November 20 2015 11:27 am

In recent weeks, many historically underrepresented students have been deeply affected by events highlighting racism and inequity occurring across the country at various colleges and universities. In this timely moment, we have an opportunity to be proactive about the campus climate at Grinnell College and take time come together in solidarity towards long-term change in a sustainable way.

Concerned students, staff, and faculty have gathered and have co-created a list of recommendations that highlight key areas of campus life—inside and outside the classroom—that should remain in our collective consciousness and be addressed in order for sustainable change towards a more inclusive environment for all at Grinnell College. The following is a small part of an ongoing conversation, understanding not only that we must all work collectively across all levels of the college both interpersonally and structurally, but also that this is an ongoing commitment that we are invested in order to live out the college’s mission of social justice.

President Kington, Dean Latham, and the College administration strongly support the creation of a more inclusive and equitable campus climate. College staff are currently reviewing the proposed steps in detail and the plan is likely to include many of the items listed here. We will post progress updates on a quarterly basis, and will offer clear explanations of the status of recommendations to indicate which may be immediately accomplished, which will require further discussion and planning, and which may be impossible for regulatory or other reasons.

Policy Review and Implementation

  • Education to develop clarity around Bias-Motivated Incident Protocols
  • Overall improvement of our data collection and ongoing assessment of diversity and inclusion initiatives
  • Review of work-study regulations and the implications on students coming from a lower SES
  • Publish the results of reviews and consultant visits
  • Implement a class-free day of programming for faculty, staff, and students to discuss social identities, power, and privilege
  • Divestment from for-profit prisons

Curricular Recommendations

  • Time devoted in every tutorial class to discussing –isms in contemporary society
  • Additional curricular offerings that directly address –isms in contemporary society
  • Creation of African-American Studies Major and Concentration

Co-Curricular Recommendations

  • Raising awareness around contemporary issues of Indigenous Peoples
  • Programming around knowing your rights when faced with discrimination
  • Portion of the Innovation Fund dedicated to projects focused on Diversity and Inclusion
  • Student Advisors in the Residence Halls expanding their programming to include diversity and inclusion dialogue
  • Bringing in more speakers of color through the Rosenfield, Wilson, Departmental programs (also curricular)
  • Continuing to raise awareness on Title IX, Race-Related issues, individually and their intersectionality
  • Provide funding for opportunities to connect to schools, regional and national organizations who are involved in diversity and inclusion work full-time

City of Grinnell-Grinnell College Relations

  • Partnership with City Officials to develop protocols around responses to bias-motivated incidents that occur in the city of Grinnell
  • Create community relations and mentor programs to facilitate increased meaningful connection between the college and the City of Grinnell
  • Partner with Grinnell Police Department to educate around issues of bias related to students

Training and Development Opportunities

  • Ongoing and regular diversity and inclusion training for staff, faculty, and students that address the curricular and co-curricular experience
  • Expanding diversity and inclusion programs during and beyond New Student Orientation for all students
  • Fall and Spring semester diversity and inclusion training for student leaders and student groups that includes how to have hard conversations, implicit bias, microaggressions, privilege, and power
  • Address the cultural appropriation in menu nomenclature and theme nights in the dining hall
  • Providing additional information and context to our international students of color about the history of U.S. racism and training on how to navigate their identities in that space

Recruitment and Retention Strategies

  • Increase recruitment of faculty and staff from diverse backgrounds
  • Increase recruitment of students from diverse backgrounds
  • Increase retention efforts for students, staff, and faculty of color, including exit interviews for underrepresented staff, faculty, and students who leave
  • Departmental review to examine successes and failures at retaining underrepresented faculty and staff
  • Increase the number of shuttles to cities across the state (Des Moines, Iowa City, Cedar Rapids)
  • Provide a concerted effort to ensure that students, staff, and faculty have access to mental health providers from diverse backgrounds who are trained to work with diverse populations

Alumni Connections

  • Developing a focused mentoring program for alumni and students
  • Establishing an intercultural alumni weekend so that current students can network with underrepresented alumni

Physical Spaces

  • Decorating spaces (art, murals, etc.) that reflect the various identities on our campus

Updates

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