| A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | Z | AA | AB | AC | ||
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1 | IPEDS_code | More diverse faculty / administrators / staff / speakers; change or review of hiring practices | More diverse student body / increased retention of students of color / change or review of admissions procedures | Renaming buildings / mascots / positions / etc; removal of names | Mental health support | Curricular changes or requirements / department restructurings / expansions of departments | Diversity / sensitivity / cultural competency training (including Title IX training and training on intersectionality) | More support programs / more resources for existing support progams | Increased funding for or construction of safe spaces (eg cultural centers, resource centers, or residence halls) | Resignation or firing of someone | Apology from someone | Statement mentions sexual assault | Issuing a statement or plan; affirming support | Collection or release of data | Physical protection / assurance of safety / statements mentioning police | Increased investigation and punishment of discrimination / racial insensitivity / hate crimes etc. | Appointment of new positions or committees | Mention of historic injustices linked to university. | Better financial aid / financial support / implementation of or increased funding for scholarships | Statement mentions Greek life | Actions towards the broader community (e.g., higher wages for non-faculty university employees; divestment; prison reform; connections to national movements like Black Lives Matter) | Mentions undocumented students | Mention of microaggressions | Greater inclusion and representation of student voices not just superficial diversity or tokenism | Trans/LGB issues | Increased transparency | Public forum, event, or discussion | |||
2 | University of Missouri | 178396 | future UM system president and Chancellor positions be selected by a collective of students, staff, and faculty of diverse backgrounds...This curriculum must be vetted, maintained, and overseen by a board comprised of students, staff and faculty of color...We demand that by the academic year 2017-18, the University of Missouri increases the percentage of black faculty and staff members campus-wide by 10 percent. | We demand that the University of Missouri composes a strategic 10-year plan on May, 1 2016 that will increase retention rates for marginalized students. | We demand that the University of Missouri increases funding and resources for the University of Missouri Counseling Center for the purpose of hiring additional mental health professionals, particularly those of color, boosting mental health outreach and programming across campus, increasing campus-wide awareness and visibility of the counseling center, and reducing lengthy wait times for prospective clients | We demand that the University of Missouri creates and enforces comprehensive racial awareness and inclusion curriculum throughout all campus departments and units, mandatory for all students, faculty, staff and administration | sustain diversity curriculum and training | We demand that the University of Missouri increases funding, resources and personnel for the social justice centers on campus for the purpose of hiring additional professionals, particularly those of color, boosting outreach and programming across campus and increasing campus-wide awareness and visibility | We demand the immediate removal of Tim Wolfe as UM system president | We demand that University of Missouri System President, Tim Wolfe, writes a hand-written apology to Concerned Student 1-9-5-0 demonstrators and holds a press conference in the Mizzou Student Center reading the letter. In the letter and at the press conference, Tim Wolfe must acknowledge his white privilege, recognize that systems of oppression exits, and provide a verbal commitment to fulfilling Concerned Student 1-9-5-0 demands. We want Tim Wolfe to admits his gross negligence, allowing his driver to hit one of the demonstrators, consenting to the physical violence of bystanders, and lastly refusing to intervene when Columbia Police Department used excessive force with demonstrators | refusing to intervene when Columbia Police Department used excessive force with demonstrators | |||||||||||||||||||
3 | Amherst College | 164465 | inherent racist nature of the unofficial mascot, the Lord Jeff, and circulate it to the student body, faculty, alumni, and Board of Trustees. This will be followed up by the encouraged removal of all imagery including but not limited to apparel, memorabilia, facilities, etc. for Amherst College and all of its affiliates via a phasing out process within the next year | President Martin must issue a statement of apology to students, alumni and former students, faculty, administration and staff who have been victims of several injustices including but not limited to our institutional legacy of white supremacy, colonialism, anti-black racism, anti-Latin@ racism, anti-Native American racism, anti-Native/ indigenous racism, anti-Asian racism, anti-Middle Eastern racism, heterosexism, cis-sexism, xenophobia, anti-Semitism, ableism, mental health stigma, and classism. Also include that marginalized communities and their allies should feel safe at Amherst College...We demand Cullen Murphy ‘74, Chairman of the Board of Trustees, to issue a statement of apology to students, alumni and former students, faculty, administration, and staff who have been victims of several injustices including but not limited to our institutional legacy of white supremacy, colonialism, anti-black racism, anti-Latinx racism, anti-Native American racism, anti-Native/ indigenous racism, anti-Asian racism, anti-Middle Eastern racism, heterosexism, cis-sexism, xenophobia, anti-Semitism, ableism, mental health stigma, and classism...President Martin must issue a statement of apology to faculty, staff and administrators of color as well as their allies, neither of whom were provided a safe space for them to thrive while at Amherst College | President Martin must issue a statement to the Amherst College community at large that states we do not tolerate the actions of student(s) who posted the “All Lives Matter” posters, and the "Free Speech" posters that stated that “in memoriam of the true victim of the Missouri Protests: Free Speech.”...must send former students an email of current events on campus including a statement that Amherst College does not condone any racist or culturally insensitive reactions to this information | Amherst College Police Department must issue a statement of protection and defense from any form of violence, threats, or retaliation of any kind resulting from this movement | zero-tolerance policy for racial insensitivity and hate speech...alert them that Student Affairs may require them to go through the Disciplinary Process if a formal complaint is filed, and that they will be required to attend extensive training for racial and cultural competency | |||||||||||||||||||||||
4 | Atlanta University Center Consortium Demands | These harmful practices include but are not limited to: state violence against black and brown lives, such as police brutality, erasure and reconstruction of history, and allotment of resources; the exclusion of women, LGBTQIA, differently-abled, non-Christian, poor, and neurodiverse or mentally ill persons in addressing public issues; and the upholding of respectability tactics in the wake of calculated, widespread targeting of black and brown persons… | ||||||||||||||||||||||||||||
5 | Beloit College Demands | 238333 | Explicit attention to the recruitment and retention of POC (student, faculty and staff including security)...Courtney Patterson's tenure status - actually retain faculty of color...Emphasis on recruiting community members as staff...More transparency about hiring efforts and potential obstacles encountered...Review the hiring practices of professors of color in the STEM fields | Explicit attention to the recruitment and retention of POC (student, faculty and staff including security) | Recurring Diversity sensitivity Training for faculty and staff to promote better inclusivity for students of color in classroom, office, and administrative spaces...Department Heads, senior staff, administrators need to participate in at least two semesters of the faculty/staff Sustained Dialogue group...Critically using end-of-year evaluations and suggested reporting system to recommend/require participation in faculty/staff SD groups or other sensitivity training | More programs for students of color aside from TRJO. Programs that include students who may not fit TRIO qualifications...Create more opportunities, or make opportunities more accessible, for undocumented students who do not qualify for SSS/Trio, Federal grants and loans, McNair, or even varsity Sports, without a social security number. Academic networking and community support for Students of color. Beginning of semester orientations where students of color can meet other students, faculty, and staff of color | Craft a protocol for handling hate crimes, separate from the harassment procedure...There needs to be a separate policy outlining steps of communication and action based on a zero tolerance stance on hate crimes resulting in perpetrators being dismissed | Create more opportunities, or make opportunities more accessible, for undocumented students who do not qualify for SSS/Trio, Federal grants and loans, McNair, or even varsity Sports, without a social security number. | Non-consequential reporting system for students to disclose microaggressions, for monitoring incidents and tracking campus climate similar to the non-mandatory reporting of sexual assaulL | |||||||||||||||||||||
6 | Boston College | 164924 | Include Students in the Hiring Committee for the New Executive Director of the Office of Institutional Diversity...Increase Recruitment & Retention of Students, Faculty, Staff & Board of Trustee Members of Color, International status, and Female and/or Gender Nonconforming... Include Questions regarding Systematic Oppression as part of the Interview Process… | Increase Recruitment & Retention of Students, Faculty, Staff & Board of Trustee Members of Color, International status, and Female and/or Gender Nonconforming | Reform Pedagogy & Curriculum to Reduce Eurocentric Focus and Address Racism and diversity in the classroom | Require Diversity & Anti-Oppression Training for the BC Community | Release 2013 Campus Climate Data, Conclusions & Next Steps...Publicize Statistics on Students, Faculty, Staff & Board of Trustee Members of Color, International Status, and Female and/or Gender Nonconforming | Appoint a Diversity Officer at Every College to Sit on a University-wide Diversity Council... Collaboratively Design & Launch the Bias Response Team (BRT) with Students of Color Publicize Issues and Progress on Addressing Institutional Racism at Boston College | Increase minimum wage for all hourly paid university employees by 15% | i | ||||||||||||||||||||
7 | Bowling Green State University | 201441 | Increase the representation of marginalized communities within faculty, staff and the board of trustee membership | Establish required cultural diversity education sessions and curriculum into the BGSU academic plan | Establish required cultural diversity education sessions and curriculum into the BGSU academic plan | Create BGSU Multicultural/Ethnic Student Centers that foster diversity education and inclusion on campus... | Implement the Action Plan as protocol to dealing with issues of hate, discrimination, and unjust treatment, action, or comments | |||||||||||||||||||||||
8 | Brandeis University | 165015 | Increase the percentage of full-time Black faculty and staff to 10% across ALL departments and schools, while prioritizing the following...Anthropology, Heller, History, HSSP, Fine Arts, IBS, NEJS, Sciences, Sociology, and Theatre. Increase the number of tenure tracks for Black faculty across ALL departments and schools. | Increase the admittance of Black students via the general admission process to 15% within both undergraduate and graduate schools | Employ additional clinical staff of color within the Psychological Counseling Center in order to provide culturally relevant support to students of all backgrounds | Implement educational pedagogies and curriculums that increase racial awareness and inclusion within ALL departments and schools | Mandate yearly diversity and inclusion workshops for all faculty and staff with optional workshops being offered consistently throughout the academic year | Increase the number of professional development workshops specifically tailored for Black students...Increase the student organization budget funds allocated to minority student organizations on campus...Increase funding of Black student organizations and programs | Issue a public apology to Khadijah Lynch from Senior Vice President Andrew Flagel | Appoint a Vice President of Diversity and Inclusion...Establish an Office of Ombuds within Academic Services...Ombuds is an intermediary administrative body appointed to receive and investigate complaints made by students against abuses or capricious acts of university officials, faculty, and staff. | ||||||||||||||||||||
9 | Brown University | 217156 | We demand an increase in faculty of color hires and retention. The current plan to double faculty of color is insufficient due to the dearth of tenured faculty of color, as well as the countless faculty of color who have left Brown due to a lack of competitive pay. Brown must set higher goals and expectations than the federal expectation of diverse hiring practices to which it adheres. The 2013 Diversity Action Plan outlines that, by 2025, Brown will double its current faculty of color ratio. Doubling the current number of 64 faculty of color—out of 720—to 128 is not enough, and we cannot wait 10 years for such a fundamentally important goal to manifest. We demand that the Corporation of Brown University fund tenure-track hiring lines for specialty positions in each department across disciplines, and the continued cluster hires of junior faculty of color as done in the Departments of American Studies and History. By “specialty positions” we are referring to the deliberate hiring of faculty who work on critical issues related to social justice such as topics on race, gender, sexuality, ability, and class as they pertain to specific disciplines. Furthermore, we would like the instantiation of hiring committees that would ensure Brown offers competitive salaries to top faculty of color working in the aforementioned areas.. | Furthermore, we demand that the university support monetarily and otherwise departments and centers committed to social justice, as evidenced through anti-oppressive pedagogy, and the satisfaction and retention of undergraduate and graduate students and faculty of color. These departments and centers must be incentivized to continue their work with increased departmental resources and faculty hiring lines, like target-of-opportunity hires, cluster hires, postdoctoral fellows, and additional funding for centers | We demand the introduction of compulsory, in-person, and regular anti-oppression training for faculty, staff, DPS, and administration. Anti-oppression trainings should be led and organized by people of color with significant experience in anti-oppression activism or scholarship. Furthermore, those leading these efforts should be compensated and acknowledged for their labor. This needs to be implemented beginning spring 2016, since many of these key facilitators of anti-oppression training are already present at Brown and in the Providence community...demand an in-person and compulsory Title IX training for faculty, staff, DPS, administrators, and students that includes an intersectional framework | We demand better quality of life for graduate students of color. Significant numbers of graduate students of color are leaving campus due to referrals to Counseling and Psychological Services or extremely hostile environments | The current non-compulsory online Title IX training module is ineffective and does not address the structural racism, queerphobia, economic violence and transphobia that is foundational to sexual violence on campus. Women of color––particularly Black, Brown and racial minority trans* people––are at the highest risk for sexual assault on college campuses, yet the debate over Title IX has thus far been framed as predominantly White. Statistics from across North America show that women of color, and especially trans* women of color, are at a higher risk for sexual assault than their white counterparts on college campuses and beyond. | President Christina Paxson, Provost Rick Locke, and Graduate School Dean Peter Weber must provide, at minimum, a written response to the graduate students’ demands by November 24, 2015. The written response should include a timeline of actionable steps to meet our demands | Furthermore, we demand annual public fora and an annual report be made publicly available to assess all racist hiring and retention policies and anti-Black pedagogy | We demand visible and administrative accountability for departments and centers that have a tradition of racist hiring and retention policies and anti-Black pedagogy | In accordance with this demand, we implore Brown’s administration—with the inclusion of undergraduate and graduate students of color—to create an external board tasked with the responsibility of reviewing each department’s progress in hiring, retaining, offering competitive salaries, and creating opportunities for advancement for faculty of color who work on social justice issues. | Reissuing the history of slavery and justice report and circulate the document to new faculty, staff, and students...Integrating the history of Brown’s role in the slave trade into orientation for both graduate and undergraduate students...Designating an annual day of remembrance and a series of sponsored events | Publicly and regularly assessing the ethical implications of Brown’s current global investments... Committing resources to bettering educational opportunities across the state; Providing low or no cost professional advancement opportunities for state educators. | Furthermore we demand a public forum within the first two weeks of the spring 2016 semester to assess what progress has been made over winter break | ||||||||||||||||
10 | Claremont McKenna College Demands | 112260 | Greater diversity in faculty and staff...Improved diversity in speakers brought to CMC, particularly at the Athenaeum...Diversity initiatives include bringing a diverse forum of speakers, both on the basis of area of expertise and identity | Require a GE in ethnic, racial, and sexuality theory similar to at Scripps College...Expose students to systemic oppression through FWS and FHS-this includes but is not limited to issues on race, sexuality, gender, class and ability...More diverse course offering for critical race theory, community engagement and social justice issues | Yearly sensitivity trainings available to students, faculty, and staff on what qualifies as Islamophobia and the harms of it. Muslim students have reported feeling stereotyped, isolated, and invalidated by their peers...Mandatory and periodic racial sensitivity trainings for all professors. The majority of the 20 students at the first social recalled instances in which professors made racially insensitive remarks, asked students to represent their race in class, or repeatedly mistook students for other students of color in the class | A mentoring program for first year students of color...Institutional funding for multicultural clubs... | A resource center for students of color, similar to SCORE at Scripps College... | Annual surveys on the climate of race and ethnicity at CMC. These surveys should be accessible and should guide improvements made to the campus climate after these proposals | Diversity Chair in Dean of Students | The need for such programs to educate the student body is evidenced by numerous microaggressions felt by students of color. The cultural insensitivity on campus is further highlighted by race themed party proposals, such as an Indian Wedding Party and Colonial Bros, Pilgrims, and Navajos themed TNC | Regular talks including dialogues on the intersectional experiences of students of color and relevant current events such as Ferguson, the Chapel Hill shootings, and DACA | |||||||||||||||||||
11 | Clemson University | 217882 | We want the percentage of people of color in faculty and administration increased | We want the names of offensively named buildings, ex. Tillman Hall, changed | starting with a “diversity”/university history component added to the CU1000 course | We want incentivized diversity training for administrators and faculty | We want more funding for organizations whose primary constituencies are of under-represented groups (international students, students of color, LBGTQA community, etc.)...Significantly increase the budget of the Black Caucus and create equivalent advocacy groups to support staff, faculty, and administrators of color...These groups are needed to support people of color who work for the College and who support students in ways not asked of their white counterparts...Increase OPAL’s budget to support student organizations that represent Asian, Black, Latin@, Native, Undocumented, Queer, and Differently-Abled Students....Increased funding for OPAL programs in leadership development, community building, and co-curricular programming...Support OPAL in creating an institutional memory for respective underrepresented communities...Increase funding from the College or the President's Office for the Dartmouth College Powwow...Increase funding for the Native American Pre-Orientation Program... | We want the construction of a multi-cultural center, a safe space for students from underrepresented groups...Create a Native American Cultural Center (e.g. Stanford University) with a dean, associate director, graduate recruitment and retention coordinator positions in the Native American Program... Renovate Cutter-Shabazz...Enlarge bedrooms so that Cutter-Shabazz is a desired living space for students...Modernize and increase the number of common living spaces...Establish Asian American affinity housing to allow students to understand and explore Pan Asian identity. Other comparable institutions of higher education have an Asian American studies center and/or Asian American house...Establish Japanese Language affinity housing, Korean Language affinity housing, and Hindi-Urdu Language affinity housing. Currently, the only AMELL language program housing arrangements are in Arabic and Chinese | We want President Clements to immediately make a public statement from Clemson University—to students, alumni, faculty, staff, administration and media—denouncing both the Crip’mas Party and hateful statements from members of the Clemson Family via social media (Yik Yak, Facebook, Twitter).... We want “Diversity” included as a Clemson University core value | We want President Clements to immediately make a public statement from Clemson University—to students, alumni, faculty, staff, administration and media—denouncing both the Crip’mas Party and hateful statements from members of the Clemson Family via social media (Yik Yak, Facebook, Twitter)...Additionally, we want a public commitment from the Clemson University Administration to prosecute criminally predatory behaviors and defamatory speech committed by members of the Clemson University community (including, but not limited to, those facilitated by usage of social media) | ||||||||||||||||||||
12 | Dartmouth College | 182670 | Increase the number of Asian faculty hires in AMES and AMELL to teach language, literature, and culture classes. A majority of AMES and AMELL professors are not Asian; in higher education, we need multiple perspectives, and in the AMES and AMELL faculty, we lack the perspective of the very cultural groups we are studying...Make a multi-million dollar commitment coupled with hired positions focused on increasing numbers of faculty/staff of color (i.e. Asian, Black, Latin@, and Native faculty/staff) in all departments and offices at Dartmouth College and the Dartmouth graduate schools (Tuck, Thayer, Geisel)...Every search committee must explicitly state in writing how their hiring will further Dartmouth’s mission for diversity...Each departmental hiring pool should reflect the demographics of the pool of earned doctorates in that field...Create a professor of color lecture series; bring a professor of color once a month in order to expose the Dartmouth community to a wide range of ideas (e.g., University of Pennsylvania)...All departments will outline and make public how their hiring and tenure processes work. Because professors of color are often called upon for mentorship and service work, tenure processes should recognize these forms of labor...Departments that do not have womyn or people of color will be considered in crisis and must take urgent and immediate action to right the injustice...Departments should explicitly notify campus before, during, and after a search for a new hire...Expand the pool of professionals of color and womyn in Student Accessibility Services, Dick’s House, and Safety and Security | Increase enrollment of Black, Latin@, and Native students to at least 10 percent each...Increase outreach to prospective qualified undocumented students (see Harvard College Act on a Dream link)...The admissions office and the financial aid office shall release a guide to be placed on their websites explaining the financial aid and admissions application process for undocumented students by the beginning of the fall 2014 term...the recruitment of Native students from more diverse backgrounds should be more of a focus...Organize external review of the Admissions Office...Place all undocumented students in the domestic/U.S.A. applicant pool, not the international admissions pool. If not placed in the domestic pool, the admissions office shall release a statement explaining the processes taken in admissions for undocumented students...Create an optional supplemental form on the Dartmouth College application for undocumented students to be able to identify themselves as undocumented...Ensure that Dartmouth Bound aims to bring 500 rising-seniors and current seniors to campus each year to encourage them to apply to Dartmouth...The 500 should be comprised of Black, Latin@, Native, undocumented and first- generation students from low- and middle-income backgrounds...The students should come from a wide range of schools and regions...There should be a similar program designated for students from rural New Hampshire with special preference to children of college wageworkers...Ensure that 47% of post-doctoral students are people of color...They should match the student of color population at Dartmouth, and will be a resource for a hiring pool for professorships...Better the Native American Program to provide student support services to Native students at Dartmouth, in order to counter the dropping retention rates and fragmentation | Change the name of ‘Cutter-Shabazz Hall’ to ‘Shabazz Hall.’ The building should celebrate Blackness and human dignity, not the legacy of Victor Cutter, who was a corporate dictator for United Fruit Company in Latin America and the Caribbean...Create a policy banning the Indian mascot (e.g., turn away people from sporting events who are wearing Indian head shirts) | Formally integrate the Student Accessibility Services (SAS) with the Dean’s Office...Provide funding through SAS and Dick’s House for psychiatric and learning disability testing, etc...Move from a crisis-based advising praxis to a wellness-based advising praxis | Convert the African and African American Studies (AAAS), Latin American, Latino and Caribbean Studies (LALACS), and Native American Studies (NAS) programs into departments in order to provide curricular autonomy...Give each department an increased budget and the authority for hiring more faculty (esp. tenure-track faculty)...Increase each departments’ budgets to fund student research...Incorporate into each department at least one queer studies class...Increase the number of AAAS, LALACS, and NAS post-doctoral fellows...Establish an Asian American Studies department with the above privileges...Asian American Studies is distinct from the existing Asian and Middle Eastern Studies (AMES) program in its focus on the history, culture, and experiences of the Asian diaspora in the Americas. It is closely related other Ethnic Studies disciplines, such as AAAS, LALACS, and NAS, and is recognized as a distinct academic discipline...At Dartmouth, 81 percent of Pan Asian students self-identify as Asian American, yet the College still does not have an academic program or coursework focused on the Asian American experience. Many other comparable institutions of higher learning have a formal Asian American Studies department...Increase the number of courses on South Asia and the Middle East within the existing AMES program, which is currently skewed towards courses on East Asia. Include more AMES courses related to all spheres of study, such as courses on economics, politics, and contemporary society. The focus of many AMES courses now is still Orientalist topics like ancient culture and religion...Establish Korean and Hindi-Urdu language programs within the Asian and Middle Eastern Languages and Literatures (AMELL) department. Dartmouth is the only Ivy League institution without Korean and Hindi-Urdu language courses...Create a class that discusses the history of undocumented immigrants to the United States, analyzes...Increase the number of courses in the LALACS Department the contemporary immigration reform movement and how the DREAMers changed the civil rights movement. Essentially, it will be a class that accurately illuminates the undocumented immigrant experience....Create a subgroup of classes in the area of Chicana/o Studies...Increase the interdisciplinary academic focus on sexualities...Enact curricular changes that require all students to interrogate issues of social justice, marginalization and exploitation in depth. Each student should have to take classes that will challenge their understanding of institutionalized injustice around issues of race, class, gender, sexuality, etc. This learning objective could be embedded in all first year seminars | All professors will be required to be trained in not only cultural competency but also the importance of social justice in their day-to-day work....Mandate sensitivity training for all faculty to reduce incidents of racism, sexism, heterosexism, classism, and ableism by faculty towards students | Increase budget and support for FYSEP and pre-orientation STEM program for students who come from under-resourced backgrounds...Better the Native American Program to provide student support services to Native students at Dartmouth, in order to counter the dropping retention rates and fragmentation... Organize an active learning program linked to AAAS... Provide pro bono legal assistance and financial assistance at Dartmouth College for undocumented students to better understand each of their unique legal statuses, as well as for re- applying for DACA and other immigration procedures and counseling... Provide more US-based internship, LSA and FSP opportunities for undocumented students due to legal and physical barriers...Increase OPAL’s budget to support student organizations that represent Asian, Black, Latin@, Native, Undocumented, Queer, and Differently-Abled Students....Increased funding for OPAL programs in leadership development, community building, and co-curricular programming...Support OPAL in creating an institutional memory for respective underrepresented communities...Increase funding from the College or the President's Office for the Dartmouth College Powwow...Increase funding for the Native American Pre-Orientation Program...Significantly increase the budget of the Black Caucus and create equivalent advocacy groups to support staff, faculty, and administrators of color...These groups are needed to support people of color who work for the College and who support students in ways not asked of their white counterparts... | Create a Native American Cultural Center (e.g. Stanford University) with a dean, associate director, graduate recruitment and retention coordinator positions in the Native American Program... | Expel any students convicted of sexual assault/rape...Increase support (including counseling services and legal aid) for survivors of sexual assault/rape...Evaluate the status of Greek life at Dartmouth as it relates to sexual assault | Release a public statement in which Dartmouth commits to increasing diversity across underrepresented communities...Release a statement of recognition on the existence of undocumented students at Dartmouth and support for their community... A letter from the President shall express commitment to providing the resources... Release a statement of assurance from the Office of Visa and Immigration Services (OVIS) stating that in case of deportation/ immigration proceedings undocumented students at Dartmouth will be defended, acknowledged, and supported by the college... Institutionalize Latina/o Heritage Month… | Admissions Office will increase transparency about data of applicant pool. For example, how many Black, Latin@, and Native students applied, their test scores, class, etc...Human resources will publish demographics from each applicant pool when a search commences...There will be required exit interviews for departing faculty conducted by Human Resources...Organize continuous external reviews of the College’s structural racism, classism, ableism, sexism, and heterosexism....Allocate funding for the formation of an external commission of higher education professionals and scholars whose task is to:Evaluate the status of Greek life at Dartmouth as it relates to sexual assault...Examine the ways Greek life adversely affects womyn, people of color, and low-income students...Publish a summary of current state of affairs...Give recommendations for improvement, including a timeline for completion | Safe rides not only for individuals, but for groups too. People who are marginalized on this campus are not automatically safe just because they’re walking in a group | Create a policy with serious consequences against hate speech/crimes (e.g. Greek house expelled for racist parties)...Eradicate internal judicial processes for students that break laws, those crimes will be reported directly to police...Require that the Review give up the "Dartmouth" part of their name if they refuse to abide by the requests to stop using the term "Indian" in their paper...Ban the use of “illegal aliens”, “illegal immigrants”, “wetback”, and any racially charged term on Dartmouth-sanctioned programming materials and locations... | Every Dartmouth student should be taught and made aware that the land they reside on is Abenaki homeland. This should take place during all major Dartmouth ceremonies, especially during orientation and commencement | Organize external reviews of the Financial Aid office.. Better and make more transparent Dartmouth’s financial aid policy for middle class students... E.g., Harvard’s financial aid policy asks that families with incomes above $120,000 and below $180,000, and with assets typical for these income levels, pay 10 percent of their incomes...Include student advocates on the committee to review special circumstances in financial aid cases... Train all financial aid officers to address the wide range of needs and conversations in relation to students, including undocumented students...Eliminate student contribution for students on full financial aid and for non-DACA (Deferred Action for Childhood Arrivals) holders... Allow undocumented students to be able to work similarly to international students...Expand financial aid to cover extraneous FSP costs...Lower the cost of transferring credits...Increase and redesign the Fund for Educational Enrichment to cover expenses incurred by graduate school and job applications/interviews...Creating a budget that subsidizes travel costs for students whose families cannot afford to come visit during graduation...The financial aid office shall continuously aid the Dartmouth Coalition For Immigration Reform, Equality and DREAMers (Dartmouth Co-FIRED), in creating a collection of grants and internships that undocumented students and holders and non-holders of Deferred Action for Childhood Arrivals (DACA) are qualified for at Dartmouth College starting the spring 2014 term. | Evaluate the status of Greek life at Dartmouth as it relates to sexual assault...Examine the ways Greek life adversely affects womyn, people of color, and low-income students | Increase staff benefits and support...Increase wage and healthcare benefits (including lowering the cost of co-pays)...Pledge to not subcontract any more jobs | The admissions office and the financial aid office shall release a guide to be placed on their websites explaining the financial aid and admissions application process for undocumented students by the beginning of the fall 2014 term. | Ensure that department cultures are inclusive of diverse faculty and student bodies...When students and their families pay tuition, they should be allowed to decide what their “Student Activities Fee” is used for | Ask staff/faculty to use students’ and employees’ preferred gender pronouns... Provide full transgender health coverage for all employees - without pressure to agree to particular measures. We demand body and gender self-determination... Gender-neutral housing must be available to all students, regardless of what year they are in. The college needs to ensure that gender-neutral housing does not get stigmatized...Both gender-specific and gender-neutral bathrooms need to be available in every residential building on campus...Require ORL to confirm preferred living arrangements for all students who are assigned (rather than those who choose) housing (e.g. first-years, students added to existing doubles/triples/etc.)... Both gender-specific and gender-neutral facilities (bathrooms and changing areas/locker rooms) need to be available in every building on campus... All male-female checkboxes should be replaced with write-in boxes to make forms, surveys and applications more inclusive for trans*, two-spirit, agender, gender-nonconforming and genderqueer folks. This should be a campus-wide policy | ||||||||
13 | Duke University | 198419 | the Duke community will benefit from allowing more students of color and more students from lower and middle socioeconomic backgrounds to access this university. The campus climate would be more inviting to students of color if the student body was not made up of a majority of students who come from upper-class, homogenous communities... Reporting SAT/ACT scores on admissions applications must be optional | Representation of Distinguished Black Individuals on Buildings and Monuments on Campus...Name the new West Union "Abele Union" after West Campus architect Julian Abele...Erect a statue in honor of Julian Abele | Greater Emphasis on Mental Health...CAPS mental health professionals will be representative of cultural and racial diversity on campus...STINF forms will include mental health trauma and debilitating conditions in the list of "incapacitations " allowing excused absence from class, especially those arising from racial incidents on campus | Establish mandatory learning on institutional racism and anti-oppression practices for both studentsand faculty...Implement DSG's suggestions on incorporating mandatory bias, institutional racism, and anti-oppression topics into the first year curriculum. The content of the classes should not only include ideals of diversity and cultural competency, but the historical and current impl ications of institutional racism | All professors, Student Affairs faculty, and DUPD must participate in cultural competency and implicit bias training overseen by the Task Force on Biasand Hate Issues | By5:00 PM on Tuesday, November 24th, 2015 an email will be released to faculty and students. Attached to the email will be the statement provided by the authors of these demands, signed by President Richard Brodhead, Provost Sally Kornbluth, and Dean Valerie Ashby...Starting in January of Spring 2016, send monthly emails to the student body and faculty outlining progress on fulfilling these demands in order to increase transparency between those who make decisions within Duke University and those who are affected by the decisions made | Establish a detailed and comprehensive annual report of hate speech incidents on campus...Hire a third party consultant to run a climate assessment of Duke University every year for the next 10 years..A consultant must be contracted from an external company and the findings of the climate assessment must be published and made accessible to the general public | Make the reporting of discriminatory events easier by mandating that the Task Force on Bias and Hate Issues revise the Bias Report Policy...Establish a clear university policy responding to students perpetuating discriminatory hate speech and racial harassment toward students of color...Steps taken during the investigations of students accused of hate speech or actions will be conducted in the most transparent manner legally possible. Repercussions will be explicitly outlined in the Duke Community Standards handbook....Professors, staff members, and non-academic employees will be in danger of losing their jobs, and non-tenure track faculty will lose tenure status if they perpetuate hate speech that threatens the safety of students of color. They will also be liable if the discriminatory attitudes behind the speech could potentially harm the academic achievements of students of color...Members of the university that are reported to have worn culturally insensitive costumes or attend/host culturally insensitive parties will report to student conduct for bias/harassment infractions | An administrative position with the sole purpose of addressing institutional inequities and working with students of color to improve their experiences on campus...Oversee the inclusion of Black, Latino/a, Asian and Native American students in the formation and leadership of the Task Force on Bias and Hate Issues | We demand for the formation of a Minority Scholarship Fund.... We demand that tuition is decreased by 16 percent across the board by fall 2018. | All members of the lnterfraternity Council and Panhellenic Council on Duke's campus must engage in additional bias and diversity training as a part of university policy | Commit in writing to an immediate end to the union busting activities meant to intimidate non tenure-track faculty organizing a union, including but not limited to captive audience meetings, the maintenance of the "One-to-One" website, and emails meant to misinform and discourage organizing faculty...Mandate or create a new policy that allows faculty and staff to freely criticize Duke's institution without fear of losing their jobs...Duke University will cease to engage in business with companies and contractors who do not meet North Carolina Department of Labor standards. Based on the known grievances of construction workers working illegally long hours without adequate breaks, conduct a thorough investigation of Duke's contracted companies. | ||||||||||||||||
14 | Eastern Michigan College | 169798 | We demand that the amount of black faculty should match the amount of black students. Excluding all faculty in the Africology department. Meaning the ratio needs to match without including the black faculty in that department | We demand all students should take a general education race, ethnicity, and racism course...We demand Black studies built into the curriculum of every major...We demand a Doctorate and Master’s Program for Africology and African American Studies with adequate funding and no less 3 full-time graduate assistantships | We demand Annual cultural competency for all faculty and staff including DPS | We demand the Women’s Resource Center dedicate at least 3 programs a year to black women specifically. | We demand a CMA that has the capacity to host large groups of marginalized students in a safe space without restrictions on outside food. We demand a functioning CMA allowed proper space and given proper recognition...We demand a black resource center under the umbrella of the Center for Multicultural Affairs | We demand a separate committee, made up of students selected by BSU, for Black Homecoming Week with the autonomy and power to schedule and hold events for Black Homecoming | We demand low-income meal plan option/not requiring that students who live on campus to acquire a meal plan...We demand several black financial advisors whose sole purpose is to find and distribute scholarships and financial aid to and for black students specifically | |||||||||||||||||||||
15 | Emmanuel College | 165671 | WE DEMAND that a course on the history of marginalized peoples’ is incorporated into the Social Analysis requirement. We believe that learning about marginalized groups, their cultures, their oppression and structures of privilege is just as important as any science or quantitative reasoning course | WE DEMAND cultural competency training for all staff, faculty, student leaders, and student workers. The President’s office as well as the Presidents Commission has until the end of the semester to provide a date for the mandatory training. We strongly suggest that ACE and Orientation be appropriate times to implement this training in addition to spaces that we will occupy | WE DEMAND that the RISE Program be reinstated by the arrival of the next incoming class. The re-organization of this program should be mainly orchestrated by previous RISE alumni in order to ensure that future students of color are able to have the same experience as previous RISE alumni...WE DEMAND that the administration provide increased funding for multicultural clubs to facilitate events such as conferences, lectures and workshops that increase cultural awareness on campus, educate the Emmanuel College community on…, and provide resources | WE DEMAND a cultural space on campus dedicated specifically to students of color within the multicultural program, and that this space be within the Marion Hall Building and clearly marked. The naming of this space should be at the students' discretion in order to avoid naming it after a white benefactor or person with bigoted beliefs... | This statement should highlight the administration’s inaction and lack of dedication to adequately support students of color and acknowledge the ways that the senior administrators have failed the black students and student of color community, including but not limited to: Perpetuating the vilification of students of color and their voices...Failing to reach out to the student of color community (Black and Brown students) when campus controversies that directly affect us occur...Perpetuating the devaluation of Black and Brown lives by failing to address the Emmanuel College community and express sympathy and compassion when international tragedies occur outside of Europe...No campus update or email of condolence was sent in response to Kenyan tragedy at Garissa University. No message of condolence was sent in response to the bombings in Yola and Kano, Nigeria...November 2015, The Student Government Association sent a campus update expressing solace for the attacks in Paris and then organized a campus wide vigil. No message of condolence was sent in response to attacks in Beirut, Lebanon or other major tragedies where Black and Brown body has been valued | WE DEMAND a written statement addressed to the Emmanuel College community, within 48 hours, from the President of Emmanuel College, Sr. Janet Eisner, and Vice President for Student Affairs, Dr. Patricia Rissmeyer, and Vice President of Academic Affairs Dr. Bill Leonard, to commit to these demands by the specified deadlines via an action plan that works towards a more equitable and inclusive campus environment. | WE DEMAND EQUITY & INCLUSION | WE DEMAND the creation of a website similar to the one implemented at the University of Missouri (https://transparency.missouri.edu/) for the administration to provide updates on the progress of these initiatives and demands and to provide transparency. | ||||||||||||||||||||
16 | Emory University | 139658 | Changes should be made to the hierarchical structure of Campus Life which puts primarily white males at the top of the structure. More Black staff and staff of color should be in higher positions of power so that they can implement the changes that black students wish to see in the university. The people who are currently in positions of power have done minimal or no work for black students, so how can they implement diversity initiatives when they have not consulted the people who can bring about the most change?...There needs to be an increase in hiring of or mere existence of faculty of color in ALL departments and disciplines. The African American studies department has been a great resource to black students, however, they too can be overextended. Thus, we need black professors in all disciplines, traditional and non-traditional...Black professors when in non-traditional or traditional disciplines must not be abused by the overwhelmingly white academy. Professors, too, need protection for the violent, racist and sexist incidents that they endure from their white colleagues in their departments...Black staff and administrators should receive an increase in their financial compensation or salaries...Black/POC administrators and staff are overworked and underpaid, but they are the most influential on campus. The staff needs to be paid more for the work and time that they spend ensuring that the black community has what it needs | We need support beyond just CAPS which does not think about the unique psychological needs of black people. CAPS does not take into consideration that our psychic health is compromised due to systemic oppression (social, racial, economic, gender, etc). | We need institutional, primarily, financial support, for black students in the face of trauma and other racial events on campus, nationally and in the world at large...Black student organizations are underfunded and overpoliced. Forcing black organizations to collaborate with predominantly white organizations that are interested in surface level interactions and superficial celebrations of diversity is violent. Black student organizations are often told that their events are exclusive. These claims are unfounded because events are created specifically for black students because they do not exist anywhere else on campus | Emory University must recognize traumatic events that black students experience on campus | We would like to see repercussions or sanctions for racist actions performed by professors, administrators/staff and students alike. Bias incident reports are not sufficient. Our micro and macro-aggressions should not be regarded as just data collection but should, in fact, be taken seriously and met with the highest level of urgency and care | Our micro and macro-aggressions should not be regarded as just data collection but should, in fact, be taken seriously and met with the highest level of urgency and care. | When diversity initiatives are implemented they are surface level, and often marginalize the opinions of the black students that they have consulted to be on various committees...Black students and students/staff/faculty of color should be consulted when making diversity initiatives that are university-wide. | |||||||||||||||||||||
17 | Georgia Southern University | 139931 | We demand by the academic year of 2020, Georgia Southern University increases the total number of black professors to 12% | We demand further advancement and promotion of the Africana Studies Program | We demand Georgia Southern University to establish the Catherine Davis Center, which would house the Multicultural Student Center and honor the accomplishments of black alumni | We demand a campus climate survey...We demand an audit of the Multicultural Student Center | ||||||||||||||||||||||||
18 | Guilford College | 198613 | The hiring of more people of color in faculty, staff and resident advisor positions...We demand that by the academic year 2016-17, administrative divisions must present transparent plans for increasing diversity in hiring pools, so that by 2020-21, Guilford increases the percentage of faculty and staff members of color campus-wide by 10 percent in all academic and administrative divisions...The Public Safety Department must immediately hire women of color | Guilford College must embark upon a transparent strategy to increase retention rates for marginalized students...Departments dedicated to the recruitment, retention and support of queer students, students of color, and international students must be sufficiently funded and staffed. | sustain diversity curricula for all marginalized students... | Comprehensive diversity training written into job contracts...Guilford must institute compulsory diversity, racial justice, sexual assault intervention, and Trans 101 training workshops for all its Public Safety Officers | Immediately draft and institute plans for the end of exploitation of black male athletes. The college must not be able to profit off of black bodies while putting minimal effort into the education and retention of those same students. o Increase funding for CCE programs: fully reinstate class listings, and prioritize a space on campus, equal or better to that which was taken away | The Bonner Center and the MED must be more adequately funded and supported through the addition of a Bonner Center Coordinator and any other positions recommended by the departments themselves | A public apology must be issued from the people who directed the production of the BLM video to the organizers of Black Lives Matter Week who have been exploited by the administration by way of the marketing video posted by the college following the BLM event of 10/27/2015 | The creation and implementation of a publicly overseen diversity plan. | End of the semester course evaluations must include a clause that gives students space to anonymously speak about racism in the classroom...Full and clear accountability from Campus Life in relation to the judicial process. o The release of comprehensive statistical data on judicial proceedings and their impact on people of color, queer students, and other marginalized students by the start of the spring semester | A proper breakdown and accountability process from our school’s public safety. Accountability in the form of annual reports and open forums with the head of public safety concerning diversity and treatment of black students on campus..Comprehensive diversity training written into job contracts...Guilford must institute compulsory diversity, racial justice, sexual assault intervention, and Trans 101 training workshops for all its Public Safety Officers | The college must investigate hateful Yik Yak posts and comments to the utmost of their ability. Should these posts turn overtly violent, students demand that the college report them to the proper authorities and they be treated no differently from other anonymous hate crimes | The creation of a sovereign Office of Diversity and Inclusion to enforce these demands and keep the administration accountable – these tasks should not solely be carried out through the unpaid labor of students and faculty of color | College administrators, professors, and staff must publicly acknowledge their racism, be it overt, covert, or passive. We suggest that every week a faculty member come forward and publicly admit their participation in racism inside the classroom via a letter to the editor in the Guilfordian. | The college must prioritize recruitment and retention of undocumented students. These students are denied access to federal financial aid due to their lack of a Social Security number; the College must provide them with sufficient institutional support and financial aid...Creation of an endowment with the long-term goal of creating a scholarship for undocumented students, similar to the Undocumented Student Scholarship Fund at Hampshire College | We insist on a shift towards intentional and responsible representation of diversity in marketing, rather than the tokenizing of students of color in marketing material that exists now. Guilford is marketed as a safe space for students of color, but that is not the reality...The campus presence of students of color bolsters the college’s marketability through their contribution to diversity statistics and imaging | Comprehensive diversity training written into job contracts...Guilford must institute compulsory diversity, racial justice, sexual assault intervention, and Trans 101 training workshops for all its Public Safety Officers | ||||||||||||
19 | Harvard College (this appears to be a duplicate -- investigate tomorrow?) | |||||||||||||||||||||||||||||
20 | Howard University -- issues a statement but does not make concrete demands. | |||||||||||||||||||||||||||||
21 | Ithaca College | 191968 | The resignation of College President Tom Rochon or for him to be removed from his position | |||||||||||||||||||||||||||
22 | John Carroll University | 203368 | We demand that black students have an actual role and direct involvement in the hiring of faculty and staff. The student-led diversity committee shall be included in the interviews and decision making process. This also includes requiring the Dean of the College of Business and the Dean of the College of Arts and Sciences to make the Faculty Council hire more black professors and staff members. Seeing as we are an Affirmative Action, Equal Opportunity Employer, we expect the school to honor that commitment | We demand the implementation of a position in the counseling center for a black counselor who’s main purpose and role is to focus on issues black students deal with. | We demand that the school enhance the representation of black studies and culture in the core curriculum and class listings, as well as actually offer all classes that are listed in the bulletin related to black issues and history, but are rarely offered. | We demand that diversity training be required that focuses solely on race for faculty, staff and student leaders. These trainings are to be provided by an organization not affiliated with John Carroll University and endorsed by the student-led diversity committee | We demand that John Carroll University increase funding for programs that support black students on campus. This means increased funding for the Pathways For Success Program and the return of the book voucher for participants. This also means implementing an increase in funding for the operation, programming and development of cultural organizations with a portion of this funding coming directly from student activity fees | We demand that there be a black cultural center on campus available to black students at all times. | We demand that the school implement specific procedures for the Bias Reporting System (i.e. first report: warning, second report: parent contact and course requirement; third report: a monetary fine). This shall also include informing the campus community about all incidents on campus and proactively investigating all reports to the system. Reports to the system shall be made public in the form of easily accessible data reports. Rules for alcohol and marijuana have written and immediate consequences, issues of bias and racism should as well | We demand that a student-led diversity committee be created and implemented on campus. This committee shall act as a liaison between Cultural Organizations and the Student Union. This committee shall be in place to guide programming to be culturally sensitive, as well as have a voting right in passing a bill | We demand to be holistically included in the fabric of John Carroll University. To be thought of as a part of the student body and treated as such. To be recognized and respected as individuals on campus, not simply numbers to fill the institutions diversity requirements | |||||||||||||||||||
23 | Johns Hopkins University | 162928 | We demand an increase in the number of full-time Black faculty members, both in the Center for Africana Studies and throughout other departments within the institution. Moreover, we demands equal representation of self-identifying men, women, and non-binary Black individuals within these positions...We call on The Johns Hopkins University Krieger School of Arts & Sciences to support the hiring of faculty concerned with the history, culture, and political position of peoples of African descent. Calls for diversifying faculty are important, but equally crucial is attracting faculty whose work creates a scholarly community dedicated to Africana studies...We demand more Black professors within the Women, Gender and Sexuality program to add a new dimension to the Department on intersectionality and inclusivity that is currently being neglected and ignored | We demand a transparent five year plan from The Johns Hopkins University Office of Undergraduate Admissions regarding the welcoming of and retention of Black students | We demand that The Johns Hopkins University creates and enforces mandatory cultural competency in the form of a semester long class requirement for undergraduate students...We demand that the Center for Africana Studies be recognized as a Department | as well as training for faculty and administration | We demand a public address to be held by the administration (including but not limited to President Ron Daniels, Provost Lieberman, Provost Shollenberger, and the Board of Trustees) to The Johns Hopkins community in which President Ron Daniels will announce an explicit plan of action detailing how the following demands will be instated | We demand accountability for peers, faculty, and staff who target Black students both inside of and outside of the classroom. Attending to such situations must transition from a passive email sent to the student body, to an active stance taken against racial intolerance by the administration. Perpetrators that aim to make Black students uncomfortable or unsafe for racial reasons must complete additional diversity training and face impactful repercussions for their actions | We demand black bodies be removed from diversity marketing campaigns until Hopkins addresses the low quality of life here that many Black students experience and the problems with retaining Black students all four undergraduate years and then takes the necessary steps to resolve them | We demand a transparent five year plan from The Johns Hopkins University Office of Undergraduate Admissions regarding the welcoming of and retention of Black students | ||||||||||||||||||||
24 | Kenneshaw State University | 140164 | We demand that by the academic year 2017-2018, Kennesaw State University increases the percentage of Black, Latino, Native, and Arab faculty and staff campus wide to represent its student body. According to the Kennesaw State University factbook, white professors account for a whopping 78% of full-time faculty (292 tenured professors) while black professors only account for 8% (34 tenured professors) and Hispanic professors are only 3% (10 tenured professors | We demand an increase in African, African-American, and other Ethnic based courses within all applicable departments; including Interdisciplinary Studies, Sociology, Criminology, History, Education, Psychology, Nursing and the Communications departments. Students and professors over the past year have noticed the amount African and African-American based/themed classes dwindling, and this must end. We demand an expansion and promotion of courses and programs related to our history. We hold the university completely accountable for continuing the expansion of the diversity within the classes offered in the existing departments | We demand student-led diversity training for all advising departments. Following the viral video of Abby Dawson calling the police on a black student – one who was simply waiting to be advised, as is usual – students began to pour out their own stories of similar experiences. Ms. Dawson, who is still employed by the university after the incident, has exposed the need for accountability in ensuring cultural and racial awareness among all advisors...We demand required cultural awareness, race and ethnicity, and intersectional LGBT diversity training for members of Greek Life and all student organizations on campus. Staff members are not agents of respectability, nor are organization advisory boards breeding grounds for respectability politics; we will no longer accept the tone policing, political bias, and overarching reach of the power of organization advisors. We must be allowed to fully articulate our diversity on our own terms. | We demand a commitment to funds for an anti-racist education center, which was promised in 2010 by the President’s Blue Ribbon Commission, on the Bartow County land. The land in Bartow County, which was gifted to Kennesaw State University, is the land previously owned by the family of Corra Harris - the woman who in 1899 published a horrendous and widely popular defense of the lynching of Sam Hose- and the university still has not turned the land into a positive space for anti-racist rhetoric or action. Why does our university own this land, one that honors the life of an extremely violently racist woman who was praised for defending the lynching of people of color? What is our university doing to make effective, positive change to this land? | Create ten work-study positions for Sexual Assault Response Advocate (SARA) trained students and fill these through an affirmative action process that emphasises hiring students of color | We demand an official statement signed by President Papp and the dean of each college assuring students of color (especially black students) safety, acceptance, and a welcoming campus environment | Considering Kennesaw State University is located less than 5 miles away from “Wild Man’s Civil War Surplus” (a store that openly sells confederate and KKK merchandise) a straightforward statement dedicated to separating the university from the racist culture in which it is surrounded would aid in alleviating the climate of anxiety and fear commonly felt by students of color | Ms. Dawson, who is still employed by the university after the incident, has exposed the need for accountability in ensuring cultural and racial awareness among all advisors...We demand the adoption of strong repercussions and sanctions immediately added to policy for offenders of racist actions and racial bias on campus. Current policies listed in the student handbook identify discrimination and harassment as punishable, yet do not sufficiently detail the punishments and repercussions which come with these acts. These repercussions must be sufficient in reach - meaning not just for student offenders, but for staff as well - and they must be clearly stated within syllabi. For example, black students often feel ostracized and offended by racially charged statements made (both in the classroom and in the Marietta Daily Journal) by Dr. Melvyn Fein of the sociology department, yet no black students have been properly advised on the best way to carry out their complaints. There needs to be a clear line of defense for these students which shows them the proper way to make these complaints and be assured action follows. We want to ensure that students of color know all of their options, and know which resources are available to them in the case of discrimination or microaggressions by faculty members, other students, departments, or any otherwise university affiliated party | The land in Bartow County, which was gifted to Kennesaw State University, is the land previously owned by the family of Corra Harris - the woman who in 1899 published a horrendous and widely popular defense of the lynching of Sam Hose- and the university still has not turned the land into a positive space for anti-racist rhetoric or action. Why does our university own this land, one that honors the life of an extremely violently racist woman who was praised for defending the lynching of people of color? What is our university doing to make effective, positive change to this land? | for members of Greek Life | We want to ensure that students of color know all of their options, and know which resources are available to them in the case of discrimination or microaggressions by faculty members, other students, departments, or any otherwise university affiliated party. | |||||||||||||||||
25 | Lewis & Clark | 209056 | Diversify Lewis & Clark Staff and Faculty...Draft a proposal to staff the Health and Wellness Center with physicians of color who can address and treat physical and emotional trauma associated with issues of identity...Draft a proposal for an increase in the representation of faculty of color in the form of a 2 year, 5 year and 10 year plan | Draft a proposal to staff the Health and Wellness Center with physicians of color who can address and treat physical and emotional trauma associated with issues of identity | The implementation of mandatory implicit bias workshops and trainings conducted every semester | A formal apology to the LC Black Lives Matter organizers for his absence during the incident on the night of November 20, 2015, and the lack of communication thereafter...An admittance of his failure to prioritize the safety and security of students of Color during his tenure as president | Have Barry Glassner hold a press conference in Agnes Flanagan Chapel no later than March 20, 2016 where he will present a handwritten, formal statement that will include...A verbal commitment to fulfilling LC Black Lives Matter and #WalkTheTalk demands...A formal statement to the Dallaire Scholarship donors, Roméo Dallaire, the UWC International Office, the Davis Foundation, and the office of International Students and Scholars reaffirming his commitment to the safety of all international students | Ensure Student Safety...The Buddy System has been up since Saturday, November 21st, created in response to the violent attacks that occurred earlier that morning. It shall be incorporated into a substantial support service that is always available to students of Color and the community | Create an exclusive, full time position for the Chair of the Committee on Diversity and Inclusion...Create a Campus Safety Committee...Such a committee will spearhead issues concerning: Campus Safety’s appearance and the culture of fear and insecurity on campus...The creation of a mode to increase transparency and positive direct communication between the student body and Campus Safety...The creation of one open forum per semester or academic year discussing issues surrounding Campus Safety, allowing students an environment in which they can voice concerns or visions for the future, as well as to bring awareness to the rights that students have...Create a Title VI Coordinator position...This administrator must be trained in Title VI regulation and able to facilitate dialogue about campus race relations and tensions | A public acknowledgement of the following facts...Lewis & Clark College was built upon stolen land through the genocide of Indigenous and Native American peoples...Through its name, Lewis & Clark College honors the lives and deeds of owners of enslaved peoples...Lewis & Clark College exploits and appropriates Indigenous and Native American cultural elements in the architecture of the Agnes Flanagan Chapel and the art installations in Aubrey R. Watzek Library. Lewis & Clark College replicates the assertion of, and benefits from, the legacy of Anglo-American white supremacy...Institute mandatory, campus-wide open dialogues every four years beginning academic 2015- 2016 school year regarding the personal cultural, historical, and political significances of the individuals Sacagawea and York, and the significance of the statues Sacagawea and Jean Baptiste and York: Terra Incognita on undergraduate campus property | The process of committee member selection must be open and accessible to the wider Lewis & Clark community...Involving students in the selection process...Increase student participation in the Committee...Lay out a structure and process for student participation from all three campuses... | Ensure transparency of Diversity Committee documents, including, but not limited to, meeting minutes.... | ||||||||||||||||||
26 | Loyola University Maryland | 163046 | We demand an increase in the number of hired and tenured faculty and staff of color | We demand Mandatory Racial Justice Training for all employees, faculty, staff, and new students. This training must be facilitated by a student-approved third party consultant | We demand that our ALANA (African, Latino, Asian and Native American) Services receives an adequate increase of resources (space, staff, funding, etc.) annually and in proportion to the influx of new enrolled students of color | |||||||||||||||||||||||||
27 | Macalester College | 173902 | Increase representation in Black professors, faculty members, and students...More mental health professionals of color in Macalester Mental Health | Increase representation in Black...students.Admission of black students who reside in the local area. This campus has a tendency of prioritizing international African students and forgetting about local Black ones. The Class of 2020, should have an increase of _% of Black students in general and specifically black local students | Change the name of Scottish Clans. And the terminology Clan leaders | More mental health professionals of color in Macalester Mental Health | Professors must engage in racial justice trainings before school starts to learn how to be allies for black students in classroom settings. Each semester, they should also be evaluated | More mental health professionals of color in Macalester Mental Health | Bring back the Black House...Black students should receive annual fund that helps them support local black community organizing in the Twin Cities | |||||||||||||||||||||
28 | Michigan State University | 171100 | We demand an increase in tenure-stream faculty whose research specializes in Black Politics, Black Linguistics, Black Sociology, Black Psychology, African politics, Black Queer Studies, Hip-Hop Studies, African American Literature, African Literature, and Decolonial Theory. All these faculty hires must be approved by a panel of Black student leaders and will be tenured in the Department of African American and African Studies. | We demand that the number of students enrolled at Michigan State University from Detroit, Flint, Benton Harbor, Pontiac, Highland Park and other urban areas from across the state and nation be tripled by the 2017-2018 academic year | We demand an increase in academic advisors, as well as mental health and sexual assault professionals who specialize in dealing with students of color... | We demand the establishment of a Department of African American and African Studies with an annual supplies, services, and equipment budget of at least $200,000, twenty graduate assistant lines for the doctoral program, and, at minimum, ten tenure-stream faculty members by Fall 2017...We demand that Michigan State University establish a College of Race, Class, and Gender Studies. This college will be home to the newly created Department of African American and African Studies, and it would establish a Department of Chicano and Latino Studies, Department of Women and Gender Studies, and a Department of Native American Studies...We demand an increase in tenure-stream faculty whose research specializes in Black Politics, Black Linguistics, Black Sociology, Black Psychology, African politics, Black Queer Studies, Hip-Hop Studies, African American Literature, African Literature, and Decolonial Theory. All these faculty hires must be approved by a panel of Black student leaders and will be tenured in the Department of African American and African Studies | We demand that all current and future Residential Advisors and Michigan State University Police receive a mandatory cultural competency training... Michigan State University Police receive a mandatory cultural competency training | We demand an increase in academic advisors, as well as mental health and sexual assault professionals who specialize in dealing with students of color | We demand the construction of a free-standing Multicultural Center with its own budget from the University to support social and academic programming by Spring 2017 | We demand an increase in academic advisors, as well as mental health and sexual assault professionals who specialize in dealing with students of color | We demand that Michigan State University provide public, electronic updates that identify the steps the University is taking towards fulfilling the 2011 Black Student Alliance demands during the first two weeks of every fall and spring semester until every demand has been met | |||||||||||||||||||
29 | Middle Tennessee State University | 220978 | Change Forrest Hall, a group of students,faculty, and community members has one demand: the immediate removal of Nathan Bedford Forrest’s name from Middle Tennessee State University’s ROTC building | Michigan State University Police receive a mandatory cultural competency training | ||||||||||||||||||||||||||
30 | Missouri State University | 179566 | To best uphold the “cultural competence” pillar of the university’s public affairs mission, Multicultural Services should be governed by an administrative cabinet member of an ethnic minority...We demand an increase in ethnically diverse staff....The number of staff and students should always be congruent with one another with the number of ethnically diverse staff leading...This will not only assist in an increase in retention rates but actively combat the negative climate on campus...Interview panels should be conducted by ethnically diverse persons...We demand a redistribution of power in Multicultural Services that allow the recruitment of more diverse staff. | We demand an increase in ethnically diverse staff and students that accurately reflects our nation’s demographics within the next five years | We demand the establishment of a mandatory Diversity Curriculum for administration, faculty, staff and incoming students starting with academic year of 2016-2017 in perpetuation...This curriculum should Be designed by students, administration, and faculty...Require real-life application of the university’s pillars, and...Highlight the cultural climate of the university...Classes are to be seated only and discussion-based...We demand majors of sufficient substance that accurately reflects the history, culture and perspective of underrepresented people in America | Last year, Multicultural Services was moved from the Division for Diversity & Inclusion to the Division of Student Affairs. This move has been marketed to students as “beneficial”; however, it has only allowed for negligence toward the concerns and needs of minority students by ill equipped faculty...Access to funding is limited...Assistant Vice President for Multicultural Services: Provide leadership and support for the establishment and administration of multicultural student recruiting initiatives and the development and administration of departments and programs that serve the needs of multicultural and diverse student populations...Under the current Student Affairs hierarchy, the Assistant Vice President has neglected multicultural students, and actively hindered the development of multicultural student organizations and programming...When entering the MRC, the Assistant VP makes no attempt to address the Black students, who utilize the center the most...The Assistant Vice President has openly expressed negative and discriminatory views about students of color, both inside and outside of the MRC, to other faculty and students; therefore, perpetuating negative stereotypes | We demand that all plans for the Diversity Center be published in the Standard, in Plaster Student Union, and in its designated space on campus by December 1, 2015...The official name of the office should be: Mary Jean Price-Walls Center of Diversity...The construction of any of new buildings associated with or dedicated to diversity should be published on the university’s 10-year plan. The Office of University Advancement is responsible for funding all related projects...The Multicultural Resource Center should be left in tact during and after all construction projects related to diversity. This center is a tremendous asset to minority students... | We demand that by December 1, 2015 the university issue a public statement that includes the following...An acknowledgment of systemic racism in higher education...A commitment to differentiating “hate speech” from “freedom of speech,”...Instituting a zero tolerance policy for hate crimes, and...An explanation for moving Multicultural Services from the Division for Diversity & Inclusion to the Division of Student Affairs | We demand that the university request an audit from an outside party, and present a budget for all Multicultural services by the end of March 2016...This audit shall include, but is not limited to...The “Multicultural Assistant Grant,”...And the last five fiscal years up to Fall 2015...The audit and budget should be published to the university website in laymen’s terms and made easily accessible to all interested persons. This audit should...Enumerate the channels of income for Multicultural services...Break down departmental budgets (i.e. Trio, Access Programs, and Multicultural Programs)...Allow an account for the “leftover money” being used to complete the Diversity Center as well as...Document the creation, restructuring and subsequent departmental shift of Multicultural Services from the Division of Diversity & Inclusion to the Division of Student Affairs | A commitment to differentiating “hate speech” from “freedom of speech,”...Instituting a zero tolerance policy for hate crimes | We demand that Dominiece Hoelyfield be named Interim Director of the MRC until this position is permanently filled...Alongside Dominiece, a Cultural Coordinator of, ethnic background, should be recruited (from outside Missouri State University) and hired to work in the new Diversity Center...We demand that the Student Diversity Task Force be comprised, primarily, of racial, ethnic and sexual minorities | |||||||||||||||||||
31 | New York University | 193900 | Have an amount of faculty/admin that is proportional to the percentage of Students of Color on campus | Have action done on the reality of high drop-out and comparatively low graduation and retention rates for students of color...Monitor the number of minority Students of Color enrolled at NYU and see to it that there be no drop of Students of Color per year of admission...Have an increase of the Black population on campus...Have an increase of underprivileged Latino population on campus...Have an increase of Amerindian/First Nations population on campus...Have an increase of Pacific Islander population on campus...Abolish the Box, remove the question on NYU applications that ask applicants to disclose their history within the criminal punishment system | Rededicate Library from Elmer Holmes Bobst, a known anti-Semite; removal of Elihu Root’s name from the School of Law Scholarship for being an advocate of US Colonialism; renaming of the Fales Collection of English Literature within Bobst, as Fales family fortunes can be traced to colonial slavery. Rename these for POC or people of marginalized communities in the US who have been leaders in activism and advocacy of oppressed groups, OR leaders of equal style and caliber from the Global South...Give a name to at least half of as of yet unnamed Residence Halls and academic buildings in honor of social and political activists of color both in the US and abroad, taking into consideration the diverse community of the university, and having the selection of such be achieved and agreed to by both the Black & Brown Coalition and NYU Administration | Improve Mental Health and Wellness Center dynamics such that the counselors are well trained in racial/ethnic specific struggles on a psychological level (particularly when dealing with everyday microaggressions) as well as LGBTQ struggles, and increase the number of counselors of color and LGBTQ counselors employed by Wellness Center to be proportional to the amounts of students of color and LGBTQ students that come to the Wellness Center | Mandatory allocation quotas for departments (e.g. the department of Social and Cultural Analysis)...Increased funding for the Center for Multicultural Education and Programs and the Department of Social and Cultural Analysis; temporary creation of a specific lounge designated for Students of Color within Kimmel Center that would be reservable for our organizations....Recognition of Haitian Kreyol at NYU to fulfill the language requirement of the College Core Curriculum | Create a forum for Students of Color traveling abroad that would include diversity trainings BEFORE traveling abroad, taught by a POC or QTPOC from the country, or a student from NYU who has gone abroad and can contextualize the lived reality of the site...Perpetual, continuing education on diversity for all university members that exists outside of a module format | Mandatory allocation quotas for clubs (e.g. Black Student Union), departments (e.g. the department of Social and Cultural Analysis), and programs (e.g. AAP) for Students of Color, LGBTQ, and groups otherwise included within Black & Brown Coalition from the University in the form of significant lump sum budgets to demonstrate true commitment and prioritization of students of color, queer students, and other marginalized communities on campus...Have action done on the reality of high drop-out and comparatively low graduation and retention rates for students of color | temporary creation of a specific lounge designated for Students of Color within Kimmel Center that would be reservable for our organizations...Within the NYU 2031 Plan, have guaranteed that an entire floor of the mixed use building in the Southern Superblock plan be entirely dedicated to Students of Color, and another for Queer Students on campus | A campus climate survey analysis must be performed addressing diversity on the axis of race, ethnicity, gender, sexuality, and socioeconomic status with an analysis on race, ethnicity, and gender that is more precise and specific than that of State or Federal norms. More specific data available or gathered by NYU so that we can have genuine, informed conversations on the internal racial/ethnic dynamics of this university...Data must be shown on GPA and financial statistics for each racial/ethnic category, and also for queer students on campus, so that we may be more of aware of what percentage of scholarships and financial aid is going to these groups, and how we as a particular demographic compare to the more privileged students in order to address how the university can better help us...Have a survey done on the total number of religious demographics within the university | Create a college-specific method for having students report safely incidents of racism in the classroom by peers, teaching assistants, and professors...Create a college-specific anonymous method for having students discuss incidents of racism that would be visible to the university, as an act to fight feelings of isolation as was expressed repeatedly during the Diversity Forum on Wednesday November 18th, 2015 | Creation of special committees in collaboration with B&BC and the Deans within each individual college that would review and consider procedures for addressing particular community racial tensions...Creation of a full-time central diversity staff position within CSALS to oversee different NYU student diversity groups | Reallocation of funds (donations, endowments and trusts) attached to the names of documented racists such that Students of Color are directly benefited by NYU accepting such funds, e.g. via scholarships, trusts for student groups, or funding of university-wide diversity measures...Recognition of Fall Recess as Indigenous People’s Day on the Academic Calendar and all University documentation | Data must be shown on GPA and financial statistics for each racial/ethnic category, and also for queer students on campus, so that we may be more of aware of what percentage of scholarships and financial aid is going to these groups, and how we as a particular demographic compare to the more privileged students in order to address how the university can better help us...Reallocation of funds (donations, endowments and trusts) attached to the names of documented racists such that Students of Color are directly benefited by NYU accepting such funds, e.g. via scholarships, trusts for student groups, or funding of university-wide diversity measures | Recognize NPHC Greeks with chapters present in NYC...Reevaluation of insurance policies for multi-campus Greeks with the goal being a level of institutional recognition...Have as an institutional requirement that the Multicultural Greek Council Advisor be a Multicultural Greek. In the event the position is vacant then Advisory of MGC must fall under the CSALS Diversity Staff illustrated under point (V) in collaboration with the Assistant Director for Fraternity and Sorority Life | NYU must reflect on its role in gentrification and so contribute to the anti-gentrification process via financial and personnel investment | Make NYU become more accessible to undocumented Students of Color | Improve Mental Health and Wellness Center dynamics such that the counselors are well trained in racial/ethnic specific struggles on a psychological level (particularly when dealing with everyday microaggressions) as well as LGBTQ struggles, and increase the number of counselors of color and LGBTQ counselors employed by Wellness Center to be proportional to the amounts of students of color and LGBTQ students that come to the Wellness Center. | Formal recognition of the Black & Brown Coalition by New York University...Formal recognition and utilization of all member organizations of the Black & Brown Coalition when issues of racial tension and injustice occurs on campus...Mandatory inclusion of the Black & Brown Coalition in all discussions on Campus Diversity and all Student Policy...Mandatory senator seats for significant racial/ethnic groups (e.g. Black, Latino, API, Desi, etc.) and marginalized communities (e.g. Queer, Women, etc.)...Restructure student government to include a Student House of Representatives parallel to Student Senate that is comprised of a Black Rep., Latino Rep., Asian Rep., Queer Rep., Women's Rep., etc...Breaking up of the category of Allsquare Club within the demographics of Student Activities Board member groups to reflect the important, distinct needs of Students of Color Clubs, LGBTQ Clubs, Women’s Clubs, Muslim Clubs and other marginalized categories so that our voice may be present within the advisory structure of the SAB Committees | Have a survey done on the total number of queer students on campus intersecting with racial/ethnic identity | Data must be shown on GPA and financial statistics for each racial/ethnic category, and also for queer students on campus, so that we may be more of aware of what percentage of scholarships and financial aid is going to these groups, and how we as a particular demographic compare to the more privileged students in order to address how the university can better help us | All Deans, the Student Activities Board, and the Student Senators Council must have continuous and regular conversations with the Black and Brown Coalition | |||||||
32 | Northern Arizona University | 105330 | We demand an increase in faculty of color and trans and/or queer faculty positions in all departments representative of the nationwide population, including an increase in people of color, queer, and trans Resident Assistants, Resident Hall Directors, administrators, faculty, and tenured faculty | If student success and well-being is truly the university’s goal, there needs to be mandatory mental health training for NAU instructors that is sensitive to student mental/psychological health. This training needs to be a distinct and in depth program for instructors--separate from Safe Zone Training--that prioritizes making students comfortable participating in class and acknowledges self care, mental health breaks, and participation outside of class as viable and acceptable options for neurodivergent students | NAU currently does not have a tenure track for the vital department and programs of Women’s and Gender Studies and Queer Studies. These faculty members place equal amounts of dedication and time into their work as any other department and receive significantly less benefits and job security. We demand there no longer be a divide and marginalization between which programs are deemed “more important” and that resources are allocated appropriately and equally. We demand that NAU create an Ethnic Studies requirement distinct from the cultural understanding: require every student to fulfill at least three Ethnic Studies credits to learn more about diverse populations of people and emphasize the importance of this knowledge as a life enhancement. NAU also must create an undergraduate Ethnic Studies Major; our history should not simply be an elective. The Ethnic Studies major and credit requirements should both be implemented by the Fall semester of 2016...Ethnic Studies, Women’s and Gender Studies, and Queer Studies especially must accommodate student activist work because of these disciplines’ roots within activism and their courses’ commitments to critical thinking and inclusivity | sensitivity training regarding race, culture and ethnicity...Further, we demand that the new and improved Safe Zone training be mandatory for any person working on campus, including those who are not employed specifically by the University. This not only establishes respect and understanding between students and employees on campus, but also among employees as well | This includes students living in on-campus housing who do not have homes to return to following the end of the semester, or have extenuating circumstances regarding affording housing. Students of color, trans students, and students with disabilities are particularly vulnerable and susceptible to homelessness...We demand a need based Crisis Fund to be distributed in a non-meritocratic way. A student's academic performance should not determine their eligibility for University offered resources...Budget cuts resulted in eradication of disability resource busses. This is unacceptable. We demand that there be a reallocation of funds in order to reinstate disability resource buses as well as other programs that directly support the safety, wellbeing, and success of marginalized students | We demand that NAU administration construct a space conducive to nonviolent conflict resolution, as well as a monthly open forum (with President Cheng and other administration present) to assess student needs and engage directly with student feedback | publicly acknowledge and formally apologize for endangering, harassing, and slandering queer and trans student activists...Chris Schlarb, Senior Program Coordinator of the LGBTQIA Office of Resources Support, called the work supervisor of a student activist suggesting that said student not work during this year's Coming Out Monologues; under different conditions, this may have endangered this person’s employment and left them without income. Chris has also told other student workers in the LGBTQIA Office that parts of last year’s Queer Activist Monologue submission were untrue, resulting in the defamation of personal lived accounts...Yoleidy Rosario, Assistant Director of Inclusion and Multicultural services, has repeatedly engaged with queer students in a manner unbefitting a representative of the university. While attending a Queer and Allies club meeting, she repeatedly interrupted the meeting, accused members of microaggressions, and whispered and took notes throughout the meeting. For many of the Freshman Students in attendance this behavior was their first impression of the LEADS Center. Yoleidy has also harassed Q&A members at the Coming Out Week tabling event, stating that she wouldn’t work with Q&A because they were ‘too angry’ at their last meeting, and directed this to the students waiting to approach the table...Bernadine Lewis, Director of Undergraduate Programs at W.A. Franke College of Business, shouted “excuse me” over the voices of queer student activists and referred to a nonviolent direct action group as less respectful than the KKK at the Coming Out Monologues. They stated that the KKK at least had the respect to wait until church services were over before they “disrupted” congregations. It is unacceptable for a university faculty member to compare a nonviolent queer activist group to a violent white supremacist terrorist group...All parties affiliated with the decision to engage and request police at a queer student event with the intent to retaliate and enforce punishment/forced removal of students | We demand that the University prioritize the safety and well-being of black students, and black student activists above the reputation of the University. Racism and other forms of discrimination should not be tolerated or swept under the rug like it has been many times in the past | We demand that there is no longer any active police presence at events that are designed to be safe spaces for marginalized populations. NAU administrators have repeatedly relied on police presence in spaces of marginalized groups as a means of control, which, rather than increasing student safety, actually puts students’ safety at risk. At the 2015 NAU Coming Out Monologues, NAU PD was present in plainclothes and forcibly removed a queer, trans student from the building against their will. Later, in the University newspaper, The Lumberjack, this student was cited as being “belligerent” in the Police Beat, while videos and countless eyewitness accounts tell how this could not be further from the truth. Systemically, queer and trans students and students of color are at the highest risk of encountering violence and police brutality, and thus if NAU intends to create a safe space, the police absolutely cannot be present | We demand that NAU completely redesign their reporting process and conflict resolution procedure in order to better serve the needs of victimized students. NAU must provide students with an effective silent witness program. Students will be able to use this program to anonymously report violence that has been done to them. Further, this program must exist separately from both NAU PD and the Office of Student Life. Those who oversee this program must have a comprehensive critical understanding of the university structure and processes, but must explicitly use this understanding to protect those who have been victims of violence. Under no circumstances should this program prioritize the university’s reputation; it must always be aligned with the victim’s best interests...NAU must hold students who perpetrate violence accountable for their actions on and off campus. On multiple occasions, members of NAU fraternities have threatened and assaulted students and other individuals visiting Flagstaff. In several of these assaults, NAU fraternity members specifically and intentionally targeted people of color because of their race. This culture of violence was not absent in the time preceding the deadly shooting that occurred earlier this year and, had NAU been more proactive in preventing violent student behavior, this shooting may never have had happened...NAU must report staff/faculty/students/departments who use racial slurs and ask black students to act as the spokesperson of their race in class, trainings, and other programs (i.e. Health promotions - did not feel the need for bystander training to combat racial discrimination)...The safety of the students is of higher priority than the university's public reputation: It is the responsibility of Northern Arizona University's administration to ensure that NAU’s students, faculty members, and staff are aware of racism, sexism, ableism, transphobia, queerphobia, and other forms of injustice that occur on school grounds. Because of this, we demand that acts against marginalized students are accurately and appropriately recorded, then widely reported to the NAU and Flagstaff community...The process for reporting and responding to bias reports and hate crimes needs to be left in the hands of one office with specializations in trauma, disability, race, and the needs of queer and trans students, with adherence to the University’s Safe Work and Learning Environment Policy | NAU must have a representative student held position- this student must be attuned to the campus and community needs and receptive to student conversations. This position should oversee various offices and have the power to intervene when the needs of marginalized students are not being met. This position should be protected from any retaliation that may be present when advocating and representing various student needs. This position must be paid and will ensure student involvement and advocacy at the institutional level...one office with specializations in trauma, disability, race, and the needs of queer and trans students | This includes students living in on-campus housing who do not have homes to return to following the end of the semester, or have extenuating circumstances regarding affording housing. Students of color, trans students, and students with disabilities are particularly vulnerable and susceptible to homelessness | members of NAU fraternities have threatened and assaulted students | The University’s expansion perpetuates the gentrification of Flagstaff neighborhoods, displacing working class people and people of color. Regardless of certain statewide initiatives, the University’s expansion should never be prioritized above local communities that NAU claims to support and hopes to welcome within the student body | accused members of microaggressions, and whispered and took notes throughout the meeting | We demand the elimination of the tokenism of administrators, faculty, staff, and students to create “diverse” propaganda for Northern Arizona University that does not display the true nature of NAU’s campus climate. Resources and programs such as workshops, panels and other various ally training must be designed and led by marginalized groups. We demand the consultation of black students and faculty during the implementation of diversity initiatives to create effective diversity training for all first-year students, transfer students, student athletes, student workers, faculty, staff, and administration | We demand that Northern Arizona University implement gender neutral bathrooms in all buildings on campus. NAU has currently attempted to implement such bathrooms. These restrooms are single-stall “family bathrooms” and do not promote gender inclusivity or an equal space for transgender or gender-nonconforming students. The signs on these bathrooms must be blatantly and directly gender-neutral (not family restrooms). Additionally, these restrooms must be accessible for students with physical disabilities. The office of LGTBQIA Resources and Support has demonstrated “bathroom take overs” during Trans* Awareness Week. These events consist of tabling and distribution of flyers. These flyers consist of information on what it means to be a good ally in the bathroom and how to make trans individuals more comfortable in gendered bathrooms. These flyers are damaging and make trans students hypervisible as well as promote stigmas as to what it means to “look trans”. Transgender students are policed and marginalized on a daily basis by peers and faculty alike. The office of Resources and Support should not contribute to these stigmas and marginalization. Takeovers and assessing the needs of these students should be hosted by the students in need...The University’s current policy to submit a name and gender change in the registrar is inaccessible and results in unnecessary “out-ing” of queer and trans students that comprises their safety and comfortability. While students have been able to get a “preferred name” change for their Jacks Card, this is insufficient as students names on rosters, BBLearn, and NAU still reflect the registrar. We demand that the University implement a streamlined process for students to be able to change their name and gender on BBLearn, the University’s assigned gmail accounts, as well as within the registrar itself, that does not require documentation “proving” the student’s gender | NAU administration must take responsibility in engaging with students and student activists in a productive and transparent dialogue, instead of perpetuating violence and risking the safety of students. | , as well as a monthly open forum (with President Cheng and other administration present) to assess student needs and engage directly with student feedback. Further, it is apparent there is a disconnect between administration and the needs of its student body; this forum will directly bridge that gap. | |||||||||
33 | Notre Dame of Maryland | 163578 | The Academic Affairs department must hire, place and tenure more people of color on in order to promote diversity on our campus. | That the incoming class of 2020’s NDMU 100 class be required to include discussions about race theory and relations, with special emphasis on race relations in Baltimore. | The administration have more recognition for the needs for non-Catholic students on campus.... The university president and any other administrator emails and community responses accurately reflect the needs and concerns of students. We demand that these needs be considered above the university taking a passive political stance....That President Yam will speak to the entire NDMU community regarding the University’s plan to implement these changes. | All administration, namely the President, The Board of Trustees, and Academic Affairs be more transparent regarding events and decisions taking place that could affect student life. | ||||||||||||||||||||||||
34 | Occidental College | 120254 | Increase percentage of tenured faculty of color by 20% for the 2017-2018 school year, and by 100% over the next 5 years | Hire much-needed physicians of color at Emmons Wellness Center to treat physical and emotional trauma associated with issues of identity... | Creation of a fully funded and staffed Black Studies program, a demand that has not been met for over 40 years...Elimination of the First Year Residential Education Program. In its place, restructure CSP classes to fulfill the original purpose of the CSP program: focus on issues surrounding identity | Institute mandatory training for all college employees, especially Residential Education, Student Affairs, and Campus Safety, that provides tools to properly assist people from marginalized backgrounds | Increase budget of the CDO office by 50%...$60,000 allocated to DEB to fund programming and provide resources for black and other marginalized students...Provide funding for Harambee, the student group for black men which has not received funding for 5 years...Institute mandatory training for all college employees, especially Residential Education, Student Affairs, and Campus Safety, that provides tools to properly assist people from marginalized backgrounds | Ensure continued existence of the ICA as a longstanding office on campus | Immediate removal of President Veitech | Immediate demilitarization of Campus Safety. Includes, but is not limited to: removal of bulletproof vests from uniform, exclusion of military and external police rhetoric from all documents and daily discourse, increased transparency and positive direct connection to the student body...Immediate removal of LAPD's presence on campus...Meet the demands that CODE made following the arrest of a community member on September 5th | Promotion of the CDO to Vice President level | |||||||||||||||||||
35 | Portland State | 209807 | We demand a wave of hiring for Black professors and administrators in underrepresented positions | We demand an increasing efforts to recruit more Black students from local high schools and community colleges | We demand a Black Cultural Space on Portland State University Campus by Fall Term 2016, where students can feel safe, accepted, supported and like they belong | We demand for a Black task-force to be formed to closely examine the success, outcome, retention and graduation of Black students at Portland State University. | We demand for the disarmament of all Campus Public Safety officers on the campus of Portland State University | |||||||||||||||||||||||
36 | Princeton | 186131 | We also demand that steps be made to rename Wilson residential college, the Woodrow Wilson School of Public Policy and International Affairs, and any other building names after him. | We demand classes on the history of marginalized peoples (for example, courses in the Department for African American Studies) be added to the list of distribution requirements. | WE DEMAND cultural competency training for all staff and faculty. | WE DEMAND a cultural space on campus dedicated specifically to Black students, and that space can be within the Carl A. Fields Center but should be clearly marked. | The naming of this space should be at the students’ discretion in order to avoid naming it after a white benefactor or person with bigoted beliefs, as evidenced by the naming of Stanhope Hall. | We demand a public conversation, which will be student led and administration supported, on the true role of freedom of speech and freedom of intellectual thought in a way that does not reinforce anti-Blackness and xenophobia. | ||||||||||||||||||||||
37 | Purdue University | 243780 | We demand that there be a 20 percent increase of underrepresented minority faculty and staff by the 2019-2020 school year...We demand that under represented faculty and staff receive more resources, funding and support | We demand that there be a 30 percent increase of underrepresented minority students by the 2019-2020 school year. | We demand that Purdue create and enforce a required comprehensive racial awareness curriculum for all students, staff, faculty, administration, and police. This curriculum must be vetted and overseen by a board of diverse students, faculty, and staff. | We also demand that he apologize for his erasure of the experiences of students of color in his email to the student body, where he asserted that Purdue is in “proud contrast to the environments that appear to prevail at places like Missouri or Yale.” | We demand that administrators, specifically President Mitch Daniels, acknowledge the hostile environment caused by hateful and ignorant discrimination on Purdue’s campus | We demand the release of a statistical report, using defined metrics, of the concrete impact of diversity and inclusion initiatives implemented on campus | We demand that the university and the Purdue Police follow through with their commitment to form a police advisory board, which will be made up of diverse students, faculty, staff by the end of this fall semester...We demand that there be enforced extensive background checks relating to sexual offense, hate group membership, and discriminatory offenses of all faculty, staff, and police officers...We demand that Purdue create and enforce a required comprehensive racial awareness curriculum for all students, staff, faculty, administration, and police...We demand that there be enforced extensive background checks relating to sexual offense, hate group membership, and discriminatory offenses of all faculty, staff, and police officers | We demand that the university more actively and effectively advertise and utilize the Report Hate & Bias program...We demand that the free speech policy be revised to address hate speech in person and through social media. We demand the university to follow harassment policies consistently to protect students from hostility | We demand that Chief Diversity Officer be reinstated as its own position, with student involvement in the hiring process. Additionally, we demand supporting positions be instated for this role. The positions must address diversity and inclusion of faculty, staff, and students separately, in order to address the unique needs of each group | We demand that more merit and need based aid be given to students | We demand that Purdue Student Government and Purdue Graduate Student Government instate C.O.R.E. seats in their representative voting bodies | |||||||||||||||||
38 | Ryerson University | We demand that by the academic year 2017-2018 Ryerson University increase the percentage of Black tenured faculty, upper administration and full-time staff by ten percent | In solidarity with First Nations, Inuit and Métis communities, we demand the university administration launch a process to rename the university and remove the statue of Egerton Ryerson. While Egerton Ryerson is celebrated for his contributions to Ontario education system, often overlooked is the role that he played in the creation of the residential school system. In recognition of the devastating generational impacts that the residential school system has had on First Nations, Inuit and Métis communities we believe that the university must begin a process to rename our university, prioritizing consultations with the Mississauga’s of the New Credit First Nations, the Haudenosaunee and the Anishinaabe | We demand that Ryerson University expand the number of core courses offered that speak to the histories, experiences and realities of Black and Racialised communities to be taught by tenured Black and Racialised faculty...We demand that Ryerson University create and enforce a comprehensive racial awareness and inclusion curriculum throughout all campus departments, mandatory for all students, faculty, staff and administration. This curriculum must be vetted, maintained, and overseen by a standing committee of Senate comprised of Racialised students, staff and faculty | We demand that Ryerson University create and enforce a comprehensive racial awareness and inclusion curriculum throughout all campus departments, mandatory for all students, faculty, staff and administration. This curriculum must be vetted, maintained, and overseen by a standing committee of Senate comprised of Racialised students, staff and faculty | We demand that Ryerson University stand in solidarity with Black Lives Matter-Toronto which is a diverse coalition of Black people working to challenge systemic violence and racism that targets Black people, particularly in our interactions with police and authority figures. | In solidarity with First Nations, Inuit and Métis communities, we demand the university administration launch a process to rename the university and remove the statue of Egerton Ryerson. While Egerton Ryerson is celebrated for his contributions to Ontario education system, often overlooked is the role that he played in the creation of the residential school system. In recognition of the devastating generational impacts that the residential school system has had on First Nations, Inuit and Métis communities we believe that the university must begin a process to rename our university, prioritizing consultations with the Mississauga’s of the New Credit First Nations, the Haudenosaunee and the Anishinaabe | In recognition of the fact that tuition fees limit access to post-secondary education which disproportionately impacts Black communities, we demand that the university administration commit to joining students in a call for more funding to post-secondary education and support the call for a universal reduction to tuition fees. Additionally, we demand that the university administration introduce more targeted grants, bursaries and scholarships to support access to education for Black students. Post-secondary education has long been considered to be the greatest social equalizer, capable of opening new pathways to economic and social mobility for the most marginalized members of our society. However, the growing income divide coupled with dramatic increases to tuition fees has put post-secondary education out of reach for too many members of our community. Tuition fees are cited as the number one barrier for high school students interested in attending post-secondary education. Canada’s growing income inequality divide along the lines of race and ethnicity means that the people that are most impacted by these economic barriers will inevitably be low- and middle-income Black communities | We demand that Ryerson University stand in solidarity with Black Lives Matter-Toronto which is a diverse coalition of Black people working to challenge systemic violence and racism that targets Black people, particularly in our interactions with police and authority figures. Further, we demand that Ryerson University provide a donation to the coalition to support their ongoing organizing efforts | We demand that the university administration restructure the Ryerson Black History Awareness Committee to be comprised solely of Black faculty, staff and students | ||||||||||||||||||||
39 | San Francisco State University | 122597 | Increase of Black faculty and faculty with tenure | Increase of enrollment and retention of Black students | Increase support and funding for College of Ethnic Studies and Ethnic Organizations | Mandatory racial sensitivity training for all incoming employees, faculty of San Francisco State University including UPD | Increase support and funding for College of Ethnic Studies and Ethnic Organizations... | Expansion of Multi Cultural Center and addition of a retention center into The Mashouf Wellness Center... Afrocentric residential floor for Black students to address unrealistic housing fees on and around campus | ||||||||||||||||||||||
40 | Santa Clara University | 122931 | We advocate for an increase in hiring faculty of color as permanent, tenure track faculty through the Inclusive Excellence initiative...10% of faculty hired through the Inclusive Excellent initiative should be offered permanent tenure track positions...As of now, most faculty of color are in the College of Arts and Sciences. We would like to see an increased focus on hiring faculty of color in the other colleges in addition to the Arts and Sciences | We advocate the steady increase of the Black/African-American population on campus to 6% by 2020 with an eye towards of increasing the proportion of black students to reflect the nation’s black population percentage proportionately within the next 10 years....To achieve this goal, a conscious effort must be made by the Admissions Office to recruit more students of color, and especially Black/Pan African students...The Admissions Office should expand its recruiting pool to include school visits and informational sessions at socioeconomically diverse schools and schools with a high percentage of students that are representative of the African Diaspora. With funding provided by the University, SCU Black Student Union, Igwebuike, can also conduct school visits alongside counselors to attract more students of color to Santa Clara...In order to increase the black student population on campus, we advocate for a change in the way admissions counselors review applications...Though Santa Clara bases majority of their decisions on merit while still considering the whole person, the focus on grades and numbers hinders many students of color from being accepted into the University. Several statistics show that marginalized populations do not consistently have access to college prep courses, AP classes, or other opportunities that make their application more competitive. | Reorganize the CORE diversity requirement from a one class requirement to two separate requirements...These two requirements must be fulfilled through one course from the Ethnic Studies Program and one course from the Women’s and Gender Studies Program...To accommodate this additional requirement, reduce the Pathways sequence by one class...We advocate the formal creation of Ethnic Studies and Women’s and Gender Studies Departments with standalone major programs. Currently, these are the only two majors on campus that have companion major status...We advocate adding a multicultural event requirement once a quarter to all C&I classes. This requirement would mandate students to attend an event that amplifies the voices of marginalized students on campus. Examples include: Difficult Dialogues, MCC Culture Shows, Markkula Center for Applied Ethics sponsored events, etc | If the current online program does not contain a diversity component, we advocate that the school work to create and implement a diversity component...Implement supplementary programs partnering with residence halls and oncampus organizations to continue discussions with students throughout their four years at Santa Clara University...Begin conversations with CFs in the residence halls during the welcoming meeting to provide initial expectations for Santa Clara University students. This initial meeting will also create space for students to ask questions and discuss themes that came up for them during the preenrollment program...Discussions are expected to continue throughout the year and can be modeled off of existing Perspectives Trainings...create an off campus student life orientation that preps students for living on their own. It should also include a diversity and sexual assault component...Require Perspectives training of all Orientation Leaders as a prerequisite to their first orientation session...Make conversations on diversity at SCU a feature of the orientation experience...Engage incoming students in discussions about the consequences of bias by discussing incidents and experiences that have actually happened on our campus...These discussions could take a variety of forms and could be added to existing Orientation sessions such as Community Values and/or Community Conversations | Focus on Diversity/Sexual Assault/Alcohol in Online PreEnrollment Program | When responding to bias incidents or acts of violence on campus, administration should give the University community as much specific information about the incident as is legally possible | We advocate for all syllabi to contain information on the EthicsPoint anonymous reporting process for bias incidents and academic integrity reports...Reframe the online preenrollment orientation (formerly AlcoholEdu and Haven) to include more focus on aspects of off campus and oncampus bias incidents that students may face when enrolled. The program should include information on how students should respond to these incidents | Provide funding for travel expenses for students in the SADIE, APEX, and NOCHE programs to increase the likelihood of getting these students on campus...A commitment to create a scholarship fund specifically intended to aid the recruitment of more black and low income students...Increase donations to the endowment fund specifically for scholarships for black students and lowincome students...This can be achieved by training student callers to ask for donations in these specific categories and working with the black alumni association | Contact with Off campus Life, Sororities, and Fraternities...Recognizing that Santa Clara students are still affected by many issues once they move off campus or join Greek Life, we advocate for the ability of oncampus resources to connect with and educate off campus groups about a variety of topics including, but not limited to: cultural sensitivity, sexual assault, sexual education, alcohol abuse, etc. Examples of oncampus resources that would benefit the off campus community: Perspectives Committee, the Wellness Center, the Multicultural Center, etc | We advocate for the expansion of the judicial advisory board to include representatives from the MCC, SCCAP, VPP, and the RRC...Currently, several administrative committees have student members appointed to them from ASG. ○ We would like MCC, SCCAP, the Violence Prevention Program, and the Rainbow Resource Center to have the option to place a member on these committees alongside ASG representatives if they so choose...We advocate for there to be more voices in the meetings held by the Office of the President with the leadership of a variety of organizations on campus | We request a formal commitment of the Leadership Council to meet with members of Unity 4 twice quarterly over the 2015 2016 academic year...These conversations would ideally take place between the same group of students and administrators currently in conversation...When responding to bias incidents or acts of violence on campus, administration should give the University community as much specific information about the incident as is legally possible...Correspondence dedicated to explaining an incident on campus needs to focus on communicating information to the community as efficiently as possible so that there is no opportunity for rumor or false information about a given incident to propagate...When an incident on campus occurs that has serious implications for students of a given community, the University should make a particular effort to reach out to members of that community to debrief and discuss next steps...We advocate for increased accessibility and availability of WASC audits....Full reports should be shared with students, parents, faculty, and staff via the SCU website, email updates, and postings on social media. | We advocate for the establishment of quarterly evening forums organized by the President’s office where all students can directly share their experiences at SCU with high ranking members of the administration...These forums should follow a town hall format, and administration from every department should be present to answer questions and respond to student concerns | ||||||||||||||||
41 | Sarah Lawrence | 195304 | We, a collective of students of color at Sarah Lawrence College, demand that the College creates a million-dollar, need-based scholarship fund for the recruitment of black and brown students to our campus... a strategic 10-year plan that will increase retention rates for brown and black students | We demand that the College create a strategic 10-year plan that will increase retention rates for brown and black students and offer more courses and trainings that emphasize the lived experience of poor black and brown people... We demand that Sarah Lawrence require all students at the graduate and undergraduate level to partake in an anti-racist course or class for credit, such as is required for Physical Education. | We demand that Sarah Lawrence provide more structure through workshops and education initiatives for first year students and transfers to aid in their transition into this college. | We demand that the College provide greater material resources to the Chief Diversity Officer, and the Office of Diversity and Campus Engagement. This demand includes more staff and financial support. | We demand that the College establish a Multicultural Housing arrangement, as is practice in other institutions of higher learning | We demand that the Board of Trustees makes a public commitment to racial equity at the College | We demand that the College create administrative positions similar to that of the Chief Diversity Officer, and Director of Diversity for graduate students where they are able to address issues of bias within their program. | We, a collective of students of color at Sarah Lawrence College, demand that the College creates a million-dollar, need-based scholarship fund for the recruitment of black and brown students to our campus | ||||||||||||||||||||
42 | Simmons College | 167783 | We demand an increase in the number of faculty and staff of color at Simmons across all academic disciplines and administrative roles. This increase should meet a 30% minimum representation across all colleges, matching the ratio of students of color in the student body. | We demand an overhaul of the curriculum that includes and highlights the contributions of people of color across all disciplines. | We demand that all faculty and staff be put through rigorous diversity training that emphasizes the requirement that they address microagressions and misinformation in class. | We demand a Multicultural Student Office in the Student Activities Center on the Academic Campus, as a safe community space where we as students of color can gather and support each other. | We demand that all of these requests be addressed in the strategic planning for the college with a concrete timeline that is before the end of the Fall 2015 semester. | We demand a practicing professional civil rights lawyer to represent students of color... We also demand an increase in the resources allocated for the recruitment of students of color, including having more people of color working in the office of admissions. | We demand that the college meet the financial needs of students of color through merit and need based scholarships, giving special consideration for first generation students of color. | We demand that all faculty and staff be put through rigorous diversity training that emphasizes the requirement that they address microagressions and misinformation in class... Our micro and macro-aggressions should be taken seriously and met with the highest level of urgency and care. | We demand that Simmons College live up to its core values by: putting students first... Simmons College has a culture of tokenizing students of color | |||||||||||||||||||
43 | Southern Methodist | 228246 | Black professors must increase until at least 10% of the faculty is Black, at all levels of professorship... SMU will increase the amount of Black and minority administrators, including the members of The Board of Trustees. | Black Student enrollment must increase until at least 10% of the general undergraduate student population is Black. | No less than one third of the PRW (Personal Responsibility and Wellness) course curriculum must be dedicated to cultural education. | A cultural intelligence program for all incoming firstyear students must be mandatory... Sensitivity training for all faculty and staff, including tenured professors, must be mandatory. | SMU will allocate new financial resources towards the expansion of the Office of Multicultural Student Affairs into a Multicultural Center. | SMU will hold students and student organizations accountable for racially insensitive conduct. | SMU will hire a Chief Officer of Diversity and Inclusion. | All students considering initiation into any Greek letter organization must go through mandatory cultural intelligence and sensitivity training in order to be eligible. | ||||||||||||||||||||
44 | St. Louis University | Increased budget for the African American Studies program.... Development of an academic Center for Community and Economic Development. | SLU sponsorship a national conference on racial equality. | Establishment of a community center. | Evaluation of SLU’s current scholarship programs to better serve African American populations. | Creation of a race, poverty and inequality steering committee... Appointment of a Special Assistant to the President for Diversity and Community Empowerment. | Increased financial aid resources for retention of African American students at SLU. | Additional college prep workshops for students in the area’s most disadvantaged school districts... Establishment of a K-12 bridge program, including summer programs, in the Normandy and Shaw neighborhoods to help increase the numbers of college-bound students from neighborhoods in those areas. | Establishment of a diversity speaker series. | |||||||||||||||||||||
45 | SUNY New Paltz | 196176 | We require full time tenure track faculty of color in Black Studies and on this campus. There are not enough faculty members on campus who meet our needs. Faculty of color enable this campus to be a safe place for students of color...We need more female faculty members in the Black Studies department | We need more students of color on this campus. The college needs to engage in more active recruitment, enrollment and retention of students of color, and in particular, Black students. Black students make up a greater percentage of the incoming Freshman at Bard College (10%) than at SUNY New Paltz (5.4%). Our state university campus needs to look like the State of New York | Hire four new tenure-track faculty in the Black Studies department. In particular, we would like to see those new faculty members include the following areas of scholarship...LGBTQ/Queer Studies, Feminist approaches to Black Studies, Studies of contemporary Africa, Black psychology | |||||||||||||||||||||||||
46 | Towson University | 164076 | Increasing the black faculty on tenure track by 16% by 2018...Require the College Promotion and Tenure Committee and other major University committees (admissions, graduate studies, etc) to have a person of color on the committee when deciding who will and will not receive tenure | Require a course on American race relations | Require ALL faculty and staff to take at least one cultural competency course every semester led by at least one person in the Center of Student Diversity office | Return the Towson University Debate Team to a travelling debate team by next semester. The Debate Team is an intellectual fixture in the Towson University black community where black students have been nationally successful and active contributors to bringing justice to black people at this institution | Require that policing practices be equitable for black events and white events alike | Utilize an honest and strict no tolerance policy on racial, sexual, and homophobic epithets for faculty, staff, and students with the same sincerity as the University’s no tolerance policy for drinking and smoking. This means that when racial, sexual, and homophobic epithets are said the University will impose real consequences from citations to even potential expulsion. The mental and emotional health of this University’s black students across all intersections need to be taken as seriously as their physical health. (ASAP/Fall 2015) | Require IFC Fraternities and Pan-Hellenic Sororities to have a Diversity Chair who will promote diversity within their respective organizations and interact with multicultural organizations on campus. (Spring 2016)...Reallocate and Redistribute funds given to white fraternities, sororities, and organizations more equally to black fraternities, sororities, and organizations. (Spring 2016) | Require the Diverse Focus Forum and other top-level diversity institutions to have at minimum one person of color on their board. White women should not be given positions to speak on behalf of what it is black students want from their university...Require the College Promotion and Tenure Committee and other major University committees (admissions, graduate studies, etc) to have a person of color on the committee when deciding who will and will not receive tenure...Require the Director Positions in the SGA to be elected by the people of this university instead of appointed, hired, and/or interviewed by the President. The Diversity Chair is a direct representative of the minority students and should be elected directly by and for minority students | Require the SGA to maintain harmonious communication with the Diverse Organizations and their leaders on campus through physical contact, wherein bills and policies that will effect the black student body will be made known and aware to them...Ensure that the results of Professors who receive tenure be made public so that the students body will always be informed about which Professors did and did not receive tenure | |||||||||||||||||||
47 | Tufts | 168148 | We demand that Black identifying students make up 13% of Tufts’ undergraduate population...While annual endowment, campus construction, and total undergraduate population have seen an increase in recent years, Tufts’ Black undergraduate population has consistently been dropping since 2003. In 2003, 7% of all undergraduates were Black-identifying. This percentage has since been cut in half, falling to where it is now, hovering between three and four percent...We begin our demands with the understanding that Black Americans makeup 13% of the United States total population. Any intention of the university to limit our representation significantly beyond this number is insidious, especially when comparable ivy-league universities such as Harvard and historically segregationist universities like the University of Mississippi have up to 12% and 17% Black undergraduates, respectively. Our implementation strategies for reaching 13% include...guaranteeing a minimum of 200 enrolled Black identifying students for class of 2020, each class thereafter should admit a minimum of 13% of Black identifying students per class...Going into majority Black areas with the purpose of recruiting black students | We demand that Tufts be better prepared to address the mental health needs of Black students...The 2013 Diversity Report addresses Tufts inability to provide adequate counseling services for Black students. Black students report seeking less support from Tufts Counseling, despite experiencing “a higher rate of unfair treatment due to culture” (page 59). In nearly two years since its release, Tufts has failed to hire a single full-time Black counselor, and has not shown efforts to provide anything aside from temporary solutions. Our implementation strategies for meeting the mental health needs of Black students include...Hiring no less than two full-time Black counselors that specifically cater to the needs of Black students | We demand a 25% increase in both the budget of the Africana Center and an increase in Black student agency in determining the operations of the Africana Center...Giving the Africana Center and its Peer Advising program the power to design their own a pre-orientation program (see Team Q orientation program at Tufts University, First-Generation Pre-orientation program at Williams College)...In the event that additional funds are not allocated to the pre-orientation program, they will be used to fund Africana Center sponsored events...Setting up an activities fund at the Africana Center for students without going through a specific student group | Making the 2013 Diversity Report accessible to a wider audience by creating a specific report for the Africana Center...Requiring academic departments to publicize their faculty diversity by race, gender, and ethnicity...Increasing the transparency of diversity statistics on the Tufts University website | We demand an immediate end to the racial profiling of Black bodies and the increased event surveillance of predominantly Black events by Tufts University Police Department (TUPD)...Black students on this campus face racial profiling, heightened surveillance, and discriminatory treatment from TUPD. Black organizations looking to host Campus center events have been forced to come up with an additional $1000 to pay up to five TUPD officers to stand inside these events and oversee Black students. These groups already have limited funding, due to the racialized funding distribution of TCU, and are then made to pay for the university’s racist surveillance. Additionally, we are made to empty our pockets, be frisked down, and walk through metal detectors. These practices have never been implemented at Fraternity houses, or any of the other predominantly white spaces that hold comparable events and have historically been responsible for the majority of the underage drinking, sexual assault, and illicit drug use. Our implementation strategies include...Conducting an investigation into the history of racial profiling conducted by University police...Implement a policy that does not permit any police officer to stand inside of a campus center event without justifiable cause...Utilizing the activities fund at the Africana Center to take the burden of paying no more than two officers to stand outside of events | setting up an endowed scholarship fund specifically for Black students from urban public schools...holding monthly fundraisers in the dining halls that redistribute meal swipe money into this endowed fund...working alongside Tufts Black Alumni Association (TBAA) in order to develop this fund...implementing a policy for need-blind admissions...Undocumented, international, and first generation students – particularly Black and working class students – have experienced difficulty supporting themselves financially during their time at Tufts. These difficulties result in less access to extracurricular engagement, academic support, and an increase in feelings of isolation on this campus. Moreover, students across the nation are currently advocating that universities increase minimum wage for students. On April 1, 2015, University of Washington increased the minimum pay to students to $11. Students on financial aid must bear the burden of working extensive hours -- some students have claimed up to 20+ hours -- to fulfill their work-study program in addition to maintaining academic excellence. This puts students on financial aid at a higher risk of failing classes, not graduating and being more susceptible to mental health issues caused by overworking such as depression and general anxiety disorder. Increasing the minimum student wage would decrease the amount of hours a student would need to achieve their work-study program. Our implementation strategies include...Hiring a full-time financial advisor that specializes in meeting the needs of undocumented, international, and first generation students. They will match these students with on-campus jobs by identifying locations that employ non-work study students, and will assist international and undocumented students in securing work permits...Increasing the minimum wage for students to $11/an hour | Undocumented, international, and first generation students – particularly Black and working class students – have experienced difficulty supporting themselves financially during their time at Tufts | Forming a committee of no less than five Black undergraduates from diverse social locations, who play pivotal roles in the hiring process; these students should be nominated and chosen through the Africana Center | Making the 2013 Diversity Report accessible to a wider audience by creating a specific report for the Africana Center...Requiring academic departments to publicize their faculty diversity by race, gender, and ethnicity...Increasing the transparency of diversity statistics on the Tufts University website | |||||||||||||||||||
48 | University of Alabama | 100751 | Remove the names of white supremacists, klansmen, confederate generals, and eugenicists from classroom buildings or include a visual marker to indicate the history of racism that the building’s namesake was associated with | Increase funding for student organizations and offices that do intersectional work, specifically; Counseling Center, Women’s and Gender Resource Center, Safe Zone, Center for Service and Leadership, Crossroads, Wellness, and Gender and Race Studies Department | Increase funding for student organizations and offices that do intersectional work, specifically; Counseling Center, Women’s and Gender Resource Center, Safe Zone, Center for Service and Leadership, Crossroads, Wellness, and Gender and Race Studies Department | Increase funding for student organizations and offices that do intersectional work, specifically; Counseling Center, Women’s and Gender Resource Center, Safe Zone, Center for Service and Leadership, Crossroads, Wellness, and Gender and Race Studies Department...Take steps to reinstate the Black Alumni Network with sufficient funding | Create a division of diversity and equity at the University of Alabama with a Vice President or Vice Provost of Diversity | |||||||||||||||||||||||
49 | University of Baltimore | 161873 | Increased Faculty Diversity & Opportunities for Minority Candidates...Firstly, we want to see tenured and tenured-track faculty diversity increase by 20% and a 10% increase overall in faculty diversity by the 2018-19 Academic Year. Many studies show the negative impact on the learning experiences (and life experiences) of people of color at institutions where the diversity of the faculty and staff does not adequately reflect the diversity of the student body...Secondly, we want an investigation into the HR screening and selection process. We have concerns in regards to the overall control and potential bias present in this process. We also want at least one of all finalist brought to campus to be a person of color...We firmly believe in affirmative action and equal employment policies because the landscape today does not adequately make it fair enough for candidates of color to achieve positions or reach opportunities that should be available to them. | Recruitment, retention, and academic support are the three greatest challenges to maintaining a diverse student body on this campus. Change in admissions standards resulted in a decrease in the diversity of incoming freshman. Students were not consulted in this change, whereas faculty primarily drove this. There is also a perceived lack of recruitment from urban schools. When it comes to retention, students of color face a far grimmer outlook then students. By making diversity a top five strategic goal, these issues will become institutional priorities. They will make sure proper academic support and efforts will be taken to maintain diversity on this campus. Included in this is making diversity come from within the community. It is unacceptable that this is a Baltimore city anchor institution without primarily recruiting from within the community | Diversification of Courses and Degree Programs Historically, degree programs and classes are taught from a euro-centric point of view. It denies students of color the ability to identify with and understand the historical and practical implications of their ethnic backgrounds. Erasure is at play when classes and degree programs do not include perspectives of diverse backgrounds and has social implications. An increase in courses that apply the skills and theories taught in each particular discipline to the issues and concerns facing marginalized communities (specifically History, Interdisciplinary Studies, and other classes that focus on perspectives from other cultures and demographics) is necessary. Along with that, they must employ culturally relevant pedagogy (refer to point above). For degree programs we want to see at least these following majors included: Africana studies, African-American studies, and Urban Renewal & Development | Cultural Competency Training & Training to Employ Culturally Relevant Pedagogy...This university is increasingly becoming a multicultural environment. With people from many diverse backgrounds the opportunity to miscommunication and insensitivity is ripe. Specifically, this university has a problem with faculty being insensitive to students of color and promoting instances of outright discrimination and microaggressions. There is a responsibility for this university to create positive environments of learning and form effective working relationships amongst all in this community. Cultural competency training should be given on a semester basis (this includes workshops, lectures, and interactive courses) and be mandatory for students, faculty, and staff. We also demand that faculty members are put through intensive training on how to implement culturally relevant teaching techniques and curricula that breeds an environment of inclusiveness and understanding in the classroom | Increase the scope, staffing, and financing of the cultural diversity center expanding beyond just student events. The current role of the Cultural Diversity Center on this campus is completely underserving the university community. Its focus solely on student events and experiences discounts the fact that cultural diversity and inclusiveness is a campus-wide effort. The current staffing of the Cultural Diversity Center (one staff member) also gives off the impression that diversity is not primary concern to this university. To combat these issues and allow the Cultural Diversity Center to utilize a more prominent role in these initiatives, we call on their increase of the scope, staffing, and financing. We want them to be reorganized into the Office of Cultural Diversity (OCD), they would be directly overseen by the CDO | We ask for institutional reporting on student disciplinary outcomes broken down by ethnicity and gender | There have been instances of disparities in how students of color are treated in situations versus white students. These disparities include claims of unequal treatment in the student disciplinary process, abuse of academic freedom by professors, and unequal access and support provided by Student Affairs employees that negatively impact cultural groups. A standardized reporting and discipline process is necessary to counteract faculty who violate this trust with students. Along with this a non-discriminatory clause should be placed in all syllabi. We ask for institutional reporting on student disciplinary outcomes broken down by ethnicity and gender, and an opportunity for students to be involved in the reform process if discrepancies are involved. Finally, we ask for a Cultural Tolerance Assessment to be completed by students, faculty, and staff on a semester-basis that allows for instances of discrimination and bias to be reported anonymously and proper institutional reporting of the statistics...We also want an institutional process for investigating instances of discrimination & bias brought against faculty and staff with meaningful disciplinary outcomes. To run this process we want the creation of an Affirmative Action/EEOC Officer who would also be the Title IX coordinator on campus. This person would have oversight and investigation ability. | To show the seriousness in which this University is taking the issues of race and diversity we think it is necessary a Chief Diversity Officer (CDO) position is made with executive level privileges and access. This officer’s role will focus specifically on initiatives to create diversity and inclusion on campus and within the Baltimore community, they will oversee the process of making sure diversity is a primary motivating factor in setting curricula, infrastructure plans, policies, and programming...we want the creation of an Affirmative Action/EEOC Officer who would also be the Title IX coordinator on campus. This person would have oversight and investigation ability. | Specifically, this university has a problem with faculty being insensitive to students of color and promoting instances of outright discrimination and microaggressions. | |||||||||||||||||||
50 | University of California, Berkeley | 110635 | WE DEMAND the immediate creation of a committee tubmit recommendations for the aggressive recruitment and retention of Black staff and faculty within and outside of the African American Studies Department. This Task Force shall have representatives from the African American Studies Department, the Director of the African American Student Development office, and the Black Student Union, among other key students, staff, faculty and administration members | WE DEMAND the hiring of two full time admissions staff members that have extensive experience working with Black students, and a series of enhanced recruitment strategies, with a budget of $300,371, to recruit Black students to UC Berkeley. We maintain that this funding comes from the Chancellor’s office and not from the Division of Student Affairs | WE DEMAND the hiring of two fulltime psychologists that have extensive experience working with Black students at UC Berkeley. We maintain that the funding for this (which includes recruitment expenses) come from the office of the Chancellor | WE DEMAND full funding to sustain the American Cultures and Engaged Scholarship (ACES) program at UC Berkeley. We demand that this funding comes from the Chancellor’s office and not solely from grant funding. Additionally, we demand two additional staff members to enhance the program | WE DEMAND the hiring of one full time Program Director to work with the Recruitment and Retention Centers within the idgeulticultural Resource Center, with a budget of $113,932. We maintain this funding comes from the Chancellor’s office and not from the Division of Student Affairs...WE DEMAND the current Getting into Graduate School (GiGS) mentorship program budget to be doubled in order to expand and strengthen the program...WE DEMAND the hiring of two fulltime Black Student Athlete Development Advisors be available and provide mentorship and academic guidance for all Black student athletes | WE DEMAND the creation of an African American Student Development Resource Center, to be named the Fannie Lou Hamer Resource Center, with a designated office space as well as space for hosting events, at a central campus location. This center is to be under the purview of the African American Student Development Office. | WE DEMAND the Chancellor, Vice Chancellor of Student Affairs, Vice Chancellor of Equity and Inclusion, and the Dean of Students meet with members of the Triad (Black Student Union, Black Recruitment and Retention Center, African American Student Development) at least once every academic semester | |||||||||||||||||||||
51 | UCLA | 110662 | A commitment to the hiring of more Black faculty across the different academic disciplines. With a rise in Black faculty members, the university will see a rise in Black graduate students. Many Black graduate and undergraduate students have experienced racist sentiments from their respective departments. It will also undoubtedly lead to an increased retention rate for Black students, and other students of color | Provide additional funding for the hiring of an additional Black admission officer to increase the amount of Black students applying and being accepted to UCLA. | The University should also provide additional funding to the access programs on campus targeting Black students and students of color. These programs include SHAPE (Students Heightening Academic Performance through Education), VIPs, and EAOP | Annual funding for Black student Programming on and off campus. The Afrikan Student Union is one of the largest student organizations, yet, there is no operating budget, and we have to beg the university for every dollar we receive. An annual budget of what it costs to run an effective Black community will be presented to UCLA administration...Rebranding the Afrikan Diaspora Floor with Residential Life. Black students lack spaces where they feel safe and comfortable. The Afrikan Diaspora floor is a way for us to connect more to other Black students, the Afrikan Student Union, and the Afro-Am department. The floor should be branded as a safe space for all Black students...The creation and support of a UCLA Afro-house. Many Black students cannot afford to live in Westwood with the high prices of rent. An Afro-house would provide a cheaper alternative housing solution for Black students, that would also serve as a safe space for Black Bruins to congregate and learn from each other | A UCLA Anti-discrimination policy. It is a shame that discriminatory and racist incidents continue to happen on campus, and those responsible do not face any repercussions. An anti-discrimination policy would outline exactly what discriminatory behavior looks like, and what the consequences are when such a policy is violated. Professor Sander broke no policy, the Kanye Western party broke no policy. This is unacceptable | Create a student advisory board for the Office of the Vice Chancellor of Equity Diversity and Inclusion...Creation of a Black Student Leadership Task Force, comprised of Black alumni, students, Faculty, and Staff. Black student leaders are some of the hardest working people on campus, and lack institutionalized support from other members of the campus community would make Black student leaders have higher retention rate, and more training | A $30 million dollar endowment to help support Black students financially, akin to the initiative that is being implemented at UC Berkeley. Many Black students must work 2-3 jobs in order to pay for the continuing rising costs of education. Funding is one of the reasons why many Black students do not apply to UCLA, and also a hindrance to many that are accepted. For a University that is as “diverse” as UCLA, something must be done to make sure that Black students are financially secure | Create a UCLA community schools in a predominately Black Area of Los Angeles. Black Students are one of the smallest populations at UCLA, and the university should be doing all it can to reach out to them. Currently community schools are 80% Latino and 14% Asian. UCLA should be focusing on its smallest populations of Black and American Indian students | Create a student advisory board for the Office of the Vice Chancellor of Equity Diversity and Inclusion. This will make sure students are able to hold UCLA administration accountable, and also work with administration in their charge to improve campus climate | |||||||||||||||||||
52 | University of Cinncinati | 201885 | We demand that the University of Cincinnati hire at minimum 16 staff and senior Black faculty over the next 3 years, starting today, October 14th 2015 | We demand a recurrent substantial monetary allotment to go to all offices and initiatives that directly support and impact the recruitment, retention, and matriculation of Black students on this campus, starting in the Fiscal Year 2017...We demand the University of Cincinnati doubles the amount of Black students on main campus over the next 3 years, starting today, October 14, 2015 | We demand that the University of Cincinnati enforces a fully funded comprehensive racial awareness curriculum that is mandatory for all students, faculty, staff, and police structured by a caucus comprised of students, community members, and administrators of diverse backgrounds to be put in place by the start of the 2017-2018 academic year... | We demand a recurrent substantial monetary allotment to go to all offices and initiatives that directly support and impact the recruitment, retention, and matriculation of Black students on this campus, starting in the Fiscal Year 2017...We demand that there exist a SACUB funded student organization devoted to diversity initiatives and programming that promote cultural awareness, sensitivity, and competence by the start of the 2017-2018 academic year | We demand that the University of Cincinnati builds a stand alone AACRC or renovates in order for all of 60 W. Charlton to belong to the AACRC by August 1, 2018 | Additionally, Student Government must report their composition each year including race, gender, sexual orientation, and other self-identifying information for each faction | We demand that the University of Cincinnati immediately restrict Phillip Kidd and David Lindenschmidt from patrolling on or off of campus...We demand that the University of Cincinnati conducts holistic profiles including extensive background checks, mental evaluations, and accounts of past misbehaviors of all faculty/staff/police hired at the University of Cincinnati, starting immediately | We demand that the University of Cincinnati divest from any companies involved in the operation of private prisons and establish a Socially Responsible Investment Committee (or at least adopting a socially responsible investment policy) for all investment transactions by the start of the 2017-2018 Academic Year. | We demand that the University of Cincinnati allocate appointed voting student senate seats in Student Government from selected representatives from underrepresented communities (race, sexuality, and gender). | |||||||||||||||||||
53 | University of Kansas | 155317 | Increase consistent hiring of diverse faculty and staff | Establish team of multicultural counselors to specifically address severe mental illnesses and the needs of students of color by Fall 2016 | Mandatory, intense “inclusion and belonging” training for all levels of students, staff, faculty, and administration | Train and rehire IOA staff and implement accountability measures | Remove all professors who assault, sexually harass, or engage in abusive relationships with students. Apply this policy retroactively as well, specifically to Dr. [name redacted by the Journal-World]. Immediate expulsion of those that commit sexual assault | Issue Campus Climate Survey by February 2016 | Ban concealed weapons from campus | Open investigation in Grant, Starling et al. case as hate crime beginning with IOA...Reopen investigation into the murder of Rick “Tiger” Dowdell | Director of OMA hired by December...Establish Multicultural Student Government independent of current University of Kansas Student Senate | Increase aid and assistance to active military and veterans | Increase the percentage of underrepresented domestic and undocumented students | Establish Multicultural Student Government independent of current University of Kansas Student Senate | Thorough plan of action from Administration by January 19, 2016 | |||||||||||||||
54 | University of Michigan | 170976 | We demand an increase in black representation on this campus equal to 10% | We demand an opportunity to educate and be educated about America’s historical treatment and marginalization of groups of color through race/ethnicity requirements throughout all schools and colleges within the university | We demand the University give us an equal opportunity to implement change, the type of change that can only be completed with a full restoration of The Black Student Union’s purchasing power through an increased budget... | We demand for an opportunity to congregate and share our experiences in a new TrotterMulticultural Center located on central campus | We demand for increased disclosure of all documents within the Bentley Library. There should be transparency about the University and its past dealing with race relations | We demand the University give us available housing on central campus for those of lower socio-economic status at a rate in which students can afford to be a part of university life, and not just on the periphery...We demand for an equal opportunity to succeed with emergency scholarships for blacks students in need of financial support to eliminate the mental anxiety of not being able to focus on and afford the university’s academic life | We demand for increased disclosure of all documents within the Bentley Library. There should be transparency about the University and its past dealing with race relations | |||||||||||||||||||||
55 | University of North Carolina Chapel Hill | 199120 | We DEMAND more aggressive recruitment of Black faculty and faculty of color. This includes positions in CAPS and Campus Health practitioners...For all faculty, administrative, and staff positions, make formal priority to hire formerly incarcerated people, refugees, Black, Indigenous, and Latina/o people...We DEMAND all department heads and deans of African, African American and Diaspora Studies, Asian Studies, American Indian Studies, Latin American Studies, and other similar departments and programs MUST be faculty of color...We DEMAND that priority must be given to hiring and tenuring of faculty of color over white faculty in those departments, to the extent that 80% of the faculty of said departments must be made up of faculty of color. White professors must be discouraged from leading and teaching departments about demographics and societies colonized, massacred, or enslaved under white supremacy | We DEMAND that standardized tests such as the SAT, SAT II, and ACT no longer be considered during admissions process, as high scores on these tests correlate most closely with higher household income, disproportionately benefiting wealthier, white students. Following in the steps of Wake Forest University, UNC-Chapel Hill must become accessible to students who are presently marginalized from attending | We DEMAND the removal of the racist Confederate monument Silent Sam and ALL confederate monuments on campuses in the UNC-system...We DEMAND that Carolina Hall, a whitewashing of Saunders Hall, be renamed Hurston Hall. A plaque on the exterior of the building should make clear that William Saunders was a chief architect of white supremacy in North Carolina as a Grand Dragon of the Ku Klux Klan | We DEMAND that the University’s Counseling and Psychiatric Services (CAPS) be directed by a task force of our choosing which would oversee the hiring of mental health care providers, with a strong mandate to aggressively recruit and hire mental health professionals of marginalized backgrounds, especially people of color. We DEMAND that all hiring of therapists should make the utmost priority to hire people of color with a strong structural analysis of mental health and anti-oppression. Students should be able to attend counseling sessions that do not reinforce and antagonize them based on oppression that is already forcing them into the counseling session in the first place...We DEMAND that the limit of 6-8 individual counseling sessions be lifted and that all students regardless of full-time or part-time enrollment may receive mental healthcare services through CAPS according to their needs. All outside referrals should ensure that the cost of care will be truly affordable or free to the student...We DEMAND more aggressive recruitment of Black faculty and faculty of color. This includes positions in CAPS and Campus Health practitioners | We DEMAND that the University incorporate mandatory programming for all University constituents (students, faculty, staff, administrators, deans, chairs, etc.) that teaches the historical racial violence of this University and town as well as a historical and contemporary look at the ways in which racial capitalism, settler colonialism, and cisheteropatriarchy structure our world. This will come from an ungraded course created and facilitated by a coalition of students as part of a broader task force of workers, students and staff. There is an acceptance of oppression as the norm at this University that must be called out and addressed. The program will be vetted by a University professor of our choosing...We DEMAND equitable funding allocated to the Department of African, African American, and Diaspora Studies and the Department of Women and Gender Studies at UNC-Chapel Hill. They perform a critical role at our University, creating spaces to engage in discussions and work against violent structures of privilege and oppression. In the wake of the Wainstein Report, Black Studies was scapegoated and pathologized on this campus — this was not only unacceptable, but something that was not addressed by the University at large | We DEMAND that the Black Student Movement (BSM) reclaim control of the Upendo Lounge in the Student and Academic Services Building. As early as 1972, BSM had its own space in Chase Hall, called the Upendo Lounge; however, Chase Hall was demolished in 2003, and BSM currently does not have a meeting place under their complete jurisdiction | We DEMAND the immediate firing of Margaret Spellings. And any future President of the UNC system must be decided collectively by students, staff, faculty, workers, and those living in North Carolina who are marginalized by the University space....Margaret Spelling was chosen behind closed doors. The secretive firing of Tom Ross was done with the purpose of instituting someone invested in the corporatization of the University system...She has shown herself to be homophobic, describing LGBTQIA+ people’s lives as “those lifestyles.”...She was one of the architects of the No Child Left Behind Act as Secretary of Education under George W. Bush, and thus was responsible for pushing standardized testing that has cemented institutionally racist practices into schools across the country | We DEMAND that sexual violence and all forms of racist, gendered violence should be seriously addressed in employment practices on this campus, particularly against women of color in the Housekeeping Department...Former Housekeeping Director Bill Burston sexually abused refugee women from Burma: they traded sex for jobs and he actively tried to hire these women in place of Black women...UNC failed to protect María Isabel Prudencio-Arias from retaliation for speaking out against the case | We DEMAND public condemnation of the anti-Black Confederate rally that occurred on this campus and their terroristic intimidation of Black students at UNC | We DEMAND the University publish data on the homepage of the UNC website on the graduation rates of Black, Indigenous, and Latina/o students at UNC that account for students who drop out or transfer, disaggregating data for race, gender, and class. Currently this information is well-hidden by the administration and we believe residents of North Carolina, especially students, deserve to see this data in order to hold this institution accountable to its mandate to educate the residents of North Carolina...We DEMAND that the University publish data on the homepage of the UNC website on the admission rates of Black, Indigenous, and Latina/o students and disaggregates for race, gender, and class...We DEMAND that the University follow-up with all students who have decided to withdraw from the University or transfer and determine why they left and publish this data. For instance, we find that Black and Indigenous men who leave are often academically eligible, meaning the issue is more nuanced and has structural determinants that are not being considered | We DEMAND that police are trained on de-escalation techniques, so that they avoid the use of force in seemingly antagonistic encounters. Similarly, we DEMAND that campus police participate in the University-wide political education in order to learn about how our institutions of policing, prisons, and the courts have their roots in racism...We DEMAND that UNC not privatize its police force and/or contract with other security or surveillance firms now or in the future. Still, a public police is no better, if not worse. Policing as an institution must be abolished, and must be replaced with restorative and transformative justice practices, rather than functioning as a mouth into our penal system...We DEMAND that no additional funding be provided to the UNC Department of Public Safety and call for a divestment from policing on our campus...We DEMAND the complete disarming of the UNC Department of Public Safety (UNC Police) and UNC Hospital Police...We DEMAND that the University take it upon itself to take demonstrable actions to decrease police harassment, arrests, and general police contact with working-class, poor, and homeless Black and Brown people. The University as a form of white space necessitates intensified policing and surveillance in all of Chapel Hill and Carrboro, particularly on campus and on Franklin Street...We DEMAND public condemnation of the anti-Black Confederate rally that occurred on this campus and their terroristic intimidation of Black students at UNC | We DEMAND public condemnation of the anti-Black Confederate rally that occurred on this campus and their terroristic intimidation of Black students at UNC | We know the history of the 1970 Lenoir Workers Strike, where 200 Black cafeteria workers went on strike in response to management attempts to crush union organizing. UNC privatized food services in 1971, just one year after the strikes. We know that UNC contracts with Aramark in order to avoid providing decent working conditions, benefits and pay for Black and Brown workers, while undermining their ability to unionize and collectively bargain | We DEMAND the elimination of tuition and fees for all students. In achieving this, we call for an immediate moratorium on tuition and fee increases, decreases until all students are graduating without student debt, and the establishment of financial aid that is loan-free and labor-free (no work study). These demands cut across study abroad programs outside of UNC and need-based initiatives such as the Covenant Scholars Program. We know that merit scholarships reproduce inequality as they primarily benefit wealthier, white students. Hence, we aim to end the mythology of meritocracy that is pervasive in higher education...We DEMAND in-state tuition and full financial aid for all residents of North Carolina, regardless of immigration status...We DEMAND a tuition task force of students and workers of our choosing be immediately instituted in order to create a timeline and action plan to create this reality | We DEMAND a space on campus to highlight the many Black leaders who were and are Greek on this campus. This space will honor their contributions to this campus, the surrounding community, and this country. The importance of plots transcends Greek life and crosses into the territory of Black history and legacies that have been erased from the University, particularly since the University has felt the need to allow the Silent Sam statue to remain intact | We DEMAND that University cafeterias, gym memberships, libraries, and class registration be free to all residents of North Carolina regardless of admittance into the institution...We DEMAND increased funding for historically Black colleges and universities (HBCUs). Throughout North Carolina, the majority of HBCUs have experienced decreased enrollment over the past few years as a result of precarious state and federal support...We DEMAND that the UNC Management Company and the Board of Trustees should begin researching and carrying out an immediate divestment from Private jails, prisons, and detention centers...Israeli Apartheid...Coal...We DEMAND an endowment oversight committee of students and workers of our choosing be immediately instituted in order to create a framework for ethical guidelines that will facilitate University investment decisions...We DEMAND the University stop contracting with Aramark and all other corporate entities. Aramark is a corporation deeply invested in the expansion of the prison industrial complex (PIC) and hence the massively growing prison economy, which is targeted at criminalizing and caging working class Black people...The University should re-hire all current employees of Aramark...All other current contracts should adhere to the same or better standards of labor as the University and UNC Hospitals until these institutions stop contracting with other corporations and begin employing workers directly...We DEMAND that the University NOT privatize UNC Student Stores, whether with Follett Corporation or another group. We stand with the workers who have given years of service to the campus and have demanded UNC reevaluate its push for privatization...We DEMAND that the University evaluate all companies it is currently licensing with, and make decisions to cut contracting with corporations proven to have deeply exploitative and abusive track records toward workers...VF Corporation...Signing the Accord on Fire and Building Safety in Bangladesh is insufficient, because VF Corporation, which makes UNC apparel, has moved their sites of production outside of Bangladesh, effectively nullifying the Accord...Nike...The University signed a near $40 million 10-year contract with the corporation in 2009. Follow the lead of the University of Wisconsin, which cut ties amid labor concerns...We DEMAND that the University take responsibility in stopping and reversing the ongoing displacement of working class Black people out of Chapel Hill and Carrboro and demonstrate this through investment in collectively-owned housing projects...We DEMAND that the University decriminalize sleeping on campus or being on campus after midnight for non-students. We know these policies are primarily meant to police poor, Black, and Brown bodies on supposedly “public” space...We DEMAND a task force of students and workers of our choosing be immediately instituted in order to create a timeline and action plan to address the University’s relation to policing and penal institutions. The first initiative of this taskforce is for the University to provide a statement calling for a moratorium on jail and prison construction in North Carolina. We say this in the wake of a new, larger jail being planned for Hillsborough, NC, which will continue the practice of holding Black, brown, undocumented, poor, queer, trans folks and people with mental illness in captivity...We DEMAND an end to the list of people banned from the University campus, who we are certain are disproportionately poor and homeless people of color...We DEMAND a University and hospital-wide minimum wage of at least $25.00/hour that is commensurate with the living costs of downtown Chapel Hill plus full benefits for all workers regardless of temporary, permanent, part-time, full-time, or contracted status. For a household with a single working adult and three children $32.86 is the full-time minimum wage required for a family to live decently in Durham/Chapel Hill. People should not be compensated for their labor so that they can merely get by, but so that they can thrive. We DEMAND that an increase in wages should never result in a cutting of hours. Workers must be paid enough to live, work, and care for family in Chapel Hill, as white supremacist, patriarchal capitalism has made housing prices skyrocket and rendered the town unaffordable to one too many...We DEMAND that all administrators be compensated at the same rate as workers. UNC-Chapel Hill Chancellor Carol Folt currently receives a base salary of $570,000. Her pay is symptomatic of the way universities have a bloated administrative system with numerous over-paid workers in executive positions...We DEMAND that all workers at the UNC system & UNC Hospitals have the right to unionize and collectively bargain. We DEMAND that the UNC-System and UNC-Chapel Hill advocate for the right to unionize and collectively bargain for workers on a state and national level...We DEMAND a minimum compensation of $15,000 per course for all adjunct faculty...We DEMAND that the University and UNC Hospitals stop employment discrimination against formerly incarcerated people. Numerous scholars and activists have pointed out how the U.S. criminal punishment system has racism ingrained in its roots, as it has been tasked with the duty of criminalizing and caging primarily working class Black people...“Ban the box” on University and UNC Hospitals job applications...Stop criminal background checks for all faculty, staff, and administration...We DEMAND that free childcare and after school care is provided to all staff, students, and faculty at UNC and UNC-Hospitals. We DEMAND transportation from Chapel Hill-Carrboro City Schools to afterschool programs at UNC. We DEMAND that the University and hospital actively advocate for all staff, students, and faculty be eligible to enroll their children in Chapel Hill-Carrboro City Schools...We DEMAND that all workers receive free monthly GO Passes and free parking through employment with UNC or UNC-Hospitals. We know that workers in the Triangle and particularly in Chapel Hill are forced to live far away in order to afford housing and pay astronomical costs for transportation...We DEMAND language justice for all workers at UNC. Trainings, materials, and all communication should be made available in all languages that workers prefer. We recognize that the University relies on the labor of a large number of refugee workers and Latin American immigrants, and these workers should be provided with the same access to information and communication as English-speaking workers. Additionally, verbal instructions and communication should be made available in addition to written materials for all workers, as we recognize that workers are often denied proper education, even for English-speakers born in the U | We DEMAND that students and workers of our choosing will be included in all committees commissioned for the hiring of top tier administrators (i.e. Chancellor, Dean, President). The current president of ASG, the student body president, and president of GPSF are already involved in some of these processes, and clearly we cannot rely on a few tokenized students...We DEMAND that students, non-academic workers, academic workers, and other North Carolina Constituents be given a vote on the Board of Governors. As it currently stands, even issuing a single student vote is insufficient to shift the balance of power | We DEMAND Gender Non-Specific housing and bathrooms across UNC’s campus | We DEMAND the University publish data on the homepage of the UNC website on the graduation rates of Black, Indigenous, and Latina/o students at UNC that account for students who drop out or transfer, disaggregating data for race, gender, and class. Currently this information is well-hidden by the administration and we believe residents of North Carolina, especially students, deserve to see this data in order to hold this institution accountable to its mandate to educate the residents of North Carolina...We DEMAND that the investments made on behalf of the University should be made with more transparency to ensure the endowment of the University can be tracked according to the industry, company, and funds that are being invested in. This information should be made available to the public via an online database | We DEMAND that every Board of Governors meeting have a session for public comment and petition | ||||||||
56 | University of North Carolina At Greensboro | 199148 | Hire more faculty and staff from traditionally marginalized communities! We need a staff as diverse as the student body and the communities UNCG exists in and interacts with! | WE DEMAND the removal of policies, groups, symbols and icons glorifying white supremacy...Aycock Auditorium must be renamed | Improve access to mental health support resources | WE DEMAND equitable funding of departments and programs that elevate the histories and challenges of traditionally marginalized and poor...Fully fund programs that study marginalized communities such as African American Diaspora Studies (AADS) and Women & Gender Studies (WGS)...Make Introduction to African American Diaspora Studies and Women & Gender Studies mandatory for all students | Require diversity training for all faculty and staff (including campus police) that includes LGBTQ Safe Zone Training and is developed with input from students, faculty, staff, alumni and the broader community.. | Fully fund and staff an on-campus LGBTQ center that is fully capable of meeting the needs of trans*, gender non-forming and gender-fluid students and staff | UNCG must call for the removal of Margaret Spellings, the new President of the UNC school system, due to her history of discriminatory statements and actions targeting traditionally marginalized communities, in particular LGBTQ people | End Rape Culture and gender violence on UNCG’s campus. In order to create safe learning, living and working environments for all of UNCG’s community, the university must respond to campus violence against marginalized individuals, including...Mandatory Inclusive Consent Training for all incoming freshman and transfer students, and on-going consent training for Fraternity/Sorority houses and all campus dorm residents...Convene experts in the field from the Greensboro community to create and implement a swift, comprehensive, trauma-informed response to sexual assault and gender violence on campus...Fully fund and staff an on-campus Rape Crisis Center that is fully capable to meet the needs of trans*, gender non-forming and gender-fluid students and staff | No more UNCG police patrolling through Glenwood neighborhood. The campus police department is unaccountable to the residents of the Glenwood neighborhood and should not police that community...Require diversity training for all faculty and staff (including campus police) that includes LGBTQ Safe Zone Training and is developed with input from students, faculty, staff, alumni and the broader community.. | No Hate Groups on Campus. Ever. Freedom of speech should not be used as a justification for rampant hateful language or opinions that further marginalizes historically oppressed communities...Hold administration, students and staff (including campus police) accountable for racist statements, policies, actions and attacks | Resolve UNCG’s Student Debt Crisis. Increasingly more students, disproportionately those of color, continue to drop out because of inability to keep up with the the increasing costs of education. Many others graduate with thousands of dollars in debt. UNCG must freeze all fee increases immediately, immediately cut executive administration pay by 25%, and allow all current students to opt-out of athletic-related student fees | on-going consent training for Fraternity/Sorority houses | WE DEMAND accountability to the larger community...Stop the Gentrification of Glenwood. UNCG must stop any further plans to expand the campus into the neighborhood and work with the community to decide what to do with the property already purchased by the university...No more UNCG police patrolling through Glenwood neighborhood. The campus police department is unaccountable to the residents of the Glenwood neighborhood and should not police that community...UNCG must join the growing movement of divestment from companies and other financial entities profiting from fossil fuels, private prisons, and the Israeli Occupation of Palestine. The university must reinvest these funds into non-extractive community-driven development funds and projects...Immediately institute a living wage of $15/h and support the unionization for all campus workers. UNCG should follow the University of Virginia and the UC system in taking measures towards instituting living wages and right to organize a union | Fully fund and staff an on-campus LGBTQ center that is fully capable of meeting the needs of trans*, gender non-forming and gender-fluid students and staff...Fully fund and staff an on-campus Rape Crisis Center that is fully capable to meet the needs of trans*, gender non-forming and gender-fluid students and staff | ||||||||||||||
57 | University of Oregon | 209551 | Commit to hiring an African-American advisor/retention specialist as well as Black faculty across all academic disciplines, especially major UO departments such as Architecture, Business, Education, Math, and Science departments. | Change the names of all of the KKK related buildings on campus. DEADY Hall will be the first building to be renamed. | Commit to having Ethnic Studies 101 as a graduation requirement...Commit to conducting seminars and workshops by bringing in a black faculty from a peer institution who specializes in Black history and contemporary black issues. | Create an African-American Opportunities program that is comparable, in scope and impact, to the Opportunities program for the Latino student population and community. | Commit to creating an Academic Residential Community (ARC) that will feature AfricanAmerican history/Oregon Black Diaspora.... Create a substantial endowment fund and support system to FUND AND OPEN a Black Cultural Center. | Commit to immediately keeping and publishing data on efforts to increase Black student acceptance, retention, and SAFETY. | We demand to be on the hiring committee of the prospective advisor and lead faculty of this program... Commit to creating a Black Student Leadership Task Force... Commit to creating a Student Advisory Board for The Office of Equity & Inclusion and Center for Multicultural Academic Excellence (CMAE). | Commit to creating a Funding Resource and Scholarship initiative that is designed exclusively to support and meet the unique needs of students that identify as Black/AfricanAmerican. | A commitment to immediate change of Fraternity & Sorority Life Baseline Standards for University recognition. | |||||||||||||||||||
58 | University of Ottawa | The creation of a Black studies department. | Equity Training for all staff, support staff, central administration. | Reserved space for a racialized students Centre. | Therapist of Color to be hired at the human Right Centre. | Free tuition for all black and indigenous students. | Divestment from prisons and investment in communities. | |||||||||||||||||||||||
59 | University of Puget Sound | 236328 | We demand the university provide the Dean of Diversity and Inclusion and Title IX officer with additional staff to aid in the search processes to hire professors from underrepresented identities in disciplines that reside outside of their racial and sexual/gender identity. | We demand that the Office of Admissions seek out students from underrepresented populations by visiting their communities and schools. | e demand that students of the Freedom Education Project Puget Sound (FEPPS) at Purdy Women’s Correctional Facility receive equal course credit to students enrolled at UPS... We demand that before the presidential transition, the current administration of the University of Puget Sound personally guide Gender and Queer Studies and Latino Studies through the same framework toward becoming a major as established by African American Studies. | We demand that all campus tours visit the Center for Intercultural and Civic Engagement and the Student Diversity Center and include information about cultural programming, opportunities, and safe spaces on campus... We demand that the University of Puget Sound require all students involved in our varsity sports teams, Greek Life, university faculty, and university staff members to attend a mandatory Diversity Summit provided by the Center for Intercultural and Civic Engagement. | We demand that the Office of Admission schedule diversity programming that highlights opportunities for involvement and inclusion for all prospective students who may identify with a traditionally marginalized identity... We demand that the University of Puget Sound provide institutional support allowing students from cultural and identity-based groups (i.e. Black Student Union, Latinos Unidos, and Q&A) to be present during New Student Orientation. | We demand that the University of Puget Sound build a Cultural Center in the space that will be available where Warner Gym currently resides. | We demand that the administration physically and financially support Peer Allies in order to demonstrate an institutional commitment to both supporting survivors of sexual assault as well as fostering a campus community of consent and respect. | e demand the university provide the Dean of Diversity and Inclusion and Title IX officer with additional staff to aid in the search processes to hire professors from underrepresented identities in disciplines that reside outside of their racial and sexual/gender identity. | We demand that Student Financial Services immediately endow the BSU’s One More Scholarship and Latinos Unidos for Cultural Education (LUCE) Leadership Scholarship to demonstrate the university’s commitment to ensuring students from diverse cultural backgrounds feel financially supported. | We demand that the University of Puget Sound require all students involved in our varsity sports teams, Greek Life, university faculty, and university staff members to attend a mandatory Diversity Summit provided by the Center for Intercultural and Civic Engagement. | We demand that before the presidential transition, the current administration of the University of Puget Sound personally guide Gender and Queer Studies and Latino Studies through the same framework toward becoming a major as established by African American Studies. | . We demand that the future President-Elect of the University of Puget Sound be required to attend a meeting of every identity and faith based group on campus to better understand the realities of the current campus climate, and the needs and concerns of students moving into the future. | ||||||||||||||||
60 | University of San Diego | 122436 | We demand more people of color, queer-identified people and women represented in positions of administrative and student leadership... We demand the increased employment of faculty of color and women faculty in every academic department, in every school at USD. | We demand greater diversity in the honors program, in particular a dramatic increase in the number of Black and Latinx honors students, within the next 3 years. | We demand that the university’s current mascot, Diego Torero, be replaced by a non-human mascot, as Diego Torero is a racist and derogatory caricature of Spanish men... We demand that Serra Hall be renamed to a designation chosen by a coalition of native students, staff and faculty. | We demand the expansion of the Ethnic Studies department, which, in its current state, fails to meet the educational needs of the campus... We demand that an Ethnic Studies course be a core curriculum requirement for all students. .. We demand the development of a Gender and Queer Studies department with at least 12 full-time faculty. | We demand the creation of a comprehensive orientation on racial, gender, and queer inclusion and diversity, mandatory to students, staff, faculty and administration and maintained by a board comprised of students, staff and faculty from diverse, less privileged backgrounds. | We demand that the Center for Inclusion and Diversity, the United Front Multicultural Center, and other centers on campus dedicated to diversity and social justice be radically decolonized and student-run. | We demand that President James Harris publicly state that Black Lives Matter. | We demand that all statistics and promotional material for USD be reevaluated and revised for accuracy, particularly in regard to the population of students, staff, and faculty of color, | We demand that Yik Yak, an anonymous social media application, be banned from the USD area, as it provides a platform for hate speech inflected with racism, sexism, homophobia, transphobia, and, especially recently, islamophobia, amongst several other bigotries. | We demand that the university greatly increase the number of counselors of color in both Career Services and Student Wellness. | We demand a rigorous revision of meal plan options, led by a diverse coalition of students, to make them more accommodating to socioeconomically disadvantaged students, commuter students, students with alternative dietary needs, and ultimately make nutrition and nourishment accessible to all students... We demand a reformation of the university’s distribution of financial aid, such that it is significantly more accommodating for students of working- and middle class backgrounds. | We demand the establishment of Black and multicultural Greek life on campus. | We demand that the university strengthen its partnerships with high schools with large populations of students of color, including, but not limited to | We demand that donors and patrons of USD have absolutely no monopoly upon the politics, configuration and affairs of the university. | We demand the active inclusion of cultural, LGBT and feminist student organizations in the planning of campus events related to the concerns of these organizations... We demand the installation of gender-neutral bathrooms in every building on campus... We demand the development of a Gender and Queer Studies department with at least 12 full-time faculty. | |||||||||||||
61 | University of South Carolina | 218663 | We demand that our university improve and expand minority recruitment efforts in order to increase racial diversity on our campus. We call for the creation of a minority scholars program through the South Carolina Honors College | Additionally, we ask that our university provide informed, comprehensive health and mental health care that meets the specific needs of transgender students and ensure that all health and mental health care providers are competent on transgender issues...We demand that our university increase funding for the Counseling Center, so that there are more available appointments and more appointments provided free of charge to each student | We demand that our university provide a social justice minor and cognate to expand its current offerings to undergraduate students | We demand that all faculty and staff, especially those who engage students on a regular basis, participate in a mandatory diversity training provided by the Office of Diversity and Inclusion. This training should be intersectional and representative of a wide variety of identity groups | We demand that our university increase the funding allocated to the Office of Multicultural Student Affairs. Additionally, we require that OMSA be housed in a new cultural center that celebrates all identities. As campus continues to grow, it is imperative that support for all students continues to grow | We demand that our university institute a policy of transparency through data collection and dissemination on the topics of admissions and enrollment, campus sexual assault, sexual harassment, and hazing by providing existing statistics in a communicable way and conducting new research to better identify its problems on campus | We demand that our university acknowledge that this institution was built on the backs of enslaved Africans. Further, we expect that this acknowledgement is included in tours, especially areas like the garden directly behind the president’s house where slaves were once housed. This acknowledgement should be reflected in markers on historic buildings. Additionally, we expect that the university will raise the plaque marking the AAAS tree to increase its visibility | We demand that a transparent and independent investigation be launched into the following university administrators: the Executive Assistant to the President for Equal Opportunity Programs; the Associate Vice President for Student Affairs and Academic Support, Student Life and Development; and the Vice President for Student Affairs, Vice Provost and Dean of Students...We demand that our university institute a policy of transparency through data collection and dissemination on the topics of admissions and enrollment, campus sexual assault, sexual harassment, and hazing by providing existing statistics in a communicable way and conducting new research to better identify its problems on campus | We demand that our university acknowledge that this institution was built on the backs of enslaved Africans. Further, we expect that this acknowledgement is included in tours, especially areas like the garden directly behind the president’s house where slaves were once housed. This acknowledgement should be reflected in markers on historic buildings. Additionally, we expect that the university will raise the plaque marking the AAAS tree to increase its visibility | We demand that USC Homecoming be restructured to accurately reflect and celebrate the various communities and cultures that exist and continue to grow within our campus, our alumni, and our community. As it stands, Homecoming is just for some, but we all want something to come home to | We demand that our university provide gender neutral housing and restrooms that are accessible and convenient. We call for our university to create a streamlined process for changing gender markers and names within university databases and records. We require that university personnel use personal gender pronouns as indicated by the individual...We demand that our university acknowledge gender identity and expression as protected classes under Title IX | We demand that a transparent and independent investigation be launched into the following university administrators: the Executive Assistant to the President for Equal Opportunity Programs; the Associate Vice President for Student Affairs and Academic Support, Student Life and Development; and the Vice President for Student Affairs, Vice Provost and Dean of Students | ||||||||||||||||
62 | University of Southern California | 123961 | BE IT FURTHER RESOLVED, the University of Southern California Academic Division or School Vice Dean of Diversity, Equity and Inclusion employ graduate and undergraduate students in the form of graduate assistants and student workers, respectively, to advocate for diversity support and coordinate for inclusion programming... develop a Diversity Strategic Plan endorsed by the Trustee Board Chair, championed by the University President and led by the Vice President of Diversity, Equity and Inclusion to measure and analyze diversity, inclusion and equity within a year as well as publically report and significantly increase recruitment, enrollment/hiring/appointment, and retention of students, as well as the recruitment, yield, and retention of faculty, staff and trustees of underrepresented populations so as to be competitive with our colleagues at peer institutions in these areas by 2025, | develop a Diversity Strategic Plan endorsed by the Trustee Board Chair, championed by the University President and led by the Vice President of Diversity, Equity and Inclusion to measure and analyze diversity, inclusion and equity within a year as well as publically report and significantly increase recruitment, enrollment/hiring/appointment, and retention of students, as well as the recruitment, yield, and retention of faculty, staff and trustees of underrepresented populations so as to be competitive with our colleagues at peer institutions in these areas by 2025, | require and ensure that each syllabus within an academic division or school at the university include information on the resources available to students for reporting bias, discrimination and Title IX violations and that they work with departments to incorporate diversity, equity and inclusion components in course curricula... BE IT FURTHER RESOLVED, the University of Southern California re-implement the Diversity Requirement for all incoming students, and students must complete the Diversity Requirement within their first four semesters at USC. | BE IT FURTHER RESOLVED, the University of Southern California implement mandatory, recurring online diversity and cultural competency trainings for faculty on campus with an additional mandatory in-person workshop led by cultural resource centers for questions and dialogue, | BE IT FURTHER RESOLVED, the University of Southern California will earmark donations from its $6 billion endowment goal to provide for the measures listed above and no moneys will be diverted away from current student resources and initiatives for underrepresented populations | BE IT FURTHER RESOLVED, the University of Southern California create an international student resource center to foster community, promote education and provide resources beyond paperwork assistance for international students, within the same framework as other cultural resource... create a multicultural center at the new University Village to be opened for use in 2017 in order to encourage students to learn about the various identities and cultures at our university....BE IT FURTHER RESOLVED, the University of Southern California invest in the growth, expansion, and visibility of cultural resource centers, which are currently understaffed and underfunded... | BE IT FURTHER RESOLVED, the University of Southern California specifically outline its definition of “diversity” and recommit itself to that definition of diversity, | BE IT FURTHER RESOLVED, the University of Southern California hire an outside vendor by 2016 to conduct a Campus Climate Diversity, Equity and Inclusion survey annually, and upon the completion of the survey provide recommendations based on annual trends that will be disseminated with the data publicly and accessibly, | BE IT FURTHER RESOLVED, the University of Southern California hire a Vice President of Diversity, Equity and Inclusion with experience and expertise in diversity and equity as well as inclusion who will be responsible for developing a strategic plan to improve the campus climate and have oversight of student, faculty and administration in regards to diversity, equity and inclusion... BE IT FURTHER RESOLVED, the University of Southern California Vice President of Diversity, Equity and Inclusion and Academic Deans hire a Vice Dean of Diversity, Equity and Inclusion... BE IT FURTHER RESOLVED, the University of Southern California hire an additional Title IX investigator to ensure timely handling of student code of conduct violations under the purview of the Title IX office, | BE IT FURTHER RESOLVED, the University of Southern California establish an endowed fund and allow for donations to be specifically directed towards this fund of $100 million for scholarships, fellowships, programming and mentorship for both graduate and undergraduate students as well as tenured and tenure track faculty positions from underrepresented backgrounds by 2025, | BE IT FURTHER RESOLVED, the University of Southern California have administrators hold public office hours for the purposes of accessibility and transparency towards students, | BE IT FURTHER RESOLVED, the University of Southern California create opportunities where students, faculty and administration can intermingle and intermittently have directed dialogues regarding issues on campus, in the community and within the nation and world at large... BE IT FURTHER RESOLVED, that a meeting with the recipients of this resolution and other pertinent administrators and students take place within 2 weeks of its delivery. | ||||||||||||||||
63 | University of Toronto | Address the underrepresentation of Black administrators, faculty and teaching staff with the goal to increase the percentage of black faculty and staff members to at least 8.5 per cent (proportional to the population of Black people in Toronto) by 2017-18. One of the primary experiences students referenced was a frustration at never seeing themselves represented amongst even our teaching assistants, let alone their faculty and administration. This lack of representation, even in programs where we would be represented. This is a major issue that the University of Toronto should investigate and seek to address, in the same manner as would be done if this was an issue of gender | Intentionally address the underrepresentation of Black students, especially in professional programs and graduate programs. While the university often uses our images to promote itself as diverse campus, our presence on campus is disproportionately small, especially in very expensive programs. You should begin by collecting census data, so that we can accurately assess and effectively address the issue. You should also create a strategic plan to increase retention rates for marginalized students, sustain diversity curriculum and training, and promote a more safe and inclusive campus by 2016-17 | Establish counseling and mental health services on the U of T campus that are culturally appropriate and representative for addressing the mental emotional, and psychological needs of Black students. Current health services at U of T lack the African epistemology to understand the mental health needs of Black students. Mental health services at U of T fail to acknowledge how the intersection of racism, classism, and sexism has negatively impacted the well being of Black students | Develop a two year plan to establish, adequately fund and support a standalone African & Caribbean Studies Department. Despite Canada’s history with respect to enslavement, the benefits Canada received as a result of enslavement, establishment of Black refugee communities, Canada’s continued direct involvement in the economics and politics of the Caribbean and Canada’s role as one of the most favored destinations for diasporic migrants of African descent, there is very little support given to the existing undergraduate African Studies and Caribbean Studies programs. Even more egregiously, there are no such programs in existence at the graduate level; an omission we doubt could occur with other regions of the world and be ignored in assessments of UofT’s rankings | sustain diversity curriculum and training...Establish mandatory equity training for all faculty, students, governors, and all other administrative bodies. This entails mandatory anti-oppression training for all persons employed by the University, and an equity breadth requirement for all students | Stop the funding freeze to the Transitional Year Program. Increase its funding and provide it with standalone, autonomous space and the recognition it deserves as a pioneering program gifted to the University of Toronto from the Black community. The Transitional Year Program has helped hundreds of students over the years, and the systemic erasure of the program by the administration is shameful | You should begin by collecting census data, so that we can accurately assess and effectively address the issue. You should also create a strategic plan to increase retention rates for marginalized students, sustain diversity curriculum and training, and promote a more safe and inclusive campus by 2016-17 | As a result of years of colonization of Black and Indigenous people, the University of Toronto is a beneficiary of the twin project of...Dispossessing Indigenous people of their land...The slave labor of the Americas, responsible for enriching Britain and its colonies...In recognition of this history and in its resultant responsibility, the University of Toronto should ensure free admission to Black and Indigenous students | Solicit and increase the number of scholarships and funding resources available to Black students and Black students only, especially in professional, graduate, and Phd Programs. Financial insecurity is one of the most limiting factors t the academic success and attainment of Black students. The Ontario Student Assistance Program (OSAP) has systematically worked against providing Black students with adequate monetary resources to finance undergraduate and graduate education. Additionally, there are very few U of T scholarships and bursaries designated specifically for Black students to ensure their scholastic achievement and success. The University of Toronto should also work to ensure they are reaching out to those who have specified funding resources available to them...Implement free education for Black and Indigenous students | Divest from the American for-profit prison industry. The University of Toronto has several relationships with some of the largest investors in for-profit, private prisons and corporations who benefit off of prison (slave) labor. Black people are disproportionately targeted and incarcerated throughout North America in a racist policing and incarceration system. Our tuition dollars should not support such a system, and U of T should be taking a proactive approach in making ethical investments and spending responsibly | While the university often uses our images to promote itself as diverse campus, our presence on campus is disproportionately small, especially in very expensive programs | ||||||||||||||||||
64 | University of Virginia | 234076 | Centralization of Efforts. The Office of Diversity and Equity must oversee the centralization of minority faculty recruitment efforts and funding to increase minority faculty representation at the University...Quantifiability. There must be a stated goal and quantifiable course of action across all administrative offices, not just the Office of African American Affairs and the Office of Diversity and Equity, to increase Black administrators...University of Virginia prides itself in being a leader in academia and providing a world-class education. Still, according to data compiled from the National Center for EducationStatistics, the University ranks 56th out of 60 on minority faculty when compared to its peer institutions. In addition, between 2009 and 2014, the number of Black faculty at the University fell from 142 to 11346. For the 2014-2015 school year, Black tenure-track faculty sits at 3.6%47.In addition, the University has significantly increased its number of administrators in since 2009,yet in all but two administrative offices the number of Black administrators has either decreased or stayed the same. Increased diversity of underrepresented minorities at the University ofVirginia historically has, and continues to accompany phenomenal and expanded scholarship,research, teaching, mentorship, and innovation. Hiring more Black professors with relevant academic backgrounds and interests in various departments will ensure that, regardless of major,students are receiving a well-rounded education that includes various perspectives. The presence of Black administrators with a keen eye and expertise in diversifying higher education is also essential for producing better, more inclusive, and more culturally competent policy, and thus aids in the recruitment of Black faculty and students who will be subject to these policies. If theUniversity of Virginia is true to its word, and seeks diversity “not out of a reluctant sense of obligation but because only by enriching ourselves and embracing diversity can we become the leading institution we aspire to be,” then the University will implement the following recommendations for increasing Black tenure track faculty...Hiring of an outside consulting firm that specializes in minority recruitment and hiring. For decades the University has verbally committed to seeking more Black faculty and staff, yet we have never achieved at this goal. For this reason, the University should retain an independent minority recruitment and hiring consultant in order to truly achieve a more diverse professorial and administrative staff body...Creation of a standing committee to advise the Provost on issues of faculty and staff diversity. This standing committee should be made up of 8 to 10 people, including students; should meet at least 3 times a year; and should advise the Provost on issues of faculty and administrative diversity and to review departments’ efforts to recruit and retain women and minorities. c. Annual review of retention, hiring, and pay equity. Data on retention, hiring, tenure, and pay equity across the faculty, administration, and non-administrative employees must be collected and analyzed annually, with tangible recommendations for improvement...Faculty and administrative search committees must be representative. Departments should not move onto the next step in the faculty search process until its initial applicant pool is at least as representative of each racial demographic as the national pool...Increased research funding for scholarship that focuses on historically excluded racial groups. Often, minority faculty in some way study oppressed groups. This research has often been disrespected in academia, and so even when hired, minority faculty may feel isolated within their departments. Increasing funding for research in these fields will be a tangible way in which the University can show it values such scholarship....Partner with other universities, including Historically Black Colleges and Universities. If the University is serious about increasing its diversity, it must actively seek minority graduate students from other universities. Because HBCUs still educate the majority of Blacks who pursue graduate degrees, it is essential that the University of Virginia begin to build relationships with these schools by recruiting potential graduate students who will one day become the professors and administrators we seek to hire. The University should also develop a Visiting Professors Program, in which Black professors from various universities would come teach at the University, preferably in departments that most greatly lack diversity. This would not only increase diversity on grounds, but it would also encourage scholarly collaboration across colleges and universities...Recruitment and Retention of Black Administrators. Like when recruiting Black faculty,the University must ensure that the applicant pool is demographically representative of the national pool. In addition, administrators must have experience in diversity and inclusion - it is not acceptable to have a minority representative without a background in the job they are hired to do | Increased funding for “Diversity” Recruitment weekends. The University and Office of Admissions must demonstrate its commitment to welcoming minority students into the community by providing adequate administrative and financial support for minority recruitment weekends, such as Spring Fling and Spring Blast. As the SpringFling and Spring Blast weekends approach, Black and Latino CIOs mobilize to plan and host events and programs to help attract students to U.Va., and we play our part in making this space diverse. The bulk of these organizations spend hundreds, and some thousands, that these groups are already lacking, on these events - all the while,the University claims to “sponsor” these special weekends. In order to combat this exploitation, there must be funds allocated to financing the student-planned and organized events, which quite literally could make or break the University’s minority recruitment weekends...The percentage of Black students at the university must aim to match the percent of Black people in the Commonwealth. The University of Virginia is a publicly funded and state flagship University. As such, this public entity must commit to making itself accessible to the public and must commit to educating all those within the state. U.Va. as it currently stands is grossly misrepresentative of the racial demographic of the Commonwealth ofVirginia, and thus is not fulfilling that obligation. If the University prides itself on being a diverse institution of higher learning, increasing the percentage of Black students from its current percentage of 6% to reflect the state demographics of nearly 20% represents one step that the University should take to make this statement true...The University and the Office of Admissions should focus on increasing enrollment from areas of the Commonwealth that have consistently attracted low numbers of applications and matriculations. There should be working and functional relationships to the high school guidance counselors in these areas to ensure that exposure to the University begins sooner in their high school careers so that is remains on their radar for years before even beginning the application process...The University must re-evaluate its recruitment tactics and strategies when attempting to attract top Black talent. It must work to study and understand the underlying reasons for the perception and reputation of this institution amongst students of color across the state. The yield of accepted Black students has decreased every year since 200745. The University must commit itself to identifying and addressing the reasons for these numbers | Students of the University of Virginia must be knowledgeable and conscious about the history of racial oppression and discrimination in the current and historic U.Va. and Charlottesville communities. We offer two potential ways to provide this education...Work with Faculty Senate and respective school Deans to create a required one-credit course (UVA101) for all First-Year students. This course would be similar to the Elon 101 course at Elon University. The course would discuss the founding of theUniversity and the development of the University’s culture from various perspectives,including but not limited to race, gender, and socioeconomic status. Not only will this course challenge students to think critically about the institution they attend, but it would also give them an additional shared First-Year experience unique to U.Va...Housing and Residence Life develop a semester long project assigned according FirstYear Residence during which students are tasked with identifying and addressing an issue related to existing forms of oppression - racism, sexism, classism - in the University and Charlottesville community...Incoming First-Years should have a three-credit seminar requirement that analyzes systems of power in regards to race, sex, sexual orientation, and other areas. The purpose of these courses is to nurture and develop the critical skills necessary to be informed and socially responsible citizens. These courses would have a more comprehensive look into specific topics aiming at eliminating discrimination. Although the seminar is required, students would have the option to choose a variety of topics, similar to the current ENWR requirement. The Dean of the College of Arts and Sciences along with the Provost can determine which of the two options are most effective...Deans of the all Academic Divisions should work with the various DepartmentChairs and Program Directors to ensure the incorporation of minority perspectives and viewpoints in their coursework. We ask all faculty to refer to the open letter from students regarding what they need from faculty4. Every course should strive to recognize minority perspectives and every department should make it a goal to offer multiple courses that include or focus on minority perspectives within their field each semester.For example, Biology could study genetics across minority communities, or the ethical history of “progress” in relation to eugenics; Systems Engineering could discuss culturally sensitive industrial organization; and Classics could review the writings and lives of ancient minority writers. Students should experience minority perspectives as part of their day-to-day coursework, to ensure the delivery of a holistic and comprehensive education for the students at The University of Virginia...Departmental Status for the Carter G. Woodson Institute for African American and African Studies. The Carter G. Woodson Institute must be given departmental status, an expansive budget to jumpstart the department, and the autonomy to hire faculty independent of other departments, if it so chooses. The requirement of joint appointments is paternalistic and patronizing. If the University truly values diversity of thought and scholarship, then it must begin to support African American and African Studies | President Sullivan should order the creation of a mandatory online summer cultural competency training module and a fall orientation presentation. These trainings should include a University-wide online training module on discrimination and micro-aggressions, akin to the alcohol awareness online course, which is mandatory for incoming first years to complete. A similar training module should be created for all incoming faculty. Subsequently, the Vice President for Student Affairs should provide funding for minority groups to develop a mandatory session on race relations on grounds to be held during fall orientation, similar to the discussion on sexual assault held in JohnPaul Jones Arena. The intent of the module and fall orientation presentation will be to be come conscious of behaviors and language that might alienate or isolate other students.Faculty and students should take active roles in developing this module. ResidentAdvisors should be part of creating these modules. Then, VPSA should require all HRL staff, including professional staff, to both take safe space training and undergo training on facilitating conversations about race, gender, and sexuality. Third, RAs should host discussions on the racial history of U.Va. and Charlottesville. Should a situation arise,students should feel comfortable going to their RAGovernor McAuliffe and the VA State Legislature abolish the law enforcement mandate of Alcoholic Beverage Control (ABC). On March 25th, 2015, Governor Terry McAuliffe issued an executive order that attempts to improve the operations of ABC Law Enforcement by addressing several concerns surrounding ABC. The order mandates that ABC officers are retrained in diversity and use of force by September 1, 2015; that a review panel investigates the agency and completes recommendations to be delivered to the Governor by November 1, 2015;and that Memorandums of Understanding (MOUs) between ABC and police departments operating in college towns are created immediately. After reviewing the recommendations inNovember, Gov. McAuliffe and the State Legislature must reconsider the need for and dimensions of ABC officers’ authority to police individuals, and whether or not there remains a need for ABC as a criminal law enforcement agency at all...University Police Department, Charlottesville Police Department, and Albemarle Police Department should implement additional, thorough implicit biases and discrimination training. Community Members; professors; students with relevant knowledge and backgrounds;and outside consultants should be integral to the creation, continuous improvement, and delivery of this training, which must be available to the public. While recent law enforcement training programs have not been empirically evaluated using rigorous statistical methods, the social psychological findings informing some of these innovative training programs have been. TheCharlottesville Police Department and the University Police Department have the opportunity to be at the forefront of the transformational change to introduce evidence-based bias and discrimination training interventions into their training practices. A training program developed by Fair and Impartial Policing, a consultant group, has been implemented in cities includingChapel Hill, Baltimore, and Los Angeles. Further still, the Camden Police Department provides a useful example of how local police departments can use community engagement to bring their forces closer to local community members. UPD and especially CPD and APD should make themselves more available to students and Charlottesville community members. Open and intentional dialogue and subsequent action involves not just telling citizens about policing policies, but also police departments listening to student and community concerns and reforming their policies in response. The White House Task Force on 21st Century Policing endorsed this type of transparency and the recognition of racial and class undertones to police-community relations...The University should revamp its implicit bias and diversity trainings. Currently the diversity-training module that search committee members must complete is inadequate It often refers to the federal mandates regulating hiring underrepresented minorities,implying that hiring minority applicants is at least in some part due to legal obligation and not out of the necessity for academia and scholarship to include diverse perspectives if it is to truly be excellent | This is certainly in part due to an underfunding and understaffing of these offices, and to a flippant disregard to which issues of race are often subject. Still, this document would be remiss if we did not also critique and make recommendations for the institutions that are most directly a result of the plights of the students and are meant to serve students of color. a. Clarity of Purpose. The Office of African American Affairs and Office of Diversity and Equity must have clear, objective mission statements and tangible, measurable goals...Increase Student Access. The Office of African American Affairs must increase student access. At present, the OAAA has only 9 to 5 hours, hardly conducive to college study habits. They must increase services to students, including more tutoring and advice for various subjects beyond medicine, commerce, and law;and a career services component...Tenured Faculty. The Office of African American Affairs should include tenured faculty as members of its staff. This will give students direct access to professors and their colleagues for guidance in navigating academia...Increased Financial Support. The University must invest financially in organizations and programs that benefit minority students. Student-run minority organizations offer much more than recreational activities - they also provide vital academic, social, and psychological support to minority students and cultural enhancement and education to the larger University, and should therefore be funded with this in mind...Adequate Resources for umbrella organizations. The Office of the Vice President ofStudent Affairs should directly allocate resources to umbrella minority organizations, who carry out the responsibility of catering to the needs of minority students and minority student organizations...Budget Expansion for OAAA. The office of African American Affairs budget needs to be expanded to, among other things: provide additional academic services, hireFederal Work Study graduate interns to provide career preparatory services and assistance for students, perform a complete overhaul of outdated office materials such as computers and printers; to host and sponsor conferences, events, and initiatives through the Luther P. Jackson Cultural Center...Budget Expansion for the Carter G. Woodson Institute. Increase the budget of the Woodson Institute that it might hire more faculty and increase the variety of undergraduate course offerings, thus adding to the research and publishing of theUniversity while simultaneously creating the next generation of scholars and playing a pivotal role in African American and African Studies scholarship...More Support for Current Students. The University depends largely on the efforts byBlack students to retain incoming Black students. By increasing the effectiveness ofOAAA, funding the Carter G. Woodson Institute, funding Black organizations in an equitable manner, revamping the Luther P. Jackson Cultural Center, increasing Black faculty, and engendering a more welcoming culture on grounds, current Black students will be more inclined to encourage students from their high schools to attend, and to speak very highly of their experience at the University. The University must also commit to providing enhanced support services for students from low-income backgrounds including social, academic, advising, and professional supports. Many low-income Black students who come from under-resourced schools need tailored academic support services designed to acclimate them to the academic rigor of this Institution. TheTransition Program must be reevaluated, adjusted and expanded to meet the needs of incoming University of Virginia Students. Intensive academic support services must be made more readily available throughout the academic year for all subjects. Currently,there are few services designed to assist low-income students in their transition from college to the working world. The University must commit to changing this by offering a diverse array of targeted supports to these students including interview coaching, job placement, wardrobe assistance, housing recommendations, and more. Finally, theFinancial Aid office must make itself more available to students by offering more on-grounds programming and on-grounds appointments outside of their regular office hours | Renovated and Improved Cultural Center. We seek an expansion and renovation of theLuther P. Jackson Center (LPJ) and the Office of African American Affairs (OAAA). LPJ was a once robust, thriving Cultural Center and a source of multiple cultural initiatives and events.Currently, cultural programming has severely decreased through the Center due to insufficient funds and staffing. Student’s access to the Center has also been restricted, and its infrastructure has been poorly maintained; historical significance is often cited as a reason to avoid renovations. If we can renovate the Lawn, which is a UNESCO World Heritage Site, then there is certainly a way to either renovate or relocate OAAA and LPJ....There are many steps that this University must take to truly fulfill its commitment to diversity, and one of these must be a demonstrated interest and investment into its’ cultural vibrancy. In order to create a truly diverse, equitable, and inclusive U.Va., we must have a cultural space that celebrates and exposes people to a myriad of vibrant cultures. This University must build and maintain a model, state of the art, thriving cultural center that sufficiently exhibits all cultures within the student body and Charlottesville area. To create this better University, the following should be done...The University’s Architect and any interested parties in the School of Architecture assess the OAAA main building, LPJ, and W.E.B. DuBois Building and report back suggestions on how to greatly expand, connect, and renovate these buildings. These findings must be reported back to the Building and GroundsCommittees of the Board of Visitors and Student Council. The Office of AfricanAmerican Affairs should be renovated and expanded to ensure that it can adequately serve the Black students currently at the University and those we hope to attract, and to be a physically safe and comfortable space for a multitude of students. The Luther P. Jackson Center should be expanded to include student conference rooms and offices, open, collaborative spaces, and an exhibition space to hold events...Proper Access to LPJ. The Center needs to be a safe and collaborative space whose use can be regulated by umbrella organizations; students should not be restricted from using it when a Dean isn’t there, or after 5pm when student life begins. Organizations such as the Cavalier Daily, University Judiciary Council,University Programs Council, Student Council, Honor, and the Declaration have 24-hour swipe access to spaces that are integral to their work and missions. Currently, minority students are not afforded the same privilege or consideration. A proper allocation of resources requires minority students have adequate access to the spaces meant to serve them. As it stands, LPJ is generally closed off to students and student organizations, with less than half a dozen groups accessing the building for no more than hours at a time...Storage Space in LPJ. LPJ should serve as a location for storing the materials necessary for the day-to-day operations of minority organizations. While theStudent Activities Center provides CIOs locker spaces for storage, priority is given to organizations that can pass down this storage space. This effectively blocks many minority organizations and communities from using these spaces. In order to access funding, organizations must indicate that they have a space to store the materials they purchase, thus adding another obstacle to minority organization’s achievement of their stated goals...Expansion of the Carter G. Woodson Institute’s Physical Space. Increase the space allotted to the Carter G. Woodson Institute so that it is more conducive to collaborative scholarship at the convergence of culture and research...Increased Financial Support. The University must invest financially in organizations and programs that benefit minority students. Student-run minority organizations offer much more than recreational activities - they also provide vital academic, social, and psychological support to minority students and cultural enhancement and education to the larger University, and should therefore be funded with this in mind...Refurbish the Luther P. Jackson Cultural Center. As the University seeks to increase its black faculty, it must recognize that there is more to a faculty member’s experience than just the classroom. By investing in a cultural center that will truly be a place of convergence for different groups, the University will see a vibrancy in its students that will not only help in retaining professors who may sense an unwelcoming environment at the University, but will also attract faculty members we are trying to recruit | President and Dean of Students should deliver statements promoting acceptance and acknowledging the University's deeply troubled history. These statements must acknowledge past and present racial and gender discrimination, as well as the need for full participation to repair a broken community. Such remarks should not referenceThomas Jefferson, because of his decidedly mixed racial legacy - one with which thisUniversity has not yet come to terms. Our administrators, instead, should endorse a progressive mentality in line with the current times; the statements should address inequality, cross-cultural biases, and the very real feeling of isolation by some in theUniversity community. According to President Teresa Sullivan, “scholarship done right isa search for truth. It requires that we examine assumptions and question what we know. It includes the expectation that we can and will change our minds as we learn”. ThePresident’s Commission on Slavery is a first step, but few must confront that committee’s careful work in their day-to-day experience. Our administrators must encourage the student body to search for truth and to examine our assumptions; that begins when we grapple with a shared history that affects Grounds today, instead of ignoring it. These administrators must also publicly acknowledge that the University’s tense racial history did not end with emancipation, or with integration of the University’s student body, but continues into today | President Sullivan should order an immediate and recurring in-depth study of the condition of Black people at the University of Virginia at all levels, akin to an the 1987 “An Audacious Faith” commissioned by President Robert O’Neil. A representative committee should oversee the study, which should examine the condition of Black students, faculty, and staff, as well as the relationship between the University and the local Black community, thoroughly using both quantitative and qualitative measures...The University should conduct an internal AND external review as well as an intentional study on the cost and effect of institutionalizing a living minimum wage for its direct employees...Creation of a standing committee to advise the Provost on issues of faculty and staff diversity. This standing committee should be made up of 8 to 10 people, including students; should meet at least 3 times a year; and should advise the Provost on issues of faculty and administrative diversity and to review departments’ efforts to recruit and retain women and minorities. c. Annual review of retention, hiring, and pay equity. Data on retention, hiring, tenure, and pay equity across the faculty, administration, and non-administrative employees must be collected and analyzed annually, with tangible recommendations for improvement...Measure recruitment and retention quantitatively and qualitatively. The University of Virginia must get to the heart of its faculty diversity problem. To begin doing so, theUniversity must conduct exit surveys to be revamped with the input of students and faculty to determine why they are leaving the University. The University must also collect data on minority applicants who are offered a position but do not accept, and collect data for why minority faculty we do have at the University choose to stay | Governor McAuliffe and the VA State Legislature abolish the law enforcement mandate of Alcoholic Beverage Control (ABC). On March 25th, 2015, Governor Terry McAuliffe issued an executive order that attempts to improve the operations of ABC Law Enforcement by addressing several concerns surrounding ABC. The order mandates that ABC officers are retrained in diversity and use of force by September 1, 2015; that a review panel investigates the agency and completes recommendations to be delivered to the Governor by November 1, 2015;and that Memorandums of Understanding (MOUs) between ABC and police departments operating in college towns are created immediately. After reviewing the recommendations inNovember, Gov. McAuliffe and the State Legislature must reconsider the need for and dimensions of ABC officers’ authority to police individuals, and whether or not there remains a need for ABC as a criminal law enforcement agency at all...University Police Department, Charlottesville Police Department, and Albemarle Police Department should implement additional, thorough implicit biases and discrimination training. Community Members; professors; students with relevant knowledge and backgrounds;and outside consultants should be integral to the creation, continuous improvement, and delivery of this training, which must be available to the public. While recent law enforcement training programs have not been empirically evaluated using rigorous statistical methods, the social psychological findings informing some of these innovative training programs have been. TheCharlottesville Police Department and the University Police Department have the opportunity to be at the forefront of the transformational change to introduce evidence-based bias and discrimination training interventions into their training practices. A training program developed by Fair and Impartial Policing, a consultant group, has been implemented in cities includingChapel Hill, Baltimore, and Los Angeles. Further still, the Camden Police Department provides a useful example of how local police departments can use community engagement to bring their forces closer to local community members. UPD and especially CPD and APD should make themselves more available to students and Charlottesville community members. Open and intentional dialogue and subsequent action involves not just telling citizens about policing policies, but also police departments listening to student and community concerns and reforming their policies in response. The White House Task Force on 21st Century Policing endorsed this type of transparency and the recognition of racial and class undertones to police-community relations...CPD, UPD, and APD should introduce stricter and more uniform regulations informing during what situations a police officer can make any physical contact with a citizen. These regulations should be easily accessible to the public, by way of each department’s website and promotional, educational tools for community members and students. CPD, UPD, andAPD should develop and maintain Use of Force policies according to nationally accepted best practices. Key elements of effective use of force policies include: clearly defining terms (deadly force, less-lethal force, force), developing an appropriate use of force continuum, and using use of force reporting forms. Police officers who will implement the policies, as well as concerned students and community members, and police department officials should cooperatively develop these policies. The development process should be transparent, and the policies should be both unambiguous - to the greatest extent possible - and well written...The interim report of President Obama’s Task Force on 21st Century Policing has called for similar policies, with data collection, police and community engagement, supervision, and accountability at its core. The report notes that de-escalation strategies and non-punitive peer review can both improve police use of force. Austin, TX, provides one example of these policies in action. Use of force policies should also be available on each department’s website. | OAAA & ODE Student Advisory Boards. There must be an establishment of a Student Advisory Board to offer advice and the student perspective in the operation of student programs. Black Students must be able to exercise student self-governance when dealing with their own affairs. This Advisory Board will also be instrumental in closing the ever-widening gap between administration and the majority of students of color. Furthermore, in order for this board to be effective and transparent in it’s purpose and existence, these students should not be appointed by the Deans, but by the students themselves...Creation of a standing committee to advise the Provost on issues of faculty and staff diversity. This standing committee should be made up of 8 to 10 people, including students; should meet at least 3 times a year; and should advise the Provost on issues of faculty and administrative diversity and to review departments’ efforts to recruit and retain women and minorities. c. Annual review of retention, hiring, and pay equity. Data on retention, hiring, tenure, and pay equity across the faculty, administration, and non-administrative employees must be collected and analyzed annually, with tangible recommendations for improvement | President and Dean of Students should deliver statements promoting acceptance and acknowledging the University's deeply troubled history. These statements must acknowledge past and present racial and gender discrimination, as well as the need for full participation to repair a broken community. Such remarks should not referenceThomas Jefferson, because of his decidedly mixed racial legacy - one with which thisUniversity has not yet come to terms. Our administrators, instead, should endorse a progressive mentality in line with the current times; the statements should address inequality, cross-cultural biases, and the very real feeling of isolation by some in theUniversity community. According to President Teresa Sullivan, “scholarship done right isa search for truth. It requires that we examine assumptions and question what we know. It includes the expectation that we can and will change our minds as we learn”. ThePresident’s Commission on Slavery is a first step, but few must confront that committee’s careful work in their day-to-day experience. Our administrators must encourage the student body to search for truth and to examine our assumptions; that begins when we grapple with a shared history that affects Grounds today, instead of ignoring it. These administrators must also publicly acknowledge that the University’s tense racial history did not end with emancipation, or with integration of the University’s student body, but continues into today...The University should immediately begin a Capital Campaign to benefit the construction of a permanent and proper slave memorial on Grounds. Currently,there is limited recognition of the efforts enslaved laborers undertook to construct thisUniversity. Black students would see the construction of an area within the Academical Village with an explanation of both the past abuses of the University and their current effects on Charlottesville as a step toward proper acknowledgement of and a move toward actively looking to make up for past and current wrongdoing | Financial Aid. The University must remember that financial burden is often a deterrent to attendance and that the rising sticker price may dissuade some students of color, particularly low-income students, from applying. With this in mind, the University must commit to finding ways to reduce the overall cost of attendance. The University must offer grant-based financial aid and increased scholarships to students who cannot afford the University. U.Va. must avoid loans for low-income students, and must offer significantly increased support for these students, who often do not have the disposable income to partake in the traditional social and extracurricular activities college students are able to take advantage of. Furthermore, critical professional development opportunities, such as unpaid internships and fellowships, are often beyond the financial means of students of low socioeconomic status. As a result, we must have greater comprehensive support for students that extends beyond financial aid to include financial resources that allows them to take advantage of extracurricular and professional development opportunities. Although Access UVA has exponentially increased socioeconomic diversity over time, the number of Black students enrolled has decreased steadily since the 1990s. In fact, majority of AccessUVA beneficiaries today are predominantly White students. In order to ensure that students of color are able to take advantage of the University’s financial aid package, we must restore the full grant aid guarantee, and couple this restoration with more active recruitment of students of color living low-income communities in inner cities and rural communities. As tuition continues to rise, middle and upper middle class Black students - a significant portion of the Black students on grounds - have been hit extremely hard, especially considering African Americans were most impacted by the 2009 Recession and have yet to recover.The University must commit to easing the burden on these students as well through the use of scholarships and other means | The University’s current minimum wage for its direct employees is $11.7623, which is below the City of Charlottesville’s current Living Wage of $13 per hour, as of 2012. TheUniversity should, at the very least, bring its own direct employees up to the minimum level theCity of Charlottesville has required. As of April 2011, Aramark paid its employees the same minimum level as the University’s employees, lessening the final cost of this proposal.Executive Vice-President Pat Hogan should calculate and publish the additional cost of institutionalizing a living wage for all direct University employees, and the University’s strategic plan to fairly compensate its own employees. To have the most accurate information, theUniversity should audit its contractors in order to determine their pay and treatment of contracted employees working at the University...Executive Vice-President Pat Hogan, on behalf of the University of Virginia, should request that Attorney General Mark Herring reconsider former Attorney General Ken Cuccinelli’s ruling in regards to mandating certain wages for contracted employees. TheUniversity of Virginia currently says it is not permitted to force its employers to pay a living wage based on a 2006 non-binding opinion from then- Deputy Attorney General David E.Johnson. The opinion says government entities cannot force their contractors to pay a wage above the federal minimum. However, the City of Charlottesville has forced contractors to pay at least a certain wage level since 2001. Current Virginia Attorney General Mark Herring has not yet delivered his opinion on this issue, and Executive Vice President Pat Hogan should request an updated opinion from Attorney General Herring...Supplemental skills training during the summer months when employees of the University are often laid off or temporarily unemployed. While the University does not publish the number of part-time workers it employs, 68 of nearly 2,700 employees who answered a direct-hire staff survey were part time in 2011, the most recent available through HumanResources. This did not include employees from contracted firms. Part-time employees were less likely to say that their workspace was adequate to do their job and to say that they were encouraged to take initiative in their job. This survey only included information from part-time workers directly employed by the University. Among contracted employees, there are reduced summer work opportunities available. There is little to indicate that employees who work for U.Va. Dining and other University entities during the academic year have adequate employment opportunities. The University should publish the number of employees - contracted and direct -whom the University does not offer hours to each summer, only to rehire in the Fall. Following this, the University also should survey both direct and contracted part-time employees, and implement policies to supplement the opportunities available to employees during the summer months. The University has an incredible opportunity to train employees who are laid off during the summer to improve their work performance and have them fill technical roles. For example, the University of Virginia Health System currently works with Piedmont Valley CommunityCollege (PVCC) to train pharmacy technicians30; offers numerous career-training programs to current Health System employees; and has other recruiting and incentive programs in place for similar jobs. Improving the workforce helps U.Va. while empowering local residents, especially those living at or near the poverty line - a major problem in Charlottesville. The University, as a partner in this community, must understand its responsibility for and opportunity to grow with its employees...President Teresa Sullivan, a noted scholar in labor force demography, should invest time, effort, and resources into the revamping of the Staff Union and take steps towards improving the Staff Senate. From 2002 to 2008, The University of Virginia had a staff union;the group, a subset of the Communication Workers of America, formed with administrative support, but it collapsed due to a lack of enrollment. Virginia has no collective bargaining law, which dramatically decreases the potential effectiveness of any union. To this end, President Sullivan should publicly express her support for the reformation of such a union and offer University support in helping to revamp and reform it. The University of Virginia’s Academic Division staff combined three different councils to create a Staff Senate in August 2014. The Staff Senate represents a wide cross-section of staff, including those with high and low education levels, wage rates, and department sizes. At its most recent meeting, there were 46 attendees, out of 70-80 total elected delegates. Delegates heard from a compensation manager and a career development specialist, both of whom work for U.Va. Human Resources. The Staff Senate at U.Va., in other words, has not gotten the chance to engage with administrators at the highest levels at every meeting. As such, at least one member of the University’s senior leadership team - specifically those ranked as vice-president and above- should attend every Staff Senate meeting. In the 2011 staff survey, both full- and part-time employees within the University’s Academic Division only “somewhat supported” the statement that “The University seeks out multiple voices and perspectives when decisions are made about how we work”, indicating that the University can still learn a great deal from those representing its employees. This - of course - is no substitution for constantly hearing from employees in the field. | These trainings should include a University-wide online training module on discrimination and micro-aggressions, akin to the alcohol awareness online course, which is mandatory for incoming first years to complete. | The Black Student Alliance and Office of African American Affairs (OAAA) should each be able to appoint members to the oversight committee, while all three groups should be able to add items to the official agenda for the report. Topics examined regularly should include student race relations on Grounds, reporting on current and historical conditions, and quantifiable changes to Black student, staff, and faculty conditions on Grounds. The report must offer actionable and quantifiable recommendations to keep the University accountable. Furthermore, these recommendations should be adapted into policy and concrete changes...OAAA & ODE Student Advisory Boards. There must be an establishment of a Student Advisory Board to offer advice and the student perspective in the operation of student programs. Black Students must be able to exercise student self-governance when dealing with their own affairs. This Advisory Board will also be instrumental in closing the ever-widening gap between administration and the majority of students of color. Furthermore, in order for this board to be effective and transparent in it’s purpose and existence, these students should not be appointed by the Deans, but by the students themselves...Inclusion of Students. Administrators should include black students when selecting administrative and staff appointments at the Office of African American Affairs. Among other things, students should sit on the selection committees,participate in group interviews, and discuss potential candidates with hiring administrators. This ensures that the potential hire understands that OAAA’s top priority is students | Both the Head Dean of OAAA & the Director of LPJ must establish and maintain a bi-weekly newsletter that will present Black students, alumni, and parents with updates as to the happenings and progress, or lack thereof, of the office and LPJ Cultural Center | To restore meaningful dialogue, administrators and student media outlets must use existing communication channels to start, continue, and deepen our discussion of racism and ethnocentrism. Posters in First-Year dorms and on Stall Seat Journals, and other educational, promotional tools should focus on prejudice and oppression, and should offer examples of implicit biases in student-to-student, faculty-to-student interactions. and student-to-Charlottesville resident interactions. Student-run University agencies such as The Honor Committee and The Student Council should prioritize the creation of initiatives aimed towards engaging the student body in conversations surrounding race and inclusivity as elements of our University ideals.2 The HonorCommittee, after all, has attempted to take responsibility for the ideal of honor - social behavior, including accepting and embracing cultural pluralism, is very much a part of this ideal...A required public comment period at Board of Visitors meetings. The Board ofVisitors, including the Board’s Financial and Education Policy Committees, have made decisions about tuition hikes and AccessUVA cuts without publicly engaging with the students, whom all of their decisions directly affect. A public comment period during such major administrative meetings would provide exactly that opportunity. This public comment period would allow the administration to directly respond to the concerns of affected students and can occur before or after meetings. The City of Charlottesville currently has a defined public comment period, during which City Council members must listen to community concerns and can offer responses. The Board of Visitors should adopt this model | |||||||||||
65 | University of Wyoming | 240727 | We demand, that more faculty and staff be hired that either represent marginalized backgrounds themselves or have specific experience working with marginalized communities. | We demand, all freshmen and first year students be required to take and pass a course with a curriculum focused on social justice concepts, cultural relevancy, and cultural awareness. | We demand, the student code of conduct be revised to hold students accountable to hate crimes, hate speech, and sexual assault and a detailed reporting structure be developed for students to report such incidents. | We demand, by the end of the 2015-2016 academic year the University release detailed policy initiatives to implement in the coming years to combat the campus climate issues identified through the individual town hall meetings, as well as the external and independent agency evaluation. | We demand, by the end of the 2015-2016 academic year, an external and independent agency evaluate campus climate throughout the University, as well as the current retention and recruitment efforts by the University targeted towards marginalized identities. | We demand, the student code of conduct be revised to hold students accountable to hate crimes, hate speech, and sexual assault and a detailed reporting structure be developed for students to report such incidents. | We demand, a Vice President of Diversity and Inclusion position be created that will oversee all of the efforts of the University to create a safe and welcoming environment for marginalized students, as well as all retention and recruitment efforts targeted towards marginalized identities. | We demand, marginalized students be given more direct input in the current Presidential search and ultimate Presidential decision to insure the next President has previous experience dealing with campus climate, diversity, and inclusion issues. | We demand, individual town hall meetings be held which target specific marginalized identities and communities so all are given equal time and space to express the unique concerns they have on campus. | |||||||||||||||||||
66 | Vanderbilt | 221999 | Increase the percentage of faculty and staff of color in Peabody, Arts and Science, Engineering, Divinity School, Owen School of Business, and Law School. | Eliminate the inscription of “Confederate” on Memorial Hall as well as the plaque paying homage to the Daughters of the Confederacy. | Hire additional staff at the Psychological Counseling Center, particularly those of color, to address the lengthy wait times for students as well as the disproportionate impact of mental health as students of color... Developing research initiatives focused on measuring disparities in educational outcomes and physical and mental health. | Establish core curriculum requirement for every school focused on the experience of racial and ethnic minorities, and cultural competency | Develop racial competency training to be incorporated into the current new hires orientation. | Developing a publicly accessible Diversity Strategic Plan. | Include a question concerning the racial climate of the classroom in professor evaluations. | Creating a bias reporting cohort made up of trained administrators who are tasked with receiving, investigating, and correcting students’ reports of discrimination. | Hire a Chief Diversity Officer... Establish a Diversity Committee. | Having a transparent, substantial budget. | ||||||||||||||||||
67 | Virginia Commonwealth University | 234030 | Double the number of black faculty members to 10 percent of the total number of professors by 2017...Have at least one of every three candidates interviewing for a faculty position be black, and create a position to make sure the policies are being implemented | The creation of a cultural competency course for all students and the hiring of an ombudsman so students have someone who will relate to their experiences and concerns | An increase in funding for cultural organizations and events on campus | create a position to make sure the policies are being implemented...hiring of an ombudsman so students have someone who will relate to their experiences and concerns | ||||||||||||||||||||||||
68 | Washington University in St. Louis | 179867 | Increase the diversity of faculty and administration by hiring more underrepresented faculty and administration across all disciplines. In order to facilitate the development of a more socially conscious student body, faculty, and staff, the university . . .Join the Ban the Box movement in respect to admissions and the hiring of staff and faculty | Increase enrollment of minority students by raising the population of Black students to 10%, and the population of Latina and Latino students to 10%, creating a way to measure the population of students of Middle Eastern descent..Join the Ban the Box movement in respect to admissions and the hiring of staff and faculty | Publicly support the Quality Policing Initiative (QPI) and establish QPI compliant policies including mental health support and bias training for all WUPD officers | Engage students in the creation of the diversity course, mentioned by Provost Thorp at the MLK commemoration ceremony...Revise curricula to require courses that address the social, political, economic, and history and landscape of St. Louis. H. Encourage alumni to invest in social justice oriented programs, projects, and research. Create an option for alumni to donate to this group of recipients in addition to specific programs within it | Publicly support the Quality Policing Initiative (QPI) and establish QPI compliant policies including mental health support and bias training for all WUPD officers...Engage students in the creation of the diversity course, mentioned by Provost Thorp at the MLK commemoration ceremony | Facilitate the expansion of service learning opportunities available to students by providing greater support to faculty to create these courses | Publicly support the Quality Policing Initiative (QPI) and establish QPI compliant policies including mental health support and bias training for all WUPD officers...Begin using a phone application approved by WU SSIS to allow university students, and affiliates to report incidents of police bias. In addition, WUPD put a link to a similar web application on police.wustl.edu | Begin using a phone application approved by WU SSIS to allow university students, and affiliates to report incidents of police bias. In addition, WUPD put a link to a similar web application on police.wustl.edu | Share information about all incidents of bias reported to the university through the BRSS, Residential Life, or other means, with a committee of students, faculty and staff appointed by the DAC and the CDI | Widen the pipeline to higher education for local K-12 students, many of whom attend schools with under-resourced college prep programs...Establish two committees to ensure the ethical investment of the university endowment per the example of Yale, Stanford and others institutions | Share information about all incidents of bias reported to the university through the BRSS, Residential Life, or other means, with a committee of students, faculty and staff appointed by the DAC and the CDI | |||||||||||||||||
69 | Webster | 179894 | We also demand the increase of the black faculty members and professors in all departments of the Webster Groves campus. | We demand the increase of minority admission and recruitment in specific in departments such as the Conservatory, the Dance department and the Community Music School. | We demand the formation of Afro-American Studies program. | We also demand Critical racial sensitivity training that is REQUIRED for ALL | We demand that the university increases events during every month of February for Black History Month starting immediately. | We also demand the upgrading and eventual moving of the Multicultural Center and International Student Affairs department to a more student-central location... We demand the creation of safe spaces for black students on campus by spring 2017. | the creation of a Minority Student Retention officer separate from the pre-existing Retention Officer immediately. | . We demand for the formation of a Minority Scholarship Fund.... We demand that tuition is decreased by 16 percent across the board by fall 2018. | We demand the University releases all information pertaining to university spending as well as the allocation of funds in the past 5 years by the end of fall 2015.... Lastly, we demand student involvement in ALL processes bringing these demands to fruition, as well as full, total transparency during all of the above (or related) processes. | We demand to have an open discussion and possible revision of the duties for the Associate Vice President for Diversity and Inclusion by the end of spring 2016... We demand meetings with the faculty & administration increase of at least once a month. | ||||||||||||||||||
70 | Wesleyan | 130697 | Organizing workshops and programs to educate the larger community about privilege and identity... Hosting mandatory social justice workshops for administration, staff, faculty, and Public Safety officers in order to enrich their understanding of how to appropriately interact with students from marginalized backgrounds | Working as a resource for students to discuss and/or report their experiences of discrimination... The multicultural center must be provided with institutional support and additional financial resources. | ESTABLISHMENT OF A MULTICULTURAL CENTER & A DIRECTOR OF MULTICULTURAL AFFAIRS. | his statement should highlight the administration’s inaction and lack of dedication to adequately support students of color and acknowledge the ways that the senior administrators have failed the SOC community, including but not limited to: | We demand a written statement addressed to the Wesleyan Community, within 48 hours, from the President of Wesleyan University, Michael Roth, and Vice President for Equity and Inclusion/Title IX Officer, Antonio Farias, to commit to these demands by the specified deadlines via an action plan that works towards a more equitable and inclusive campus environment | TRACKING OF FACULTY & STAFF BIAS & MICROAGGRESSIONS. | HIRING OF AN EQUITY ADVOCATE | : Revision of end of semester professor evaluations to include a section dedicated for reporting classroom biases, including microaggressions, perpetrated by instructors. | We, members of the student of color community (SOC), demand to be holistically included as part of Wesleyan University’s student body, to have our demands heard on campus, and to be recognized and respected as individuals, not simply as numbers to fill the institution’s diversity quota. | For transparency, we also demand the creation of a website similar to the one implemented at the University of Missouri.. Hiring student intern(s) working with them for accountability... The hiring of this equity advocate should involve a board primarily composed of underrepresented students, with full transparency and disclosure throughout the hiring process. | Organizing co-curricular, intentional dialogue between students, faculty, staff, and administration regarding systemic injustices that students with marginalized identities face | |||||||||||||||||
71 | Yale University | 130794 | Rename Calhoun College. Name it and the two new residential colleges after people of color...Abolish the title “master” | Mental health professionals that are permanently established in each of the four cultural centers with discretionary funds...More mental health professionals of color in Yale Mental Health | An ethnic studies distributional requirement for all Yale undergraduates and the immediate promotion of the Ethnicity, Race & Migration program to departmental status...The promotion of Native American Studies, Chicanx & Latinx Studies, Asian American Studies, and African Studies to program status under the ER&M department...Curricula for classes that satisfy the ethnic studies distributional requirement must be designed by Yale faculty in the aforementioned areas of study | The development of racial competence and respect training and accountability systems for all Yale affiliates | Additional emergency and miscellaneous funds from the provost’s office to support the needs of first-generation, low-income, undocumented, and international students...The allocation of resources to support the physical well-being of international, first-generation, low-income, and undocumented students, in these ways, at these times...Stipends for food and access to residential college kitchens during breaks...Dental and optometry services implemented as part of the Basic Yale Health plan...Eight financial aid consultants who are trained to deal specifically with financial aid application processes of international and undocumented students | Immediate removal of Nicholas and Erika Christakis from the positions of Master and Associate Master of Silliman College | The inclusion of a question about the racial climate of the classrooms of both teaching fellows and professors in semester evaluations...an annual report that will be released to the Yale community...Bias reporting system on racial discrimination and an annual report that will be released to the Yale community | Bias reporting system on racial discrimination and an annual report that will be released to the Yale community | Build a monument designed by a Native artist on Cross Campus acknowledging that Yale University was founded on stolen indigenous land | Additional emergency and miscellaneous funds from the provost’s office to support the needs of first-generation, low-income, undocumented, and international students...The allocation of resources to support the physical well-being of international, first-generation, low-income, and undocumented students, in these ways, at these times...Stipends for food and access to residential college kitchens during breaks...Dental and optometry services implemented as part of the Basic Yale Health plan...Eight financial aid consultants who are trained to deal specifically with financial aid application processes of international and undocumented students | Additional emergency and miscellaneous funds from the provost’s office to support the needs of first-generation, low-income, undocumented, and international students...The allocation of resources to support the physical well-being of international, first-generation, low-income, and undocumented students, in these ways, at these times...Stipends for food and access to residential college kitchens during breaks...Dental and optometry services implemented as part of the Basic Yale Health plan...Eight financial aid consultants who are trained to deal specifically with financial aid application processes of international and undocumented students | |||||||||||||||||
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