| Overall Rating | Gold |
|---|---|
| Overall Score | 73.66 |
| Liaison | Amber Saxton |
| Submission Date | Feb. 22, 2024 |
George Mason University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Kyle
Warfield Associate Director and Chief Investigator Office for Diversity, Equity and Inclusion |
"---"
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:
George Mason University is committed to providing equal opportunity and an educational and work environment free from any discrimination on the basis of race, color, religion, national origin, sex, disability, veteran status, sexual orientation, gender identity, age, marital status, pregnancy status or genetic information. George Mason University shall adhere to all applicable state and federal equal opportunity/affirmative action statutes and regulations.
The University is dedicated to ensuring access, fairness and equity for minorities, women, individuals with disabilities, and veterans (as covered by law) in its educational programs, related activities and employment. George Mason University shall thus maintain a continuing affirmative action program to identify and eliminate discriminatory practices in every phase of university operations.
Any employee who becomes aware of sexual harassment or other potentially discriminatory behavior must contact Compliance, Diversity, and Ethics.
Retaliation against an individual who has raised claims of illegal discrimination or has cooperated with an investigation of such claims is prohibited.
https://universitypolicy.gmu.edu/policies/non-discrimination-policy/
The University is dedicated to ensuring access, fairness and equity for minorities, women, individuals with disabilities, and veterans (as covered by law) in its educational programs, related activities and employment. George Mason University shall thus maintain a continuing affirmative action program to identify and eliminate discriminatory practices in every phase of university operations.
Any employee who becomes aware of sexual harassment or other potentially discriminatory behavior must contact Compliance, Diversity, and Ethics.
Retaliation against an individual who has raised claims of illegal discrimination or has cooperated with an investigation of such claims is prohibited.
https://universitypolicy.gmu.edu/policies/non-discrimination-policy/
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
University Policy 1201 prohibits discrimination on the basis of race, color, religion, national origin, sex, disability, military status (including veteran status), sexual orientation, gender identity, gender expression, age, marital status, pregnancy status or genetic information.
If a member of the Mason community believes they are the victim of discrimination, or has information about discrimination in the university community, they may promptly submit the facts of the incident and the names of those involved to the Office for Diversity, Equity, and Inclusion (DEI) by filing a complaint. DEI takes any allegation of discrimination, harassment, and/or retaliation seriously and is committed to protecting the integrity of the investigation process, including confidentiality and the due process rights of all individuals.
In addition, DEI and the Center for Culture, Equity, and Empowerment (CCEE) co-facilitate the University's Bias Incident Response process: a timely, healing-centered and education-focused response to potential bias incidents, as well as tracks trends and promotes activities that may mitigate or prevent similar occurrences in the future. Individuals connected to bias response comprise a network of university employees able to provide support, resources, and education to individuals who have been subjected to or impacted by an act of bias.
The Bias Incident Response process does not investigate, mediate, arbitrate, adjudicate, discipline or replace other Mason procedures or services, and has no adjudicatory or disciplinary authority. Its purpose is to supplement and work with campus units connecting those who have been target of or witness to an act of bias with appropriate support and resources. The Response process may also engage in voluntary educational discussions with members of the Mason community about bias incidents.
If a member of the Mason community believes they are the victim of discrimination, or has information about discrimination in the university community, they may promptly submit the facts of the incident and the names of those involved to the Office for Diversity, Equity, and Inclusion (DEI) by filing a complaint. DEI takes any allegation of discrimination, harassment, and/or retaliation seriously and is committed to protecting the integrity of the investigation process, including confidentiality and the due process rights of all individuals.
In addition, DEI and the Center for Culture, Equity, and Empowerment (CCEE) co-facilitate the University's Bias Incident Response process: a timely, healing-centered and education-focused response to potential bias incidents, as well as tracks trends and promotes activities that may mitigate or prevent similar occurrences in the future. Individuals connected to bias response comprise a network of university employees able to provide support, resources, and education to individuals who have been subjected to or impacted by an act of bias.
The Bias Incident Response process does not investigate, mediate, arbitrate, adjudicate, discipline or replace other Mason procedures or services, and has no adjudicatory or disciplinary authority. Its purpose is to supplement and work with campus units connecting those who have been target of or witness to an act of bias with appropriate support and resources. The Response process may also engage in voluntary educational discussions with members of the Mason community about bias incidents.
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:
Early Identification Program (https://eip.gmu.edu/)
The EIP serves as George Mason University’s college preparatory program. Using a multi-year approach, we provide year-round academic enrichment, personal and social development, civic engagement, and leadership training opportunities for middle and high school college-bound first generation college students. Our holistic approach focuses on college success, career exploration, and ensuring our students are future ready.
Human Resources/Talent Acquisition (https://hr.gmu.edu/diversity-and-inclusion/diversity-and-inclusion-recruitment-toolkit/)
To ensure the university has the diversity needed to carry the institution forward, the Talent Acquisition team focuses on attending diversity career fairs and events for attendees from historically Black colleges and universities (including the SREB Annual Conference), individuals with disabilities, veterans, and job seekers over 50. Mason has also partnered with the Commonwealth of Virginia to increase the level of employment of individuals with disabilities at all levels and occupations at the university.
Training (https://hr.gmu.edu/trainings/)
Search Committee - Search training, led by Human Resources and the Office for Diversity, Equity, and Inclusion, is a requirement for all members participating on search committees and must occur within the 12 months prior to the assignment. This training will be moving to an eLearning course, giving more individuals the opportunity to participate at a regular rate.
Certified Applicant Pool Training - To support Mason’s commitment to diversity, equity, and inclusion, HR's Talent Acquisition team offers training on how to certify the diversity of applicant pools in job searches. This training will encourage a more proactive recruitment approach by assessing diversity within the applicant pool prior to reviewing resumes.
The EIP serves as George Mason University’s college preparatory program. Using a multi-year approach, we provide year-round academic enrichment, personal and social development, civic engagement, and leadership training opportunities for middle and high school college-bound first generation college students. Our holistic approach focuses on college success, career exploration, and ensuring our students are future ready.
Human Resources/Talent Acquisition (https://hr.gmu.edu/diversity-and-inclusion/diversity-and-inclusion-recruitment-toolkit/)
To ensure the university has the diversity needed to carry the institution forward, the Talent Acquisition team focuses on attending diversity career fairs and events for attendees from historically Black colleges and universities (including the SREB Annual Conference), individuals with disabilities, veterans, and job seekers over 50. Mason has also partnered with the Commonwealth of Virginia to increase the level of employment of individuals with disabilities at all levels and occupations at the university.
Training (https://hr.gmu.edu/trainings/)
Search Committee - Search training, led by Human Resources and the Office for Diversity, Equity, and Inclusion, is a requirement for all members participating on search committees and must occur within the 12 months prior to the assignment. This training will be moving to an eLearning course, giving more individuals the opportunity to participate at a regular rate.
Certified Applicant Pool Training - To support Mason’s commitment to diversity, equity, and inclusion, HR's Talent Acquisition team offers training on how to certify the diversity of applicant pools in job searches. This training will encourage a more proactive recruitment approach by assessing diversity within the applicant pool prior to reviewing resumes.
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:
Affinity Groups (https://provost.gmu.edu/inclusive-excellence/affinity-groups)
As part of Mason's commitment to inclusive excellence, the Office of Faculty Affairs and Development supports several affinity groups. These groups provide our diverse faculty, doctoral students, and staff with a sense of community, inclusion , and belonging. The groups also serve as safe spaces for discussion of issues that impact the success and well-being of Black, Indigenous, Latine, Multiracial, Asian, Asian American, Pacific Islanders , as well as faculty/staff with disabilities and historically underserved doctoral students.
Employee Resource Groups (https://hr.gmu.edu/support-resources/faculty-and-staff-networks/)
ERG are voluntary, employee-led groups that serve as a means of connection for faculty and staff while fostering a diverse, inclusive environment aligned with the institutional mission, vision, business practices, and objectives. Mason’s employee resource groups are open to all classified staff, administrative/professional and instructional/research faculty, adjunct faculty, and non-student wage employees.
National Center for Faculty Development and Diversity (https://faculty.gmu.edu/faculty-success/national-center-faculty-development-and-diversity)
George Mason University is an Institutional Member of the NCFDD, a nationally-recognized, independent organization that provides online career development, mentoring resources, and communities of support to faculty, graduate students, and post-docs.
Assistive Technology Initiative (https://ati.gmu.edu)
The ATI is committed to ensuring all members of the Mason community are provided with equivalent access to all information and communications technology (ICT) resources on Mason campuses. We provide direct assistive technology assessment, training, and support services to individuals with disabilities who require immediate technology solutions. We also work closely with our campus strategic partners to develop and implement a broad, comprehensive ICT accessibility plan.
Mason Autism Support Initiative (https://ds.gmu.edu/masi/)
MASI is a comprehensive, fee-based program that provides additional intensive support services to students on the Autism Spectrum beyond typical higher education accommodations. MASI uses a team-based approach to assist students in achieving their goals in college.
LGBTQ+ Resource Center (https://lgbtq.gmu.edu/)
The LGBTQ+ Resources Center has worked for and with the LGBTQ+ and ally communities at Mason to cultivate the success and well-being of queer, trans, non-binary, and questioning students, staff, and faculty through identity affirming programs, leadership development, sharing critical resources, and fostering a culture of equity and allyship.
CCEE (https://ccee.gmu.edu/)
The Center for Culture, Equity, and Empowerment is committed to eradicating oppression in all its forms and in collaboration with University colleagues and stakeholders to co-create an equitable campus climate and society, by providing intersectional programs, services, and support that elevates consciousness rooted in culture, healing and liberation.
Women and Gender Studies Center (https://wmst.gmu.edu/center)
The Women and Gender Studies Center bridges academic coursework with student development, leadership, and coalition building, providing opportunities for intellectual, personal, and social inquiry and interrogation related to sex; gender; gender identity/expression; sexuality; intersections with race, ethnicity, class, (dis) ability, age, nationality, immigration and citizenship status, and religion, through feminist, queer and multiracial lenses, with a focus on global and transnational issues and public policy.
As part of Mason's commitment to inclusive excellence, the Office of Faculty Affairs and Development supports several affinity groups. These groups provide our diverse faculty, doctoral students, and staff with a sense of community, inclusion , and belonging. The groups also serve as safe spaces for discussion of issues that impact the success and well-being of Black, Indigenous, Latine, Multiracial, Asian, Asian American, Pacific Islanders , as well as faculty/staff with disabilities and historically underserved doctoral students.
Employee Resource Groups (https://hr.gmu.edu/support-resources/faculty-and-staff-networks/)
ERG are voluntary, employee-led groups that serve as a means of connection for faculty and staff while fostering a diverse, inclusive environment aligned with the institutional mission, vision, business practices, and objectives. Mason’s employee resource groups are open to all classified staff, administrative/professional and instructional/research faculty, adjunct faculty, and non-student wage employees.
National Center for Faculty Development and Diversity (https://faculty.gmu.edu/faculty-success/national-center-faculty-development-and-diversity)
George Mason University is an Institutional Member of the NCFDD, a nationally-recognized, independent organization that provides online career development, mentoring resources, and communities of support to faculty, graduate students, and post-docs.
Assistive Technology Initiative (https://ati.gmu.edu)
The ATI is committed to ensuring all members of the Mason community are provided with equivalent access to all information and communications technology (ICT) resources on Mason campuses. We provide direct assistive technology assessment, training, and support services to individuals with disabilities who require immediate technology solutions. We also work closely with our campus strategic partners to develop and implement a broad, comprehensive ICT accessibility plan.
Mason Autism Support Initiative (https://ds.gmu.edu/masi/)
MASI is a comprehensive, fee-based program that provides additional intensive support services to students on the Autism Spectrum beyond typical higher education accommodations. MASI uses a team-based approach to assist students in achieving their goals in college.
LGBTQ+ Resource Center (https://lgbtq.gmu.edu/)
The LGBTQ+ Resources Center has worked for and with the LGBTQ+ and ally communities at Mason to cultivate the success and well-being of queer, trans, non-binary, and questioning students, staff, and faculty through identity affirming programs, leadership development, sharing critical resources, and fostering a culture of equity and allyship.
CCEE (https://ccee.gmu.edu/)
The Center for Culture, Equity, and Empowerment is committed to eradicating oppression in all its forms and in collaboration with University colleagues and stakeholders to co-create an equitable campus climate and society, by providing intersectional programs, services, and support that elevates consciousness rooted in culture, healing and liberation.
Women and Gender Studies Center (https://wmst.gmu.edu/center)
The Women and Gender Studies Center bridges academic coursework with student development, leadership, and coalition building, providing opportunities for intellectual, personal, and social inquiry and interrogation related to sex; gender; gender identity/expression; sexuality; intersections with race, ethnicity, class, (dis) ability, age, nationality, immigration and citizenship status, and religion, through feminist, queer and multiracial lenses, with a focus on global and transnational issues and public policy.
Support for future academic staff
Yes
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
Summer Immersion Pipeline Program
https://www.law.gmu.edu/pipeline/
Students who receive admission to Scalia Law through the Pipeline Program will become Hampton Scholars at Scalia Law.
Graduate Inclusion and Access Scholarship
This scholarship, awarded on a competitive basis, is available to domestic first-generation college students who are incoming fall semester full-time doctoral degree students, are from an underrepresented population within their doctoral field of study at Mason, and have demonstrated financial need.
https://www.law.gmu.edu/pipeline/
Students who receive admission to Scalia Law through the Pipeline Program will become Hampton Scholars at Scalia Law.
Graduate Inclusion and Access Scholarship
This scholarship, awarded on a competitive basis, is available to domestic first-generation college students who are incoming fall semester full-time doctoral degree students, are from an underrepresented population within their doctoral field of study at Mason, and have demonstrated financial need.
Optional Fields
Yes
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.