Office of Diversity, Equity and Multicultural Affairs

The mission of the Office for Diversity, Equity and Multicultural Affairs is to promote an academically enriching and supportive climate that allows all members of its community to thrive and succeed.

The office seeks to collaborate with others on campus to provide a comprehensive, university-wide approach to diversity and inclusivity, access and equity. We will provide opportunities for personal and professional development, along with creating and updating policies, that we hope will empower students, faculty, and staff to build a diverse and inclusive campus community.

The Office of Diversity, Equity and Multicultural Affairs strives to transform our academic community into a place where all will thrive and grow as they recognize their value in an ever changing local, national and global community.

The State System and all of its universities are committed to cultivating diverse, equitable, and inclusive environments that allow all members of the State System community to thrive.

Inclusive Community Assessment Team

PURPOSE

The mission of the Inclusive Community Assessment Team is to provide an opportunity for students, faculty and staff to be heard and supported. The fundamental role of the Inclusive Community Assessment Team is to respond to reports of bias incidents and hate speech. The team will provide services to witnesses, bystanders, targeted individuals, offenders, or members of the community in order to create change in a timely, effective, and comprehensive way. The Assessment Team will play an educational role in helping to cultivate the community values of inclusion, civility, and mutual respect.

It is not the purpose of the Inclusive Community Assessment Team to investigate, arbitrate, or take the place of other college processes or services; rather, the intention is to complement and work with campus departments to connect those who have witnessed or themselves become a target of an act of bias with appropriate support and resources. The team does not and will not initiate disciplinary action or impose sanctions regarding bias incidents. Data collected will be used to develop educational and outreach programs. In the case of judicial action affecting a student, all proceeding will be referred to the campus judicial board as per student conduct. Reports pertaining to misconduct by a university employee shall be forwarded and addressed by Human Resource. Reports that rise to the level of hate crimes with be reported to the Office of Public Safety.

DEFINITION

Bias is defined by the University as an act, verbal, written, physical, psychological, that threatens, or harms a person or group on the basis of race, religion, color, sex, age, sexual orientation, gender identity or expression, national origin, ancestry, disability, marital status, civil union status, domestic partnership status, military service or veteran status.

WHY REPORT INCIDENTS OF BIAS

Filing a report helps the University create a safe environment that supports the educational mission of the institution. In addition, unreported incidents and bias actions can perpetuate continued bias and erode the campus climate.

Who can report?

Students, University Employees, Community Members, Parents & Family Members, Alumni

How to report

You can use the online referral form to make a report.

When do I make a report?

If you are the target of, witness to, or even simply hear about any form of incident or bias happening to a member of the University community, you should report the incident immediately.

RESPONDING TO BIAS INCIDENTS

Review all reports of bias submitted to the Team to learn more about what happened and what kind of response may be appropriate.
Consider whether the incident has potential free speech or academic freedom implication
Determine what issues the report presents and which campus partners should be involved in the discussion about how best to respond.
Conduct an assessment to help determine a response and recommendations for resolution.
Reach out to any directly impacted individuals immediately to let them know that the bias incident report has been received, provide resources for support, and learn more about their preferred response.
Contact students, groups, or other members of the community who may also be affected by the incident and need assistance or support.
As appropriate, provide educational information to parties involved in the bias incident report about the University's commitment to equity, inclusion, academic freedom, and freedom of expression
As appropriate, convene Response Team to determine the need for a campus-wide response or other action steps necessary for maintaining an environment conducive to learning, living, and working.
Refer the bias incident report to investigative offices as appropriate, such as Public Safety, Social Equity, Human Resources and Student Conduct.
Assist in coordinating opportunities for community dialogue and education as needed.
Consider what communications are needed to effectively inform the campus community and impacted groups about bias incidents and responses.

MEMBERSHIP

Dr. Jennifer Boyer, Professor, Criminal Justice
Dr. Joseph Croskey, Professor, Student Success Center
Dr. John Eichlin, Professor, Environmental Law
Ms. Jessie Hummell, Staff, Facilities Management
Mr. Rogers J. Laugand III, Director of Multicultural Affairs & Diversity Education
Dr. Cahndice Matthews, Professor, Education
Mr. James McGee, Director of the Center for Wellness
Mr. Ewing Moussa, Coordinator of Campus Recreation
Dr. Laurie Pierce, Professor, Nursing
Ms. Amy Salsgiver, Director of Social Equity
Dr. Jane Walsh, Professor, Sociology

BIAS RESPONSE AND FREE SPEECH

PennWest Clarion is committed to the free, spirited and safe exchange of ideas. As an academic community, PennWest Clarion values the robust exchange of ideas and the expression of free speech, as protected by the First Amendment of the United States Constitution. While we encourage the exchange of ideas and free speech, we also acknowledge that we are not free from the consequences or harms of bias, hate or harmful speech. Bias acts can be disruptive. However, bias acts may not always be a violation of civil, criminal or University codes, and therefore may not result in discipline. Acts of bias may warrant discussion or education about how they affect other members of the University community.