PREAMBLE

The University of Vermont continues to face numerous and difficult challenges in the area of race relations, equality, and justice. The most visible examples of these problems in recent times have been the two "takeovers" of the President´s Wing in 1988 and 1991. These two events served to bring to the fore a chronic underlying institutional problem.

Recognition of the need for change led the Board of Trustees to call for a "cultural diversity plan" in 1990. The Institutional Diversity Committee, coordinated by the Office of Affirmative Action/Equal Opportunity/Diversity Programs, was formed in the Spring of 1991 to develop this plan. Simultaneously, a coalition of faculty, staff, and students, the Coalition for Cultural Diversity, was formed as a separate organization. In the fall of 1991, these two organizations merged to become the Coalition for Institutional Diversity (CID). CID remained a volunteer organization without formal linkages and minimal resources within the university framework, making progress very slow. A comprehensive plan has not yet been completed, although some important groundwork has been laid.

In the meantime, incidents of racism and injustice have continued. In a series of meetings between the President, CID, Black and Third World Educators Organization, President´s Commission on the Status of Women, and others, the need for specific attention to the issues of race and justice became clear. A comprehensive response by university administration, incorporating the issues related to race and justice in an integral way into the university´s planning and operational structures was proposed. As a result, the President appointed this "Structure Committee" to develop recommendations for instituting a commission to address these issues. The remainder of this report details an outline for the operation of such a commission, which will be called University Commission for Racial Equality and Justice.

MISSION STATEMENT

The purpose of the Commission is to act on behalf of the University to address and resolve problems arising from the racial tensions in our society. Central to this mission is the promotion of existing and new policies, practices, and programs which respect due process and equal protection rights for all citizens regardless of race, ethnicity, and national origin. Specific areas of focus will be:

1. identifying barriers against Asian, Latino, African, and Native American people which affect their gainful participation across the University, especially in matters of student, faculty, and staff recruitment and retention, access to diversified curricula, and a just campus climate;
2. promoting leadership and management improvement which would enable University people to develop and implement plans and programs within the letter and the spirit of laws which guarantee human rights across racial lines; and
3. working with the campus community to ensure the establishment and implementation of policies, programs, and practices that will promote the eradication of racism at all levels of the institution.

Commission Membership

Campus governing bodies will be asked to present slates of nominations for appropriate seats, with twice as many nominees as seats to be filled. Initial appointment decisions will be made by the President in consultation with the Structure Committee, taking into account diversity and balance within the commission as a whole. The composition of the Commission, with nominating bodies:

[NOTE: This was later amended to 4 Students (SGA, Graduate Student, ALANA Student Groups); 3 Staff (Staff Council, Black and Third World Educators); 3 Faculty (Faculty Senate, Black and Third World Educators); 1 Administration (President); 3 At Large UVM Community members (by application process); and the Chair.]

4 Faculty

Senate Executive Committee (2)
Black and Third World Educators (1)
Coalition for Inst. Diversity (1)

4 Staff

Staff Council (2)
Black and Third World Educators (1)
Coalition for Inst. Diversity (1)

5 Students

Student Govt. Assn. (1)
Graduate Student Assn. (1)
Alianza Latina (1)
Asian American Student Union (1)
New Black Leaders (l)

2 Administrators

Provost Council (1)
Vice Presidents (1)

Executive Director

Ex-Officio Members (non-voting)

Affirmative Action/Equal Opportunity/Diversity Programs
President's Commission on the Status of Women
Office of Multicultural Affairs
Board of Trustees

The Commission shall select from among its membership a chair or co-chairs for one-year renewable terms.

EXECUTIVE DIRECTOR

The position of Executive Director should have full-time administrative status. The Executive Director will report directly to the President. Of primary importance is a clear record of involvement in matters of racial and ethnic justice, strong interpersonal and administrative skills, demonstrated leadership ability, and the facility-to work collaboratively with varied constituencies. As appropriate, a secondary appointment to the faculty will be considered. While all members of the UVM community are welcome to apply for this position and will receive active consideration, a nationwide search is recommended.

Responsibilities include:

• Serve as a member of the President´s staff, informing the university leadership on matters of racial equality and justice
• Coordinate and staff activities of the Commission and the External Board
• Advise the President, the Board of Trustees, the administration, and members of the UVM community on issues related broadly to race and justice and specifically to the areas of focus in the Commission mission statement
• Work with other diversity-related campus and community organizations to link activities and approaches where appropriate
• Meet and consult with various constituent and governance entities, committees, Deans, administrators, faculty, students, and staff as appropriate to further the mission of the Commission

Selection:
By the President, in consultation with the Commission and other appropriate bodies consistent with University search procedures.

Evaluation:
The work of the Executive Director will be reviewed by the President on an annual basis with input from the Commission and the External Board.

Short-Term Considerations:

A national search usually takes at least six months, and sometimes considerably longer. That is too long to wait for the Commission to be established and operating. Accordingly, the following near-term approach is recommended:

• A Convenor should be immedlately identified through an internal search to begin the work of moving the process forward. This person would receive 50% release time at least until the Executive Director arrives and will perform the following tasks:
• Working with the President to select the members of the Commission
• Drafting by-laws and operating principles for both the Commission and the External Board
• Establishing office space and procuring equipment
• Initiating a national search for an Executive Director
• Providing leadership to the Commission in initial meetings and other efforts to get started
• Communicating with the campus community as to the role and work of the Commission
• Working with the Commission to select the External Board

It is the Committee´s belief that hiring a consultant on a short-term basis with broad knowledge of racial justice issues to assist in formulating strategies for maximizing the effectiveness of this endeavor should be seriously considered.