Inclusion at ɬ
Diversity, Equity and Inclusion
ɬ strives to build and maintain a campus environment that is inclusive, pluralistic and free of discrimination. Diversity, equity and inclusion efforts extend beyond specific departments and are embedded in all areas of the College.
Diversity, Equity and Inclusion in Practice
Diversity, equity and inclusion focuses on understanding individuals’ multiple identities through the lens of social justice education, ally development and identity development. We recognize that no member of the ɬ community brings just one aspect of their identity into the classroom, cocurricular activity or personal relationship. The College values intersectional identities and the College community strives to grow in our capacity to support persons in their identities at the intersections of race, ethnicity, gender, class, sexual orientation, gender expression, disability, age, national origin and religious/spiritual identities. In addition, the College seeks to generate greater connection and communication rather than polarization around these facets of identity.
For information on diversity, equity and inclusion at ɬ, visit mtholyoke.edu/diversity-and-inclusion.
Community and Belonging
The Office of Community and Belonging is committed to the holistic development and wellness of ɬ students using intersectional frameworks with a focus on identity, social justice, religion and spirituality, and liberatory consciousness. We also support religious accommodations. We create opportunities for those who gather and engage with The Office of Community and Belonging to feel empowered to ask and explore: “who I am, who do I want to be, and who do others think I am, and want me to be?
Religious Accommodation
Although we are a secular institution, the College values students who sincerely claim their religious and spiritual identities and seek to observe and practice their religious and spiritual traditions during your time with us. We acknowledge and embrace religious identity as part of our commitment to diversity, equity and inclusion. It is our goal to not only comply with the religious accommodation statute, Title XXI Chapter 151C Section 2B of the General Laws of Massachusetts, at , but to assure that our students who uphold a sincerely held religious and/or spiritual belief feel a sense of belonging within our community.
To facilitate the planning of your semester assignments and other obligations, the College has created a multifaith calendar, at , to note key religious observances that are likely to generate a request for an accommodation. This calendar is not exhaustive, and we recognize that an individual may practice their faith or spiritual tradition differently from region to region and vary even within their own faith and spiritual tradition.
Faculty are highly encouraged to add a note to their syllabi affirming this religious accommodation expectation so that students feel comfortable making their needs known. Massachusetts law states that while requesting an accommodation it “shall not create an unreasonable burden upon such school” and it is imperative that “no adverse or prejudicial effects shall result to any student because of his [sic] availing himself [sic] of the provisions of this section.” Generally, if a student requests an accommodation it should be submitted on-line by the last day to add a course and should be honored in good faith. If there are questions regarding the religious observance or request, please contact the Community & Belonging and ask to confer with the appropriate College chaplain or religious advisor.
Students requesting accommodation are expected to submit their requests via the . The form can also be found on the Division of Student Life Embark Page. You will need to provide the dates of the religious observance, the religious observance and what type of accommodation you are seeking.
Students are advised to submit their requests — by the last date of the add period — to make arrangements for rescheduling missed classes, labs, assignments and exams. Please fill out the accommodations form as soon as possible; especially students seeking accommodations for Jewish High Holidays, which occur early in the fall semester. Submitting your requests early allows your professor ample time to reschedule exams, etc. If you have questions about the accommodations process or a request is denied, students should contact the Office of Community and Belonging at community-belonging@mtholyoke.edu or the academic dean's office to discuss the issue.
Access and Inclusion
ɬ strives to provide access to education, employment, services, programs and activities to all persons, regardless of ability. As such, members of the College community work together in the effort to create solutions to any barriers that may exist for an individual with a disability.
Disability Services works with students to provide reasonable accommodations for those that have a documented disability, and/or disability-related needs. Disability Services is the only designated office at the College for students to voluntarily disclose a disability, submit appropriate documentation for verification, and request accommodations. Disability Services engages with you in an interactive process to determine reasonable accommodations and ensure an individualized accommodation process.
For staff, faculty, and other non-student employees on campus, accommodations are coordinated through Human Resources.
For more information about Disability Services at ɬ visit: /directory/departments-offices-centers/disability-services
ɬ is committed to equal access and the civil rights of all of its community members, regardless of ability. The College strives to remove barriers to programs wherever they exist through systematic barrier removal and proper and timely maintenance. If a student encounters a physical, electronic or programmatic barrier (such as a blocked access ramp, an inoperative elevator or wheelchair lift or an inaccessible website), please notify the College by using the MHC Accessibility Barrier Form, found at /access-and-inclusion, so that the College can remove the barrier as quickly as possible and maintain access for everyone.
If the situation is an emergency, please call Public Safety and Service at 413-538-2304.
The College is committed to providing access to programs and activities. However, even with conscientious planning, there may be instances when a program, activity or service is located in a facility that is inaccessible for some participants with disabilities. Upon timely notice, which is considered 1-2 weeks, the College will relocate a program, activity or service to a venue that meets the relevant accessible needs. If relocation is not possible, the College will discuss other reasonable modifications to provide access to participants with disabilities.
To inquire about accessible features of a venue or to request the relocation of an event, contact the host or office of the program, activity or service. In instances where the host or office contact is unknown or unresponsive, contact the Section 504 Coordinator. Requests should be made at least two weeks in advance whenever possible so that there is sufficient time to provide adjustments or relocate an event. Please contact the College’s Section 504 Coordinator at 413-538-3586 or via email at section504coordinator@mtholyoke.edu with questions or concerns.
Students with disabilities may also seek relocation of academic classes or residence hall assignment as an approved accommodation. To request this, students should contact Disability Services. Again, requesters should provide sufficient time to provide the necessary accommodation(s) for participation or relocation.
Employees with disabilities seeking relocation as a work-related accommodation should contact Human Resources at 413-538-2503.
Resolution of Grievances
The guidelines and procedures outlined here were established by the College to aid in resolving conflict, discriminatory and/or harassing behaviors as identified in the ɬ statement of non-discrimination and equal opportunity.
Examples of discriminatory and harassing behaviors include but are not limited to:
- Unwelcome verbal, physical or other conduct based on membership or assumed membership in a protected class.
- Exclusion, isolation or differential negative treatment based on membership or assumed membership in a protected class.
- Conduct or conditions that interfere with or limit one’s ability to work in, participate in or benefit from an educational program or activity based on membership in a protected class (e.g., denial of reasonable accommodation or physical inaccessibility of a College program or activity).
These procedures are available to those who are:
- Employed by or enrolled at ɬ at the time of the incident or occurrence giving rise to the grievance.
- Prospective students.
- Employment applicants.
- Visitors and guests of the College.
These procedures are not intended to impair or limit the rights of any individual to seek a remedy available under state or federal law, nor does their availability establish any contractual rights or imply that the handbooks and manuals establish contractual guarantees.
These procedures apply to faculty grievances related to employment unless there is specific applicable legislation in the Handbook of Faculty Legislation in the section on “Policies and Procedures Governing Academic Appointments, Reappointments, Tenure, Termination, and Dismissal” under Section Seven: Faculty Rights. When a faculty member is the respondent, faculty legislation should be consulted for the applicable appeals process
These procedures may be revised or amended by the College at any time. Although members of the collective bargaining units may use the College resources for purposes of consultation and advice, union members must use the applicable grievance procedures outlined in their contract for formal grievances. Appropriate action for faculty is governed by the Handbook of Faculty Legislation and Related Information, under Section Seven: Faculty Rights.
The College considers six months as a reasonable outside limit for bringing a grievance. The College may allow a grievance to be filed beyond the six-month limit.
Retaliation against a grievant for having filed a grievance, or against any individual who participates or cooperates in the grievance proceedings, will not be tolerated and may result in disciplinary action up to and including termination or expulsion.
The hearing officer for a formal complaint is a College-appointed official or body assigned to review the complaint, examine the facts presented by the parties involved (including the investigation report), determine responsibility, and if necessary impose disciplinary sanctions.
The designation of the hearing officer is based upon the classification type (i.e., student, staff, faculty or guest) of the grievant and respondent (if any):
- Student-to-student cases are generally heard by the Honor Code Council (or designee from the Division of Academic Affairs).
- Faculty matters are heard by the dean of faculty (or designee).
- Staff matters are heard by the supervisor (unless the complaint involves the supervisor) or designee as determined by the associate vice president for human resources.
Complaints and reports of discrimination or harassment should be reported as soon as possible after the incident(s) in order to be most effectively investigated. The College will work efficiently and appropriately to resolve any notice of grievances. The College will make every effort to resolve a formal complaint within 60 calendar days and an informal complaint within 45 calendar days. The College reserves the right to extend any of the above time periods when circumstances so warrant in the sole judgment of the College.
The College is committed to a fair and impartial investigation of a grievance that will respect the privacy and dignity of all parties involved. Using interim measures, the College will impose reasonable and appropriate measures designed to stop the harassing behavior and eliminate (to the best of the College’s ability) the detrimental effects of that behavior.
Interim measures are a set of short-term actions taken to quickly prevent, mitigate or remedy harm caused by the offensive behavior. Interim measures can range from a no-contact agreement to suspension pending investigation. Interim measures may be used when a complaint is open and the investigation is in process to ensure the parties involved have access to programs, activities and services of the College. Interim measures are viewed as a tool that, when combined with other campus services such as counseling support and access to medical services, will reduce any negative effect of the harassing behavior and/or investigation process.
Interim measures may be used regardless of whether formal disciplinary action is sought by the survivor or reporting party. The College may choose to impose interim measures at its discretion to ensure the safety of all parties and of the broader College community and/or to maintain the integrity of the investigation and/or resolution process. The type of interim measure used will be considered using those same factors.
Examples of interim measures:
- Implementing a mutual on-campus no-contact agreement.
- Extending time for assignments and/or rescheduling of an exam where possible.
- Changing class schedules, including the withdrawal from a course without penalty.
- Changing work schedules or job assignments where possible.
- Changing a student’s residence hall assignment.
- Approving a voluntary leave of absence.
- Imposing a temporary suspension.
- Allowing a student to take a reduced academic course load.
The College will consider any other remedy proposed that could be tailored to the involved individuals to achieve the goal of safe access to College programs, activities and services.
The College provides two approaches to resolving grievances, informal and formal. A grievant should consider the advantages and disadvantages of each before proceeding.
Approach A: Alternative Resolution (Informal Grievance)
The use of alternative resolution or informal procedure encourages participants to cooperate and have open and honest dialogue, focus on common interests, and use creative problem-solving methods to arrive at their own resolutions. The informal procedure is not required, nor is it appropriate for all matters of grievance (e.g., sexual assault). Using or starting the use of the informal procedure does not restrict a grievant from use of the formal procedure at any time.
Should the informal procedure fail to resolve the matter, the grievant may move to the formal process. A grievant may move to a formal process at any time during the informal procedure. A grievant wishing to proceed from informal procedure to formal process should file a formal grievance as soon as possible. Delays in reporting will affect the College’s ability to investigate the matter.
Approach B: Formal Grievance
The College engages in a four-step process in addressing complaints:
Step 1. Filing of a Complaint: The grievant provides the College notice of the problem. Notice must be submitted to an appropriate College official (e.g., supervisor, department chair, etc). The grievant may also file a grievance directly with the compliance coordinator.
Step 2. College Review and Investigation of the Complaint: This step may include the use of interim measures while the investigation is in process. Interim measures are a set of short-term actions taken to quickly prevent, mitigate or remedy harm caused by the offensive behavior or circumstances complained of. Interim measures can range from a no-contact agreement to suspension pending investigation. Interim measures may be used when a complaint is open and investigation pending.
Step 3. Notice of Outcome: The grievant and respondent (if any) will receive a written notice of the outcome to the complaint. Notice of the outcome will also be shared with the appropriate College personnel who have a legitimate need to be informed of the outcome. A copy of the investigation report, findings and outcomes will be shared with the hearing officer and the appropriate compliance coordinator.
Step 4. Right of Appeal: Both the grievant and the respondent (if any) have the right to appeal the decision in writing to the president of the College.
Standards of Proof in the Grievance Process
The hearing officer will use the standard of preponderance of the evidence to make a determination that a violation of policy has occurred.
In addition to or in lieu of the College, the following resources are available. The deadlines given in these procedures are designed to make it possible for an individual to proceed through every stage of the College’s informal and/or formal procedures with sufficient time to file a complaint with the United States Equal Employment Opportunity Commission (EEOC) or the Massachusetts Commission Against Discrimination (MCAD). In addition to or in lieu of the College, complaints can be filed with one or more of the government agencies set forth below.
Equal Employment Opportunity Commission (EEOC)
John F. Kennedy Federal Building
475 Government Center
Boston, MA 02203
(617) 565-3200
Massachusetts Commission Against Discrimination (MCAD)
Springfield Office
436 Dwight Street, Room 220
Springfield, MA 01103
413-739-2145
Boston Office
One Ashburton Place, Room 601
Boston, MA 02108
617-994-6000
Office for Civil Rights (OCR), Region I Boston Office
U.S. Department of Education
8th Floor
5 Post Office Square
Boston, MA 02109-3921
Main Number: 617-289-0111
Fax: 617-289-0150 TDD: 877-521-2172
Email: OCR.Boston@ed.gov