Worcester Polytechnic Institute
PA-6: Support for Underrepresented Groups

"It is the policy of WPI to provide each qualified individual - regardless of race, sex, age, color, national origin, religion, genetic identity disability, gender identity or expression, marital or parental status, sexual orientation, transgender status, veteran status, or any other protected status – the opportunity to participate in the University’s educational and employment programs and activities in a discrimination and harassment-free environment, in accordance with state and federal laws, including Title VI of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, Title IX of the Education Amendments of 1972, and the Age Discrimination Act of 1975. Furthermore, WPI prohibits and will not tolerate unlawful discrimination or harassment. Unlawful discrimination or harassment consists of treating a person differently in any WPI program or activity based on their race, sex, age, color, national origin, religion, genetic identity, disability, gender identity or expression, marital or parental status, sexual orientation, transgender status, veteran status, or any other protected status. This includes, for example, the display or circulation of written or electronic materials or pictures degrading to either gender or to racial, ethnic, or religious groups; and verbal abuse or insults directed at or made in the presence of members of a racial, ethnic, or minority group. WPI prohibits and will not tolerate any form of retaliation against persons who have complained about, or participated in an investigation of a complaint about, unlawful discrimination or harassment. WPI will administer any complaint of discrimination or harassment with the utmost degree of privacy and confidentiality possible under the circumstances of each matter and as permitted by law. Failure of any participant in an investigation process conducted under this policy to respect confidentiality, both during or after any investigation, may constitute retaliation and subject the violator to discipline. WPI will make an independent inquiry into complaints of unlawful discrimination and harassment, according to applicable WPI procedures. Students who are determined to have violated this policy will be subject to disciplinary action, including suspension or expulsion, where appropriate. Any individual who believe(s) that he or she has been subjected to prohibited discrimination or harassment in connection with any University program or activity should immediately bring the matter to the attention of Jonathan Stewart, Title IX Coordinator, or one of the other Deputy Title IX Coordinators. https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment "

WPI is committed to creating a safe, welcoming, and respectful community were all are valued and respected. In an effort to create an inclusive campus climate and support individuals when a bias incident occurs, WPI has established a Bias Response Program. The WPI Bias Response Program addresses incidents of bias that impact students, faculty, and staff. The goal of the program is to educate the campus community about bias, self-advocacy, up-stander behavior, as well as institutional policy, procedures, and available resources. The Bias Response Program has four cornerstones: 1. Response & Referral: Respond directly to incidents of bias through the Bias Response Team. 2. Development: Aid in the development of a campus community filled with up-standers; individuals who demonstrate civility while advocating for themselves as well as other community members. 3. Education: Educate the campus community about bias, institutional policy and reporting procedures related to bias. 4. Policy Oversight: Review and assess policy, procedures, resources and responses related to bias through the Bias Response Council. The activities of the bias response team include but are not limited to educational conversations, restorative practices, mediation, community dialogues, formal processes through institutional offices, and referral to WPI PD (for hate crimes). Additionally, since bias is rather expansive, many offices may be involved in addressing bias incidents, depending on the identity targeted. For example, -Should the incident involve a violation of Title IX (sexual misconduct or gender-based discrimination), the incident will be referred to the Title IX Coordinator for review. -Should the incident involve accessibility accommodations and/or compliance, the incident will be referred to the Director of Accessibility Services (students) and/or Americans with Disabilities Act (ADA) Coordinator (employees) for review. -Should the incident involve a violation of the Student Code of Conduct (students), the incident will be referred to the Dean of Students Office for review. -Should the incident involve a violation of WPI’s Anti-Harassment and Discrimination policy (employees), the incident will be referred to by the Talent HR Partners for review. These offices serve as a resource for members of the community who have experienced bias. The BRP is designed as a way to centralize/triage the many existing campus efforts on campus while also bringing together these experts to address community-wide incidents/impacts of bias. The BRP program/team is actually relatively new, but the team is set up to leverage other areas of campus (e.g. Title IX, Accessibility Services, Student code of conduct, etc.) that have and continue to exist as campus resources that address bias incidents on campus. Information on WPI's bias response program can be found at the following site: https://www.wpi.edu/about/diversity-inclusion/bias-response-program

WPI values a diverse and inclusive workforce and is committed to providing equal opportunity in appointment through non‐discriminatory open recruitment and hiring practices and affirmative action programs. For students, the university includes a number of programs at all levels to encourage and recruit students from underrepresented groups. Some of the key initiatives for students are as follows: K-12 Programming – WPI has a number of STEM and K12 Programs to promote Engineering and STEM, and support recruitment as well. Through the office of Pre-Collegiate Outreach Programming, WPI offers programming throughout the academic year and over the summer to K-12 students on and off campus. Much of the programming is focused on establishing recruitment pipelines for underrepresented minorities, women, and first generation students (all groups underrepresented at STEM institutions). Some programming is free of charge and others provide scholarships for students who may require financial assistance in order to participate. More information can be found at: https://www.wpi.edu/academics/pre-collegiate. Admissions – The office of admissions has a Targeted Domestic Recruitment team that crafts strategies and tactics for recruiting underrepresented groups (underrepresented minorities, women, and first generation). The team advises and trains the entire admissions team on issues surrounding and supporting the recruitment of underrepresented groups. During application review, the admissions team draws on training and advisement from the Targeted Domestic Recruitment team to review underrepresented students holistically within their specific context to avoid unintended biases or inherent biases in tools like standardized test scores. This team also plans and executes four overnight opportunities (two in the fall and two in the spring) specifically for underrepresented students to visit campus and stay with a student host overnight the day prior to an admissions open house or accepted student day. Travel scholarships are available for these programs. In addition, some travel scholarships are available for underrepresented students who are admitted and seeking to travel to campus before making a final decision in the Spring of their senior year. A select group of hand-picked student interns support the Targeted Domestic Recruitment team in student-to-student outreach, assisting to track down missing documents for incomplete applications, and answering questions of visitors from underrepresented groups. Finally, WPI adopted a test-optional policy for standardized test scores in 2007 to support access and equity for underrepresented groups, such as women and underrepresented minorities. -ALANA Student Support Network is a group of administrators from several colleges within the Worcester consortium. The network's goal is to develop a stronger connection between all the ALANA students in the Worcester consortium and to expand support and resources for ALANA students, provide opportunities for them to meet and dialogue, and then for them to develop genuine supportive relationships with each other. This -The Louis Stokes Alliance for Minority Participation (LSAMP) contributes to the national agenda by increasing the number of underrepresented minorities receiving baccalaureate degrees in science, math, engineering, and technology disciplines. -The Great Minds/CoMPASS Scholars program is a WPI initiative designed to meet the full demonstrated financial need, up to the cost of tuition and fees, of selected Pell-eligible students enrolled in the Worcester Public Schools who are interested in attending WPI. WPI believes strongly in facilitating access to its educational offerings and in fostering a diverse and inclusive community. - The Great Minds/CoMPASS Scholars program is designed to accomplish these goals by reducing barriers for students from low-income backgrounds to receive an college education. For staff and faculty: WPI has initiated a Diversity Advocate Program for all Searches. This program includes efforts to develop more diverse pools of candidates for faculty positions. The intention of this program is to help advance the Institute’s efforts to attract faculty from underrepresented populations so as to better serve our commitment to diversity and to our educational mission. As part of this effort, department heads and program directors identify a member of each search committee to serve in an official capacity as the committee’s Diversity Advocate. Although all members of faculty search committees are expected to be broadly supportive of WPI’s efforts to recruit and retain a diverse workforce, the Diversity Advocate is charged with ensuring that our commitment to diversity is put into practice. The primary role of the Diversity Advocate is to help the search committee proactively expand the pool of qualified and diverse candidates, and to increase awareness about implicit bias and other issues that can affect our ability to recruit diverse candidates. Additional programs developed through the office of Talent and include formalized initiatives to clarify job descriptions, qualifications and other criteria to properly represent an interest in candidates who contribute to the department’s diversity priorities, and also to properly advertise positions in posting sites appropriate venues (e.g. journals, listservs, websites, and publications) directed towards underrepresented communities.

WPI provides a wide variety of programs to support students, staff and faculty from underrepresented groups. For Faculty/Staff: The Employee Assistance Program (EAP) provides WPI employees and their household members with an opportunity to identify potential problems and prevent them from becoming major obstacles in their work and personal lives. The program also helps employees and their families resolve personal problems that may already be affecting their performance both on and off the job. The EAP also provides services beyond counseling, including online coaching, various discounts, and legal and financial assistance. Consultation/assessment is at no cost to the employee and his/her household members. Services are scheduled through New Directions (formally known as E4 Health or LifeScope) Since 1997, WPI has offered a New Faculty Mentoring Program in order to provide new faculty members with professional and social support. The program is facilitated by the Morgan Teaching and Learning Center, and all first and second year tenure-track and non-tenure track faculty are eligible to participate. Participation on the part of both mentors and mentees is completely voluntary. Close to 100% of new full-time faculty members participate in our new Faculty Mentoring Program, which has components of both 1-on-1 mentoring and peer mentoring. We invite new faculty to request mentors with particular social identities and those requests can usually be honored. WPI has an institutional membership in the National Center for faculty Development and Diversity (NCFDD) which offers programs and services known to be especially beneficial for faculty in underrepresented groups. In the past year, about 60-65 faculty participated. Those who identify as female, and those who identify as black or African-American are overrepresented in the user group, which implies that the program and services are meeting their needs. Women's faculty mutual mentoring peer support groups are active on campus and supported by the Provost's Office and WPI's Morgan Center. There are 6 groups and about 60 women faculty that participate. Participation on the part of both mentors and mentees is completely voluntary. Many of WPI’s programs for supporting underrepresented groups have been developed and advanced through WPI's Project Inclusion initiative. Project Inclusion is an initiative to help the university set standards and expectations for a campus environment that is accepting and welcoming to all. With these guidelines, WPI has been establishing the definitions and sets goals around diversity, inclusion, and equity. This program includes goals for continuing to offer internal and external professional development opportunities for employees to interact around DEI, continue special events that show campus-wide commitment to DEI (e.g. Stand Against Racism, Great Minds Brave Spaces), and coordinate with managers to bring shared content to their direct reports and an informative and impactful manner. Lastly, the office of the Ombuds provides support for all students, staff, and faculty, and has been trained in diversity matters. Students: The Office of Multicultural affairs provides support to underrepresented students and staff through many programs. WPI is committed to providing support services for the Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Asexual, Pansexual, plus (LGBTQIAP+) community on campus. To date, we have active student groups, events and activities around campus. Additionally, WPI has completed the Campus Pride Index Survey and received a 3.56 of out 5 rating. The Division of Student Affairs has a Turn the Curve Committee dedicated to continuing improve the WPI rating on the Campus Pride Index. Other examples of student support include WPI LEAD (Leaders Engaging in Advocacy and Diversity) program and a leadership luncheon series with learning opportunities on inclusivity to student leaders across campus. Residential services provide Gender Inclusive First Year housing option and a Residential Innovations Community for supporting first generation college students. The Great Minds Scholars program also includes faculty and staff who are trained as mentors to provide support in conjunction with the Innovations Community.) The Girls in Engineering and Math (GEMS) program also includes initiatives to support underrepresented groups. Connections, another WPI program, works to increase the access to educational opportunities at Worcester Polytechnic Institute for underrepresented students of African, Latino, and American Indian descent. Established in 1993, Connections is a comprehensive network of support services for students of color while enrolled at WPI. The Society of Women Engineers works to support women in achieving their full potential in careers as engineers and leaders, to expand the image of the engineering profession as a positive force in improving the quality of life, and to demonstrate the value of diversity. The ALANA Student Support Network is a group of administrators from several colleges within the Worcester consortium. The network's goal is to develop a stronger connection between all the ALANA students in the Worcester consortium and to expand support and resources for ALANA students, provide opportunities for them to meet and dialogue, and then for them to develop genuine supportive relationships with each other. Support services for the Gay, Lesbian, Bisexual, & Transgender (GLBT) community on campus. To date, we have active student groups, events, and we are building a resource library at the OASIS Cultural Center. The Louis Stokes Alliance for Minority Participation (LSAMP) contributes to the national agenda by increasing the number of underrepresented minorities receiving baccalaureate degrees in science, math, engineering, and technology disciplines. any of WPI’s programs are also being coordinated and advanced through the Project Inclusion initiative. WPI LEAD (Leaders Engaging in Advocacy and Diversity) program and a leadership luncheon series with learning opportunities on inclusivity to student leaders across campus. WPI's Great Minds Scholars Program promotes a college education for prospective students in Worcester. This program also includes faculty and staff will be trained as mentors to provide support in conjunction with the Innovations Community.) Gender Inclusive First Year housing options and a Residential Innovations Community for supporting first generation college students. The Girls in Engineering and Math (GEMS) program also includes initiatives to support underrepresented groups.

WPI initiated a STEM Faculty Launch Program which has been offered on a regular basis, since 2016. To help STEM graduate and postdoctoral students (who are traditionally underrepresented minorities or women) launch their academic careers, the two-day workshop offers guidance, mentorship, and tips to put into immediate action from experienced WPI faculty who have been both the job-seeking student and the hiring faculty at some point in their lives. Minorities and underrepresented groups are strongly encouraged to apply for this program. The program recognizes that everyone has to have access to the same opportunities and preparation to be able to compete on an even level. Accordingly it emphasizes mentoring and support for early career researchers, with an emphasis on encouraging diversity in academia. WPI has received overwhelming responses for all of the launch programs. In the first year, more than 80 people applied and 27 were admitted; this after initial plans were to take 12 to 15. This year, 174 applied and between 30 and 35 will attend the workshop on September 22–23. Participants represent more than 25 schools and three countries. The program is not just geared to those who are applying to WPI for jobs, but aims to help everyone at this career crossroads. A description may be found at: https://www.wpi.edu/news/getting-ready-faculty-role. Articles can be found at: https://www.wpi.edu/news/getting-ready-faculty-role and https://www.wpi.edu/news/stem-faculty-launch-fills-pressing-need WPI's Office of Graduate Studies maintains career and professional development programs for it's current students, including student training and readiness series (STARS), Individual Development Programs (IDP) for development planning, a Research Communications Boot Camp, Leadership Series responsible conduct of research course, and on pedagogy course, and female graduate students and postdocs mentoring reception. These initiatives are also intended to provide support to prepare future faculty.

faculty search and hiring guide website: file:///C:/Users/ltomasz/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/0L8A2FD2/Faculty%20Search%20Resource%20Guide%20Draft%202-25-16.pdf EAP: https://www.wpi.edu/offices/talent/benefits-payroll-perks/benefits-matrix/employee-assistance-program#:~:text=The%20Employee%20Assistance%20Program%20(EAP,their%20work%20and%20personal%20lives.&text=The%20EAP%20is%20of%20no,employee%20and%20is%20completely%20confidential https://www.wpi.edu/student-experience/housing-dining/housing-selection "WPI Residential Services Office will offer Gender Inclusive Housing/Mixed Gender Housing for ALL students. Upperclassman starting with housing selection - Students choose with whom they live – in a bedroom – independent of gender identity – in any space available to the group at the time of selection- Students will participate in housing selection in a group - Group leader will assign students to bedrooms as they/the group sees fit First Year Students starting with housing applications in June for Fall - Founders will be our mixed gender location, this is suite style housing with triples and singles. Bedrooms will still be single gender within a suite that could be mixed gender - Students have the opportunity to express an interest in mixed gender housing through the housing application All upperclassmen housing and first year housing (in Founders) have single use bathrooms. " https://www.wpi.edu/about/policies/equal-opportunity-anti-discrimination-harassment Ombuds office: https://www.wpi.edu/offices/ombudsperson