit and retain students from underrepresented groups.
Promote advocacy for students and their rights.
Assure equal access and opportunity for all students.

Fact Sheet: http://www.depts.ttu.edu/mentortech/documents/MentorTech_Factsheet_18-19.pdf
Website: http://www.depts.ttu.edu/mentortech/About_Us.php

Employee Assistance Program (EAP):
Purpose:
The State Employee Health Fitness and Education Act (1983) of the state of Texas
allows state agencies to establish wellness programs in their agency such as an
Employee Assistance Program (EAP). The purpose of this Operating Policy/Procedure
(OP) is to establish procedures governing use of and referral to the EAP of Texas Tech
University

Accessing the Employee Assistance Program
a. Self-Referral
An employee who is experiencing personal problems or whose job performance is affected by personal problems is encouraged to seek help voluntarily from the EAP. EAP records are
separate and not a part of an employee's personnel file. An employee's use of EAP services or any other information concerning the nature of the problem is not released to the employer or a supervisor. Confidentiality is regulated by federal guidelines.
An employee may seek assistance or learn more about the program by contacting the EAP directly at 743.1327 or 800.327.0328. The EAP is located in the Texas Tech University Health Sciences Center, Department of Psychiatry, 1A122 HSC building. If an employee contacts a supervisor for assistance with a problem with which the EAP can be helpful, the supervisor should assist the employee in contacting the EAP. https://www.ttuhsc.edu/centers-institutes/

Formal Supervisory Referral
In situations where an employee's attendance, punctuality, judgment, behavior, or job
performance have deteriorated to the point that disciplinary action is being contemplated, a
supervisor may formally refer (i.e., mandate) the employee to the EAP as part of the
disciplinary process (see attachment). When a formal supervisory referral is made, the
employee will be expected to sign a release of information form that permits the EAP
counselor to provide four pieces of information to the supervisor. This information includes:

(1) If the initial appointment was kept;
(2) If the employee is cooperative with the counselor;
(3) If the employee is cooperative with the treatment plan; and
(4) If additional sessions requiring time away from work will be necessary.
All other information will be kept confidential.
Source: https://www.depts.ttu.edu/opmanual/OP70.33.pdf

The Counseling Center

Benefits of EAP Programs for Employers
Employee Assistance Programs offer a structured approach for dealing with employees whose performance on the job is costing money, draining administrative energy, and reducing productivity. It is estimated that lost time, decreased employee efficiency, increased medical expenses, and accidents cost American businesses in excess of $18 billion dollars annually. EAP's are aimed at the full range of behavioral problems that decrease employee productivity and increase company or agency costs. The EAP is a helping program that enhances and encourages a healthy work environment by providing employers/employees opportunities to manage life's problems before they impair work performance and productivity. The U.S. Department of Labor asserts that for every dollar an employer invests in employee assistance programming, the employer will save $5 to $16 dollars.

EAP therapists are trained to assess and treat all types of problems that arise in daily living. These problems may include: Depression, Anxiety, and/or other Emotional Problems, Family and Relationship Issues, Alcohol and Drug Abuse, and Stress associated with Legal and Financial Concerns, etcetera.

The Texas Tech Employee Assistance Program provides EAP services to over 65,000 employee/family members.

EAP Services Offered:

Individual, Couple, and Family Assessment
Treatment/Counseling
Follow-up and Referral
24-Hour Crisis Line
Wellness Workshops
Employee Orientation
Supervisor Training
Critical Incident Stress Management
Resource for Drug Free Workplace
Employee and Departmental Mediation
Source: https://www.ttuhsc.edu/centers-institutes/counseling/employer-information.aspx

Employee Enrichment
Employee Tuition Assistance Program
Texas Tech employees are offered a tuition waiver for eligible full-time employees. It exempts employees from tuition and fees for one course per term up to a maximum of four SCH during any fall, spring, or summer term and up to a maximum of ten SCH for any academic year.
Source: https://www.depts.ttu.edu/opmanual/OP70.29.pdf

Educational Incentive Pay
The Educational Incentive Pay program rewards staff employees who take the initiative to increase their job worth by gaining job-related knowledge, behaviors, and personal and professional skills to enhance their value to their department and the university.
Source: https://www.depts.ttu.edu/opmanual/OP70.18.pdf

Employee Training and Development
It is the policy of Texas Tech to encourage the development of employees so that employees may gain job-related knowledge, behaviors, and professional skills to improve job performance and contribute to the long-term improvement of the institution. Therefore, employees may be permitted to enroll in courses and training opportunities.
Source: https://www.depts.ttu.edu/opmanual/OP70.41.pdf

Employee Dependent Scholarship
Texas Tech employees dependents have the option to apply for an Employee Dependent Scholarship provided under IRS Code 117(d)(1) funded by the earnings from the original fund invested in accordance with the investment policies of the TTU/TTUHSC Board of Regents.
Source: https://www.depts.ttu.edu/studentbusinessservices/resources/emp_dep_sch.php

Awards and Recognition
Texas Tech takes pride in its employees and loves to recognize those individuals who have shown their dedication and loyalty to the University. There are several different types of awards that Human Resources gives out each year, including the Distinguished Staff Awards, the Service Excellence Leave Award, and the Length of Service Award.
Source: https://www.depts.ttu.edu/hr/AwardsRecognition/

Top Techsan Award
The Texas Tech Alumni Association created the Top Techsan Staff Award to acknowledge employees who have shown extraordinary work proficiency and an attitude of team spirit within the Texas Tech family.
Source: https://www.texastechalumni.org/s/1422/alumni/start.aspx

Mother-Friendly Workplace
Texas Tech is recognized as a Mother-Friendly Workplace. We provide a friendly, accommodating environment for new mothers by offering nursing support services
Source: https://www.depts.ttu.edu/hr/EmpBenefits/MotherFriendly/

English as a Second Language
**Spanish Translation in column below

Region 17 Sponsored
Open to ALL Texas Tech Staff
Open to Staff Campus Wide
2 courses each Semester
40 applicants accepted each semester; space is limited
5-7pm (2X a week)
Classes start January 8th and 9th
Applications accepted for upcoming semester until Friday, December 22nd

Entire Course is FREE!

Please click link to access application below. Complete application online, save to your computer and email to pplant.resourceoffice@ttu.edu

English is a Second Language Application

Must complete application with Adobe Acrobat Reader. Free Download Here: https://get.adobe.com/reader

If you have trouble accessing this application or have limited access to a computer, please contact your supervisor or Michelle Vorheis at (806) 834-8591
Source: https://www.depts.ttu.edu/services/adminresources/EmployeeDevelopment/ESL_Program/index.php

Faculty & Staff
The Division of Diversity, Equity & Inclusion promotes multi-cultural awareness through educational collaborations with faculty and staff to train students for ethical leadership for a diverse and globally competitive workforce.

Faculty Search Resources
If you have diverse candidates visiting TTU and they wish to meet with our affinity groups of faculty and/or students (i.e., Women's & Gender Studies, Black faculty/students, Hispanic faculty/students, Asian faculty/students, LGBTQIA faculty/students, Native American faculty/students) please reach out to the Division of Diversity at diversity@ttu.edu

National Center for Faculty Development & Diversity
We are excited to partner with the National Center for Faculty Development & Diversity as an Institutional Member to provide professional development resources and support to our faculty.

Source: http://www.depts.ttu.edu/diversity/faculty_staff.php


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?:
Yes

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

The McNair Scholars Program prepares undergraduate students for doctoral studies through involvement in research and other scholarly activities. McNair participants are either first-generation college students with financial need or members of a group that is historically underrepresented in graduate education and have demonstrated strong academic potential. McNair provides a series of workshops on research methods, data collection, research writing, and maintaining research budgets. These workshops culminate in an eight-week research summer program where students with their Faculty Mentor complete a research project that simulates graduate school level work. https://www.depts.ttu.edu/diversity/mcnair/


Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Yes

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes

Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
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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.