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Developing A Diversity Plan
Convened by: Lynne Derbyshire
Reported by: Kathleen Maher
| Participants |
| Stephen Myles |
Robert Carothers |
Kendra Joaquin |
Nancy Hawksley |
| Michelle Eaker |
Shirley Consuegra |
Lynn Gaulin |
Cherilani Melsor |
| Nancy H. Kelley |
Joyce Dolbec |
Melvin Wade |
Chad Henderson |
| Bob Drapeau |
Jay Flanders |
Michalea Keegan |
Andrew Winters |
| John Steveson |
Michael Pelletier |
Jamie Bell |
Danielle LaChance |
| Jennifer Smith |
Sarah Cassinelli |
Kandice Salomone |
Greg Johnson |
| Ronald Lee |
Dayle Joseph |
Nick Ardinger |
Ayn Plant |
| Lynne Derbyshire |
Janie Palm |
Graham Bell |
Gregory McNab |
| Zak Peloquin |
Gail Faris Lepkowski |
Kathleen Maher |
Lou Francis |
- Changing demographics
- Need to enhance diversity and awareness/understanding of
diversity on campus
- 1992 Plan was never fully realized or embraced by the campus
community, despite strong commitment/endorsement from President
Carothers
- Current draft outline appears too generic, i.e. Have efforts
resulted in a "melting pot" or a "tossed
salad"
- Increasing numbers is not sufficient à
change campus culture
- Retention of faculty à welcoming
climate
- Lack of services to respond to needs of diverse campus ,
especially for GLBT issues
- GLBT issues have been left off the agenda on campus. An
"invisible wall" around GLBT events, not much community
support even from advocates of diversity on campus.
- The Diversity Committee needs to help the campus face its own
fears.
- Is current direction of plan inclusive of all three campuses?
- Curriculum: only defined as course à
include pedagogy
- Third spaces: the university can act as a third space for the
larger community
- There are good examples of diversity on campus.
- Many initiatives increase segregation while trying to create
support.
- How to have students involved in the process and
decision-making.
- Recruitment of middle-class minority students
- Some comfort zones not yet secure, so hard to interact among
groups
- We need to have an Open Space during academic year to address
diversity issues.
- Students of color do not feel safe here; do not feel supported
in taking risk of leaving comfort zone.
- Need to respond to incidents in order to make students of color
feel that it is worthwhile to make incident reports, to feel that
they matter to administration. Even non-specific follow-up
reporting would help. Institutional Accountability.
- Naming names. Why isn't there a community outcry? Why can't and
don't we bring offenders names into public light?
- Faculty/student interplay
- Mandating diversity training
- Need to a mediation process that is less tied up in legal
process. Trust. Need for advocates.
- It's not just about supporting the oppressed, but also spreading
word of zero tolerance to the majority.
- Why don't we have a staff orientation? Great place to induct
people into the environment we are shaping.
- Importance of URI 101 for awareness training à
need to make faculty reward/incentive to keep 101 alive.
| Action
Steps/Recommendations: |
- Reporting, Training…
- For further discussion, with the University Diversity Plan as
the outcome document.
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