| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 51.50 |
| Liaison | Mike Harrington |
| Submission Date | Aug. 6, 2018 |
| Executive Letter | Download |
The New School
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 3.00 |
Mike
Harrington Assistant Director Tishman Environment & Design Center |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
(See: https://www.newschool.edu/student-conduct/discrimination-policy/)
The New School is committed to being an academic community that is racially and culturally diverse, that values mutual respect, human dignity and individual differences, and that is supportive of intellectual, artistic and professional growth.
These benefits are compromised when individuals or groups within the community engage in acts of discrimination and discriminatory harassment as well as coercion against other individuals or groups, including intimidation by threats and/or acts of violence or personal vilification on the basis of race, color, religion, religious practices, gender, sexual orientation, national or ethnic origin, physical or mental disability, age, marital status or other personal attributes. Such acts undermine the fundamental values of the entire community and contribute to a hostile environment which may limit or deny access to the educational process, not just for those subjected to such acts but to the community as a whole. Acts of discrimination including discriminatory harassment are prohibited.
This policy is not intended to discourage the expression of ideas that, while they may be offensive, are protected by the university's Policy on the Free Exchange of Ideas and the university's Statement on Freedom of Artistic Expression, and by the First Amendment of the Constitution of the United States.
Speech or other expression constitutes discriminatory harassment if:
It deliberately insults, stigmatizes, threatens or intimidates an individual or small group of specific individuals on the basis of race, color, religion, religious practices, gender, sexual orientation, ethnic origin, physical or mental disability, age, marital status or other personal attributes; and
It is addressed directly to the specific individual or individuals who it insults, stigmatizes, threatens or intimidates; and
It makes use of "fighting words" or non-verbal symbols.
In the context of discriminatory harassment, "fighting words" or non-verbal symbols are words, pictures or symbols that are, as a matter of common knowledge, understood to convey direct hatred or contempt for human beings and that by their very use inflict injury or tend to incite an immediate breach of the peace.
Individuals who believe they have been subject to discrimination in violation of this policy may obtain redress through the university's Sexual Harassment and Discrimination complaint procedures, or, where applicable, the collective bargaining agreement, as described in the Guidelines For Dealing With Issues Of Sexual Harassment and Discrimination.
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:
A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:
Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:
The New School provides group sessions for the following:
International Students Survival Group: Find connection and community far away from home. Weekly drop-in group, Wednesdays, 5:00-6:00 p.m.
Men of Color Group: For men of color to talk in a judge-free zone. This group is for all New School undergraduate and graduate students who identify as people of color. We welcome cisgender, trans, gender-non-conforming, and non-binary men. Weekly drop-in group, Tuesdays, 4:00-5:00 p.m.
Queer, Gay, Bi & Pan Men’s Group: This group is an opportunity to connect with other guys in an open and supportive setting. We welcome cisgender, trans, gender-non-conforming, and non-binary men. Weekly group (screening needed), Thursdays, 11:15 a.m.-12:45 p.m.
Speak on it, Sis!: Speak on it, Sis! is open to all and only those who identify as Women of Color. Questions that will be explored: What’s your struggle? What’s your celebration? Storytelling, sharing, and understanding interconnectedness. Weekly meetup, Mondays, October 15 through November 12, 5:00-7:00 p.m.
TGNCPoCs: Weekly drop-in support group, where we share our experiences as TGNC (trans and gender-non-conforming) folks of color. This group is for all New School undergraduate and graduate students who identify as people of color. We welcome all folks who do not identify as cisgender! Weekly drop-in support group, Wednesdays, 6:00-7:00 p.m.
Womxn & Femmes of Color: Weekly therapy support group, where we share our experiences as femmes of color. This group is for all New School undergraduate and graduate students who identify as people of color. We welcome cisgender, trans, gender-non-conforming and non-binary womxn and femmes. Tea and snacks will be served! Thursdays, 5:00-6:30 p.m.
More info:
Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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.