| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 52.95 |
| Liaison | Chad Carwein |
| Submission Date | Jan. 16, 2020 |
East Carolina University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
1.92 / 3.00 |
Chad
Carwein University Sustainability Manager HSC Facilities Services |
"---"
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:
1.Introduction
1.1. East Carolina University (“ECU”) is committed to equality of opportunity and prohibits unlawful discrimination based on the following protected classes: race/ethnicity, color, genetic information, national origin, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation, gender identity, age, disability, political affiliation, and veteran status (“Protected Class”).
1.2. This policy also prohibits retaliation, as defined below, against an individual for using applicable policies responsibly. Retaliation interferes with free expression, inhibits openness that is important to the University, and violates University policy.
1.3. Pay Transparency
1.3.1. Consistent with Executive Order 11246, as amended, ECU will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by ECU, or (c) consistent with the ECU’s legal duty to furnish information.
1.4. This policy supersedes all other expressions of nondiscrimination provisions pertaining to all University programs and activities and the Office for Equity and Diversity complaint resolution procedures published in any other documents, handbooks, or manuals except those outlined in University regulations (specifically, the Regulation on Responding to Complaints of Prohibited Discrimination, Harassment and/or Related Retaliation and the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence).
1.5. When an individual is found to have violated this policy, sanctions up to and including termination of employment, expulsion, and/or the issuance of a ban from University property will be imposed in an attempt to ensure that such actions are not repeated by the individual within the University community.In determining whether conduct violates these provisions, all relevant facts and circumstances shall be considered. Care will be exercised in order to preserve freedoms of speech and expression, as articulated in current legal standards.
2.Coverage
2.1. This policy covers admission, readmission, access to, treatment and employment in university programs and activities, including, but not limited to, academic admissions, financial aid, any services, and employment. This policy applies to students, applicants, employees, visitors, volunteers and other third parties under circumstances within the University’s control.
2.2. This policy applies to all discrimination and related retaliation that occurs either on ECU property or off ECU property if (1) the misconduct occurred in the context of an ECU program or activity or (2) if the misconduct creates or contributes to, for a member of the University community, a learning or working environment that is hostile, as defined in 4.2.2.
3.Affirmative Action Obligations
3.1. Pursuant to its obligation under applicable federal law, the University will take affirmative action to ensure that applicants are employed and that employees are treated during employment without regard to their race, color, religion, sex, sexual orientation, gender identity, or national origin and to employ and advance in employment qualified employees and applicants who are protected veterans and individuals with disabilities at all levels of employment.
3.2. The University will recruit, hire, train and promote persons in all job titles and ensure that all other personnel matters and any other term, condition, or privilege of employment will continue to be administered in accordance with this policy and without regard to University Protected Classes listed in Section 1.1 above.The University will ensure that all employment decisions are based only on valid job requirements.
3.3. The Chancellor of ECU fully endorses and supports this policy.
3.4. The monitorial and evaluative aspects of the Equal Employment Opportunity Plan, including analysis and reporting, are the responsibilities of the Office for Equity and Diversity. The Chancellor has appointed the Associate Provost for Equity and Diversity to coordinate all aspects of the ECU Equal Employment Opportunity Plan and Program.
4.Definitions
4.1. Discrimination - actions that subject individuals to unfavorable or unequal treatment based on a Protected Class.
4.2. Harassment - a form of discrimination. Harassment is unwelcome conduct based on a Protected Class, as defined in Section 1.1 above, which creates either quid pro quo harassment or a hostile environment, as defined in Section 4.2.1 and Section 4.2.2, below. It also includes Sexual Harassment and Gender-Based Harassment as those terms are defined in University Regulations (specifically, the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence).
4.2.1. Quid Pro Quo Harassment - submission to or rejection of such conduct is made, either explicitly or implicitly, a term or condition of a person’s employment, academic standing, or participation in any University programs and/or activities or is used as the basis for University decisions affecting the individual.
4.2.2. Hostile Environment Harassment - A “hostile environment” exists when the conduct is sufficiently severe, persistent, or pervasive that it unreasonably interferes with, limits, or deprives an individual from participating in or benefitting from the University’s education or employment programs and/or activities.Conduct must be deemed severe, persistent, or pervasive from both a subjective and an objective perspective.
A hostile environment can be created by persistent or pervasive conduct or by a single or isolated incident, if sufficiently severe.The perceived offensiveness of a single verbal or written expression, standing alone, is typically not sufficient to constitute a hostile environment.
4.3. Retaliation - any act of interference, restraint, penalty, discrimination, coercion, reprisal, intimidation, threats, or harassment against an individual for using applicable policies responsibly (including making a charge of discrimination protected by this policy; testifying, assisting, or participating in a hearing, proceeding, review process or investigation of discrimination; opposing an illegal act; requesting a reasonable disability or religious accommodation; or exercising any other right protected by this policy).
5.Obligation to Provide Reasonable Accommodations
5.1. Disability Accommodations
5.1.1. In compliance with Section 503 of the Rehabilitation Act of 1973, as amended; Section 504 of the Rehabilitation Act of 1973; the Americans with Disabilities Act of 1990, as amended; and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA), accommodations for individuals with disabilities extend to student programs, employment practices, elimination of physical barriers, and special assistance to students and employees within the university who are individuals with disabilities.
5.1.2. To request disability accommodations, please contact the Department for Disability Support Services, 138 Slay Building Greenville, NC 27858-4353 or phone (252)737-1016 voice/TTY.
5.2.Religious Accommodations
5.2.1. The University accommodates the religious observances and practices of students and employees except where such accommodation causes undue hardship for the University.The extent of the University's obligation is determined initially by considering statutory requirements; and any obligation of accommodation beyond that shall be determined with consideration of business necessity, financial costs and expenses, and resulting personnel and/or academic problems.
5.2.1.1. Accommodations for Students:
5.2.1.1.1. Students shall be allowed a minimum of two excused absences each academic year for religious observances required by the faith of the student.
5.2.1.1.2. Students shall provide written notice to the faculty member for the affected class of their request for an excused absence for a religious observance in a reasonable time prior to the date of the observance.If a faculty member determines a specific minimum period of prior notice to be reasonable with regard to a class for purposes of complying with this requirement, he or she should communicate that to the students in the class.
5.2.1.1.3. Students shall be given the opportunity to make up tests and other work missed due to such an excused absence for a religious observance.
5.2.1.2. Accommodations for Employees:
5.2.1.2.1. Employees shall request religious accommodations from their supervisor in writing at least, if possible, 30 days in advance of the desired accommodation. The employee and supervisor should cooperate to determine whether a reasonable accommodation can be granted. If requested, the employee should provide documentation to support the request.
5.2.1.2.2. Supervisors may contact Human Resources Employee Relations or the Office for Equity and Diversity for assistance with employee requests for religious accommodations.
5.3. Complaints Relative to Accommodations
5.3.1. Members of the University community who have concerns about the adequacy of accommodations or wishing to file a complaint, may follow the resolution procedures outlined in University regulations (specifically, the Regulation on Responding to Complaints of Prohibited Discrimination, Harassment and/or Related Retaliation). Information about filing a complaint may be obtained from the Office for Equity and Diversity.
6.Sex Discrimination Prohibited
6.1. ECU is required by Title IX of the Education Amendments of 1972 not to discriminate on the basis of sex in its education programs and activities.
6.2. Sexual and Gender-Based Harassment, as defined in section 4.2, above, Sexual Violence, including sexual assault and sexual battery, and Sexual Exploitation as those terms are defined in University Regulations (specifically, the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence) are all forms of sex discrimination.
6.3. Questions regarding Title IX may be addressed to Ms. LaKesha Alston Forbes, Title IX Coordinator, in the Office for Equity and Diversity; the Dean of Students Office; the Office of Student Rights and Responsibilities; the ECU Police Department; and/or to the U.S. Department of Education’s Office for Civil Rights.
6.4. The Title IX Coordinator may be reached in the Office for Equity and Diversity, Old Cafeteria Building Suite G-406, phone (252) 328-6804, or email oed@ecu.edu.
6.5. Additional information regarding the University’s obligations and procedures for responding to conduct prohibited by Title IX may be found in University regulations (specifically, the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence).
7.Obligation to Review or Investigate Prohibited Conduct
7.1. If the Office for Equity and Diversity becomes aware of any information or concerns related to prohibited discrimination, harassment, and/or related retaliation, the Office for Equity and Diversity will address with an informal review or formal investigation of those concerns.
8.Office for Equity and Diversity Complaint Resolution Procedures for Formal Complaints of University Prohibited Harassment or Discrimination and/or Related Retaliation
8.1. An individual should follow the complaint/resolution procedures outlined in University regulations (specifically, the Regulation on Responding to Complaints of Prohibited Discrimination, Harassment and/or Related Retaliation) if he or she is alleging discrimination, harassment and/or related retaliation, as defined in this policy, based on any of the following protected classes: race/ethnicity, color, genetic information, national origin, religion, sex (including pregnancy and pregnancy related conditions and sexual harassment and sexual violence), gender identity, sexual orientation, age, disability, political affiliation, or veteran status. Additional investigation principles will be applied for complaints of sexual harassment and sexual violence and are outlined in University regulations (specifically, the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence).
8.2. The Office for Equity and Diversity will consult with and answer questions from individuals about specific procedural matters upon request.
9. East Carolina University Statement of Nondiscrimination
9.1. The following statement should be used in the University’s academic catalogues, contracts, and applications for admission and employment:
9.1.1. East Carolina University prohibits unlawful discrimination based on the following protected classes: race/ethnicity, color, genetic information, national origin, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation, gender identity, age, disability, political affiliation, and veteran status.
9.2. Any flyers, brochures, posters, or advertisements concerning a University activity or event that is open to the public must include the following statement:
9.2.1. Individuals requesting accommodation under the Americans with Disabilities Act (ADA) should contact the Department for Disability Support Services at least 48 hours prior to the event at (252) 737-1016 (voice/TTY).
http://www.ecu.edu/prr/05/25/02
1.1. East Carolina University (“ECU”) is committed to equality of opportunity and prohibits unlawful discrimination based on the following protected classes: race/ethnicity, color, genetic information, national origin, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation, gender identity, age, disability, political affiliation, and veteran status (“Protected Class”).
1.2. This policy also prohibits retaliation, as defined below, against an individual for using applicable policies responsibly. Retaliation interferes with free expression, inhibits openness that is important to the University, and violates University policy.
1.3. Pay Transparency
1.3.1. Consistent with Executive Order 11246, as amended, ECU will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by ECU, or (c) consistent with the ECU’s legal duty to furnish information.
1.4. This policy supersedes all other expressions of nondiscrimination provisions pertaining to all University programs and activities and the Office for Equity and Diversity complaint resolution procedures published in any other documents, handbooks, or manuals except those outlined in University regulations (specifically, the Regulation on Responding to Complaints of Prohibited Discrimination, Harassment and/or Related Retaliation and the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence).
1.5. When an individual is found to have violated this policy, sanctions up to and including termination of employment, expulsion, and/or the issuance of a ban from University property will be imposed in an attempt to ensure that such actions are not repeated by the individual within the University community.In determining whether conduct violates these provisions, all relevant facts and circumstances shall be considered. Care will be exercised in order to preserve freedoms of speech and expression, as articulated in current legal standards.
2.Coverage
2.1. This policy covers admission, readmission, access to, treatment and employment in university programs and activities, including, but not limited to, academic admissions, financial aid, any services, and employment. This policy applies to students, applicants, employees, visitors, volunteers and other third parties under circumstances within the University’s control.
2.2. This policy applies to all discrimination and related retaliation that occurs either on ECU property or off ECU property if (1) the misconduct occurred in the context of an ECU program or activity or (2) if the misconduct creates or contributes to, for a member of the University community, a learning or working environment that is hostile, as defined in 4.2.2.
3.Affirmative Action Obligations
3.1. Pursuant to its obligation under applicable federal law, the University will take affirmative action to ensure that applicants are employed and that employees are treated during employment without regard to their race, color, religion, sex, sexual orientation, gender identity, or national origin and to employ and advance in employment qualified employees and applicants who are protected veterans and individuals with disabilities at all levels of employment.
3.2. The University will recruit, hire, train and promote persons in all job titles and ensure that all other personnel matters and any other term, condition, or privilege of employment will continue to be administered in accordance with this policy and without regard to University Protected Classes listed in Section 1.1 above.The University will ensure that all employment decisions are based only on valid job requirements.
3.3. The Chancellor of ECU fully endorses and supports this policy.
3.4. The monitorial and evaluative aspects of the Equal Employment Opportunity Plan, including analysis and reporting, are the responsibilities of the Office for Equity and Diversity. The Chancellor has appointed the Associate Provost for Equity and Diversity to coordinate all aspects of the ECU Equal Employment Opportunity Plan and Program.
4.Definitions
4.1. Discrimination - actions that subject individuals to unfavorable or unequal treatment based on a Protected Class.
4.2. Harassment - a form of discrimination. Harassment is unwelcome conduct based on a Protected Class, as defined in Section 1.1 above, which creates either quid pro quo harassment or a hostile environment, as defined in Section 4.2.1 and Section 4.2.2, below. It also includes Sexual Harassment and Gender-Based Harassment as those terms are defined in University Regulations (specifically, the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence).
4.2.1. Quid Pro Quo Harassment - submission to or rejection of such conduct is made, either explicitly or implicitly, a term or condition of a person’s employment, academic standing, or participation in any University programs and/or activities or is used as the basis for University decisions affecting the individual.
4.2.2. Hostile Environment Harassment - A “hostile environment” exists when the conduct is sufficiently severe, persistent, or pervasive that it unreasonably interferes with, limits, or deprives an individual from participating in or benefitting from the University’s education or employment programs and/or activities.Conduct must be deemed severe, persistent, or pervasive from both a subjective and an objective perspective.
A hostile environment can be created by persistent or pervasive conduct or by a single or isolated incident, if sufficiently severe.The perceived offensiveness of a single verbal or written expression, standing alone, is typically not sufficient to constitute a hostile environment.
4.3. Retaliation - any act of interference, restraint, penalty, discrimination, coercion, reprisal, intimidation, threats, or harassment against an individual for using applicable policies responsibly (including making a charge of discrimination protected by this policy; testifying, assisting, or participating in a hearing, proceeding, review process or investigation of discrimination; opposing an illegal act; requesting a reasonable disability or religious accommodation; or exercising any other right protected by this policy).
5.Obligation to Provide Reasonable Accommodations
5.1. Disability Accommodations
5.1.1. In compliance with Section 503 of the Rehabilitation Act of 1973, as amended; Section 504 of the Rehabilitation Act of 1973; the Americans with Disabilities Act of 1990, as amended; and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA), accommodations for individuals with disabilities extend to student programs, employment practices, elimination of physical barriers, and special assistance to students and employees within the university who are individuals with disabilities.
5.1.2. To request disability accommodations, please contact the Department for Disability Support Services, 138 Slay Building Greenville, NC 27858-4353 or phone (252)737-1016 voice/TTY.
5.2.Religious Accommodations
5.2.1. The University accommodates the religious observances and practices of students and employees except where such accommodation causes undue hardship for the University.The extent of the University's obligation is determined initially by considering statutory requirements; and any obligation of accommodation beyond that shall be determined with consideration of business necessity, financial costs and expenses, and resulting personnel and/or academic problems.
5.2.1.1. Accommodations for Students:
5.2.1.1.1. Students shall be allowed a minimum of two excused absences each academic year for religious observances required by the faith of the student.
5.2.1.1.2. Students shall provide written notice to the faculty member for the affected class of their request for an excused absence for a religious observance in a reasonable time prior to the date of the observance.If a faculty member determines a specific minimum period of prior notice to be reasonable with regard to a class for purposes of complying with this requirement, he or she should communicate that to the students in the class.
5.2.1.1.3. Students shall be given the opportunity to make up tests and other work missed due to such an excused absence for a religious observance.
5.2.1.2. Accommodations for Employees:
5.2.1.2.1. Employees shall request religious accommodations from their supervisor in writing at least, if possible, 30 days in advance of the desired accommodation. The employee and supervisor should cooperate to determine whether a reasonable accommodation can be granted. If requested, the employee should provide documentation to support the request.
5.2.1.2.2. Supervisors may contact Human Resources Employee Relations or the Office for Equity and Diversity for assistance with employee requests for religious accommodations.
5.3. Complaints Relative to Accommodations
5.3.1. Members of the University community who have concerns about the adequacy of accommodations or wishing to file a complaint, may follow the resolution procedures outlined in University regulations (specifically, the Regulation on Responding to Complaints of Prohibited Discrimination, Harassment and/or Related Retaliation). Information about filing a complaint may be obtained from the Office for Equity and Diversity.
6.Sex Discrimination Prohibited
6.1. ECU is required by Title IX of the Education Amendments of 1972 not to discriminate on the basis of sex in its education programs and activities.
6.2. Sexual and Gender-Based Harassment, as defined in section 4.2, above, Sexual Violence, including sexual assault and sexual battery, and Sexual Exploitation as those terms are defined in University Regulations (specifically, the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence) are all forms of sex discrimination.
6.3. Questions regarding Title IX may be addressed to Ms. LaKesha Alston Forbes, Title IX Coordinator, in the Office for Equity and Diversity; the Dean of Students Office; the Office of Student Rights and Responsibilities; the ECU Police Department; and/or to the U.S. Department of Education’s Office for Civil Rights.
6.4. The Title IX Coordinator may be reached in the Office for Equity and Diversity, Old Cafeteria Building Suite G-406, phone (252) 328-6804, or email oed@ecu.edu.
6.5. Additional information regarding the University’s obligations and procedures for responding to conduct prohibited by Title IX may be found in University regulations (specifically, the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence).
7.Obligation to Review or Investigate Prohibited Conduct
7.1. If the Office for Equity and Diversity becomes aware of any information or concerns related to prohibited discrimination, harassment, and/or related retaliation, the Office for Equity and Diversity will address with an informal review or formal investigation of those concerns.
8.Office for Equity and Diversity Complaint Resolution Procedures for Formal Complaints of University Prohibited Harassment or Discrimination and/or Related Retaliation
8.1. An individual should follow the complaint/resolution procedures outlined in University regulations (specifically, the Regulation on Responding to Complaints of Prohibited Discrimination, Harassment and/or Related Retaliation) if he or she is alleging discrimination, harassment and/or related retaliation, as defined in this policy, based on any of the following protected classes: race/ethnicity, color, genetic information, national origin, religion, sex (including pregnancy and pregnancy related conditions and sexual harassment and sexual violence), gender identity, sexual orientation, age, disability, political affiliation, or veteran status. Additional investigation principles will be applied for complaints of sexual harassment and sexual violence and are outlined in University regulations (specifically, the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence).
8.2. The Office for Equity and Diversity will consult with and answer questions from individuals about specific procedural matters upon request.
9. East Carolina University Statement of Nondiscrimination
9.1. The following statement should be used in the University’s academic catalogues, contracts, and applications for admission and employment:
9.1.1. East Carolina University prohibits unlawful discrimination based on the following protected classes: race/ethnicity, color, genetic information, national origin, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation, gender identity, age, disability, political affiliation, and veteran status.
9.2. Any flyers, brochures, posters, or advertisements concerning a University activity or event that is open to the public must include the following statement:
9.2.1. Individuals requesting accommodation under the Americans with Disabilities Act (ADA) should contact the Department for Disability Support Services at least 48 hours prior to the event at (252) 737-1016 (voice/TTY).
http://www.ecu.edu/prr/05/25/02
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
University Behavioral Concerns Team:
The UBCT is established to receive, collect, consider, and advise upon information on behavior of concern exhibited by a student or group of students, faculty or staff member, or unaffiliated persons on campus in accordance with Regulation 05.20.01, University Behavioral Concerns Team. UBCT will evaluate every report of Prohibited Conduct against an employee except where there is no ongoing behavior of concern or threat to evaluate and mitigate. The UBCT convenes (in person, by telephone, or by videoconference) weekly or as needed to review information received from the Title IX Coordinator, as described above, and to review new information as it becomes available. The UBCT may include select members of the Sexual Misconduct Response Team (“SMRT”), as necessary.
The UBCT has access to available University records, which may otherwise be confidential, including University disciplinary, academic and/or personnel records. The UBCT may seek additional information about the reported incident through any other legally permissible means.
All students have access to the Student Health Center and Student Health Services include counseling services. All staff and faculty have access to a GuidanceResources Program, which offers a toll-free number and gives direct, 24/7 access to a Guidance Consultant, who will answer your questions and, if needed, refer you to a counselor or other resources.
The UBCT is established to receive, collect, consider, and advise upon information on behavior of concern exhibited by a student or group of students, faculty or staff member, or unaffiliated persons on campus in accordance with Regulation 05.20.01, University Behavioral Concerns Team. UBCT will evaluate every report of Prohibited Conduct against an employee except where there is no ongoing behavior of concern or threat to evaluate and mitigate. The UBCT convenes (in person, by telephone, or by videoconference) weekly or as needed to review information received from the Title IX Coordinator, as described above, and to review new information as it becomes available. The UBCT may include select members of the Sexual Misconduct Response Team (“SMRT”), as necessary.
The UBCT has access to available University records, which may otherwise be confidential, including University disciplinary, academic and/or personnel records. The UBCT may seek additional information about the reported incident through any other legally permissible means.
All students have access to the Student Health Center and Student Health Services include counseling services. All staff and faculty have access to a GuidanceResources Program, which offers a toll-free number and gives direct, 24/7 access to a Guidance Consultant, who will answer your questions and, if needed, refer you to a counselor or other resources.
Recruitment programs
No
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:
Students:
The Vice Chairs of Diversity and Inclusion (VCDI) developed the Summer Biomedical Research Program (SBRP) with the goal of exposing undergraduates (including those belonging to underrepresented groups) to the graduate programs at the BSOM. The SBRP provides students with an opportunity to conduct research in BSOM and Vidant Health laboratories. In addition, the VCDI provides career development and mentoring activities for the students throughout the program. It is our hope that exposure to this program will encourage these students to apply to our graduate or medical programs. For more information, please visit: http://www.ecu.edu/cs-dhs/vcdi/studentRRCD.cfm
Staff:
ECU is a federal contractor and, as such, is required by law to make good faith efforts to affirmatively recruit and advance qualified women, minorities, veterans and individuals with disabilities. In addition to our legal obligations, ECU is committed to diversity and inclusion.
The Office for Equity and Diversity is available to support and work collaboratively with search committees, hiring authorities, and managers to identify and institute measures to enhance recruitment and outreach, with an emphasis on EEO Job Groups with underutilization. There are many recruitment and outreach best practices and strategies designed to diversify the workforce, including but not limited to the following:
1. Be informed about any EEO Plan goals involving positions in your specific area, and design every aspect of the search toward the end of increasing diversity. Information about EEO Plan goals may be found here.
2. “Advertise” your department’s (and ECU’s) commitment to diversity and inclusion.
a. Best Practice for Diverse Hiring: Require Candidates to Submit a Diversity Statement
b. Best Practice for Diverse Hiring: Create an Inclusive Job Ad
3. Identify sources of diverse, qualified talent (a pipeline source) for positions in your area, and engage in pipeline relationship development with those sources.
4. Post positions with diverse-targeted, discipline or profession targeted organizations or publications.
5. Participate in educational offerings provided by the Office for Equity and Diversity, including:
a. Implicit Bias in Selection Decisions
b. Investing in our Future through Pipeline Relationship Development
c. Creating a Strategic Recruitment and Outreach Plan for Diverse Results
d. EEO Compliance and HR Best Practice Training in Recruitment and Selection
6. Plan diverse-targeted recruitment, outreach and networking using related planning questions: Recruitment, Outreach, Networking – Model Plan AND Planning Questions.
7. Consult with the Office for Equity and Diversity about diverse recruitment and outreach programs designed to diversify faculty and staff pipelines, including:
a. Emerging Scholars Symposium
b. Interinstitutional Scholars for Diversity and Inclusion Program
c. Experience ECU
8. Provide useful information and resources to your applicants:
a. Cultural Resources in Greenville and the Surrounding Area
b. Employment Resources for Veterans
c. ECU Employee Resource Groups
For more information about staff recruitment from underrepresented groups, please visit: https://oed.ecu.edu/recruitment/
FACULTY: Initiatives Provided or Supported by the Office for Equity and Diversity (OED) Designed to Improve Faculty Representation and Trends in Employment and Promotion Rates.
A. Recruitment and Outreach Efforts:
i. Visiting Faculty and Scholars Program: will provide support to departments desiring to invite qualified diverse visiting faculty and emerging scholars to campus; will include identification of pipelines for diverse faculty recruitment (launched spring 2015)
ii. Enhanced educational offerings including sessions related to creating a strategic recruitment/outreach plan and addressing personal bias in personnel decisions (beginning spring 2015)
iii. Mandatory search committee training for all members of committees to ensure compliance with equal employment opportunity policies and procedures
iv. Outreach and recruitment plan reviews and consultations for search committees and hiring officials to assist with efforts to generate a well-populated, diverse pool of qualified applicants
v. National diversity ads placed with publications targeting diverse populations within higher education
vi. Unlimited online job posting sponsorships for Diverse Issues in Higher Education and INSIGHT Into Diversity
B. Many of the college strategic plans have increasing faculty diversity as a primary goal for the next 4 years.
C. The East Carolina University Equal Employment Opportunity Plan is a comprehensive document that analyzes the relevant labor market data, as well employment practices, to identify possible barriers to the participation of women and minorities in all levels of a the workforce. Its purpose is to ensure the opportunity for full and equal participation of men and women in the workplace, regardless of race, color, or national origin. ECU units with identified underutilization of women and minorities are to complete an affirmative action plan to operationalize for their specific units.
D. Recruiting and Retaining a Diverse Faculty Initiative: Intentional efforts toward diversifying our faculty through recruitment and retention programs are critical. The Office for Equity and Diversity, through the unit’s diversity and inclusion efforts and affirmative action program, introduced the Recruiting and Retaining a Diverse Faculty Initiative, with two support programs: Visiting Faculty and Scholars and the Diversity and Inclusion Research Associates. * Priority will be granted to academic areas with two consecutive years of Equal Employment Opportunity Plan goals due to underutilization. More information is available here: http://www.ecu.edu/cs-dhs/vcdi/facultyRRCD.cfm
Policies - http://www.ecu.edu/cs-acad/oed/policies.cfm
The Vice Chairs of Diversity and Inclusion (VCDI) developed the Summer Biomedical Research Program (SBRP) with the goal of exposing undergraduates (including those belonging to underrepresented groups) to the graduate programs at the BSOM. The SBRP provides students with an opportunity to conduct research in BSOM and Vidant Health laboratories. In addition, the VCDI provides career development and mentoring activities for the students throughout the program. It is our hope that exposure to this program will encourage these students to apply to our graduate or medical programs. For more information, please visit: http://www.ecu.edu/cs-dhs/vcdi/studentRRCD.cfm
Staff:
ECU is a federal contractor and, as such, is required by law to make good faith efforts to affirmatively recruit and advance qualified women, minorities, veterans and individuals with disabilities. In addition to our legal obligations, ECU is committed to diversity and inclusion.
The Office for Equity and Diversity is available to support and work collaboratively with search committees, hiring authorities, and managers to identify and institute measures to enhance recruitment and outreach, with an emphasis on EEO Job Groups with underutilization. There are many recruitment and outreach best practices and strategies designed to diversify the workforce, including but not limited to the following:
1. Be informed about any EEO Plan goals involving positions in your specific area, and design every aspect of the search toward the end of increasing diversity. Information about EEO Plan goals may be found here.
2. “Advertise” your department’s (and ECU’s) commitment to diversity and inclusion.
a. Best Practice for Diverse Hiring: Require Candidates to Submit a Diversity Statement
b. Best Practice for Diverse Hiring: Create an Inclusive Job Ad
3. Identify sources of diverse, qualified talent (a pipeline source) for positions in your area, and engage in pipeline relationship development with those sources.
4. Post positions with diverse-targeted, discipline or profession targeted organizations or publications.
5. Participate in educational offerings provided by the Office for Equity and Diversity, including:
a. Implicit Bias in Selection Decisions
b. Investing in our Future through Pipeline Relationship Development
c. Creating a Strategic Recruitment and Outreach Plan for Diverse Results
d. EEO Compliance and HR Best Practice Training in Recruitment and Selection
6. Plan diverse-targeted recruitment, outreach and networking using related planning questions: Recruitment, Outreach, Networking – Model Plan AND Planning Questions.
7. Consult with the Office for Equity and Diversity about diverse recruitment and outreach programs designed to diversify faculty and staff pipelines, including:
a. Emerging Scholars Symposium
b. Interinstitutional Scholars for Diversity and Inclusion Program
c. Experience ECU
8. Provide useful information and resources to your applicants:
a. Cultural Resources in Greenville and the Surrounding Area
b. Employment Resources for Veterans
c. ECU Employee Resource Groups
For more information about staff recruitment from underrepresented groups, please visit: https://oed.ecu.edu/recruitment/
FACULTY: Initiatives Provided or Supported by the Office for Equity and Diversity (OED) Designed to Improve Faculty Representation and Trends in Employment and Promotion Rates.
A. Recruitment and Outreach Efforts:
i. Visiting Faculty and Scholars Program: will provide support to departments desiring to invite qualified diverse visiting faculty and emerging scholars to campus; will include identification of pipelines for diverse faculty recruitment (launched spring 2015)
ii. Enhanced educational offerings including sessions related to creating a strategic recruitment/outreach plan and addressing personal bias in personnel decisions (beginning spring 2015)
iii. Mandatory search committee training for all members of committees to ensure compliance with equal employment opportunity policies and procedures
iv. Outreach and recruitment plan reviews and consultations for search committees and hiring officials to assist with efforts to generate a well-populated, diverse pool of qualified applicants
v. National diversity ads placed with publications targeting diverse populations within higher education
vi. Unlimited online job posting sponsorships for Diverse Issues in Higher Education and INSIGHT Into Diversity
B. Many of the college strategic plans have increasing faculty diversity as a primary goal for the next 4 years.
C. The East Carolina University Equal Employment Opportunity Plan is a comprehensive document that analyzes the relevant labor market data, as well employment practices, to identify possible barriers to the participation of women and minorities in all levels of a the workforce. Its purpose is to ensure the opportunity for full and equal participation of men and women in the workplace, regardless of race, color, or national origin. ECU units with identified underutilization of women and minorities are to complete an affirmative action plan to operationalize for their specific units.
D. Recruiting and Retaining a Diverse Faculty Initiative: Intentional efforts toward diversifying our faculty through recruitment and retention programs are critical. The Office for Equity and Diversity, through the unit’s diversity and inclusion efforts and affirmative action program, introduced the Recruiting and Retaining a Diverse Faculty Initiative, with two support programs: Visiting Faculty and Scholars and the Diversity and Inclusion Research Associates. * Priority will be granted to academic areas with two consecutive years of Equal Employment Opportunity Plan goals due to underutilization. More information is available here: http://www.ecu.edu/cs-dhs/vcdi/facultyRRCD.cfm
Policies - http://www.ecu.edu/cs-acad/oed/policies.cfm
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?:
Yes
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
Yes
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
STUDENTS:
The LGBT Resource Office has numerous programs to support underrepresented groups of students on campus - http://www.ecu.edu/cs-cas/lgbt/index.cfm
The Campus Multifaith Alliance is an interfaith organization that is united by a common belief in God. We promote moral values and service to others and personal and faith development. As a coordinating agency, we seek to inform and encourage each other and serve as a bridge between the ECU campus and the larger community. The group offers programs and support to numerous underrepresented faith groups on campus. More information is available here: http://www.ecu.edu/cs-studentaffairs/sao/cma/index.cfm
The staff and students of the Ledonia Wright Cultural Center (LWCC) continue her tireless efforts to find ways to ease human misery and raise the level of aspiration among all ECU students. This facility offers numerous programs to support underrepresented cultural groups on campus. More information is available here: http://www.ecu.edu/lwcc/index.cfm
EMPLOYEES:
In an effort to further the goals and vision of equity and diversity at the university, The Office for Equity and Diversity supports a number of employee resource groups (ERG’s) to create and enhance opportunities for employee engagement around affinity groups. The current ERG’s are 1) American Indian Faculty and Staff Group; 2) Chinese Students and Scholars Association; 3) Chancellor’s Committee on the Status of Women; 4) Lesbian, Gay, Bisexual, Transgender Faculty and Staff Group; 5) Organization of African American Faculty; and 6) Organization of African American Staff.
The Associate Provost for Equity and Diversity meets with the ERG’s on an as needed basis, but has dedicated a full time staff member to act as a liaison that meets with them on a monthly basis. This staff member’s duties include developing strategies to sustain the operations, functions and leadership of these groups. There are some groups that meet regularly with the Provost, and there are some groups that have standing senior administrators as members. The Associate Vice Chancellor for Human Resources meets with the Staff Senate regularly and the Vice Provost for Equity and Diversity meets with the Organization of African American Faculty and Organization of African American Staff at least once a year. Brief descriptions of the ERG’s are below.
The Staff Senate Diversity Committee recommends to the Staff Senate a series of programs and initiatives that will improve the racial/cultural atmosphere on campus, contribute to the welfare of university staff, and foster the interaction, integration, and representation of different races/ethnicities, cultures, national origins, abilities, religions, sexual orientations, intellectual positions, and perspectives.
The Organization of African American Staff seeks to achieve a visible commitment of the inclusion and value of African American staff, faculty, and students by promoting cultural and professional development, networking, mentorship, leadership, community outreach, scholarship, and economic prosperity.
The Chinese Students and Scholars Association serves Chinese students, faculty, staff, and visiting scholars and their families in acclimating into the university and community environment.
The Organization of African American Faculty supports and encourages the creation and enforcement of university policies relating to recruitment, retention, and professional development of African American faculty and staff as well as policies relating to the recruitment and retention of African American undergraduate and graduate students.
The LGBT and Ally Faculty/Staff Group coordinates events for LGBT and ally faculty and staff throughout the year.
The American Indian Faculty and Staff employee resource group is the newest organized group and is an informal group for ECU faculty and staff to discuss topics of interest to the American Indian community.
The LGBT Resource Office has numerous programs to support underrepresented groups of students on campus - http://www.ecu.edu/cs-cas/lgbt/index.cfm
The Campus Multifaith Alliance is an interfaith organization that is united by a common belief in God. We promote moral values and service to others and personal and faith development. As a coordinating agency, we seek to inform and encourage each other and serve as a bridge between the ECU campus and the larger community. The group offers programs and support to numerous underrepresented faith groups on campus. More information is available here: http://www.ecu.edu/cs-studentaffairs/sao/cma/index.cfm
The staff and students of the Ledonia Wright Cultural Center (LWCC) continue her tireless efforts to find ways to ease human misery and raise the level of aspiration among all ECU students. This facility offers numerous programs to support underrepresented cultural groups on campus. More information is available here: http://www.ecu.edu/lwcc/index.cfm
EMPLOYEES:
In an effort to further the goals and vision of equity and diversity at the university, The Office for Equity and Diversity supports a number of employee resource groups (ERG’s) to create and enhance opportunities for employee engagement around affinity groups. The current ERG’s are 1) American Indian Faculty and Staff Group; 2) Chinese Students and Scholars Association; 3) Chancellor’s Committee on the Status of Women; 4) Lesbian, Gay, Bisexual, Transgender Faculty and Staff Group; 5) Organization of African American Faculty; and 6) Organization of African American Staff.
The Associate Provost for Equity and Diversity meets with the ERG’s on an as needed basis, but has dedicated a full time staff member to act as a liaison that meets with them on a monthly basis. This staff member’s duties include developing strategies to sustain the operations, functions and leadership of these groups. There are some groups that meet regularly with the Provost, and there are some groups that have standing senior administrators as members. The Associate Vice Chancellor for Human Resources meets with the Staff Senate regularly and the Vice Provost for Equity and Diversity meets with the Organization of African American Faculty and Organization of African American Staff at least once a year. Brief descriptions of the ERG’s are below.
The Staff Senate Diversity Committee recommends to the Staff Senate a series of programs and initiatives that will improve the racial/cultural atmosphere on campus, contribute to the welfare of university staff, and foster the interaction, integration, and representation of different races/ethnicities, cultures, national origins, abilities, religions, sexual orientations, intellectual positions, and perspectives.
The Organization of African American Staff seeks to achieve a visible commitment of the inclusion and value of African American staff, faculty, and students by promoting cultural and professional development, networking, mentorship, leadership, community outreach, scholarship, and economic prosperity.
The Chinese Students and Scholars Association serves Chinese students, faculty, staff, and visiting scholars and their families in acclimating into the university and community environment.
The Organization of African American Faculty supports and encourages the creation and enforcement of university policies relating to recruitment, retention, and professional development of African American faculty and staff as well as policies relating to the recruitment and retention of African American undergraduate and graduate students.
The LGBT and Ally Faculty/Staff Group coordinates events for LGBT and ally faculty and staff throughout the year.
The American Indian Faculty and Staff employee resource group is the newest organized group and is an informal group for ECU faculty and staff to discuss topics of interest to the American Indian community.
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:
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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:
Griffin - gender-neutral bathrooms inventory
Aaron Lucier (housing) - Board Of Governors Policy mandates (like HB2) that placement in student housing matches the legal gender on a student's birth certificate. However, it is important to note that there is a question pertaining to gender identity on the housing contract and Campus Living staff are available to meet one-on-one with students to discuss additional needs to be accommodated.
Student Recruitment - Kathleen Hill
Staff and Faculty Recruitment - Toya Jacobs
Staff and Faculty Support Programs - Toya Jacobs
Aaron Lucier (housing) - Board Of Governors Policy mandates (like HB2) that placement in student housing matches the legal gender on a student's birth certificate. However, it is important to note that there is a question pertaining to gender identity on the housing contract and Campus Living staff are available to meet one-on-one with students to discuss additional needs to be accommodated.
Student Recruitment - Kathleen Hill
Staff and Faculty Recruitment - Toya Jacobs
Staff and Faculty Support Programs - Toya Jacobs
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.