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 will be coordinated by Tom Murray, Lester Manzano, 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 will be coordinated by Stacey Jaksa , Badia Ahad, Joan Stasiak , Marshawn Brown, Winifred Williams, Jane Neufeld, Deb Schmidt-Rogers, and Tim Love .
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 will be led by Marshawn Brown, Chris Manning, Shay Collins, 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 will be led by Ashley Williams, Sheila McMullan/SAS director, Will Rodriguez, Shay Collins, and Chris Manning.
Increase professional development opportunities for faculty, staff, and students of color. This effort will be led by Chris Manning, Joan Stasiak, Badia Ahad, Sonny Singh, Winifred Williams, Marshawn Brown, and Shay Collins.
Implement evidence-based mentoring practices and models to support students, staff, and faculty of color. This effort will be led by Sonny Singh, Marshawn Brown, Badia Ahad, Shay Collins, Winifred Williams, and Joan Stasiak.
Ensure that Black students, staff, and faculty have access to culturally-aware wellness resources. This effort will be led by Joan Holden, Joan Stasiak, Winifred Williams, Marshawn Brown, Shay Collins, Andrea Boyd, and Deb Schmidt-Rogers.
Enhance diversity, equity, and inclusion in academic affairs.
Strategies and Actions
Create a strategic plan for each academic unit by May 2021. By December 2020, we will have a self-study from each academic unit that details the current status of anti-racist pedagogy and curriculum as well as an overview of hiring practices. The self-study will inform long-term planning to update pedagogy, curriculum, mentoring, hiring and retention with an eye toward racial equity. This effort will be coordinated by the Deans and Department Chairs and supported by the Associate Provost for Academic Diversity.
To address the classroom, we will aim for more inclusive teaching and grading practices; identify and implement best practices in anti-racist pedagogy; provide training for faculty and students to understand the complexity of multiple and intersecting social identities held by self and others.
To address recruitment and retention, we will communicate admission strategies for diversifying the student body; evaluate promotion and tenure criteria and processes with an eye toward fairness and equity; build pipelines to increase faculty, staff, and student diversity.
We will monitor our progress toward these goals on an annual basis and continue to identify opportunities for improvement.