What does our workforce look like?

A diverse staff and faculty is only the beginning of a long-term process of ensuring the difference we bring to the workforce is seen as a value-add.  In order for diversity to work, all members of the campus workforce must feel a sense of belonging and that they can thrive professionally and as human beings who can contribute to the educational mission of the university. This data serves as a baseline from which to continue the dialogue.

Click to download work force demographics data

Love & Justice: A Radical Love Approach

Welcome back from what I hope was a productive and rewarding summer. I invite you to join us for an interactive town hall discussion with Professor David Kyuman Kim on the topic of Radical Love, to be held on Sept 19th.  Please encourage colleagues and your students to attend what will be the start of a yearlong conversation around “Love & Justice.”

Warm regards,

Antonio Farias

V.P. for Equity & Inclusion/Title IX Officer

 

Love & Justice: A Radical Love Approach

Explore the idea of Radical Love and how, if we embrace it, the world will change.

SAVE THE DATE: Sept 19, 2016

Memorial Chapel, 4:30-6 pm

Refreshments and conversation with Prof. Kim to follow immediately after in the Zelnick Pavilion.

Please RSVP by clicking here.

David Kyuman Kim is a teacher, cultural critic, philosopher of religion, and scholar of race, religion, and public life. In 2003, Kim joined the faculty of Connecticut College where he is Professor of Religious Studies and American Studies. He has also taught at Harvard University, Union Theological Seminary, and Brown University. Published widely on religion and public life, political theory, and the Asian American religious experience, Kim is author of Melancholic Freedom: Agency and the Spirit of Politics (Oxford, 2007), and co-editor of The Post-Secular in Question (New York University Press, 2012) and Race, Religion, and Late Democracy, a special issue of The ANNALS of the American Academy of Political and Social Science (Sage, 2011). With John L. Jackson, Kim is co-editor of the Stanford University Press book series RaceReligion.

What is Radical Love?  Read on…

This radical love fosters community and emerges through it. Radical love is a love that gives the benefit of the doubt, that affirms and questions, that holds its skepticism at bay to allow a raw thought to develop, that understands accountability not as a zero sum game, that doesn’t draw lines in the sand, that doesn’t believe in (to borrow a phrase from Edward Said) solidarity without criticism, that understands that rifts can heal and that we need not divide ourselves from one another during that healing. It also understands that there may be moments when toxicity reaches such a level that, out of self-care and self-love, one has to pull back and find new alliances. A radical love can foster and enrich community.” http://www.browndailyherald.com/2015/11/04/rodriguez-on-teaching-radical-love-and-community

Click here to download event flyer

update on inaugural E&I report

Members of the Wesleyan community,

This past November, I outlined prior equity and inclusion work completed regarding staffing and strategy development.  I also mentioned an inaugural Equity & Inclusion report would be completed in the spring of 2016. This was prior to the creation of the Equity Task Force (ETF), which was charged by the President with delivering a report on or about May 1st.  Because of the significance of the ETF report, I will defer from publishing the Equity & Inclusion report until fall 2016, in order to incorporate key aspects and concerns brought forth by the ETF report.

Sincerely,
Antonio Farias
V.P. for Equity & Inclusion/Title IX Officer

EQUITY: NEXT STEPS

Members of the Wesleyan community,

In these troubling times, when campuses across the nation are grappling with institutional racism, I continually ask myself what more we can do to ensure that the lives of all of our students, and in particular our students of color, are free from discrimination that harms their experience at Wesleyan.

Two years ago, I was hired as Vice President for Equity and Inclusion and Title IX Officer, stepping into a position that President Roth created in 2008 when he recruited Sonia Mañjon to Wesleyan.  My first task was to reorganize our operations into a new Office of Equity & Inclusion, whose efforts extend to the entire campus community. Our intention from the start was to expand our focus from sexual violence to encompass all discriminatory behaviors that affect members of the Wesleyan community.  We hired a full-time senior Director for Equity Compliance and a part-time Dean was made full-time. Both Dean and Director serve as equity advocates and have done a great deal to support students of color and marginalized communities. My hope is that students, faculty and staff will become more aware of this work and actively join us in these efforts.

All our staffing and reorganization efforts have resulted in a strong foundation for advancing equity and inclusion goals. Following President Roth’s recent message to the campus community on next steps, I briefed the Board of Trustees, the faculty, and student organizers on how the Title IX Core Team will be expanding its purview to include oversight over all discriminatory behavior and the creation of a positive social climate that enables all students, faculty, and staff to thrive in our community.  We will be scheduling recurring community town halls, forums, and focus groups in order to take a robust accounting of current needs as well as to tap the vast community expertise we possess in the service of creating sustainable and significant changes designed to enhance our individual and collective ability to thrive. This Equity Next Steps webpage will be updated on a recurring basis in order to keep the campus community informed as to progress and will serve as a historical record of change efforts.

We cannot fix what we cannot see, and it is apparent from the heartrending stories I’ve heard from marginalized students that our system of documenting and investigating instances of discrimination is not sufficiently understood and used across the campus. Reporting is an essential first step to get at the root causes of discriminatory behaviors that are caustic to the learning process. We currently have a draft bias protocol designed to educate the community about keywords, definitions, and expectation of process and outcomes pertinent to our anti-discrimination policies. We also have developed an incident reporting database we call Maxient. Our Equity Compliance Office has investigated all reports of bias incidents and allegations of discriminatory behavior, and will continue to do so.

To make these efforts more visible, I have discussed with members of the OEI Student Advisory the desirability of creating an annual report to the campus community similar to the Annual Report on Sexual Violence, beginning in April 2016.  The report will detail our efforts regarding policy, education, investigations, and initiatives. This document will be available via our public website.

We anticipate filling the open position of Dean for Equity & Inclusion in February. The Dean will continue to engage with students from historically marginalized communities, with a particular mandate of increasing underrepresented and gender equity in STEM fields.

I look forward to working with the entire Wesleyan community to address the damage caused by prejudice, discrimination and marginalization and to build on achievements characterized by openness, courage and perseverance. As many of you know, my staff and I have an open door policy, and we encourage everyone to take advantage of it even as we proactively reach out to our broad and diverse community.

Sincerely,

Antonio Farias

V.P. for Equity & Inclusion/Title IX Officer