| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 54.70 |
| Liaison | Caitlin McLennan |
| Submission Date | Oct. 31, 2019 |
Utah State University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
1.50 / 3.00 |
Michelle
Bogdan Director USU Inclusion Center |
"---"
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:
Office of Equity
[http://www.usu.edu/hr/files/uploads/Policies/303.pdf],outlines USU’s commitment to affirmative action and equal opportunity laws, requirements and concepts. This policy prohibits all forms of discrimination and harassment based on race, color, religion, sex, national origin, age disability, or veterans' status. In addition, discrimination on the basis of sexual orientation for employees in all aspects of employment and for students in academic programs and activities is prohibits.
https://equity.usu.edu/non-discrimination
[http://www.usu.edu/hr/files/uploads/Policies/303.pdf],outlines USU’s commitment to affirmative action and equal opportunity laws, requirements and concepts. This policy prohibits all forms of discrimination and harassment based on race, color, religion, sex, national origin, age disability, or veterans' status. In addition, discrimination on the basis of sexual orientation for employees in all aspects of employment and for students in academic programs and activities is prohibits.
https://equity.usu.edu/non-discrimination
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
The institution has established a Bias Incident Response Team that is comprised of representatives from the Office of Equity, campus police, the Disability Resource Center, Student Conduct Officers, Inclusion Center, PR/Marketing, Campus General Counsel, and the VP of Student Affairs. The USU Bias Incident Response Team is a non-investigatory committee charged with providing support resources and services as well as options for reporting a potential discriminatory incident to the university. When the reported incident has an effect on the entire campus community, the committee collaborates with campus partners to help develop and implement opportunities for broader community support, healing, and learning.
Recruitment programs
Yes
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Yes
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
Yes
If yes to any of the above, provide:
o The purpose of the Women and Gender Research Institute is to assist USU in attracting, recruiting, and retaining female faculty. Committee members assist in recruiting women for faculty teaching and research positions by meeting with candidates during on-campus interviews, and introducing them to campus administrators and support programs.
o The AAEO office contacts the chair of a search committee whenever a new job has been posted to request a meeting. During the meeting, they discuss the importance of recruiting a diverse pool of candidates. This is standard procedure. In addition, the committee is strongly encouraged to advertise in a variety of diversity publications, professional organizations, and through special mailing lists. Example text from this email: This position falls into a job group which is underutilized. Before the position is advertised, someone from our office would like to speak with you (either via telephone or in person) to discuss good faith efforts in advertising. Affirmative action laws require us to make good faith efforts to attract qualified women and/or minorities into our applicant pools. Some of these resources are available from our office.
o The Office of Admissions funds one full-time recruitment position with the specific mission of recruiting students from underrepresented groups. In addition, the Educational Opportunity Scholarship is awarded to incoming freshman students who are from historically underrepresented groups. This scholarship is awarded through the Office of Admissions.
o The AAEO office contacts the chair of a search committee whenever a new job has been posted to request a meeting. During the meeting, they discuss the importance of recruiting a diverse pool of candidates. This is standard procedure. In addition, the committee is strongly encouraged to advertise in a variety of diversity publications, professional organizations, and through special mailing lists. Example text from this email: This position falls into a job group which is underutilized. Before the position is advertised, someone from our office would like to speak with you (either via telephone or in person) to discuss good faith efforts in advertising. Affirmative action laws require us to make good faith efforts to attract qualified women and/or minorities into our applicant pools. Some of these resources are available from our office.
o The Office of Admissions funds one full-time recruitment position with the specific mission of recruiting students from underrepresented groups. In addition, the Educational Opportunity Scholarship is awarded to incoming freshman students who are from historically underrepresented groups. This scholarship is awarded through the Office of Admissions.
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:
Utah State sponsors the Aggie Advantage Peer Program. A program designed to match peers with first-gen multicultural students to provide mentoring, support and guidance.
The Inclusion Center provides support and advocacy for underrepresented student populations including Multicultural, LGBTQA and Nontraditional students. It provides mentoring, peer support, academic support and additional programs to enhance the educational experience while ensuring increased rates to graduation for underrepresented students. The Counseling and Psychological Services center provides counseling and peer support for all students including underrepresented students.
The Inclusion Center provides support and advocacy for underrepresented student populations including Multicultural, LGBTQA and Nontraditional students. It provides mentoring, peer support, academic support and additional programs to enhance the educational experience while ensuring increased rates to graduation for underrepresented students. The Counseling and Psychological Services center provides counseling and peer support for all students including underrepresented students.
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:
There is a decentralized model embedded within each individual college. In addition, the Undergraduate Research Studies program prepares students to go on to graduate degrees. The Honors Programs also supports undergraduate students through mentoring and exposure to graduate degree programs.
Optional Fields
Yes
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:
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
http://www.usu.edu/accesscenter/ - Michelle Bogdan-Holt, Director
https://inclusion.usu.edu/lgbtqa/trans_resources, Michelle Bogdan-Holt, Coordinator
http://aaeo.usu.edu – Alison Perlac-Adams, Director
http://aaeo.usu.edu/htm/usu-diversity-handbook - Diversity Handbook
http://studentaffairs.usu.edu - Dr. James Morales, VP for Student Affairs
https://thinkcareact.usu.edu, Eri Bentley, Chair
https://latinx.usu.edu, Chris Gonzalez, Director
http://www.usu.edu/sexual-assault/prevention/upstanding/ - EmmaLee Fishburn, Coordinator
https://studentconduct.usu.edu/reporting, Krystin Deschamps, Director
https://inclusion.usu.edu/lgbtqa/trans_resources, Michelle Bogdan-Holt, Coordinator
http://aaeo.usu.edu – Alison Perlac-Adams, Director
http://aaeo.usu.edu/htm/usu-diversity-handbook - Diversity Handbook
http://studentaffairs.usu.edu - Dr. James Morales, VP for Student Affairs
https://thinkcareact.usu.edu, Eri Bentley, Chair
https://latinx.usu.edu, Chris Gonzalez, Director
http://www.usu.edu/sexual-assault/prevention/upstanding/ - EmmaLee Fishburn, Coordinator
https://studentconduct.usu.edu/reporting, Krystin Deschamps, Director
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.