|Submission Date||March 30, 2018|
University of West Georgia
PA-6: Support for Underrepresented Groups
|1.33 / 3.00||
Department of Geosciences
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
The University of West Georgia does not permit discrimination or harassment in our workplace, programs or activities on the basis of race, color, national origin, sex, gender identity, sexual orientation, disability, age, religion, or any other characteristic protected by institutional policy or state, local, or federal law.
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):
Formal Complaint Protocol
The Director of HR will contact the appropriate investigator(s) to commence a thorough investigation. The institution’s investigation standards include, at a minimum, an investigation plan, witness list, evidence list, and timeframe. Additionally, the investigator will: complete the investigation promptly, summarize the factual findings, and make a recommendation of cause using a preponderance of the evidence standard (whether a policy violation is more likely than not). The investigator(s) will prepare a full investigation report and will present the findings to the Director of Human Resources. The Director of HR will review the investigation findings with the appropriate management officials.
During the investigation, the investigator(s) or Title IX Coordinator(s) will keep information gathered during the investigation confidential to the extent possible based on circumstances and as permitted or required by state and federal law. The investigator(s) or Title IX Coordinator(s) will consult with University General Counsel before sharing identifiable information about students, staff or faculty.
Promptness of Investigation
The amount of time needed to conduct an investigation will depend in part on the nature of the allegation(s) and the evidence to be investigated (e.g., the number and/or availability of witnesses involved). Within 60 days of receipt of complaint, the Director of Human Resources will provide notice of the outcome of the investigation or will advise the parties of the additional estimated amount of time needed for the investigation.
Presentation of Findings
The Director of Human Resources will present the findings of the investigation to the Complainant and the Accused.
If the accused individual accepts the findings of the investigation that he/she violated University policy, the Director of Human Resources in consultation with the accused’s appropriate management official(s) will impose appropriate sanctions. If the violation is a Title IX violation, the Senior Title IX Coordinator will be consulted as well. The University will act to end the discrimination, prevent its recurrence, and
remedy its effects on the victim and the University community.
Board of Review Hearing
If the accused or complainant rejects the findings in part or entirely, either individual has a right to request a hearing. The Board of Review will be comprised of employees who will hear the case and determine whether the accused is in violation of the contested aspects of the complaint. The goal of the hearing is to provide an equitable resolution via an equitable process, respecting the civil and legal rights of all participants. The Board of Review will reach an outcome based on preponderance of evidence.
If the hearing board upholds the finding, the board will recommend a sanction to the Director of HR and the appropriate management official. If the hearing board does not uphold the finding that a policy has been violated, the case is closed unless the complainant appeals.
If the accused is found in violation of the policies by the Hearing Board the appropriate management official will issue the sanction in consultation with the Director of HR.
If the accused is found in violation of the policies by the Hearing Board and is a faculty member, please consult the faculty handbook regarding sanction and appeal.
The accused or complainant may appeal the sanctions to the President within five business days.
If either party is dissatisfied with the President’s determination, he/she may appeal to the Board of Regents in accordance with Board policy.
Prohibition against Retaliation
Anyone who, in good faith, reports what he/she believes to be discrimination or harassment, or who participates or cooperates in any investigation, should not be subjected to retaliation. Anyone who believes he/she has been the victim of retaliation for reporting discrimination or harassment or participating or cooperating in an investigation should immediately contact the Director of Human Resources. Any person found to have retaliated against a person who has participated or cooperated in an investigation will be in violation of policy and will be subject to disciplinary action.
UWG also has a general office to deal with issues of stress and distress. More info can be found here: http://www.westga.edu/titlenine/
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 Office of Admissions has a recruiter who works in predominately African American parts of Atlanta (South Fulton, Dekalb, etc). The African American portion of the student body at West Georgia has been increasing at a significant pace.
The Office of Admissions also offers bus tours from high-Hispanic populations run by a bilingual recruiter. There is also a Spanish-language info session at preview day, which is an open house for high school students looking to enter college.
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:
Multicultural Achievement Program (MAP) The Multicultural Achievement Program (MAP) is an academic support program for minority students. MAP seeks to enhance the personal and unique UWG experience by providing programs and services that promote academic success.
*Study skill sessions *Mentoring
*Academic monitoring/coaching *Academic Awards
African American Male Initiative (AAMI) The African-American Male Initiative (AAMI) is an initiative of the University System of Georgia (USG) to increase enrollment of African-American males in USG institutions. AAMI uses the following strategies in its efforts to support the success of African-American male students:
*Learning Communities * Academic Coaching
*Freshmen Orientation Program (online) * Peer mentoring and tutoring
*Lecture Series *Community Service
*Weekly Study Hall Sessions
* Student Organizations – Black Men Encouraging Success Today and Black Men with Initiative
Latino Student Outreach (LSO) provides students with academic support services and programs to enrich the personal and academic development of Latino students. MAP services as a central resource for Latinos on campus to support and encourage student persistence.
2014 saw the creation of the Association of Black Faculty and Staff that offers workshops, mentoring, counseling, and peer-support.
The Women’s Caucus was also revived in 2014.
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:
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:
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.