Dear SU Community,

Last Wednesday, February 22nd, the Southwestern Black Student Union (BSU) led a well-attended protest addressing multiple long-standing concerns and incidents that have occurred on campus this year, the most recent being the racist epithets written anonymously on white boards in Clark Hall. BSU issued a call for immediate action on the part of the administration. Shortly thereafter, that same day, BSU kindly sent a list of six demands. They are as follows:

The following day, Rachel Thompson, President of the Coalition for Diversity and Social Justice (CDSJ), sent an expanded list of demands. You can also find my message to the community on February 20 here, the press accounts (Univision, KXAN, The Wilco Sun) of the protest as well as the Megaphone’s online article. I would like to thank Rachel for sending me the expanded list, and agree that we must respond fiercely to such terroristic acts in a way that will discourage perpetrators from committing similar actions. In addition, the university administration recommits itself to a safe and secure intercultural environment where all students feel valued and welcomed.

Before responding to BSU’s list of demands, I would like to address funding, as some of the requests that have come forward would require additional monies. This is the time of year when Lenora Chapman, our vice president for finance and administration and chief financial officer, begins preparations for next year’s operational budget, to be approved by the board of trustees at their April board meeting. Over the past two years, while the University was managing the COVID crisis, increases to the budget were restricted largely to two areas: student financial aid and salaries. This year the University will again have a balanced budget (as has been the case for the past two years) and funding for diversity, equity, and inclusion training for students, faculty, and staff is included. In addition, residence assistant salaries will be increased, student organizations such as SGA and JEDI will receive additional funding, a graduate assistant in counseling and health will be added to our counseling center, and a plan is being established for a new administrative position to advance our DEI work.

Regarding BSU’s list of demands, prior to the racist slurs inflicted within Clark Hall during February, surveillance cameras were already planned and being installed at various sites across campus. Those were in addition to cameras proximally positioned near the site of anti-Semitic flyers that were posted here last September. Multiple cameras have been funded by the President’s Office and have been installed in residence halls. Despite the installation of cameras, increased security patrols, and posted monetary rewards, as of today no one has come forward and no actionable tips have been received.

Preparation is critical in the event that intolerance resurfaces, and in that regard Dean of Students Shelley Story is leading the effort to create a “Bias Response Team” with related procedures and protocols. Dean Story initiated her work in early January 2023 with an expected completion date of May 15, 2023. Reports will be written anonymously or submitted anonymously through our tipline: 866-943-5787. Training in bias response will be deliberately provided for Student Life employees (including University Police), resident assistants, orientation leaders, and student employees. New Southwestern University staff hires will receive diversity information during their employee orientation. The Division of Student Life looks forward to inviting specifically educated speakers, trainers, and presenters to campus for Welcome Week, New Student Orientation, and resident assistant mandatory fall training. This training and education will include ongoing communications.

Communications—written, visual, and spoken—will be ongoing to ensure clarity and widespread understanding. At the center of the communications will be the forthcoming “Southwestern Creed,” the expression of expected students’ behaviors during their undergraduate career. This creed will be invested in the 2023–2024 “Undergraduate Student Code of Conduct,” currently found in the Student Handbook, and subject to an upcoming revision. Once the Bias Response Team and procedures are completed, the code of conduct will demonstrate numerous specific examples of proscribed racist behaviors with the range of consequences expected for proven violations. In addition, the bias response procedures will detail how reporters register incidents; how the conduct process progresses; how students, faculty, and staff are included in the adjudication of cases; and, how consequences are applied once students are found responsible for violations.

In addition, these expectations will appear on posters, digital signage, and webpages in 2023–2024 and beyond. Moreover, the presence of a future DIBE administrator will offer regular review of protocols, procedures, programs and personnel involved in changing our campus culture; these changes will contribute to the evolution of campus climate that respects, embraces, and celebrates the presence of all persons. 

It has been at least three years since a student app has been operational on campus. One of the first projects I assigned our communications team was to identify and create a useful student app. We are on schedule to have one in place by July 1. To better inform future programming and training regarding campus climate and racial issues, I would like to thank Natasha Ndele, diversity chair for the Student Government Association, who contacted me to indicate interest in partnering with the administration’s plan to create an anonymous survey to collect information. Interim Vice President for Student Life Brit Katz will be collaborating with her on the survey.

The Student Handbook addresses prohibitions against hate crimes and bias-related incidents as well as a general prohibition on harassment of any form. The handbook defines the judicial misconduct policies and procedures of the University, including procedures for assigning guilt and potential sanctions for offenders, yet for practical purposes it is too vague. The University needs to refine the process for reporting violations of the University’s rules on hate crimes, bias related incidents, and harassment to ensure it is clear. Additionally, it is unclear to me, as well as to Dr. Katz, when these policies were last reviewed and updated, or what process was used to approve them. Dr. Katz will also ensure that community expectations and rules, as well as penalties for violating them and the processes for reporting violations, are incorporated into panel discussions at Welcome Week. 

Consequently, I have asked Dr. Katz to immediately commence a review of the entire Student Handbook and its policies and procedures. Specifically, I have directed him to report back to me within 15 days with recommendations for how the policies and procedures regarding hate crimes, bias-related acts, and harassment should be updated to reflect current standards and our expectations that Southwestern University be a welcoming, inclusive, and diverse community where all students feel safe and valued. I have asked him to include members of the community in the redevelopment and refinement of those policies and procedures, as well as how the community can assist with building awareness and support of these improved and enhanced expectations, rules, and penalties for those who violate either.

At the suggestion of Clark Residence Hall students, I have directed Dr. Katz to work closely with the student body to develop a Student Bill of Humanity (working title) that makes clear the rights, privileges, and social norms that are not only expected on our campus but that are sacred and guaranteed to all students and members of the Southwestern Community; I have asked for a preliminary draft for review no later than Friday, March 31. The Student Bill of Humanity will form the foundation for a cultural shift that will be integrated into the student body beginning with Welcome Week 2023 and will be rolled out to all students in the fall. Dr. Katz and his team will welcome and need the participation of members of the student body to develop a Bill of Rights that addresses the goals of the community, and I ask that you commit to participating in this process to help drive its success. 

With the addition of funding for diversity training, I will work with VP Lenora Chapman, Alisa Gaunder, dean of the faculty, and our HR department to review programs for staff and faculty. Faculty programs in the past have included implicit bias training for all faculty tenure-track searches and the Faculty Status and Review Committee as well as faculty development programming on inclusive pedagogy. Our resident assistants will receive mandatory training.

I anticipate adding two new senior staff members over the course of the next two years. In fall 2023 a search committee will be formed, and a search firm will be hired to select our next Vice President for Student Life and Inclusion. I am grateful to Dr. Katz for his good work with staff, faculty, and students to date. His term will conclude June 2024 with the new vice president starting July 1, 2024. In addition, at the beginning of March a commission will begin exploring the hiring of a member of the senior staff with expertise in DIBE. The intention is to provide focus and impact to our current programs and initiatives for our faculty, staff, and students of color as well as bringing best practices and new DIBE initiatives to the University. I would like to thank Associate Professor of Education Alicia Moore, Professor of Chemistry Maha Zewail-Foote, Chaplain and Director of Spiritual Life Ron Swain, and Dr. Brit Katz for agreeing to serve, and additional faculty, staff, and students will be added to the commission.

As a member of the Liberal Arts Colleges Racial Equity Leadership Alliance (LACRELA) for the past two years, we have access to many institutions who have made such key appointments. The commission will identify national best practices to determine the title, role, and portfolio of this new position. My expectation is that a search committee will be formed in fall 2024 consisting of faculty, staff and students, and a search firm will be hired to conduct a national search with the intention of the new position starting July 1, 2024.

At this time, the University does not have a clear DEI vision posted on the institution’s website.  Our current website is outdated and needs a redesign and the Office of Marketing and Communications is about to sign a new contract with a provider. In reading through the University’s website, while there does exist a diversity statement, it is thirteen years old. Dean Gaunder is working with DIBE, DEC, and SPC to review and update the statement and to bring it forward through our system of governance for endorsement.

I appreciate everyone coming to my first President’s Corner last Thursday. Our conversation was productive and informative. The next President’s Corner has been scheduled for April 4 in Bishops Lounge at 7:30 p.m. Respect and civility must be protected before students can trust the safety of their campus. Your administration is committed to creating a Southwestern that is a warm, welcoming, winning home for a spectacular higher education. It’s a goal worth celebrating. We are so grateful that you are here.

Sincerely,

Laura Skandera Trombley
President, Southwestern University