|Submission Date||Jan. 31, 2019|
University of Rochester
PA-6: Support for Underrepresented Groups
|3.00 / 3.00||
Vice Provost for Faculty Development and Diversity
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:
A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):
The Bias-Related Incident Executive Team plays a vital educational role in fostering an inclusive campus climate and supporting individuals when bias incidents occur. When it is determined that the incident has the potential to disrupt the campus community in a significant way, the Bias-Related Incident Executive Team will be responsible for making an immediate determination about the incident, reach out to others (if needed) and formulate a response (when appropriate).
A Bias-Related Incident is characterized as a behavior or act—verbal, written or physical—which is personally directed against or targets an individual or group based on perceived or actual characteristics such as race, color, religious belief, sex, marital status, sexual orientation, gender identity or expression, national or ethnic origin, disability, veteran status, or age.
Behavior reflecting bias may constitute a violation of the Student Code of Conduct or our Communal Principles.
What are some examples of Bias-Related Incidents?
Examples of bias-related incidents may be signified in act(s) of intolerance, such as:
•Defacement and vandalism
•Racial epithets written on someone’s dry-erase board
•Posting or commenting on social media related to someone’s identity in a bias matter
•Racially themed parties
•Using a racial, ethnic, or other slur in a joke or to identify someone
•Threats, destruction of personal property, harassment, or threatening telephone calls or electronic mail
•Ridiculing a person’s language or accent
•Insulting a person’s traditional manner of dress
•Hate messages and symbols
•Language and imagery objectifying women
•Other subtle (and extreme) examples of bias incidents
The University of Rochester strongly encourages the reporting of all bias-related incidents that occur on campus.
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:
The Admissions office handles the recruitment for underrepresented groups. Brochures meant to target and provide resources for many underrepresented groups are available at https://enrollment.rochester.edu/publications/. Each school is responsible for recruiting students from underrepresented groups. Similarly, faculty hiring is done at the school level. University-wide resources to assist the Deans of each school in recruiting faculty from underrepresented groups are described here: https://www.rochester.edu/diversity/faculty/. Recruitment of staff members from underrepresented groups is the responsibility of Human Resources. There is an Associate Director of Staff Diversity and Community Engagement, who assists groups throughout the university: https://www.rochester.edu/diversity/staff/staff-recruitment-list/.
Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:
MSAB functions as the liaison group between:
The Black Students Union (BSU) and their respective committees: Pan-African Students Association (PASA), Student Organization for Caribbean Awareness (SOCA), and their dance groups Indulgence and Xclusive.
The Spanish and Latino Students Association (SALSA) and their sub-committee Salseros.
The National Society of Black Engineers (NSBE)
The Society of Professional Hispanic Engineers (SHPE);
The Minority Association of Pre-Health Students (MAPS);
The Multicultural Greek Council (MGC)
American Sign Language (ASLClub)
Association for Development of Interest in the Indian Subcont. (ADITI)
Black Students' Union (BSU)
Student Organization for Caribbean Awareness
Sihir Dance Ensemble (Middle Eastern Dance)
Chinese Students' Association (CSA)
Filipino American Students' Association (FASA)
Israel Council (URIC)
Korean American Students' Association (KASA)
Liberty in North Korea
Slavic Club (SlaviClub)
Student Assoc for the Dev of Arab Cultural Awareness (SADACA)
Taiwanese American Students' Association (TASA)
University Resource Groups are voluntary associations of people who have common interests. University Resource Groups are open to all University of Rochester employees (staff and faculty) and retirees. Such groups provide opportunities for employees to directly contribute to the University of Rochester’s efforts to effectively support and manage diversity and inclusion. See https://www.rochester.edu/diversity/staff/resourcegroups/
In addition the Employee Assistance Program offers counceling and support to all staff and faculuty for a variety of reasons. https://www.urmc.rochester.edu/eap.aspx
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?:
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
The University created the Special Opportunities Fund to assist deans and department chairs in increasing the diversity and inclusiveness of the faculty. This fund can serve as a centrally available bridge or supplement to help support the effort to support the University’s Inclusive Community goals. See https://www.rochester.edu/diversity/faculty/special-opportunities-fund/
Resources available at https://www.rochester.edu/diversity/resources/
The Future Faculty Initiative seeks to better prepare the next generation of faculty and to give Rochester PhDs a competitive edge in the academic job market. Coordinated by the Office of the Provost, and delivered by faculty and professional staff from throughout the University's six schools, the initiative consists of a workshop series and a set of resources designed to help doctoral candidates and post-docs understand the dimensions of the faculty role, build their teaching repertoires, develop mentoring skills, navigate diverse environments, and prepare their professional materials and themselves for the search and interview process
In addition, we are members of CIRTL(The Center for the Integration of Research, Teaching and Learning), which allows Doctoral and Post-Doctoral students to sign up for CIRTL Programs. We also contribute to the CIRTL curriculum through the development of instructional modules which are available to all other institutional members via podcast.
Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission: