| Overall Rating | Silver |
|---|---|
| Overall Score | 53.65 |
| Liaison | Mike Harrington |
| Submission Date | Dec. 17, 2021 |
The New School
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
1.25 / 3.00 |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
The non-discrimination statement, including the website URL where the policy is publicly accessible:
See https://docs.google.com/document/d/1c7LmLMvpGFEuD4xb_P78Dpd9xPxoD4HsX6BkYAZS4S4/edit
The New School is committed to creating and sustaining an environment where students, faculty and staff can study, work and thrive unhampered by discrimination or harassment. The University strives to maintain a welcoming and collegial environment for employees, students, guests and visitors, who are expected to treat each other with respect and professionalism. The University will not tolerate discrimination or harassment based on an individual’s race, creed, color, national origin, sex, gender, gender identity or expression, age, mental or physical disability, ethnicity, sexual orientation, genetic predisposition or carrier status, religion, pregnancy, veteran status, marital or partnership status, caregiver status or any other basis protected by applicable local, state or federal laws. Nor does the University tolerate unprofessional or bullying behavior among members of the campus community.
Discrimination and harassment can be detrimental to the academic, creative and work experience, and have no place in our community. The New School will take all action necessary to prevent, correct and discipline behavior that violates this standard of conduct. Due diligence will be used to ensure that such action is taken as expeditiously as possible. The University will make every effort to provide assistance, resources and support to complainants (the individual making the complaint) of this behavior in a thorough and sensitive manner.
Those members of the University community found responsible for discriminatory, harassing or retaliatory behavior, as described below, will be subject to the full range of institutional disciplinary actions, up to and including termination from the University. Non-members of the community such as guests or visitors, who engage in such behavior on campus, at campus events or within campus programs, may be barred from campus property and/or referred to the institutions or employers with whom they are affiliated. Guests and visitors of the University impacted by discrimination and harassment are protected by these policies and procedures.
A reported violation of any University policy, which is motivated by the actual or perceived membership of an individual in a protected class may be investigated and remedied under this policy. Misconduct related to or coinciding with an investigation into a violation of this policy, may also be investigated under this policy. However, misconduct that does not violate this policy, will be resolved and remedied under the appropriate University policy.
This policy is designed to comply with applicable legal requirements including Title IX of the Education Amendments of 1972, relevant provisions of the Violence Against Women Reauthorization Act of 2013, Title VII of the Civil Rights Act of 1964, The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, ADA 504, NY Education Law Article 129 B, other relevant NYS and NYC Human Rights Laws, as well as the 2020 Title IX Final Rule Regulations.
The New School is committed to creating and sustaining an environment where students, faculty and staff can study, work and thrive unhampered by discrimination or harassment. The University strives to maintain a welcoming and collegial environment for employees, students, guests and visitors, who are expected to treat each other with respect and professionalism. The University will not tolerate discrimination or harassment based on an individual’s race, creed, color, national origin, sex, gender, gender identity or expression, age, mental or physical disability, ethnicity, sexual orientation, genetic predisposition or carrier status, religion, pregnancy, veteran status, marital or partnership status, caregiver status or any other basis protected by applicable local, state or federal laws. Nor does the University tolerate unprofessional or bullying behavior among members of the campus community.
Discrimination and harassment can be detrimental to the academic, creative and work experience, and have no place in our community. The New School will take all action necessary to prevent, correct and discipline behavior that violates this standard of conduct. Due diligence will be used to ensure that such action is taken as expeditiously as possible. The University will make every effort to provide assistance, resources and support to complainants (the individual making the complaint) of this behavior in a thorough and sensitive manner.
Those members of the University community found responsible for discriminatory, harassing or retaliatory behavior, as described below, will be subject to the full range of institutional disciplinary actions, up to and including termination from the University. Non-members of the community such as guests or visitors, who engage in such behavior on campus, at campus events or within campus programs, may be barred from campus property and/or referred to the institutions or employers with whom they are affiliated. Guests and visitors of the University impacted by discrimination and harassment are protected by these policies and procedures.
A reported violation of any University policy, which is motivated by the actual or perceived membership of an individual in a protected class may be investigated and remedied under this policy. Misconduct related to or coinciding with an investigation into a violation of this policy, may also be investigated under this policy. However, misconduct that does not violate this policy, will be resolved and remedied under the appropriate University policy.
This policy is designed to comply with applicable legal requirements including Title IX of the Education Amendments of 1972, relevant provisions of the Violence Against Women Reauthorization Act of 2013, Title VII of the Civil Rights Act of 1964, The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, ADA 504, NY Education Law Article 129 B, other relevant NYS and NYC Human Rights Laws, as well as the 2020 Title IX Final Rule Regulations.
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
The New School's discrimination response protocol is outlined here: https://www.newschool.edu/title-ix/about-our-policy/
Students, faculty, or staff can report incidents through Incident Complaint Form, flag of Starfish, email dedicated Title IX Coordinator, or report anonymously.
Upon receipt of a complaint (or notice) of discrimination, harassment or retaliation (non Title IX offenses), an investigation of the allegations will be commenced. The investigation will be conducted in a prompt, thorough and impartial manner.
An individual from the Title IX office will contact you and set up a meeting. During the meeting you will be asked to provide as much information as possible about the allegations, as well as provide us with relevant witnesses and/or supportive materials. After the initial meeting, we will meet with each witness.
Next, we will meet with the accused. The accused will be offered the same process. We will discuss the allegations with the accused and ask if they have any relevant witnesses they would like us to speak to and/or any supportive materials. After the initial meeting we will meet with their witnesses and review their supportive materials.
At any time during the investigation, the investigator may recommend reasonable interim protections or measures for the parties involved. These measures may include separating the parties, placing limitations or restrictions, no-contact orders, suspension, alternative workplace schedules, student residential housing adjustments, transportation or academic accommodations or adjustments.
These measures are available regardless of whether the complainant pursues a complaint under this policy. Efforts will be made to minimize the burden on the complainant whenever practicable. Upon reasonable request, the accused and/or complainant will be afforded a prompt review of the interim measures, including potential modification. Either party will be permitted to submit evidence in support of such a request.
Counseling and health services are available to students who are experiencing discrimination. In addition to that, the school has a department of student support and advocacy that provides advice and services to students. Faculty and staff have access to an employee assistance program that can provide similar services. The support page can be seen here (https://www.newschool.edu/title-ix/get-help/).
Students, faculty, or staff can report incidents through Incident Complaint Form, flag of Starfish, email dedicated Title IX Coordinator, or report anonymously.
Upon receipt of a complaint (or notice) of discrimination, harassment or retaliation (non Title IX offenses), an investigation of the allegations will be commenced. The investigation will be conducted in a prompt, thorough and impartial manner.
An individual from the Title IX office will contact you and set up a meeting. During the meeting you will be asked to provide as much information as possible about the allegations, as well as provide us with relevant witnesses and/or supportive materials. After the initial meeting, we will meet with each witness.
Next, we will meet with the accused. The accused will be offered the same process. We will discuss the allegations with the accused and ask if they have any relevant witnesses they would like us to speak to and/or any supportive materials. After the initial meeting we will meet with their witnesses and review their supportive materials.
At any time during the investigation, the investigator may recommend reasonable interim protections or measures for the parties involved. These measures may include separating the parties, placing limitations or restrictions, no-contact orders, suspension, alternative workplace schedules, student residential housing adjustments, transportation or academic accommodations or adjustments.
These measures are available regardless of whether the complainant pursues a complaint under this policy. Efforts will be made to minimize the burden on the complainant whenever practicable. Upon reasonable request, the accused and/or complainant will be afforded a prompt review of the interim measures, including potential modification. Either party will be permitted to submit evidence in support of such a request.
Counseling and health services are available to students who are experiencing discrimination. In addition to that, the school has a department of student support and advocacy that provides advice and services to students. Faculty and staff have access to an employee assistance program that can provide similar services. The support page can be seen here (https://www.newschool.edu/title-ix/get-help/).
Recruitment programs
No
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
If yes to any of the above, provide:
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Mentoring, counseling and support programs
Yes
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
No
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:
The New School Safe Zone program assembles a voluntary network of faculty, staff, and student advocates to the lesbian, gay, bisexual, trans, queer, intersex, asexual, and gender nonconforming (LGBTQIAGNC) community, creating a safe and supportive campus environment.
After introductory Safe Zone training, students, faculty, and staff can display a Safe Zone sign on their lockers, desks, backpacks, or office doors. This signifies support for LGBTQIAGNC people and identifies those who display the sign as advocates and/or allies who can be safely approached for support or guidance.
The Safe Zone team publicizes the program, distributes materials, and provides introductory training to those who wish to become involved, and educates the larger community about the meaning of the signs and the importance of building safe and inclusive spaces for all students.
More LQBTQ student resources: https://www.newschool.edu/lgbtq/
After introductory Safe Zone training, students, faculty, and staff can display a Safe Zone sign on their lockers, desks, backpacks, or office doors. This signifies support for LGBTQIAGNC people and identifies those who display the sign as advocates and/or allies who can be safely approached for support or guidance.
The Safe Zone team publicizes the program, distributes materials, and provides introductory training to those who wish to become involved, and educates the larger community about the meaning of the signs and the importance of building safe and inclusive spaces for all students.
More LQBTQ student resources: https://www.newschool.edu/lgbtq/
Support for future academic staff
No
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
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Optional Fields
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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Data source(s) and notes about 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 or simply email your inquiry to stars@aashe.org.