As a Jesuit, Catholic institution, we are guided by a firm commitment to learning, faith, and social justice. To that end, we have engaged the help of an external investigator who will work with a panel of Loyolans to look into allegations of discrimination in the Undergraduate Admissions Office. Out of respect for the rights of all parties, we must maintain that all parties deserve to be heard, and allow the investigation to be thoroughly conducted and conclude while refraining from judgement or condemnation. We should do this for any student, faculty or staff member. Read more
In this early assessment phase, Anti-Racism Initiative Working Group, in collaboration with faculty, staff and students, has developed three overarching goals with concrete action steps and action owners listed here. This is early in our developmental continuum and we acknowledge there is more work to do.
Create a safe, respectful, and inclusive environment for students, staff, and faculty of color.
Strategies and Actions
Partner with campus safety to create innovative models of Campus Safety. Strengthen the relationship between Campus Safety and the LUC community. This effort is led by Tom Murray and Lester Manzano, and supported by Joan Holden, Dawn Collins, Deb Schmidt-Rogers, and Anna Shymanski.
Revisit student, staff, and faculty dispute resolution procedures. Consult with relevant University offices regarding current practices for dispute resolution and consider strategies (e.g., restorative justice practices) that may address cases that do not violate the law. Enhance communication with the LUC community regarding the existing policies and procedures that address racist behavior. This effort is led by Stacey Jaksa, Badia Ahad, Joan Stasiak, and Marshawn Brown, and supported by Winifred Williams, Jane Neufeld, Deb Schmidt-Rogers, Tim Love, and UMC.
Provide evidence-based training for students, staff, and faculty to help them identify and interrupt bias, develop empathy and self-awareness by learning about identity and privilege. This effort is led by Marshawn Brown, Chris Manning, and Shay Collins, and is supported by Winifred Williams, Jane Neufeld, Badia Ahad, and Paige Gardner.
Facilitate Black student, staff, and faculty success.
Strategies and Actions
Establish a Black Student Experience taskforce; consider solutions such as an office of Black Student Success. This effort is led by Ashley Williams and Sheila McMullan (or the current SAS director), and supported by Will Rodriguez, Shay Collins, and Chris Manning.
Increase professional development opportunities for faculty, staff, and students of color. This effort is led by Marshawn Brown and Chris Manning, and supported by Joan Stasiak, Badia Ahad, Meharvan Singh, Winifred Williams, and Shay Collins.
Implement evidence-based mentoring practices and models to support students, staff, and faculty of color. This effort is led by Marshawn Brown and Meharvan Singh, and supported by Winifred Williams, Joan Stasiak, Badia Ahad, Paige Gardner, and Willie Gore.
Ensure that Black students, staff, and faculty have access to culturally-aware wellness resources. This effort is led by David deBoer, Joan Stasiak, and Joan Holden, and supported by Deb Schmidt-Rogers, Andrea Boyd, Marshawn Brown, Amber Miller, and Winifred Williams.
Enhance diversity, equity, and inclusion in academic affairs.
Strategies and Actions
This goal is led by Robyn Mallett (or the current ARI chair) and Hilary Zimmerman, and supported by Chris Manning, Stacy Wenzel, and Linas Mitchell.
This strategy involves 3 phases:
- Phase 1: Synthesizing and analyzing the reports on current diversity, equity, and inclusion efforts within each academic unit, submitted by the deans in the summer of 2020. This analysis is being conducted by graduate students in a program evaluation class, with supervision from the instructor and the Goal 3 team members. The final report will be presented to the Anti-Racism Initiative working group by the end of fall 2020 and used to inform subsequent steps in the planning process.
- Phase 2: Racial justice examen. Each academic unit will engage in deep reflection of current practices around race and racial justice. This will include issues of numeric representation and qualitative, cultural practices around the following issues: Pedagogy, Curriculum, Selection & retention practices, Grievance procedure, Service, Scholarship, Departmental culture. This process will begin during fall 2020 and continue through spring 2021, with opportunities for each unit to discuss and refine their responses as a community. Responses will be reviewed during the summer of 2021 and used to develop an understanding of each unit’s current location along the continuum of anti-racist organization development. This will form the basis for strategic planning in each unit, so that each unit can address their unique issues and create informed goals for growth. Instructions for beginning this process in each academic unit will be shared soon.
- Phase 3: Strategic plan development. Informed by the previous phases, each academic unit will create a strategic plan for racial justice to address the identified problems and move them further along the continuum of anti-racist organization development. We aim to have this planning completed by the end of fall 2021. As part of the strategic plan, each unit will create concrete goals with identified metrics to monitor progress. Units will provide annual reports on their progress and use the progress report to reflect on their practices, refine their goals, and adjust as needed to continue their growth as anti-racist organizations. This is intended to be a continuous process of long-term institutional change.
We will monitor our progress toward these goals on an annual basis and continue to identify opportunities for improvement.