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Intercultural Advisory Group
The Intercultural Advisory Group (IAG) is a group of students, faculty, and staff commissioned by the President to:
- Provide an institutional forum to address issues of cultural diversity such as (but not limited to)race, ethnicity, gender, sexual identity, nationality, class, and religion;
- Consult or meet as necessary with campus committees such as the Enrollment Committee, the Faculty Diversity Recruitment Subcommittee and other pertinent committees or College Administrative staff concerning such issues.
- Provide advice and counsel to the President on such issues, and on ways and means to enhance and enrich intercultural relations on campus.
The IAG monitors the College’s initiatives, programs and practices relating to intercultural relations and diversity, and discusses concerns, if any, that may arise about those initiatives, programs and practices. The IAG will be interested in, among other things, the recruitment and retention of students, ways in which the College’s curriculum can foster intercultural awareness, diversity in the College’s faculty and staff, and the student, faculty, and staff experience as it relates to issues of culture and diversity.
Lake Forest College’s nondiscrimination policies are based on federal laws and regulations, including Title IX and other relevant regulations, as well as on its institutional ideals.
It is the stated policy of Lake Forest College that appropriate qualifications for and performance of specific duties are the basic criteria for the employment and promotion of all College academic and nonacademic staff. Lake Forest College does not discriminate against any persons because of race, color, sex, religion, or national or ethnic origin in its education program, activities, or employment. In addition, Lake Forest College is required by Title IX and regulations promulgated thereunder not to discriminate on the basis of sex in educational programs, activities, and employment. Lake Forest College does not discriminate on the basis of disability against any otherwise qualified person by denying participation in, or the benefits of, any College program or activity. Lake Forest College also does not discriminate on the basis of sexual orientation, gender identity or expression in its education programs, activities, or employment. For the purpose of this policy, the term “sexual orientation” means the status or expression, whether actual or perceived, of heterosexuality, homosexuality, or bisexuality.
Inquiries regarding Title IX should be directed to the Title IX Coordinator. The campus coordinator for Section 504 of the Federal Rehabilitation Act of 1973 (prohibiting discrimination based on disability) is Stephen D. Schutt, President.
Harassment Free Environment Policy
The College prohibits harassment based on sex, pregnancy, gender identity or expression, race, color, creed, national or ethnic origin, religion or religious affiliation, sexual orientation or preference, age, marital or family status, disability, veteran status or any other characteristic protected by law.
Prohibited harassment includes, but is not limited to, the use or expression of epithets, slurs, intimidation, negative stereotyping, threats, assault or any physical interference with an individual’s normal work or movement. Harassment may also include written or graphic material placed on walls, bulletin boards, College-related websites or social media, or elsewhere on the College’s premises that denigrates, shows hostility or aversion towards an individual or group because of the characteristics identified above.
For information on sexual harassment or misconduct, see the Sexual Misconduct Policy and Procedures.
For a full listing of student policies, see the Student Handbook.
Administrative Staff Diversity Recruitment (ASDRS)
Diversity among the administrative staff and non-teaching faculty at Lake Forest College is a priority of the College. The ASDRS’s goal is to support search committees in the development of diverse pools of qualified candidates from which the most qualified person candidate is selected to fill an open position.
Diversity requires a broad definition. Faculty, students, and staff are diverse in many ways, including, but not limited to, ability, ethnicity, gender, geographic origin or nationality, political beliefs, race, religion, and sexual orientation. It is important to note that the College embraces diversity in this expansive sense, though the institution pays particular attention to the recruitment of professional staff who are traditionally underrepresented in higher education: namely, ethnic minority groups and women.
The charge of the ASDRS is to support and promote the recruitment and hiring of traditionally underrepresented ethnic minority and women administrative staff employees by fully collaborating with search committees designated to fill these positions.