A Letter from Dr. Kahan Sablo, Dean of Inclusive Excellence
To the Bard Community,
One of the first opportunities I noticed during my transition to Bard was for greater communication with the Bard community, particularly with regards to Diversity, Equity, and Inclusion (DEI) issues. Although there is still much work to be done, it is essential that Bardians have reliable access to the many campus initiatives, curricular updates, strategic opportunities, and concerns experienced throughout the campus community. Your engagement, support, and guidance are important to our collective progress forward. Therefore, on behalf of the Council for Inclusive Excellence’s Communications Working Group, WELCOME to the first edition of Diversity@Bard. It is our desire to share DEI-related information with you on (at least) a monthly basis. However, when significant issues arise warranting more frequent communication, additional updates will be sent to aid transparency.
I continue to marvel at Bardian resilience during the current global pandemic. I remain impressed by the collective commitment to campus safety that has allowed the College to stay open when so many institutions have been forced to cease campus operations—often in response to irresponsible behavior. Given the documented racially disparate outcomes of this virus, please know that my colleagues and I on the COVID Response Team remain committed to equity in our institutional responses to this horrific illness.
As the world continues the quest for a COVID-19 vaccine, we understand that we are not immune to the pre-existing condition of systemic racism. Sociological trials have failed to produce equitable economic, psychological, and/or criminal justice outcomes. Although we have remained locally vigilant, the Hudson Valley is not immune from either of these diseases.
After living in the City of Kingston for fewer than 90 days, I experienced my second negative encounter with Kingston law enforcement personnel, the latter of which found me guilty of the crime, “Jogging While Black.” In response, I filed a formal complaint with the Kingston Police Department (KPD), resulting in my testimony (my remarks begin at 10:00) before the Kingston Police Commission to share concerns about the local realities of racial profiling.
In my suggestions for proactive steps to move Kingston forward, I am very proud to say that President Leon Botstein immediately offered scholarship support to aid the educational pursuits of people of color who are interested in joining the Kingston law enforcement community. Although there are still many logistical and administrative details to traverse, Bard College sits at the table as an active player in this urban law enforcement diversification initiative.
In the spirit of transparency, we must also acknowledge that Bard College is not immune from racism. We cannot successfully address racism, privilege, and/or implicit bias if we do not call it out by its name. My experience navigating the pain of racism at both individual and systemic levels informs my belief that Bard College’s most productive pathway forward is to 1.) Reckon with the historical origins of the campus, 2.) Acknowledge and address current acts of racism; simultaneously engaging the work of anti-racism, and 3.) Undertake the self-reflection and strategic actions required for a more equitable future.
After listening to Bard students and employees as they share various experiences of racial trauma, I acknowledge the feelings of hurt and harm that these incidents have caused and commit to fighting vociferously to eradicate additional trauma. Although some on campus are frustrated by the institution’s inability to directly engage with anonymous third-party platforms (i.e. social media accounts), please know that I and colleagues throughout the institution hear your concerns, share your pain, and are also deeply troubled by what we are seeing and hearing. In response, we will continue to work tirelessly in support of a more inclusive campus community.
Sadly, cultural change is not quick. But we will keep moving forward. As the Dean of Inclusive Excellence, I remain committed to strategically partnering with Bardian colleagues and students for stable DEI outcomes. Major themes include:
- Listening to Student Voices: We must be honest in admitting that some mistakes have been made by well-intentioned people. Truthfully, more mistakes will be made as we attempt to navigate the growing pains of antiracism work. Therefore, student voices must be centered in all discussions—particularly the voices of Black, Brown, and other historically marginalized communities. I commit to working collaboratively across the campus in support of the accountability that students have demanded—even in matters where I have no direct authority.
I would also like to invite DEI affinity club leaders to meet with me monthly to discuss how I best can support their organizational leadership agendas. In addition to institutional outreach initiatives and our departmental initiatives, staff in my office will offer assistance with programming logistics, funding, advertisement, and administrative support. This leadership collective can also be a venue to share community concerns with a goal of facilitating effective outcomes before situations escalate and harm is done.
- Employee and Student Diversity: In this newsletter, the Dean of the College announces the hiring of several new faculty of color. Although this is exciting news, progress is still needed to attract and retain diverse employees to the campus. I will be working with colleagues in Human Resources, the Career Development Office, faculty/staff leaders, and the Dean of the College to reimagine hiring practices to bring an increased number of diverse applicants to the institution. Simultaneously, the Vice Presidents and Deans of the College are working to address the retention concerns evidenced in a survey administered to the Professionals of Color Affinity Group. The administration of the College is committed to partnering across the campus in support of a more welcoming environment for all students and employees. Your support of these efforts is greatly appreciated.
The Council for Inclusive Excellence has recently commissioned an Admission Working Group to develop and refine strategies for enhancing the diversity of the student body. Simultaneously, we are working with colleagues in the Registrar’s Office and Institutional Research to develop laser-sharp accuracy in the assessment of institutional persistence and graduation for various student cohorts (i.e. ethnicity, opportunity scholarships, Pell recipients, etc.). Effective student recruitment and retention strategies can only be sustained through data-driven decisions.
Bard College is a highly selective institution with an academically rigorous and unique curriculum (i.e. Moderation, SPROJ, Cit-Sci, L&T, etc.). However, in order for students to be successful in their post-Bardian career aspirations, increased engagement opportunities with diverse employees and peers remain essential.
- Embracing Curriculum Diversity: Students have spoken up loud and clear in their demands for a racially inclusive curriculum. This semester I spent many evenings supporting DEI conversations between students and the leadership of various academic programs. Although many decolonization of the curriculum requests were student-inspired, many significant curriculum-related DEI initiatives were already underway. We commit to being more intentional about communicating these ongoing efforts to you.
This fall, the Dean of the College convened a faculty forum where every academic program was asked to communicate current and future DEI plans. Departments were also asked to refine or create DEI division and program statements to guide their work. Further strengthening these efforts was the naming of Dr. Michael Sadowski to the position of Director of Inclusive Pedagogy and Curriculum. This new appointment has been pivotal in supporting the many faculty-led DEI related academic initiatives currently in progress.
- Collaborative Partnerships: One sole individual cannot effectuate the institutional change required for a more equitable Bard College. If the totality of Bard’s DEI work is expected to rest on my shoulders, I will undoubtedly fail. However, collectively, great things can and will happen if we are willing to challenge existing ways of thinking, working, and learning with a commitment to accountability.
Although there are many campus DEI entities, I am working most intimately with several strategic campus partners in support of the following outcomes:
- The President's Commission on Racial Justice and Equity has been working tirelessly to gather reliable data to launch recommendations for a stronger, more inclusive Bard. However, ownership and implementation of these recommendations rests in the hands of every member of the Bard community. It cannot be overstated that the success of campus DEI work does not rest with a commission - it rests with you! Please make use of this final opportunity to provide written testimony for the Commission's review.
- Excellence in Athletics – A Coalition to Support Diversity, Equity, and Inclusion in Bard College Athletics resumed meeting this fall in response to equity-based concerns expressed by student athletes and other members of the campus community. This coalition was charged with reviewing athletic policies, disciplinary processes, facilities, and the overall athletic climate. Concerns among the athlete community escalated, resulting in most student athletes choosing to refrain from all athletic-related activities until demands submitted by the Coalition of Student Athletes (COSA) were honored. As part of the institutional response, the services of 122 Consulting have been contracted to assist with this work. This organization has been instrumental in opening lines of communication.
A preliminary timeline has been established. Progress to date on student demands includes, but is not limited to, mandatory antiracism training for athletic staff with Dax Devlon Ross (and a commitment to ongoing antiracism training), a Town Hall meeting between students and the athletic staff, immediate and long term revisions to the current mandatory Title IX training, athletic staff participation in the NCAA DIII OneTeam LGBTQ Training, the facilitated reading of “How to Be Antiracist,” and the anticipated availability of campus mediation services through the Mediation Center of Dutchess County.
Our talented consultants are working towards the facilitation of a restorative healing circle so that all voices can be heard. Furthermore, I will pursue advanced restorative justice facilitation training to better support the ongoing needs of the campus. I am confident that the entire Bard community will benefit from the collective recommendations of the Athletic Coalition, the athletic staff, COSA and other student athletes, and 122 Consulting.
- The Council for Inclusive Excellence (CIE) continues to advance ongoing DEI opportunities through its 14 working groups. For example, the Bard Student Emergency Fund (BSEF) was recently recognized by the CIE and continues to provide emergency funds to students with unforeseen financial needs. As you can see from the BSEF’s inaugural report, your tax deductible contribution directly supports students experiencing an immediate financial crisis. Everyone is encouraged to financially support the BSEF. In addition, contributions can be made via payroll deductions.
- BSEF efforts are complimented by The Scale Project’s ongoing efforts to assist students with college expenses. This includes the cost of supplies for academic programs that have additional curriculum-specific expenses. Their publication, “Being Not-Rich at Bard College,” is a great resource created solely by student leaders.
Student leadership has also been superbly evidenced by the leadership team of the Gilson Place Steering Committee. They have been working diligently to advance the mission of this student-led initiative in spite of restricted access to the facility because of COVID social-distancing requirements.
In its four months of existence, Out@Bard led the campus acknowledgement of National Coming Out Day, supported the updating of the Trans Resource Guide, and gathered a host of valuable resources for individuals navigating the “coming out” process. The group also hosted a campus pronouns panel and is currently working on Safe Space training to educate the campus on fully embracing its LGBTQIA+ members. Also regarding professional development, the Staff Mentoring Working Group will host their next monthly “Water Cooler'' meeting on December 8 at 9:00 am.
The Security Working Group has been focused on increasing campus lighting and emergency call box access while the College continues to work through the very complex legal processes affiliated with Bard College taking ownership of Annandale Road.
The Anti-Racist Reading Group is systematically reviewing campus policies from the lens of the most recently read texts, “How to Be an Antiracist” and ”White Fragility.” The goal is to review and make recommendations to decolonize any campus policy that unintentionally presents an equity concern.
- The Title IX Coordinator and I have been working very closely to implement a campus ethnic and racial harassment policy for allegations of Title VI and Title VII harassment. Concerns have been expressed about the need for a comprehensive policy, advocacy, and clear reporting options - particularly when intradepartmental procedures have not proven effective. While this policy is being developed, the Title IX Coordinator and I will continue to work collaboratively in response to any allegations of harassment.
Sincerely,
Dr. Kahan Sablo
Dean of Inclusive Excellence
