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Race & Ethnicity

Participants at the roundtables shared that there is momentum at Loyola in terms of work related to race and ethnicity, but there is still much work that needs to be done. This work includes establishing a culture where all stakeholders can have courageous conversations about race and ethnicity that leads to trust and belonging. Participants identified a need to continue the momentum, while also expanding training, data-based decision-making, and resources for DEI work. This way, a cultural shift can be realized.

Challenges Based on Lived Experiences

  • Lack of belongingness and feeling of being tokenized
  • Not enough work is being put into this (buzzwords without actions and lack of discussions in every department/area, slow progress)
  • Emphasis on equality, but it should be on equity
  • Need for spaces for supporting students/faculty/ staff (not just one)
  • Lack of acknowledgment about racism from some faculty members (need for further work and resources)
  • Lack of trust in university grievance processes (if existent)
  • Lack of understanding from the university (brief and hurt, referring to the death of Amir Locke and student’(s) response)
  • Lack of diversity and effort from the university to address this
  • Perception that there are not many frameworks to model this work after

Positive Engagement to Build Upon

  • A lot of initiatives and conversations surrounding this
  • Need for an increase in interconnectedness, sharing resources across departments (sharing what’s worked/what hasn’t in their own efforts)
  • There are existing resources that can be used to shape policy (faculty handbook, strategic plan, university-wide messaging)
  • Rise in collaboration and opportunities for growth (e.g., new incoming president, establishment of IRJ, etc.)
  • Resources going toward anti-racism work (IRJ)
  • People care and want to engage in this work

Actions for Further Progress

Institution Level

  • Continue and increase existing efforts
  • Hold mandatory training on anti-racism for faculty, staff, and students
  • Increase incentives to engage in DEI work (including making it a part of the tenure process)
  • Increase resources for engaging in DEI work
  • Create a culture shift – normalize inclusion/ conversations on antiracism; need an organized structure for these conversations
  • Collect more data on what is working/what is not

Community Level

  • Engage other communities, increase connectedness with community – and listen (to students, alumni, community members, etc.)
  • Keep discussions going (accountability, “cancel culture”, anti-racism)
  • Control and focus on what we can (own teams, labs, etc.)

Individual Level

  • Engage in difficult conversations, put in the effort
  • Share responsibility with others
  • Be intentional and mindful (diversifying curriculum, readings, language, etc.)

Participants at the roundtables shared that there is momentum at Loyola in terms of work related to race and ethnicity, but there is still much work that needs to be done. This work includes establishing a culture where all stakeholders can have courageous conversations about race and ethnicity that leads to trust and belonging. Participants identified a need to continue the momentum, while also expanding training, data-based decision-making, and resources for DEI work. This way, a cultural shift can be realized.

Challenges Based on Lived Experiences

  • Lack of belongingness and feeling of being tokenized
  • Not enough work is being put into this (buzzwords without actions and lack of discussions in every department/area, slow progress)
  • Emphasis on equality, but it should be on equity
  • Need for spaces for supporting students/faculty/ staff (not just one)
  • Lack of acknowledgment about racism from some faculty members (need for further work and resources)
  • Lack of trust in university grievance processes (if existent)
  • Lack of understanding from the university (brief and hurt, referring to the death of Amir Locke and student’(s) response)
  • Lack of diversity and effort from the university to address this
  • Perception that there are not many frameworks to model this work after

Positive Engagement to Build Upon

  • A lot of initiatives and conversations surrounding this
  • Need for an increase in interconnectedness, sharing resources across departments (sharing what’s worked/what hasn’t in their own efforts)
  • There are existing resources that can be used to shape policy (faculty handbook, strategic plan, university-wide messaging)
  • Rise in collaboration and opportunities for growth (e.g., new incoming president, establishment of IRJ, etc.)
  • Resources going toward anti-racism work (IRJ)
  • People care and want to engage in this work