FAQs

Frequently Asked Questions

What is diversity?
How does it affect me?
How do I get involved?
How can I get help?
If I have received a threat of bodily harm, to whom should I report it to?
If my supervisor seems to be "coming on" to me, what should I do?
Is there a way to talk about acts of intolerance that I have seen or experienced without filing an official report to the University?
If I am experiencing problems in the community where I live, where can I get help?
What are some good example responses to shut down offensive language or behavior with coworkers?
Does Finance and Business have an affirmative action plan?
How is progress toward the plan audited and measured?
I am Lesbian, Gay, Bisexual, or Transgender in Finance & Business. What kind of benefits is my partner eligible to receive?
What buildings on campus are equipped to handle my disability?

What is diversity?

Diversity is a welcoming and supportive environment for all University employees. Through education, awareness, and action items, Finance & Business strives to provide a comfortable and conducive environment for its entire staff. Units continually develop policies, training, and support to further this goal of comfort and tolerance within its offices.

How does it affect me?

Diversity affects everyone. No matter what unit you work in, you will be exposed to the diverse lives of your coworkers. Being exposed to a more diverse lifestyle will enhance relationships between coworkers and customers. It will also improve the way of life for the employee and the University. Diversity policy affects you by developing training courses, establishing regulations, and raising awareness to improve the University community as a whole.

How do I get involved?

Being involved is as simple as confronting coworkers and reporting acts of intolerance. To be more involved you can volunteer to be a part of a diversity committee or group.

Examples of diversity groups/programs at Penn State and in the community:
Mentoring Program
Diversity Key Initiative Team
Commission on LGBTE
Commision on Racial/Ethnic Diversity
Commission for Women
Community Diversity Group
Leadership Centre County

How can I get help?

If you experience an uncomfortable situation or an act of intolerance, either directed at you or a coworker, there are several options. You can address the problem with your supervisor who should properly handle your problem. If you are uncomfortable addressing the situation with him/her, contact the Office of Human Resources or the Affirmative Action Office. They will help you in solving your problem.

If I have received a threat of bodily harm, to whom should I report it to?

In an event of bodily harm or a threat of harm, you should always contact University Police first. Also, if the threat comes from anyone other than your supervisor, contact your supervisor. If the problem is coming from your supervisor, contact the Office of Human Resources and/or the Affirmative Action Office.

If my supervisor seems to be "coming on" to me, what should I do?

If the supervisor's actions are threatening or violent, contact University Police immediately by calling 911 in an emergency or 814-863-1111. The Affirmative Action Office has primary responsibility for resolving sexual harassment complaints. Each department's supervisor is asked to designate an individual or individuals to assist in resolving sexual harassment matters.

Is there a way to talk about acts of intolerance that I have seen or experienced without filing an official report to the University?

By calling the 24-hour Ethics and Compliance hotline 1-800-560-1637, you will be able to report an act of intolerance, intimidation, or harassment anonymously. Other options include talking to your supervisor or contacting the Office of Human Resources and the Affirmative Action Office.

View F&B's Statement on Acts of Intolerance for F&B employees to speak about intolerance problems.

If I am experiencing problems in the community where I live, where can I get help?

Even in the community, you can visit the Educational Equity Office. The office has links to the University and community diversity groups that can assist you.

What are some good example responses to shut down offensive language or behavior with coworkers?

- Simply state that the person's comments are offensive and to please stop saying them. Remind him/her that Penn State does not permit such behavior.

- Ask exactly what the person's comment means. If someone makes a comment about a racial group, ask the person whom he knows of that race that would qualify him to make such a statement. Most of the time, they do not know. Making a person accountable for what they say and qualifying themselves usually makes them and everyone else who is around really think about the comments.

- If someone makes a bigoted statement, simply say, "I don't think that's true" or "I disagree." Not going along with peer pressure is a start to help others not join the "club".

- In a group setting, ask if everyone agrees with the offensive statement made and note that you do not. Create some discussion to make people realize how inappropriate the comments are.

Does Finance and Business have an affirmative action plan?

F&B has a strategic plan for diversity in its Framework to Foster Diversity, but not an affirmative action plan. For an affirmative action plan, visit the Affirmative Action Office.

How is progress toward the plan audited and measured?

About every three years, F&B conducts a diversity climate survey to better understand the general atmosphere in F&B offices. By surveying employees, one can better understand the views, feelings, and comfort of F&B employees.

The Diversity Key Initiative Team also measures progress within F&B. The team conducts, reviews, and comments on the survey results in order to create actions items to better diversify F&B units.

I am a lesbian, gay, bisexual, or transgender employee in Finance & Business. What kind of benefits is my partner eligible to receive?

If you have a partner and are lesbian, gay, bisexual, or transgender, you get the same benefits as non-LGBT married employees and their partners. University policies provide similar treatment for LBGT partners as for spouses of University employees. Visit the Domestic Partner health care benefits page for more information.

What buildings on campus are equipped to handle my disability?

Most buildings on campus are ADA accessible and have ADA accessible restrooms. All major buildings have accessible entrances. View the campus ADA map to see which buildings are accessible.