Universidad San Francisco de Quito - USFQ
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
1.33 / 3.00 |
Maria Jose
Ayala Innovation and Sustainability Officer Innovation and Sustainability Office |
"---"
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:
USFQ has a publicly disclosed honor and co-existence code (Código de Honor y Convivencia), approved by the University Council. The relevant section referring to the non-discrimination policy is referred to below:
The mission of Universidad San Francisco de Quito USFQ is to form the person, in addition to educate and instruct. The learning system is aimed at students taking responsibility for their learning. With this purpose, USFQ seeks to create and maintain a community in which all its members can work and learn together in an atmosphere of respect and freedom. Hence, all forms of harassment, exploitation, or intimidation
contravene the principles under which the institution is governed. Every member of the University community must be aware that the university is strongly opposed to harassment, sexual or of any kind, that type of behavior is prohibited by USFQ regulations.
b. Other Harassment - Harassment that is not sexual in nature, but rather based on stereotypes of gender or sex, sexual orientation, race, religion or tendency policy, are also prohibited by the University and will be sanctioned when, especially if it in any way affects the ability of a person to participate or benefit from the University academic programs, jobs or services; and in cases in which those attitudes caused a hostile, intimidating or offensive environment for work and educational performance.
URL: http://www.usfq.edu.ec/sobre_la_usfq/codigo_de_honor/Documents/codigo_honor.pdf
The mission of Universidad San Francisco de Quito USFQ is to form the person, in addition to educate and instruct. The learning system is aimed at students taking responsibility for their learning. With this purpose, USFQ seeks to create and maintain a community in which all its members can work and learn together in an atmosphere of respect and freedom. Hence, all forms of harassment, exploitation, or intimidation
contravene the principles under which the institution is governed. Every member of the University community must be aware that the university is strongly opposed to harassment, sexual or of any kind, that type of behavior is prohibited by USFQ regulations.
b. Other Harassment - Harassment that is not sexual in nature, but rather based on stereotypes of gender or sex, sexual orientation, race, religion or tendency policy, are also prohibited by the University and will be sanctioned when, especially if it in any way affects the ability of a person to participate or benefit from the University academic programs, jobs or services; and in cases in which those attitudes caused a hostile, intimidating or offensive environment for work and educational performance.
URL: http://www.usfq.edu.ec/sobre_la_usfq/codigo_de_honor/Documents/codigo_honor.pdf
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
The Honor and Coexistence Code has a specific section dedicated and specialized for processes of harassment, discrimination, gender, psychological or sexual violence. The University has two offices in charge of receiving complaints for incidents of discrimination. The Ombudsperson's office receives complaints when the aggressor is an authority, academic or administrative staff member while the Dean of Students receives complaints when they are against a student. In addition, these two offices may initiate ex officio proceedings.
The cases are investigated by two standing committees previously appointed by the authorities, these type of cases may also receive advice from an expert in the area. The process is guided by the principles of victim-centeredness and non-revictimization. The hearings in the investigation are individual and participation in them is voluntary. The procedure is brief and can last a maximum of 60 days. The University Council, the highest institutional body, is responsible for making a decision and, if necessary, emits sanctions proportionally. If the facts of the case could constitute a crime, it is reported to the competent public authorities.
On the other hand, depending on the facts denounced, the criteria of the Ombudsperson or the Dean of Students and the interests of the victim, an early resolution phase may be activated where the mentioned offices mediate and binding agreements of coexistence and respect are reached. Failure to comply with these agreements is considered serious misconduct and may be the start of a disciplinary process.
Finally, the most important element in these cases is the support measures offered by the University which are always available to the victim regardless of his or her decision to initiate a formal process. These measures are analyzed on a case-by-case basis according to the specifics and needs of the victim and include but are not limited to: academic support, free psychological counseling, free legal advice and even (under certain conditions) legal sponsorship, non-significant and reasonable accommodations, accompaniment by security personnel, change of classes, offices or schedules."
The Honor and Coexistence Code can be accessed at:
https://www.usfq.edu.ec/sobre_la_usfq/codigo_de_honor/Documents/codigo_honor.pdf
The cases are investigated by two standing committees previously appointed by the authorities, these type of cases may also receive advice from an expert in the area. The process is guided by the principles of victim-centeredness and non-revictimization. The hearings in the investigation are individual and participation in them is voluntary. The procedure is brief and can last a maximum of 60 days. The University Council, the highest institutional body, is responsible for making a decision and, if necessary, emits sanctions proportionally. If the facts of the case could constitute a crime, it is reported to the competent public authorities.
On the other hand, depending on the facts denounced, the criteria of the Ombudsperson or the Dean of Students and the interests of the victim, an early resolution phase may be activated where the mentioned offices mediate and binding agreements of coexistence and respect are reached. Failure to comply with these agreements is considered serious misconduct and may be the start of a disciplinary process.
Finally, the most important element in these cases is the support measures offered by the University which are always available to the victim regardless of his or her decision to initiate a formal process. These measures are analyzed on a case-by-case basis according to the specifics and needs of the victim and include but are not limited to: academic support, free psychological counseling, free legal advice and even (under certain conditions) legal sponsorship, non-significant and reasonable accommodations, accompaniment by security personnel, change of classes, offices or schedules."
The Honor and Coexistence Code can be accessed at:
https://www.usfq.edu.ec/sobre_la_usfq/codigo_de_honor/Documents/codigo_honor.pdf
Recruitment programs
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
If yes to any of the above, provide:
USFQ has an Ethnic Diversity program (Diversidad Étnica) actively looking for students from underrepresented groups to attend USFQ with a full scholarship in collaboration with Admissions department.
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:
Support Programs for Underrepresented Groups
“Diversidad Etnica” Support program looks for an overall development of the student through academic, social and personal support. The support starts when a prospect student comes in for information about admissions, takes the exam all the way through them joining the work force. None of the support programs have an extra cost for the students.
Extracurricular activities: ethnic students are motivated to join extracurricular activities such as: concerts, dance, theater, conference among other activities. At the beginning of every year there is an event where students get to meet each other and show their talents as well as reflect on last year’s achievements.
Revolving Fund: This fund helps students that don’t have the means to cover for an emergency or part of their basic needs that they are not able to pay for themselves: books, food, transportation, doctor’s appointments, medicine, insurance.
“Diversidad Etnica” Support program looks for an overall development of the student through academic, social and personal support. The support starts when a prospect student comes in for information about admissions, takes the exam all the way through them joining the work force. None of the support programs have an extra cost for the students.
Extracurricular activities: ethnic students are motivated to join extracurricular activities such as: concerts, dance, theater, conference among other activities. At the beginning of every year there is an event where students get to meet each other and show their talents as well as reflect on last year’s achievements.
Revolving Fund: This fund helps students that don’t have the means to cover for an emergency or part of their basic needs that they are not able to pay for themselves: books, food, transportation, doctor’s appointments, medicine, insurance.
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
No
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
No
Website URL where information about the institution’s support for underrepresented groups is available:
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
All of this information can be found in the USFQ Manual for the Professor. http://www.usfq.edu.ec/sobre_la_usfq/informacion_institucional/politicasinstitucionales/Documents/manual_profesor.pdf
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.