University of Mount Union
PA-6: Support for Underrepresented Groups

Non-Discrimination Statement
The University of Mount Union prohibits discrimination on the basis of race, gender, gender identity or expression, sex, sexual orientation, religion, age, color, creed, national or ethnic origin, veteran status, marital or parental status, pregnancy, disability, or genetic information, in student admissions, financial aid, educational or athletic programs, or employment as now, or may hereafter be, required by university policy and federal or state law.
http://www.mountunion.edu/compliance-statements

Here is the Protocol:

Title IX Related Policies and Procedures

Non-Discrimination Statement

The University of Mount Union prohibits discrimination on the basis of race, gender, gender identity or expression, sex, sexual orientation, religion, age, color, creed, national or ethnic origin, veteran status, marital or parental status, pregnancy, disability, or genetic information, in student admissions, financial aid, educational or athletic programs, or employment as now, or may hereafter be, required by university policy and federal or state law.

Statement Regarding Acts of Intolerance and Harassment

As an educational community, Mount Union has made a commitment to work toward a campus that is free from discrimination and that celebrates the diversity of its various community members. The University will not tolerate behavior that in any way undermines the emotional, physical or ethical integrity of any member of its community. Mount Union seeks to protect and enhance the personal safety, dignity, and self-respect of each member of the campus community. Moreover, the University will use its influence to encourage the entire community to treat its students, faculty, staff and affiliated visitors in a manner consistent with the principles of this statement. Academic freedom can only exist when all are free to pursue ideas in a non-threatening, non-coercive atmosphere of mutual respect.

It is imperative that campus community members report acts of intolerance. If these acts go unreported, then the opportunity for assistance and education is lost. Silence perpetuates the idea that there are no problems stemming from intolerant behavior at Mount Union. Any incident of discrimination or harassment that involves race, gender, sexual orientation, religion, disability, age, economic status or national origin should be reported.

Nothing in this document shall be construed to limit an individual’s rights to freedom of political or artistic expression, or other expressions of an academic nature. In particular, the expression of political opinions about issues both on campus and in the wider national and international community explicitly does not constitute harassment. Works of art created or presented by students, faculty and other members of the community are similarly protected.

Definition of Harassment
Harassment includes, but is not limited to, any unwelcome verbal or non-verbal conduct directed at an individual or group of individuals due to their race, religion, ethnic origin, gender, sexual orientation, or disability, when such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile, or offensive environment for working, learning, or living on campus. Such harassment may occur between any members of the University community. It is a violation of University policies to engage in harassment or to retaliate against anyone bringing forth a complaint of harassment. Knowingly making false accusations of harassment will not be tolerated and may constitute intimidation and harassment and will be responded to as any other case of harassment. Repeated incidents, even where each would not on its own constitute harassment, may collectively
constitute harassment under this definition.

Specific Types of Harassment

Certain forms of harassment tend to occur more frequently in society and are therefore described below in more detail.

Sexual Harassment

Sexual harassment in all of its manifestations runs counter to the mission of the University of Mount Union and will not be tolerated in the University community. Sexual harassment violates not only the dignity of the individual, but also the integrity Mount Union. All reports of sexual harassment will be promptly investigated and addressed.

Definition
Sexual harassment includes unwelcome sexual advances, requests for sexual favors and other physical or verbal conduct of a sexual nature when it meets any of the following:
1. Submission to such conduct is either explicitly or implicitly made a condition of employment or academic standing or where there is an implied or expressed promise of reward or threat of negative consequence for refusal;
2. Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual; or
3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile, or offensive environment for working learning or living on campus.

2 Examples

Examples of sexual harassment include, but are not limited to:
• Sexual assault;
• Coerced sexual activity;
• Some incidents of physical assault;
• Direct or implied threats that submission to sexual advances will be a condition of employment, work status, promotion, grades, or letters of recommendation;
• Direct propositions of a sexual nature and/or subtle pressure for sexual activity that is unwanted and unreasonably interferes with a person’s work or academic environment;
• A pattern of conduct that unreasonably interferes with the work or academic environment (not legitimately related to the subject matter of a course) including:
• Sexual innuendoes, inappropriate comments or remarks about an individual’s clothing, body, or sexual activities;
• Suggestive or insulting sounds, inappropriate humor and jokes about sex or gender in general; sexual propositions, invitations, or other pressure for sexual intimacy;
• Inquiries and commentaries regarding a person’s sexual activity, experience or orientation;
• Unwanted patting, pinching, brushing against a person’s body, attempted or actual kissing or fondling, or any other inappropriate touching or feeling or staring.

What to do if accused of harassment/sexual misconduct?
• If accused, do not make contact with the reporting student or other involved parties, friends, etc.
• Contact the director of student conduct, who can explain the University’s procedures for dealing with harassment/sexual misconduct complaints.
• Resources available for one accused include counseling services, university chaplain, campus safety and security, or the dean of students’ office.

Grievance Procedures for Acts of Intolerance or Harassment

Persons who believe they have been harassed are encouraged to discuss the complaint with the associate dean of students or the director of human resources and employee development. All members of the university community are encouraged to utilize the informal grievance procedures as a means of resolving harassment complaints.
Every attempt will be made to protect any alleged victim from further harassment or injury. The University and persons involved in the investigation will make every effort to maintain the confidentiality of the complaint and the investigation.

Procedures for Student to Student/Faculty/Staff Member Harassment

Informal Grievance Procedure

Any campus community member with a complaint of harassment against a student should discuss this complaint with the associate dean of students*. If appropriate and desired by the complainant, the associate dean of students will arrange a meeting between the two parties and assist in the discussion of the complaint. The complainant has the right to end this informal grievance process at any time and proceed to the formal grievance procedure. If the complainant does not desire an informal meeting, the associate dean of students will assist him/her in the completion of the formal grievance
procedure outlined below. The informal grievance procedure will not be used to address complaints that involve sexual assault.

Formal Grievance Procedure

Any campus community member who wishes to make a formal complaint of harassment against a student should submit a detailed written report about the allegations to the associate dean of students*. The report should include information about the dates, time, place, participants’ names and the harassing behavior. The associate dean of students will discuss the report with the complainant to ensure clear and thorough understanding of the allegations. Every effort will be made to maintain the confidentiality of information regarding the complaint. The associate dean of students, with the knowledge of the complainant, will contact the accused student to discuss the
accusation. Investigation of a harassment complaint may include interviewing other persons necessary to obtain sufficient information on which to make a determination of the situation. The accused student will receive written notice of the allegations and the specific violations of the Student Code of Conduct with which the student is being charged.

A hearing will be scheduled before an administrative hearing officer or Student Conduct Board, as assigned by the dean of students or his/her designee. The accused student and the complainant will be afforded all rights outlined in the procedures of the Student Disciplinary Process, which can be found in the Student Handbook.

The hearing officer or Board will make a determination of responsibility based upon the preponderance of evidence. If the accused student is found to be responsible for the alleged harassment, he/she will be sanctioned in accordance with the Student Code of Conduct. Based on Title IX of the 1972 Educational Amendments, the complainant will be informed of the determination of responsibility. However, the Family Educational Right to Privacy Act prohibits the disclosure to the complainant of any sanctions placed against the accused student unless they directly involve the complainant (i.e. letters of apology to complainant, restrictions on contact, etc.), or if the accused student is charged with a crime of violence against the complainant. Disciplinary action shall be taken against any person found to have willfully falsified a claim of harassment. It is also a violation of this policy to retaliate against another member of the campus community for bringing forward a claim of harassment.

Procedures for Faculty/Staff Member to Student Harassment

Informal Grievance Procedure

Any student with a complaint of harassment against a faculty or staff member should discuss this complaint with the associate dean of students*. If appropriate the associate dean of students will contact the director of human resources and employee development to discuss the allegations. If desired by the complainant, the director of human resources and employee development will arrange a meeting between the student and the accused faculty/staff member and assist in the discussion of the complaint. The associate dean of students may act in an advisory role for the student upon his/her request. The complainant has the right to end this informal grievance process at any time and proceed to the formal grievance procedure. If the complainant does not desire an informal meeting, the associate dean of students and the director of human resources and employee development will assist him/her in the completion of the formal grievance procedure outlined below. The informal grievance procedure will not be used to address complaints that involve sexual assault.

Formal Grievance Procedure

Any student who wishes to make a formal complaint of harassment against a faculty/staff member should submit a detailed written report about the allegations to the director of human resources and employee development **. The report must include information about the dates, times, place, participants’ name(s), and the harassing behavior. The director of human resources and employee development will discuss the report with the complainant to ensure clear and thorough understanding of the allegations. Every effort will be made to maintain the confidentiality of information
regarding the complaint. The director of human resources and employee development will contact the appropriate vice president and advise him or her of the accusations.
The director of human resources and employee development, with the knowledge of the complainant, will contact the accused to conduct a thorough investigation of the allegations. Investigation of a harassment complaint may include interviewing other persons necessary to obtain sufficient information on which to make a determination of the situation. The director of human resources and employee development will then make a determination if the accusations can be substantiated and, if so, refer the accusations to the appropriate vice president for action in accordance with the
guidelines specified in the appropriate personnel handbook. Disciplinary action shall be taken against any person found to have willfully falsified a claim of harassment. It is also a violation of this policy to retaliate against another member of the campus community for bringing forward a claim of harassment.

* If a student wishes to make a complaint of harassment against the associate dean of students, he/she should discuss the complaint with the dean of students.
** If a student wishes to make a formal complaint of harassment against the director of human resources and employee development, he/she should submit a detailed written report about the allegations to the manager of human resources and payroll.

Procedures for Faculty/Staff Member to Faculty/Staff Member Harassment can be found in the employee and/or faculty handbook available from the Office of Human Resources.

Title IX
The University of Mount Union is committed to creating an environment free of harassment and sexual misconduct as well as complying with all requirements as set forth by Title IX of the Education Amendments of 1972 (Title IX).

Discrimination on the basis of sex or gender will not be tolerated by any of the University’s education programs or activities. This includes, but is not limited to sexual harassment; sexual violence; sex or gender-based bullying; hazing, stalking; relationship violence (including domestic violence and dating violence, as well as failure to provide equal opportunity in admissions, activities, employment or athletics. Sex and gender violations will be addressed by Title IX complaint protocols which are jointly coordinated by the offices of human resources and student affairs.

The University Title IX Co-Coordinators will be informed of, and oversee, all complaints of discrimination. Questions or concerns regarding the University’s procedures and Title IX may be directed to any one of the following resources:

Michelle Gaffney, associate dean of students & Title IX co-coordinator
Hoover Price Campus Center, Office of Student Affairs
Phone: (330) 823-7288
E-mail: gaffnemi@mountunion.edu
Pamela Newbold, director of human resources and staff development & Title IX co-coordinator
Beeghly Hall, Office of Human Resources
Phone: (330) 829-6560
E-mail: newbolph@mountunion.edu
Additional Title IX Investigators include:
• Andrew Boothe, associate director of human resources
• Dan MacDuffie, head golf coach and instructor of HPSB
• Sara Sherer, director of residence life
• Leigh Ann Swartz, head women’s volleyball coach
Inquires made be made externally to:
Office of Civil Rights (OCR)
U.S. Department of Education
400 Maryland Avenue, SW
Washington DC 20202-1100
Customer Service Hotline: (800) 421-3481
Fax: (202) 453-6012
TDD: (877) 521-2172
Email: OCR@ed.gov
Web: http://www.ed.gov/ocr

The University will make a good faith effort to successfully complete the grievance process for complaints of sex discrimination over a period of 60 days or less. The complaining party will receive periodic status updates on the progress of the complaint and any subsequent appeals. During the investigation and/or grievance process for complaints of sex discrimination, the University may take a number of interim actions in order to ensure the preservation of the educational experience and the overall environment of the party bringing the complaint. These actions may include, but are not limited to imposing a no contact order on the responding party; residence hall room change for one or more involved parties; changes in academic schedules or assignments for one or both parties, and interim suspension for the responding party.

Sexual Misconduct Responder Program

Often when people hear about sexual misconduct or sexual violence, they automatically think about rape. However, sexual misconduct occurs on a continuum. If permission has not been given or the individual does not want to engage in the sexual activity or is tricked, coerced or pressured into the behavior, it is sexual misconduct. It is also sexual
misconduct when sexual behavior occurs when a person is unable to give consent due to being under the influence of alcohol or other drugs. There are many decisions a person must make during her/his recovery from being a target of sexual misconduct/violence. University of Mount Union provides services that can assist the student with this process. The Sexual Misconduct Responder Program is designed for this purpose.

What is a sexual misconduct responder?

Sexual misconduct responders are Mount Union faculty and staff members who are trained to help a student who has been the recipient of sexual misconduct understand her/his options. They will not make decisions for the person, but will provide her/him with the knowledge s/he needs to make decisions. The responder who is contacted either goes to the person who calls or makes arrangements to meet her/him. The responder assists the person as s/he addresses the need for counseling, medical and legal issues, and helps with any other concerns the person may have. The most up-to-date list of responders can be found on iRaider at http://portal.mountunion.edu/student_life/SexualAssaultResponders/Pages/SexualAssaultResponderList.aspx.

Why should someone who has been the recipient of sexual misconduct/violence call
a Sexual Misconduct Responder?

By contacting a responder, the person can gain valuable assistance and information to help her/him make the many decisions ahead. She/he will also have someone to support her/him during this challenging time. The responder will provide written materials to the student that explains her/his many options. It is important to note that if a member of the Mount Union community informs a responder about an act of sexual misconduct, she/he may be required, depending on the specifics of the situation, by University policy and by law to report the act to the police and to the Office of Student Affairs. This report does not mean that the student has to make a statement or pursue prosecution; just that the police will be informed of what happened. If the student is unwilling to make a statement, she/he will need to tell the police this directly. The student should be aware that she/he will not be able to control the progress or outcome of a legal investigation, but that her/his wishes will be given serious consideration.

What if someone who has been the recipient of sexual misconduct doesn’t want to
call a responder?

There are decisions that the person needs to make with or without a responder. The person should give serious consideration to getting assistance from a responder or other trained sexual assault advocate. In case the student who has been the target of sexual misconduct decides to work through this process without the benefit of a responder’s
assistance, there is additional information below that focuses on the major issues the person will need to address during her/his recovery from this experience.

Who else can someone call for help?

Whether or not the person contacts a responder, in cases of sexual assault or sexual violence it is strongly recommended that she/he call a Rape Crisis Hotline. Workers at such a hotline can answer her/his questions and provide support, hospital advocacy and counseling, as well as, referral to longer-term treatment and help with health, legal, and financial issues.

Why should someone who has been the recipient of sexual misconduct/violence
seek counseling?

It is important for someone in this circumstance to speak to a counselor, not because there is something wrong with her/him, but because she/he has been hurt. Having someone who can listen and help the student sort through her/his feelings is an important step toward regaining control of her/his life. One way to receive this kind of counseling is through a Rape Crisis Hotline. Their counseling services are free and can
be long-term, if necessary. There are also usually support groups available through these organizations which can be very beneficial for someone who has been through such an experience.

The Office of Counseling Services is also an excellent way for a student to receive free, confidential assistance. The Office of Counseling Services has counselors who can talk with her/him and help in the process of emotional healing. If long-term counseling is needed they will help her/him get additional assistance.

The Office of the Chaplain is another option for emotional support. The chaplain can offer spiritual guidance during this challenging time.

Rape Crisis Hotline - (330) 821-RAPE (7273)

Alliance Area Domestic Violence Shelter (24-Hour Hotlline) – (330) 823-7223

American Red Cross Rape Crisis Services of Stark County (24-Hour Hotline) – (330) 452-1111

Community Services of Stark County – 960 W. State Street, Suite 110, Alliance – (330) 821-7478

Domestic Violence Project (24-Hour Hotline) - (330) 453-SAFE (7233)

UMU Office of Counseling Services - (330) 823-2886

UMU Office of the Chaplain - (330) 823-2838

Should someone who has experienced sexual violence seek medical care?

Receiving medical care as soon as possible following a sexual assault or attempted sexual assault is extremely important for two reasons. First, the victim/survivor may have suffered injuries of which she/he is unaware or unable to determine. Testing, treatment and information regarding sexually transmitted diseases or pregnancy may also be needed. Second, if the victim/survivor thinks that there may be any possibility that she/he will wish to pursue prosecuting the offender, a medical/legal examination for the collection of evidence is vital. Having evidence collected does not mean
prosecution. The forensic evidence will be stored until there has been an investigation. While certain medical assistance can be received from a number of locations, the only locations where evidence necessary for medical and forensic evaluation can be collected by a Sexual Assault Nurse Examiner (S.A.N.E. program) and secured for legal purposes are both in Canton; at either Aultman Hospital or Mercy Medical Center. For physical evidence to be present and useful, it is best collected as soon after the assault as possible; preferably within 12-24 hours and no later than 48-72 hours. It is best if the sexual assault victim/survivor does not shower, bathe, douche, brush her/his teeth, eat or drink, or change clothing prior to going to the Emergency Room. Doing so will destroy
important physical evidence. If the person does take any of the above actions, it does not mean s/he should not go to the hospital. However, evidence collection may not be as productive. If the person changed clothes, she/he should take all articles of clothing won at the time of the assault to the hospital. These items will need to be retained as evidence. Since the crime of rape/sexual assault is a felony offense, hospital personnel are required by law to report the assault to a law enforcement officer. If the victim/survivor has not already spoken to a law enforcement officer, hospital
personnel will notify the police that an assault has occurred. A law enforcement officer will come to the hospital to speak with the victim/survivor. It is always the victim/survivor’s right to decide whether or not to talk to law enforcement, but the police officer will want to hear directly from the victim/survivor if s/he is unwilling to make a
report. There is no charge for the examination at the hospital if the victim/survivor cooperates with evidence collection. The victim/survivor does not have to request prosecution in order to have the exam for free. If too much time has passed for a hospital exam to be useful, the victim/survivor can also go to her/his own doctor or the Mount Union Student Health Center for an exam and testing for STDs and pregnancy. In addition, STD testing can be conducted at the Alliance City Health Department or Planned Parenthood of Stark County in Canton. The cost of tests at these facilities is based on a sliding scale. Most college students can expect free or extremely reduced costs. Planned Parenthood also conducts pregnancy tests, as does the Alliance Pregnancy Center.

S.A.N.E. (Sexual Assault Nurse Examiner) Services available at the following 2 locations:
Aultman Hospital – 2600 6th Street SW, Canton, OH 44710 – (330) 363-6203
Mercy Medical Center – 1320 Mercy Drive, NW, Canton, OH 44708 – (330) 489-1111 ext. 2170

Alliance Community Hospital - 200 E. State St. - (330) 596-6000

Alliance Health Department - 537 E. Market - (330) 821-7373

Planned Parenthood of Northeast Ohio - 2663 Cleveland Ave. N.W., Canton – (330) 456-7191

University of Mount Union Health Center - (330) 823-2692

Should someone who has been sexually violated report the assault?

Mount Union encourages targets of sexual misconduct/violence to file a report about the incident. By providing the Alliance Police Department and the Office of Student Affairs with information, the student may be able to prevent future such acts against her/himself and others. It is vital that a report is made as soon as possible, particularly if it was a stranger assault. The potential danger to the victim/survivor and the community is higher with stranger assaults. Reporting is not the same as prosecuting. While the investigation and charges placed are not under the control of the victim/survivor, she/he has the opportunity to make her/ his wishes regarding prosecution known. In order to report to the police, the student can call the police department and an officer will meet her/him to take a statement. If the student would rather not have the officer come to her/him, s/he can also go to the police department to make a report. If the student goes to the hospital for an examination, hospital personnel will contact the police and s/he
can make a report there. Some students may be reluctant to make a report if they were drinking at the time of the assault, particularly if they are under the legal age for alcohol consumption. Please be aware that University of Mount Union and the Alliance Police
Department are more concerned about sexual misconduct than underage drinking.

Alliance Police Department - 470 E. Market - 911 or (330) 821-3131

University of Mount Union Campus Security – 405 W. Simpson Street – (330) 428-1344

If someone is recipient of an act of sexual misconduct by a Mount Union student, on or off campus, the accused student may be charged under the Mount Union Student Code of Conduct. Details of this process can be discussed with the director of student conduct, the dean, or associate dean of students. The decision to place charges is made by the
director of student conduct, but the reporting student’s wishes are given serious consideration. The University disciplinary system is an administrative process, not a legal one; therefore, situations that the city prosecutor chooses not to pursue may be able to be addressed through the discipline system.

Director of Student Conduct, Deborah Minton – (330) 823-7288

Dean of Students & Vice President of Student Affairs, John Frazier - (330) 823-2243

Associate Dean of Students & Title IX Co-Coordinator, Michelle Gaffney - (330) 823-7288

Mount Union Sexual Misconduct Responders • Layelle Al-Ghaben, Manzilla diversity intern for academic support
• Morgan Bagley, director of athletic training education and instructor of HPSB
• Andrew Bain, assistant professor of sociology and criminal justice
• Brian Bates, security officer
• Andrew Boothe, associate director of human resources
• Jessie Canavan, director of admission
• Dr. Beth Canfield-Simbro, associate professor of Human Performance & Sport Business
• Kate Carnell, director of student involvement and leadership
• Rev. Marty CashBurless, University chaplain
• Joan Cockrill, administrative assistant for the vice president of business affairs
• Dr. Michelle Collins-Sibley, professor of English and director of the integrative core
• Don Cook, security officer
• Dr. Tamara Daily, professor of psychology and neuroscience
• Corey Davis, security officer
• Theresa Davis, assistant professor of history and Africana studies
• Sarah Dellinger, assistant director of Center for Global Education
• Jessica Douglas, director of first year initiatives
• Debbie Edwards, student accounts representative
• Kyle Fowler, resident director and graduate assistant for student involvement and leadership
• Michelle Gaffney, associate dean of students
• Adina Haught, administrative assistant, department of art, music and theatre
• Bill Ketjen, security officer
• Dr. Michael Knepp, assistant professor of psychology and neuroscience
• Lindsey Laret, assistant director of residence life & student involvement and leadership
• Tammy Lepley, security officer
• Deb Lotsof, professor of theatre
• Dan MacDuffie, head golf coach and instructor of HPSB
• Gina Maida, library circulation manager
• Jennifer Martin, assistant professor of education
• Emily Mason, admission representative
• Emily Mattison, director of student financial services
• Dr. Amy McElhinney, assistant professor of biology
• Deborah Minton, director of student conduct
• Pam Newbold, director of human resources
• Mike Perkins, security officer
• Suzy Pietz, head women’s basketball coach and senior women’s athletic administrator
• Corey Prendergast, security officer
• Jill Rader, resident director and assistant softball coach
• Phil Rathosky, resident director and graduate assistant for alcohol, drug, and wellness education
• Bryan Robinson, assistant professor of sociology and criminal justice
• Karen Saracusa, director of student accessibility services
• David Schmid, security officer
• Dr. Pete Schneller, professor of education
• Dr. Gwen Gray Schwartz, associate professor of English and director of written and oral communication
• Sara Sherer, director of residence life
• Leigh Ann Swartz, head women’s volleyball coach
• Antonio Tate, resident director and graduate assistant for student involvement and leadership
• Craig Theissen, director of academic support
• Keane Toney, director of campus safety
• Anthony Turon, resident director and graduate assistant for first year programs
• Estela Vargas, resident director and graduate assistant for diversity and inclusion
• Michelle Vaughan, assistant professor of psychology
• TJ Wasserman, resident director and graduate assistant for residence life
• Vanessa Worley, assistant professor of physician assistant studies
• Renee Young, Student Accounts Manager

*** Contact information for the Responders may be found on-line at:
http://portal.mountunion.edu/student_life/SexualAssaultResponders/Pages/SexualAssaultResponderList.aspx

Hazing Policy

University of Mount Union prohibits hazing by campus groups and/or individuals. Hazing is defined under Ohio Revised Code as “doing any act or coercing another, including the victim, to do any act of initiation into any student or other organization that causes, or creates a substantial risk of causing, mental or physical harm to a person.” Furthermore, the University defines hazing as any action taken or situation created intentionally, whether on or off campus, to produce mental or physical discomfort, embarrassment, harassment, or ridicule. All acts of hazing by any organization or any of its members are strictly forbidden.

Hazing includes but is not limited to the following:
1. any activity that might reasonably bring embarrassment or emotional harm to the individual;
2. any activity that might reasonably bring physical harm to the individual;
3. any activity that requires an unreasonable or inordinate amount of the individual’s time or in any manner impairs the individual’s academic efforts;
4. any activity that involves the forced consumption of any liquid or solid matter;
5. any activity that would degrade or otherwise compromise the dignity of the individual; or
6. any requirement that compels an individual to participate in any activity that is illegal, in violation of the rules and regulations of the University, or contrary to the individual’s moral and/or religious beliefs.

If a member of the University community becomes aware of incidents of hazing or suspicious behavior, she/he should contact the director of student conduct at (330) 823-7288.

AMERICAN MINORITY STUDENT SERVICES

Mount Union is committed to educating men and women of all races in keeping with our mission to prepare students for fulfilling lives, meaningful work, and responsible citizenship.The University of Mount Union offers many services, student organizations, and opportunities to students of minority descent.

Minority Achievement Award

The Minority Achievement Award, offered as a result of an on-campus interview and essay competition, is open to incoming freshmen who are African-American, American-Indian or Alaska Native, Hispanic or Latino, Asian-Americans, Native Hawaiian or Pacific Islander and multiracial students. In addition, students who are members of other American minority groups or other groups underrepresented on Mount Union’s campus are welcome to submit a brief letter requesting the opportunity to compete. The Minority Achievement Committee will review and respond to all letters received.

Office of Diversity and Inclusion

The Office of Diversity and Inclusion serves as a resource for all students and provides assistance for academic, social, cultural, and personal well-being.

Wayne Manzilla Diversity Internship Program

Wayne Manzilla graduated in 1888, and was the first African-American to graduate from Mount Union.

In Wayne Manzilla's honor, and in order to diversify the staff at the University, we seek to employ recent minority UMU graduates and help them to complete advanced degrees, which will allow them to assume full-time positions at the University.

To achieve this goal, the University strives to maintain an employment of underrepresented graduates in part-time positions while they complete their graduate degrees. A total annual commitment of 840 hours will be expected of working interns. The hours might be arranged with approximately 20 hours a week during the academic semesters, and 16 weeks of full-time during the summer months.

For more information about the Wayne Manzilla Diversity Internship Program, please contact us at diversity@mountunion.edu.

Center for Student Success
Counseling Services

1. We have an internal program (Diversity Internship)which identifies through a competitive process students who have high exponential for an academic career and we offer them financial support for securing a graduate degree while they work for the University.

Wayne Manzilla Diversity Internship Program

Wayne Manzilla graduated in 1888, and was the first African-American to graduate from Mount Union.

In Wayne Manzilla's honor, and in order to diversify the staff and faculty at the University, we seek to employ recent minority UMU graduates and help them to complete advanced degrees, which will allow them to assume full-time positions at the University.

To achieve this goal, the University strives to maintain an employment of underrepresented graduates in part-time positions while they complete their graduate degrees. A total annual commitment of 840 hours will be expected of working interns. The hours might be arranged with approximately 20 hours a week during the academic semesters, and 16 weeks of full-time during the summer months.

A recent example of this is Dr. Kelsey Scanlon. She held the Diversity Internship while at UMU and was able to secure her PhD. and is now a full time Faculty Member of the institution, due to the support provided through this Internship.

2. We actively recruit faculty members to increase our diversity
3. We have a Diversity Plan that has a target level for diversity among all parts of campus including faculty with a goal to be at at leas diverse as the population of our region.

Data provided by Ronald Holden, Assistant Dean of Students, Director of Diversity and Inclusion, Laura Good, Assistant Director of Human Resources, and Sara Sherer, Director of Residence Life. Entered by Jamie Greiner.

Note: UMU does have gender-neutral bathrooms and single-use bathrooms labeled "restroom", but not a publicly accessible inventory on the UMU website.