2020–21 Action Agenda

The higher education community has reason to demand institutional action. The shooting of Botham Jean, Atatiana Jefferson, and Breonna Taylor in their own homes should legitimately ignite feelings of civil unrest on a college campus.  Blocking a person’s airflow with an arm or a knee is not a reasonable response to the selling of loose cigarettes or an allegation of forgery.  Furthermore, execution is not an appropriate response to an unarmed man running AWAY FROM a police officer.  When I think about these life-ending circumstances, “I can't breathe!” 

When an unarmed Black therapist asks a police officer why he shot him, “I don't know” is not an acceptable response.  This is particularly alarming, as the therapist intentionally remained supine on the ground with his hands in the air, working fervently to keep his special needs client calm and in a non-threatening posture.  Furthermore, the murders of Tamir Rice, Trayvon Martin, and Antwon Rose, Jr., should justifiably ignite feelings of rage in young adults, as all three of these individuals were killed prior to their 18th birthday.  This is a clarion call for the leadership of Bard graduates.  

Sadly, this felonious behavior is not new.  The only new aspect of it is the cell phone video footage that makes it difficult to deny the systemic racism underpinning these murders.  Yet, as a microcosm of the larger society, Bard College and the surrounding communities are not immune to the painful realities of racism and implicit bias.  

Although it is a public thoroughfare, racial slurs targeting Black students on Annandale Road are a Bard College problem.  A student cannot reasonably be expected to learn or function in class if their mental health and self-esteem are attacked by the simple act of crossing the street.

Microaggressions and implicit bias are commonly reported experiences of students of color - including Bardians - who attend predominantly White institutions (PWIs).  This magnifies the marginalization experienced when those who instruct, counsel, program, clean, protect, repair and support the institution do not look like them or identify with their experience.  Finally, as a Black man, I too have experienced the fears of walking through Red Hook and/or Tivoli wearing a face mask and the anxiety of wondering whether or not a routine traffic stop will be the last encounter of my life.

It is my belief that all of us - faculty, staff, and students - play a pivotal role in transforming Bard students into civically engaged global citizens.  This is a reasonable expectation for the alumni/ae of a “private college for the public good.”  Therefore, we must remain vigilant in this moment and use this sociological crisis as a catalyst for action.   

I have spent a significant portion of my time supporting and listening to students and colleagues who are trying to make sense out of this senseless loss of life.  For some, these conversations are essential to healing and their ability to effectively support the institution when responding to demands for action.  As a result of these meetings, I have proposed a three-phase plan of action to help move campus diversity issues forward in a sustainable manner: 

Phase 1: The healing and care for the immediate emotional needs of the campus community.  Answering the cries of hurting people remains a priority.  The acknowledgement of pain (both verbally and in writing) and the provision of emotionally safe healing spaces must occur if people are legitimately expected to move forward in a productive manner.  

A sampling of some of the diversity, equity, and inclusion activities at Bard during the earlier part of June include: 

• A campus-wide Candlelight for Vigil for Justice, Love, and Solidarity
• A letter from President Botstein
• A letter from Counseling Services
• A letter from the Richard B. Fisher Center for the Performing Arts
• A check in session with the Professionals of Color - a group of (non-faculty) employees from historically marginalized ethnic identities who are committed to enhancing the campus experience for students and employees of color
• Library: Creation and dissemination of an Anti Racism Resources and Statement
• Reflecting on the Moment: Video Series on community activism and engagement in the name of racial equity and justice.
• Student Reading Initiative: Black Playwrights
• Black Talks: Student Panel
• An invitation from the Mayor of Tivoli offering a community conversation in response to constituent concerns about local policing policies 
• Reflecting in the Moment: Black & Blue All Over
• What the1960’s Can Teach Us About Today in the Wake of the Murder of George Floyd  
• A Student of Color Debriefing Session - A Forum to Aid the Healing Process
• In the Moment: The Power Behind Revolution - Essay Series
• College Officials Meet with Dutchess County Human Rights Commission
• Statement from the Center for Civic Engagement
• Men of Color Emotional Check-In (Brothers at Bard)

Again, this is just a small representation of the many activities occurring on and around the campus during this time of unrest.  In addition, as a reminder, campus counseling continues to be available during the summer. 

Also, regarding the financial disparities of COVID - 19 that further compound this issue, a request was approved for the Bard Student Emergency Fund to remain an ongoing initiative under the auspices of the Council for Inclusive Excellence (CIE).  With the support and leadership of our campus Development professionals, we will continue to solicit financial contributions to support students experiencing unforeseen financial challenges.  This funding complements the institutional and government resources already allocated to support this effort. 

Phase 2: Empowerment, preparation, and education for action. This phase includes solidifying the needed educational, human, and fiscal resources to sustain long-lasting change.  

I am currently reviewing the structure of the Council on Inclusive Excellent and reconstituting the Campus Climate Committee/Bias Incident Community Response Team - these entities are charged with ongoing data collection, planning, and action for institutional progress forward.  For example, data garnered from a survey that I recently administered to the Professionals of Color (another CIE working group) will now provide vital information on the experiences of professionals working at the campus who identify as members of historically marginalized communities.  

Although the primary focus of my position is administrative in nature (i.e. marginalized student support, professional staff, strategic planning, diversity training, development, community relations, etc.,), I am excited about partnering with academic colleagues on inclusive pedagogical instruction/coaching, the review of curricular and programmatic offerings, and faculty engagement as panel participants, subject matter experts, and co-organizers of collaborative institutional programming.  These initiatives are a few of the preliminary aspirational desired outcomes - all of which require the brilliance and leadership of Bard’s phenomenal faculty and talented academic administration.  I look forward to supporting this work in sustainable, meaningful ways.  

To ensure that student voices remain heard, my office is establishing a Dean of Inclusive Excellence Advisory Board consisting of the student leadership of all affinity-based clubs and organizations.  This ensures direct student access to the institution's chief diversity personnel when concerns arise.  Diversity-centered partnerships with local and county municipalities are also being secured.  Also, although no formal policy on racial and ethnicity-based harassment currently exists, a collaborative team of campus leaders is working diligently to ensure that a policy is in place by the start of the fall semester. 
   
Phase 3:  Evaluating/strengthening successful systems and incentives.  Pending COVID regulations, the fall semester will include the development of a long-range diversity strategic plan that ensures unit-level engagement and accountability.  We cannot let this moment pass without a clear (written) commitment to a sustainable and inclusive future.  Additional future actions also include the exploration of a department-level diversity assessment tool.  These instruments provide individual departments an opportunity to engage in transparent conversations about the role of diversity/inclusion in their current service or program delivery.

Furthermore, a Campus Affiliate Chapter of the National Coalition Building Institute will be launched in the fall.  The benefits of this affiliation include options for curriculum integration, (free) diversity training/workshops on demand, student engagement programming, controversial issues expertise, and the potential to consider this cultural/inclusion training model as an essential part of the new student/employee onboarding experience.   

Given the vital role of athletics to campus life, I am honored to have been appointed the Diversity and Inclusion Designee for our athletic program.  In addition to being an avid fan of college athletics, this role provides me an ideal opportunity to support athletic operations through an equity and inclusion lens.   For example, I am currently serving as the Chairperson of Excellence in Athletics – A Coalition to Support Diversity, Equity, and Inclusion in Bard College Athletics.  With this dedicated cadre of student athletes, athletics staff members, and interested partners from across the institution, I am absolutely confident that the Bard College Athletics Department will further its commitment to diversity in permanent and sustainable ways.  

In addition to athletics, another co-curricular passion of mine is college gospel choirs. I was elated to relaunch the Bard College Gospel Choir in the spring, as I know that this group will have a tremendous impact on the campus.  In addition to supporting the spiritual needs of some students while the campus ministry team explores grant funding for more sustainable options, my doctoral dissertation research focused on the perceived impact of college of gospel choirs on the retention of African American students at predominantly White Universities.  Therefore, I am excited about re-engaging in this work and the higher-level benefits that will be potentially realized for the campus.  

You are aware that President Botstein has appointed me to serve as chair of the recently announced President’s Commission on Racial Equity and Justice at Bard College.  Although I am happy to serve in this role, the journey of institutional self-examination is not an easy one.  It requires honest conversations, transparency, and a willingness to challenge long-standing assumptions and practices - even when the dialogue is uncomfortable to hear or experience.  For the Commission's work to be effective, EVERY member of the Bard community must be willing to hold themselves individually accountable for their role in making Bard College a more welcoming environment to live, work, and learn.  On behalf of this forward-thinking and strategically-focused commission, we look forward to your support of our work.  

In closing, this correspondence is in no way intended to resolve all fears and concerns surrounding this national trauma.  Although I and colleagues across campus will continue meeting to evaluate, refine, and create campus-wide initiatives, I fully appreciate that these actions fall short in addressing the pain that prompts the creation of a Black Lives Matter movement.  However, it is my firm belief that through transparent dialogue; the ability to step outside of one’s self and view issues with a more critical lens; and a commitment to a diverse, equitable, and inclusive campus, we can significantly augment the role of diversity and inclusion in institutional decision-making, thereby better equipping our graduates for success in a diverse, and at times tumultuous, world. 

I look forward to your support as we collectively examine, re-evaluate, and challenge the status quo at Bard College - “A Place to Think.” 

Sincerely,