On February 4th, a group of students presented me with a Proclamation that was written by members of the ALANA Student Community addressing six areas of concern.
I have met with members of the ALANA student community three different times and I know these issues are serious and must be addressed. We are working hard to create a truly inclusive and respectful community in which all people feel safe and welcomed. We will strive to promote and embrace the values and ideals of a diverse and multicultural campus. I agree wholeheartedly with the spirit of the Proclamation and make the following responses:
1. Implementation of a three credit "Race & Culture Class":
We should be looking at Cultural Competencies not credit hours. The new President´s Commission on Racial Equality (PCORE) will have a subcommittee to explore what these competencies are. This sub-committee should make recommendations directed to the provost and President on the best method to provide this education such as: a menu of 3 hour courses (like Arts & Science) or one University-wide course (like Race & Culture) or a combination depending on each school requirements as we currently have. I propose the following time-line: The commission will be charged in March 1998, the sub-committee will form in April. Their report will be due spring of 1999. The faculty senate will process the report in the spring 1999, and the implementation of the recommendations could occur as early as the fall of 1999.
2. Increasing level of institutional resources for recruitment of ALANA students:
Last year, the Admissions Office hired an ALANA Recruitment Coordinator and established as an ALANA Recruitment Advisory Group. An International Student Recruiter has also been added to Admissions. In addition, new strategies such as bridge and exchange programs are currently being developed. The Office of Advancement will continue to raise money specifically for Diversity scholarships. We will look at re instituting the ALANA Student Recruiter Program. So far, 1998 ALANA applications are up 9%.
3. Implementation of University wide Policy regarding Bias Crime:
In the Fall of 1998, the Department of Residential Life changed its reporting and dissemination policy. All incidents will be publicized to campus and will include a description of the bias act, the University´s action/response and learning opportunities scheduled to combat racism at UVM. Bias Crime Training sessions were held in January 1998. Future sessions are planned and organized for students, staff and faculty, during March and April 1998. An Incident Response Team convened and worked during Acacia incident. We are assessing the effectiveness of this team approach.
4. Implementation of National Search for new OMA Director:
The national search for the new Director of OMA will begin in February 1999.
5. Divide Division of Executive Officer for Cultural Pluralism and Racial Equality into two distinct offices:
Coordination of all diversity efforts is essential to the University. A broad definition of diversity is consistent with the University´s plans. The administrative units mentioned above have their own respective directors and separate staff. All groups report to the Executive Officer. We will strive to maintain overall coordination of all of the units working towards diversity at UVM.
6. The Ad Hoc Diversity Committee should meet with the UVM ALANA Community to discuss issues that affect ALANA students at UVM:
The Ad-Hoc Diversity Committee has agreed to meet with students at their next scheduled committee meeting in April/May 1998. The Committee members further agreed to schedule the Ad-Hoc committee meeting at a time convenient to students. The Executive Officer will make sure all students receive proper notice of meeting time and location. ALANA Students will be placed on May meeting agenda and notified of the logistics.
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