Yes, in the application for admissions. We have had faculty call admitted candidates personally.
The following question appears in an optional supplemental section in the application: ” I self-identify as lesbian, gay, bisexual, or transgender __YES __NO” . There is also a question on the LSAC common app that asks whether the applicant is interested in the LGBTQ student group (which does not always mean they are themselves LGBTQ). This information flows into our system. Based on the answer, admitted students are given the option of having the student group contact them.
Inclusive Faculty & Staff Recruitment and Hiring
Advancing inclusive excellence is a campus-wide goal reflected in Santa Clara’s Jesuit values and traditions. As stated in the Fundamental Values of the University’s Strategic Plan, “We cherish our diverse and inclusive community of students, faculty, staff, administrators, and alumni, a community that is enriched by people of different backgrounds, respectful of the dignity of all its members, enlivened by open communication, and caring and just toward others.” To further this value, Goal 5 of the Strategic Plan prompts the University to “recruit and graduate a broadly diverse community of highly talented students.” Simultaneously, the University recognizes that simply admitting more diverse students is not enough. Research has emphasized the importance of faculty composition in maximizing the benefits of racial diversity in higher education for all students (Milem, 2001). Such an effort also furthers the University’s commitment to inclusive excellence. As such, the University seeks to “recruit and retain outstanding faculty members whose teaching, research, and life experience enrich the diversity of Santa Clara’s academic community with respect to race, ethnicity, and gender” (Strategic Plan, Objective 5D).
The Office for Diversity and Inclusion (ODI) is available as a resource for any campus unit in administering both faculty/staff recruitment and hiring processes. ODI works collaboratively with Human Resources (HR) on the staff components. ODI has compiled a robust summary of best practices and effective strategies for inclusive faculty/staff recruitment and hiring based on a review of current initiatives and practices at Santa Clara, activities at other universities, and practices identified within the research literature. ODI is available for consultation at any time.
The Office for Diversity and Inclusion (ODI) provides support for search committees, department chairs, hiring managers and deans engaged in faculty and staff searches. ODI works collaboratively with Human Resources (HR) with the staff components.
ODI support includes:
Consultation on best practice strategies for inclusive searches
Formal Inclusive Search training workshops for departments, search committees
Demographic statistics, availability analysis, and utilization/underutilization reports for area of search
Research into potential candidates from underrepresented groups (recent and forthcoming PhDs from targeted graduate programs, etc.) who could be contacted regarding upcoming or current searches
Assistance drafting proposals for Faculty searches (tenure, adjunct)
Assistance drafting inclusive search and recruitment plans
Participation in portion of interview process on request
ODI will work with academic units and Deans to support potential funding for the following initiatives:
informal visits to campus of potential candidates from underrepresented groups (e.g., bringing potential candidates to campus for research talks in years prior to searches)
sending additional faculty to conferences to attend talks by potential candidates from underrepresented groups (cost shared with dean)
bringing additional candidate to campus to enhance inclusion within the search (cost shared with dean)
other funding in support of inclusive searches may be available”
Answer left blank.
We currently do not track or record this data.
We currently do not track or record this data.
Regular full-time employees are eligible for benefits. An eligible employee is a member who works a minimum of 20 hours per week for the University. Your Benefits begin on the first date of the month coinciding with or following the 1st day of employment. Benefit plans currently include:
Flexible Spending Plan (Section 125 Plan)
Employee Assistance Plan
Basic Life Insurance Accidental Death & Dismemberment Insurance (AD&D)
Long Term Disability Insurance
Short Term Disability Insurance
401(a) and 403(b) Retirement Plans
For Eligible Dependents
Employees must complete and return their benefits enrollment paperwork to the Human Resources Department within 31 days of their eligibility for benefits. Please note, if you or your eligible dependents do not enroll in the plans within 31 days of your eligibility date, you will not be able to enroll until the next Open Enrollment Period. Please refer to the Summary Plan Document for more details.
Effective June 1, 2010 and due to the recently enacted health care reform measures, Eligible Dependents include your:
Spouse or Registered Domestic Partner
Dependent children, regardless of student status and marital status until they reach age 26
Unmarried dependent child of any age who is incapable of self-sustaining employment due to a mental or physical handicap.
For more detailed information, see the U.S. Health Care Reform Update (PDF 92KB).
Note: A child includes your adopted child, stepchild or recognized natural child.”
Kaiser offers some services including transportation and housing when a surgery has to be performed outside of their service area.
All Graduate, Law and Jesuit School of Theology students in a degree seeking program who are enrolled in at least halftime in their school or college are automatically enrolled in this insurance plan at registration, unless proof of comparable coverage is furnished. . . Eligible students who do enroll may also insure their Dependents. Eligible Dependents are the student’s legal spouse or Domestic Partner and dependent children under 26 years of age. . .
Law students have access to the office of Counseling & Psychological Services (CAPS) through the Cowell Center at Santa Clara University.
The mission of Counseling and Psychological Services (CAPS) is to support students and student learning by providing quality counseling services to students and consultation and outreach programs to the campus community.
CAPS is staffed by licensed psychologists, psychology trainees – pre-doctoral trainees and advanced practicum students – and a psychiatrist. All mental health providers are by appointment only and will address your needs in a sensitive, compassionate, confidential and holistic manner.
As well as our on-campus staff, CAPS offers assistance with referral to off-campus mental health professionals when you need, or prefer, long-term or specialty care. Please refer to our list of community referrals.
We have a gender neutral single bathroom/shower available to all students and staff.
This can be found in our non-discrimination policy.
Gender and Law
Sexuality and the Law
Yes, optional for all students
We offer multiple opportunities for staff, faculty, and students to participate in racial bias, discrimination, DEI trainings, workshops/speak series, etc.
Santa Clara University affirms the right of all students to live and learn in a safe and respectful environment. The Safe Space program enhances Santa Clara’s educational commitment to its students by improving the environment for the lesbian, gay, bisexual, transgender and questioning (LGBTQ) members of our community. By providing physical signs of welcome, such as the sticker shown above, and by inviting the University community to ongoing conversations, we can make a difference for all SCU students
The Office for Diversity and Inclusion facilitates Safe Space Training for faculty and staff on campus.
– Law school appointed a full-time member of the faculty as the Director of Diversity and Inclusion. This position plays an essential central role in all decisions that affect the recruitment and retention of the student body, the hiring and promotion of faculty and staff, and the overall community climate within the Law School.
– EJEC (Equity, Justice, and Engagement Committee) – Advisory committee assessing progress of Diversity Plan and how it impacts R&T, admissions decisions, hiring, promotion, etc.
– Institute climate surveys to staff, faculty, and students. Incorporate various perspectives from Law school academic and professional interest groups in the analysis of the data and implementation of Diversity Plan
– Offering support and services to students with particular needs, backgrounds, etc.
– Food insecurity programs
-Academic advising for first generation students and other minority groups
– Committed and exuberant student/student groups hosting workshops, putting DEI issues at the forefront of their programming: Implicit Bias Workshops, Racial Justice Workshops