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ANTI-RACISM

About This Policy

Responsible Office
University President

Policy Owner
Director of Human Resources

Policy Contact
Kate Ketterling

Issued
2020-10-15

Policy Statement


The university proudly celebrates and seeks to expand the cultural and linguistic diversity within its midst, promoting this diversity as a resource that broadens and enriches all teaching, research, curricular, and community service activities.

The university upholds the rights of its students and employees to enjoy an education and employment environment that is absolutely free from racism. The university will not tolerate direct and indirect racial discrimination under any circumstances and university employees are obligated to report any real or alleged instances of observed or reported racism.

The university resolves to develop and work to implement strategies that dismantle racism within all aspects of our departments, colleges, university, and society.

The university embraces the challenge of preparing graduates for global diversity. In upholding its tradition of excellence, the university restates its commitment to the pursuit of scholarship, research, and intellectual innovation that is responsive to the local, national, and international communities that the university serves.

Racism is wrong and has no place at the university.  As such, the university is committed to:

  1. Being inclusive of staff and students from different races, which include not only their background but also family, culture, and history.
  2. Recognizing and embracing the value and benefits of cultural diversity.
  3. Promoting equal opportunity equitable treatment, anti-discrimination, cultural awareness, cross-cultural competence, and appropriate conduct for staff and students through its policies, information resources, recruitment processes, induction/orientation activities, training programs, and support services.
  4. Course design curriculum content, teaching methodologies, and student experiences are racially sensitive and culturally inclusive.
  5. Encouraging research and community service activities that raise awareness of and promote cultural diversity and inclusiveness.

Identification and Complaints

While racism can be unconscious or unintentional, the university is fully committed to purposefully identifying and confronting incidences of racism.  Furthermore, the university vows to discuss and challenge issues of race and color and the impact they have on the university, its systems, and its community.

Employees and students who experience racial discrimination, harassment or vilification are encouraged to report it and seek assistance, in accordance with the university’s policy on Bias, Discrimination, & Harassment.

Violations of this policy will be dealt with in accordance with the university’s policy on Bias, Discrimination, & Harassment.

Sanctions

The consequences for a proven breach will depend on its seriousness. Sanctions range from, but are not limited to, an apology and commitment to not repeat the behavior through to disciplinary action, including dismissal, suspension, or expulsion.

If a complaint involves evidence of criminal conduct, the university will refer the matter to the appropriate law enforcement agency.

Retaliation

The university prohibits any form of retaliation against any individual because of the individual’s good faith participation in reporting or otherwise expressing opposition to, suspected or alleged misconduct, or participating in any process designed to review or investigate suspected or alleged misconduct or noncompliance with applicable policies, rules, and laws. No employee will be adversely affected because they refused to carry out a directive which constitutes fraud or is a violation of local, state, federal or other applicable laws and regulations.

 

Reason For Policy


As Christians, we are grounded in God’s love for all people and recognize that the sin of racism is incompatible with God’s plan for humanity, it is  incompatible with the standards of North Central University, and it is incompatible with the expectations of the North Central University for the North Central University community.

We recognize that community members are at various points along an anti-racist journey and we also recognize that bias can be unconscious or unintentional and that racism is the combination of social and institutional power plus racial prejudice.

Racism dehumanizes everyone and the university recognizes that it is not enough to say that racism is not acceptable on campus or by university community members. It is not enough to make statements that denounce racism.  The university must take a stand to be anti-racist.

We call on all members of the university community to act mindfully in ways that are intentionally anti-racist. We call on all university community members to honor all humanity and to treat all people with dignity and love, as fellow image-bearers of Christ.

 

Policy Scope


This policy applies to all staff members, students, people seeking to work or study at the university, volunteers, adjuncts, service providers, contractors, customers/clients and visitors.

 

Appendices


  • There are no appendices associated with this policy.

 

Additional Contacts


SubjectContactPhoneEmail
Primary ContactKate Ketterling612.343.4442kaketter@northcentral.edu
Student ConductJeremy Williamson6.12.343.4450jdwillia@northcentral.edu
Emergencies911
NCU Security612.343.4445security@northcentral.edu
NCU Security - Emergencies612.343.4444

Definitions


Cultural inclusiveness or inclusive culture
An environment that is responsive to the needs of all users, acknowledges and respects diversity, and does not discriminate or treat people unfairly because of individual differences.

Culture
Culture refers to the distinctive patterns of values, beliefs, and ways of life of a social group. It is a dynamic concept, which is influenced by environmental, historical, political, geographical, linguistic, spiritual, and social factors.

Direct Discrimination
When a person or group is treated less favorably than another person or group in a similar situation because of their background or personal characteristics. It is unlawful if the discrimination is based on legally protected characteristics such as race, color, descent, national or ethnic origin, or immigrant status.

Ethnicity
Of or pertaining to people who regard themselves and/or are regarded as having common origins and who share or have shared such attributes as culture, history, language, religion or traditions.

Indirect Discrimination
When requirements, policies or practices, which are the same for everyone and appear to be neutral and fair, actually disadvantage people who share a particular attribute. It is unlawful if the discrimination is based on legally protected characteristics such as race, color, descent, national or ethnic origin, or immigrant status.

Good Faith Participation
Reporting, or otherwise expressing opposition to, misconduct based on a reasonable belief that misconduct has occurred. Or, honestly participating in an investigation of misconduct or accessing conflict resolution services.

Race
A person’s nationality, country of birth, color, ancestry, ethnic origin, or people associated with those of a particular race. The word ‘race’ is used in these procedures to reflect relevant legislation.

Racial Discrimination
A person or group being treated less favorably, or not given the same opportunities, as others in a similar situation because of their race, color, descent, national or ethnic origin, or immigrant status.

Racism
The term ‘racism’ relates to discriminatory attitudes, beliefs, behavior, distinctions, exclusions, restrictions or preferences that are based on presumptions about a group or person’s race.

Retaliation
Adverse action against an individual because she or he has made a protected disclosure or has participated in an investigation, proceeding or hearing involving a protected disclosure.

Rights
A group of people or a person’s entitlements based on Australian law or international agreements to which Australia is a signatory. In addition, the term is often used to refer to rights which do not exist in law but which are based on notions of social justice and fair treatment.

 

Responsibilities


University

  • Raise awareness and cross-cultural competence through anti-racism policies and programs.

University Managers and Supervisors

  • Ensuring that their work and/or study environments are culturally inclusive and free from racial discrimination and harassment.
  • Supporting and encouraging staff and students to develop cross-cultural competence through appropriate development opportunities and resources.
  • Monitoring and ensuring that appropriate conduct and practices are modelled and observed at all times in their work and/or study environments.
  • Taking appropriate action if they observe or receive a report of racial discrimination, harassment or vilification.
  • Investigating allegations of racial discrimination, harassment or vilification, and making recommendations to resolve the matter.

All Employees and Students

  • Uphold and act in accordance with principles promoting cultural diversity and inclusiveness, including identifying and bringing attention to acts of racism.

 

RELATED INFORMATION


Related Policies & Procedures

Related Legislation

  • Title VI and VII of the Civil Rights Act of 1964
  • Title VII of the Civil Rights Act of 1964
  • Title IX of the Education Amendments of 1972
  • Age Discrimination in Employment Act
  • Americans with Disabilities Act as amended
  • Minnesota Human Rights Act

 

History


Issued
2020-10-15