Office of Residence Life

Diversity Initiatives

Bias Protocol

We in the Office of Residence Life at Syracuse University seek to create an environment for living and learning that is open and accepting of diverse ideas, values, and cultures. We recognize that individuals come to Syracuse University with differing levels of awareness, knowledge, acceptance, and skill in dealing with issues of diversity. We seek to provide a safe, open environment where through dialogue, interaction, and perspective-taking, intentional learning will foster the sharing of ideas and backgrounds.

As a department, ORL supports the myriad of similarities and differences among us, including but not limited to age, creed, ethnic or national origin, gender, ability, education, marital status, political or social affiliation, race, religion, or sexual orientation. In support of diversity, staff and students are encouraged to utilize proactive measures to explore these similarities and differences through the intentional structures and opportunities created by our department, the university, and the surrounding community.

POLICY ON NON-DISCRIMINATION

In accordance with the Syracuse University Human Resources’ policy on Non-Discrimination, and the Student Rights and Responsibilities as outlined in the Student Handbook, staff and students have the responsibility not to discriminate based on, but not limited to, the following differences: age, creed, ethnic or national origin, gender, ability, education, marital status, political or social affiliation, race, religion, or sexual orientation.

In support of diversity, we in the Office of Residence Life insist on immediate action from staff and students to address incidents of discrimination, bias, or hate crimes.

BIAS-RELATED INCIDENT RESPONSE PROTOCOL

Upon learning of a bias-related incident, RAs/Senior Staff should follow the steps outlined below:

Initial Response

Administrative:

Immediately contact the Department of Public Safety (DPS) and report all known information – ask for an officer to respond and to document the incident (including photographing vandalism)
Notify appropriate senior-staff-on-call (or in building) and report all known information – ask for their presence on-site
Senior-staff-on-call and the RA(s) will meet with the targeted individual(s) to determine their preferences to address immediate needs: physical, environmental, safety of targeted individual(s), relocation of targeted individual(s) or offender(s), support, etc., and follow-up response
RA(s) involved would create an incident report from the information gathered and submit to their RD as soon as possible

Judicial:

Senior-staff along with the Department of Public Safety will determine what, if any, Judicial action will be initiated against an individual or group suspected of hate-related incidents

Follow-up Response for Victim(s) and Community

Contact FIXIT (443-4948) to clean/repair any damage or graffiti – let them know this is high priority
RA is encouraged to work in collaboration with their RD to determine and provide appropriate responses, including but not limited to the following:

Information:

Bias-reducing educational programs that allow the community to reflect on personal values
Creation and implementation of passive educational items to be posted/distributed to the targeted area/building
RD of the building/community will communicate the incident with other Senior Staff to make members of ORL aware of the incident

Dialogue:

Floor/community meetings to promote dialogue, interaction, and perspective-taking as related to the incident

Support:

RA(s)/Senior Staff may meet with the targeted individual(s) to provide support
RA(s)/Senior staff may encourage the targeted individuals to seek additional support from other sources, including ORL-Central Office, ORL Diversity Committee, O.M.A., Hendrick’s Chapel, Counseling Center, Center for International Services, Pride Union, GLBTQ Resource Center (currently being formed), etc.

Solidarity:

Action to promote a unified stance against future hate-related incidents
RD completion and distribution of a letter (on Public Folder) of intolerance of bias- and hate incidents to the building/community

Diversity Bulletin Boards

Native American History Month

Hispanic Heritage Month

LGBT History Month

Diversity Initiatives Newsletter

Students of Color Leadership Retreat

Women of Influence Awards