¶¥¼¶¹ú²úÊÓƵ

Mission

The Office of Equity and Employee Relations supports St. Edward’s commitment to being a diverse, equitable and inclusive institution where all persons across the spectrum of identity experience an equitable, accessible, and vibrant community.  With a comprehensive and holistic view of compliance and inclusion, this office engages with employees and leaders to drive innovative employment practices that promote an equitable educational and work environment free from discrimination, harassment and retaliation.

The Office of Equity and Employee Relations is committed to promoting an equitable educational and work environment that is free from discrimination, harassment, and retaliation in accordance with Title VII of The Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Age Discrimination in Employment Act, the Americans with Disabilities Act, other applicable federal and state laws, and University policy.

The Office of Equity and Employee Relations also strives to foster an inclusive campus environment that embraces the talents and achievements of all individuals regardless of race, color, national origin, ethnicity, religion, gender, sex, sexual orientation, gender identity, disability, veteran status, age or genetic information.

Values

Our commitment to social justice drives and grounds our work so that everything we do continuously fosters excellence through shared responsibility for:

Access and Inclusion — continuously preparing, inviting, and welcoming people to an environment where all have the opportunity to thrive at the university and beyond.

Community — creating equitable and collaborative partnerships to better work together within and outside the university towards shared goals.

Education and Learning — actively and intentionally using models and practices that incorporate content that reflects diverse ways of knowing, being and experiencing the world.

Sustainable Transformation — engaging in continuous individual and institutional reflection and collaboration to build capacity and integrate what we learn into our culture and infrastructure.

Accountability — evaluating and assessing progress towards realization of the University’s vision for equity and diversity.

Our Role

• Oversight of and support for the university’s efforts to comply with all applicable federal and state civil rights laws and the University's policies prohibiting discrimination, harassment and retaliation.
• Collaboration with campus partners, consultation, training, and resources to the university community regarding equal opportunity, diversity, and preventing discrimination, harassment and retaliation.
• Acting on behalf of the University to conduct prompt, fair and unbiased investigations into allegations of workplace discrimination, sexual misconduct and retaliation.

Equity Core Functions

Policy Management

We ensure equity and inclusion are valued and integrated into university policies, practices and culture.

Workplace Complaint Process

• Intake
• Report review
• Referral
• Fact gathering based on type of case
• Investigation plan
• Discuss role of outside attorney / investigator (if needed)

Informal Resolution (Mediation and Dialogue Facilitation)

Formal Investigation (Due Process)

Compliance

This office provides oversight and support for the University’s efforts to comply with all applicable federal and state civil rights laws and our policies prohibiting discrimination, harassment and retaliation.

Professional Learning and Development

DEI Education and Training

• Search Committee Training
• DEI Dialogue and Reflection Sessions
• Individually Customizable Training / Workshop Facilitation
  • E.g.: Activating Your Values and Personal Power to Impact Positive Change, Creating a Culture of Inclusion, Creating a Culture of Respect, Emotional Intelligence and Diversity
  • Inclusive Conversations, Awareness, Acceptance, Authenticity and Conscious Choice
• Professional Coaching Sessions
  • Coaching sessions are centered around identifying behaviors that may be hindering the full alignment with SEU’s mission, values and operational principles. The sessions held determine ways of enhancing or changing behaviors in critical factors of DEIJ success.

Proactively Identify Needs and Areas of Concern

By cultivating a safe environment open to discussion, understanding and transparent communication the office encourages collaboration and constructive feedback from individuals and departments and will leverage employee insights for process and practice improvements.

• Community Dialogue Sessions — Create space for community building and dialogue opportunities for leadership, faculty, and staff.

Community Engagement

This office collaborates with the Hilltop campus community and offers targeted and thoughtful experiences where individuals from all backgrounds are engaged, integrated, and valued. 

Complaint Process

The Office of Equity and Employee Relations consistently follows a formal complaint and investigative process in order to promptly and effectively resolve employee concerns. 

Intake / Assessment Process 

After receipt of a complaint, the complainant will be contacted by the Investigator to help clarify details related to the incident reported.  Once an accurate overview of the incident is established this office will determine if the case remains in the Office of Equity and Employee Relations or if it will be referred to Human Resources (for performance-based cases), Dean of Students (for cases involving students), or the Provost (for specific academic related cases).The complainant will be notified if the case has been referred to another department. If the facts of your situation fall within the purview of the Office of Equity and Employee Relations, we will provide you with details related to our investigation process and your options for resolution.

Complaint Investigations 

This office acts on behalf of the University to conduct prompt, fair and unbiased investigations into allegations of workplace discrimination, sexual misconduct, retaliation and employee relations concerns. It also facilitates the complaint resolution process including employee experience concerns and investigations of alleged prohibited discrimination, discriminatory harassment, sexual harassment, failure to accommodate disabilities, and violation of consensual relations policy brought against employees. (Refer to Complaint Process Procedures)

If needed, use the .

Alternative Resolution Practices

This office promotes informal resolution practices designed to create space and dialogue for parties to work toward voluntary and consensual agreements.

Resources

Federal Laws

• Civil Rights Act of 1866, 42 U.S.C.A Section 1981

Training and Education

Lactation Accommodation 

There are currently two lactation rooms on campus, Fleck Hall room 202 and John Brooks Williams South (JBWS) room 272. Each room is marked with the international breastfeeding symbol of a mother holding a baby and provides directions on how to gain entry to the rooms. The lactation rooms are equipped with door locks, chairs, tables, electrical outlets, refrigerators and storage cabinets (JBWS only). These are shared lactation spaces, available on a first-come-first-served basis. Individuals with need of the rooms are required to review the .