Concerns of Student Protesters

Below, find the concerns and recommendations presented by the students peacefully protesting and signed by Chancellor Kent Syverud on Nov. 21, 2019. For each concern, the lead responsible party has been identified as well as the University's response and progress.

Lead Responsible Party
Marianne Thomson, Associate Vice President, Student Experience and Dean of Students

Response
We agree that revisions to the Student Code of Conduct are appropriate to make even more clear the serious consequences for hate speech. We believe the current code of conduct already permits the punishment discussed, and both the text and communication about the code need to be improved. Current policies governing faculty, including the Faculty Handbook, already provide serious consequences for racial discrimination.

Revisions to the Student Code of Conduct will commence immediately and will be fully implemented no later than August, 2020.

Status In Progress

Progress

March 2020

No Change

February 2020

  • An engagement strategy was developed for students, faculty and staff to provide input and feedback on policy revisions. The first engagement with students at the College of Law was held on Feb. 5. Other engagements are scheduled for mid-February through mid-March.
  • On Feb. 18, the student members of the Policies Campus Engagement Committee met with the committee leads, Marianne Thomson, Sheriah Dixon, Sheila Johnson-Willis, Abby Perer and Todd Berger. During the meeting, participants discussed the scope and purpose of the committee, reviewed the timeline for engagement, reviewed the relevant campus commitments, reviewed the current conduct code and handbook and proposed revisions, and reviewed the current Anti-Harassment Policy and proposed revisions. The group formed three working groups (conduct code and handbook, sanctioning guidelines and anti-harassment policy). The goal of the working groups will be to create final drafts of each document to then review with the entire student engagement committee. After that, the committee will move forward with engagement with faculty and staff in early March.

January 2020

  • The process is underway to revise the Student Code of Conduct to more clearly state the serious consequences of hate speech.
  • Research is being done to look at the wording of conduct codes and policies regarding hate speech at other ACC schools.
  • Students, faculty and staff who signed up for the Policies Student Engagement Committee will be contacted shortly to serve on the workgroups. Committee members will work together to review and discuss new language, which will be fully implemented no later than August 2020.

Lead Responsible Party
Chris Johnson, Associate Provost for Academic Affairs

Response
The Provost agrees to this recommendation for the Fall 2020 SEM1OO course. SEM1OO was always intended to be a short term initiative, to be replaced in 2021 with a more comprehensive diversity and inclusion curriculum reform. The University acknowledges that the Fall 2020 SEM1OO course needs to fix the deficiencies of the Fall 2019 SEM1OO course. We will work to achieve that for 2020, investing more resources in pursuit of better learning outcomes. The Provost will include a diverse group of students and faculty in leading this work.

With regard to the more comprehensive diversity and inclusion reform, the existing senate ad hoc committees will increase their work with students and faculty to develop a robust and comprehensive set of credit­ bearing, required courses to meet these learning objectives. The Provost calls upon schools and colleges and the University Senate-the bodies that control curriculum changes—to work constructively and proactively on this and quickly pass these reforms when they are fully developed.

Status In Progress

Progress

March 2020

No Change

February 2020

  • A hiring plan is in place for fall facilitators. The curriculum will be re-visited after feedback from spring 2020. The inclusion of diverse group of students and faculty in leading this work includes participation of ad hoc committee members and input from students and faculty arising from the fall 2019 events.
  • Current SEM 100 students will attend performance of “Fragile White Guy,” based on the book “White Fragility.” This will be evaluated for possible inclusion in future programs.
  • The recruitment strategy for facilitators has been finalized; a two-day training program is under development, including recruitment of trainers. An information session for prospective facilitators was held on Feb. 4; about 60 people attended. Planning is underway for another session.
  • The ad hoc committee conducted an open forum on Jan. 31 to receive input on the structure and curriculum of a new first-year seminar course. The committee met with the University Senate Committee on Diversity and Inclusion. The ad hoc committee reported to the University Senate on Feb. 19, including on a finalized draft syllabus and curriculum, and met with the Senate Curriculum Committee.

January 2020

  • Curriculum revisions are complete for the spring 2020 SEM 100 course.
  • New training for facilitators is under development and will be complete for upcoming facilitator training sessions.
  • Additional curriculum changes are under consideration for fall 2020.

Lead Responsible Party
LaVonda Reed, Associate Provost for Faculty Affairs

Response
We agree that the terms and conditions of employment for all new faculty and staff will require diversity and inclusion training. All faculty and staff also will complete an annual training in discrimination and unconscious bias as part of required training under state law. In addition to mandatory training, we will continue to enhance programs open to faculty and staff to promote diversity and inclusion.

Status Complete

Progress

March 2020

  • The University is exploring the platform to deliver professional development in diversity. Many of the events planned for March and April have been cancelled due to the pandemic. Administrators are continuing to explore how to engage virtually on this matter.

February 2020

  • Faculty training spring sessions on diversity and inclusion have been held on the topics of Problematizing Identity and Intersectionality on the College Campus and Navigating Challenges of Diversity in the Classroom. Other sessions—Transparent Teaching: An Evidence-Based Inclusive Practice and Dialogues on Diversity: A Panel Discussion on Inclusive Classroom Practices—will be held in March.

January 2020

  • The University has expanded its diversity training for all faculty and staff, including the Midwinter Diversity, Equity, Inclusion and Accessibility advanced institute on Jan. 9. Five topical Inclusive Teaching and Learning workshops for faculty will be offered in 2020. A student advisory group will be established to participate in training development.
  • The Office of Faculty Affairs is working with academic leadership to include references to these and other mandatory trainings and professional development in new faculty appointment letters by March 15. A new clause in staff offer letters requiring diversity training within 30 days of hire has been implemented.
  • Along with other resources already in place for diversity hiring, the newly created Diversity Opportunity Hires initiative will bolster faculty diversity by increasing funding aimed at competitive recruitment of faculty from underrepresented minority groups.

Lead Responsible Party
Marianne Thomson, Associate Vice President, Student Experience and Dean of Students

Response
The University agrees. As Chancellor Syverud has indicated in interactions with the students, there will be no student disciplinary action in the current circumstances for Barnes Center student participators who have participated in nonviolent protest and constructive dialogue on these vital concerns.

Status Complete

Progress
Resolved

Lead Responsible Party
Marianne Thomson, Associate Vice President, Student Experience and Dean of Students

Response
We agree. While the current anti-harassment policy addresses hate speech, we will engage promptly with students on how to clarify the policy.

Status In Progress

Progress

March 2020

No change

February 2020

  • An engagement strategy was developed for students, faculty and staff to provide input and feedback on policy revisions. The first engagement with students at the College of Law was held on Feb. 5.
  • On Feb. 18, the student members of Policies Campus Engagement Committee met with the committee leads, Marianne Thomson, Sheriah Dixon, Sheila Johnson-Willis, Abby Perer and Todd Berger. During the meeting, participants discussed the scope and purpose of the committee, reviewed the timeline for engagement, reviewed the relevant campus commitments, reviewed the current conduct code and handbook and proposed revisions, and reviewed the current Anti-Harassment Policy and proposed revisions. The group formed three working groups (conduct code and handbook, sanctioning guidelines and anti-harassment policy). The goal of the working groups will be to create final drafts of each document to then review with the entire student engagement committee. After that, the committee will move forward with engagement with faculty and staff in early March.

January 2020

  • Benchmarking of ACC schools’ conduct codes and policies for specific mentions of hate speech has begun. The Education Advisory Board has been contacted to identify other institutions with hate speech conduct charges and policies.
  • Student engagement and legal reviews will continue during the spring semester with a project target completion of April.
  • Additionally, the Division of Enrollment and the Student Experience approved an Invest Syracuse proposal of over $80,000 to expand the Bias Response and Education Program. This additional funding will increase the bias response program’s ability to reach additional audiences through presentations by adding one coordinator and increasing peer educators from three to six.

Lead Responsible Party
Jennifer Uryniak, Interim Director, Auxiliary Services, and Rob Hradsky,Vice President for the Student Experience

Response
The University commits to working with students on this issue and on the future development of multicultural learning communities. There are legal aspects of roommate selection by identity that will constrain any solutions; selection of a roommate based on mutual interests can be enhanced in our process.

Status Complete

Progress

March 2020

  • My College Roomie went live, as planned, effective March 15. There are currently 303 active users who are completing their profile and filling in their interests.

February 2020

  • The My College Roomie (MCR) marketing plan development is in progress and software testing will begin March 1. Students will be invited to join MCR beginning March 15 upon completion of their housing application.
  • The Office of Learning Communities has announced a new Multicultural Living Learning Community (MLLC) for sophomores, juniors and seniors. This expanded living learning community (LLC) was created in alignment with the recommendations made by students in the fall semester and feedback received from more than 220 students via survey and in-person conversations. The feedback from students helped the Office of Learning Communities in establishing the Upperclass MLLC’s purpose, location, room type and activities and in identifying potential faculty/staff advisors.
  • The Upperclass MLLC will focus on multicultural education, cross-cultural dialogue and community building and will be located in Ernie Davis Hall. In addition to the Upperclass MLLC, the Office of Learning Communities has expanded the Indigenous LLC, International LLC and the LGBTQ+ LLC. These options are now available to juniors and seniors, in addition to sophomores.
  • Sophomores are also eligible for the MORE in STEM LLC, Whitman Leadership LLC and Substance Free Theme Housing. Details about each of the upperclass LLCs are available on the Learning Communities website lc.syr.edu/join-a-learning-community/current-students/current-students-lc-choices.html. The deadline for current students to apply for the Upperclass LLCs was Sunday, Feb. 23. Students will be notified of their LLC placement in early March. Those who are registered for an LLC for their sophomore, junior or senior year do not need to participate in the housing registration process.
  • The Housing and Residential Experience Campus Engagement Committee held two meetings on Feb. 10. The committee formed five sub-committees: Housing Portal, Multicultural Learning Communities Expansion, OSL Staff Training (RAs and full-time staff), OSL Staff Recruitment and Selection (RA and full-time staff), and Diversity, Equity, and Inclusion Initiatives for Residential Students.
  • The committee began reaching out to faculty, who were identified by students in the MLLC survey, to serve as potential partners working with the Upperclass MLLC.

January 2020

  • My College Roomie was purchased Dec. 1 and is currently being implemented. The “go-live” for the software, which assists in roommate selection, will be later in the spring semester.
  • The University received student feedback on the Multicultural Living Learning Community (MLLC) by survey and “drop-in” meetings in December and January. A final decision on expanding the MLLC is expected in February when applications open for upperclass learning communities.  

Lead Responsible Party
Lisa Dolak, Senior Vice President and University Secretary

Response
The Board of Trustees is and has been committed to the core values of diversity and inclusion at Syracuse University. The Board, led by Chair Kathy Walters, does engage in periodic updates on the University's diversity and inclusion efforts. As the University implements these responses, the Board will focus on progress in this area. In addition, the Board of Trustees—through its Student Affairs Committee and through student representatives to the Board—regularly engages with student leaders, including from the Undergraduate Student Association and the Graduate Student Organization.

We encourage students to participate with these shared governance bodies, including through their regular reports and interactions with the board. We will facilitate education and involvement of students with the SA and GSO board representatives.

Status In Progress

Progress

March 2020

  • The Board Special Committee met five times, and was on campus for engagements with student groups, faculty and staff on Feb. 12 and 13. Members of the Board-commissioned Independent Advisory Panel was on campus for engagements starting the week of Feb. 17, and again the week of March 9. Damon Williams, a panel member on the Independent Advisory Panel and founder of the Center for Strategic Diversity Leadership & Social Innovation, was on campus for planning with administrators and members of the Inclusive Leadership Assembly and the Council on Diversity and Inclusion on Jan. 23 and 24.
  • Due to COVID-19, the pulse survey of campus climate, planned for late February, has been delayed in order to maximize its effectiveness. The committee is in the process of redefining its goals given the COVID-19 crisis, and to ensure appropriate campus stakeholder engagement, the committee will likely issue a report of preliminary findings this fiscal year, and will look to finish its work by the end of the fall 2020 semester.

February 2020

  • The Board of Trustees Special Committee has met three times, and was on campus for engagements with student groups, faculty and staff on Feb. 12 and 13. Members of the Board-commissioned Independent Advisory Panel, a group of nationally renowned experts were on campus for engagements the week of Feb. 17. Damon Williams, a member of the Independent Advisory Panelist and the founder of the Center for Strategic Diversity Leadership & Social Innovation, was on campus for planning with administrators and members of the Inclusive Leadership Assembly and the Council on Diversity and Inclusion on Jan. 23 and 24.

January 2020

  • The Board of Trustees Special Committee on University Climate, Diversity and Inclusion has been appointed. 
  • Stakeholder engagement is planned for campus in early February and March.

Lead Responsible Party
Marianne Thomson, Associate Vice President, Student Experience and Dean of Students

Response
We agree that, as our housing changes­ including in response to the housing study due to be completed in May, 2020-there will need to be greater resources allocated to these areas. We will work with appropriate student representatives, including the Residence Halls Association and others, to identify and allocate these resources starting in spring 2020.

Status Substantially Complete

Progress

March 2020

No Change

February 2020

  • The Office of Student Living hosted JonPaul Higgins on Jan. 30 for a full-day training for all full-time staff. Forty-six staff members attended. The primary outcomes included introduction of common language to critically assess current practices, idea generation for action items and cultural competence training with a focus on race and intersectionality.
  • The Housing and Residential Experience Campus Engagement Committee held two meetings on Feb. 10. The committee formed five sub-committees: Housing Portal, Multicultural Learning Communities Expansion, OSL Staff Training (RAs and full-time staff), OSL Staff Recruitment and Selection (RA and full-time staff), and Diversity, Equity, and Inclusion Initiatives for Residential Students.

January 2020

  • The Office of Student Living (OSL), in partnership with Office of Multicultural Affairs (OMA) and relevant student organizations, is doubling the capacity for the Students of Color Leadership Retreat to now serve 80 students annually, beginning March 6-8.
  • The University will establish a new International Students Leadership Retreat to serve 80 students annually beginning in fall 2020.
  • To provide additional support for full-time and student staff to dive deeper on issues of diversity and inclusion, there will be a daylong professional development session for all full-time OSL staff on Jan. 30 and a two-day retreat for RAs in August.
  • OSL and Dean of Students Office hosted a webinar and conversation on Jan. 22, “Supervision with a Diversity, Equity, and Inclusion Lens.” All supervisors in OSL were required to attend.
  • The University will hire an assistant director of diversity and inclusion initiatives in OSL this spring.
  • Over $135,000 in funding has been approved for expansion of the Students of Color Leadership Retreat, OSL staff development and the hiring of diversity and inclusion lead staff person for OSL.

Lead Responsible Party
Rob Hradsky, Vice President for the Student Experience

Response
The University has now opened four additional counselor positions (and has hired four counselors in the past year who self-identify as people of color). Three of our existing counselors speak multiple languages.

For the open positions, the University agrees to be attentive to experience and training in mental health issues of marginalized communities. They will be hired before the fall 2020 semester begins. New and current counselors will attend, as is currently the practice, at least five on-campus events and trainings on diversity and inclusion each year. The University will carefully work to identify appropriate enhancements to diversity and inclusion training for counselors.

The University's faculty hiring plan will continue to include emphasis on enhancing diversity.

Status Substantially Complete

Progress

March 2020

No Change

February 2020

  • In January, counseling staff attended the NASPA Strategies conference with sessions on racism and mental health, LGBTQ support, trauma informed campus communities, and relationship violence in black communities on PWI campuses.
  • Spring semester therapy groups in counseling include two therapy groups for students of color, one therapy group for international students and one therapy group for LGBTQ identified students.
  • The Barnes Center will be able to provide tele therapy to students on the Aetna insurance plan, which includes therapists who speak multiple languages and represent multiple identities.
  • Screening and interviews continue for multiple positions in the Barnes Center. The University continues to be attentive to candidates with experience and training in mental health issues of marginalized communities.
  • On Feb. 12 and 13, Cory Wallack, executive director of the Barnes Center at The Arch presented information on a protocol to elevate mental health of marginalized communities and sought collective feedback and input from the Campus Engagement Committee on Health and Wellness. Committee members agreed to a follow-up meeting in the coming weeks to discuss further.

January 2020

  • Four additional counseling positions were created and posted. Applicants are being screened and interviews are expected to begin the week of Jan. 27.
  • The Barnes Center is working with the Office of Human Resources to be attentive to experience and training in mental health issues of marginalized communities
  • The option for students to select their counselor currently exists.
  • Barnes Center supervisors attended “Supervision with a Diversity, Equity and Inclusion Lens,” on Jan. 22. Dr. Jamie Washington presented.
  • Additionally, the University is seeking to hire an associate director for diversity and inclusion for the Barnes Center by next fall.

Lead Responsible Party
Keith Alford, Chief Diversity and Inclusion Officer

Response
The University agrees to address these concerns, and indeed University leaders have been working on this for the past several months. As new and renovated buildings open in 2020, new and vacated spaces will become available to provide both central hubs and distributed programs across campus. Working with student representatives, the Chief Diversity and Inclusion Officer, Vice President and Chief Campus Facilities Officer, the Diversity and Inclusion Council and the Campus Facilities Advisory Board, the University will appropriately meet these concerns.

Status In Progress

Progress

March 2020

No Change

February 2020

  • The following multicultural units, among other student organizations, will have space in the renovated Schine Student Center: the Office of Multicultural Affairs, LGBT Resource Center, Disability Cultural Center and the Native Student Program.
  • The Native Student Program is currently located in 113 Euclid Ave. The Native Student Program and associated student groups will also utilize 113 Euclid Ave. for meetings and gatherings.
  • Keith Alford and Pete Sala, co-chairs of the Campus Engagement Committee on Multicultural Facilities, Programs, and Services, are planning a town hall to share information and seek input from their committee members.
  • The Office of Diversity and Inclusion has relocated from Falk College to the third floor of Steele Hall, utilizing space formerly occupied by Institutional Effectiveness and Assessment. The Arthur O. Eve Higher Education Opportunity Program and Student Support Services will also relocate to Steele Hall later this year.

January 2020

  • Event space in 550 Bird Library has been converted to a student lounge, providing a dedicated space for gathering, meeting, studying or taking a break between classes. This space is also connected to the cultural centers’ suite in Bird Library, which houses the Office of Multicultural Affairs, Disability Cultural Center and LGBT Resource Center. The space will be available during the same operating hours as the fifth floor of the library until the new cultural centers’ suite opens in Schine Student Center.
  • The University continues to evaluate additional spaces that may be responsive to this concern.

Lead Responsible Party
Ryan Williams, Vice President, Enrollment Services 

Response
The University agrees with this goal. The University agrees that this is a priority in budgeting and fundraising.

Status Substantially Complete

Progress

March 2020

No Change

February 2020

  • Generally, need-based domestic undergraduate financial aid is determined at the start of every year a student is enrolled at the University. Year to year the family’s circumstances may change and awarded financial aid attempts to reflect these changes. Undergraduate students are welcome to discuss their financial aid award, changes in circumstances or concerns with affordability with a dedicated financial aid counselor in the Office of Financial Aid and Scholarship Programs. Graduate students must discuss concerns with their graduate departments.  

January 2020

  • Need-based financial aid and certain scholarship are being used on a case-by-case basis to alleviate financial burdens of current students. As of Jan. 23, 13 students have been supported.
  • In the Forever Orange Fundraising Campaign, the University is committed to raising additional scholarships for the Our Time Has Come Scholarship Program to assist African American and Latinx students to alleviate financial burdens. The goal is to double the endowment to $10 million during the campaign.
  • The Division of Enrollment and the Student Experience has committed $500,000 for the summer of 2020 to support internships for undergraduates with financial need. This amount will increase to $1 million for the 2020-2021 academic year.

Lead Responsible Party
Chris Johnson, Associate Provost for Academic Affairs

Response
Intra-university transfer policies vary by school and college. The University commits to working with the Deans to address this concern. The Provost will report on changes to the intra-university transfer process by the end of spring semester.

Status In Progress

Progress

March 2020

No Change

February 2020

  • Several meetings have been held this month, on Feb. 14, 17, 21, 25 and 28, to discuss issues with curriculum interest groups. Participants have totaled more than 70 stakeholders.

January 2020

  • Demographic information is already available as part of the intra-university transfer process. Although the form itself is very short, the receiving school/college has access to the full student record where such information is available. The form will be evaluated and amended for improvement.

Lead Responsible Party
Steve Bennett, Senior Vice President, Academic Operations

Response
The University agrees that the curricular change envisioned in the response to these concerns, including in connection with the changes to SEM 100 in fall 2020 and the new course in fall 2021, will require substantial resources. We believe those resources will be no less than $1 million. The University commits to allocating at least $1 million and whatever additional appropriate resources are needed.

Status Complete

Progress
January 2020—Resolved

  • A $1 million budget has been allocated for FY21 to enhance the SEM 100 programming.
  • A budget assurance of $2 million has been made for FY22 and beyond for the purpose of required courses dedicated to diversity, inclusion and accessibility.

Lead Responsible Party
Dara Royer, Senior Vice President, Chief Marketing and Communications Officer

Response
The University will post monthly updates for this year, including in SU News and SU Today. Beginning in January 2020, a page will be added to the diversity.syr.edu site to track progress on all goals. Going forward the University will assess improvements to all communications so that all in our community receive timely information about all efforts to support our values of diversity and inclusion.

Status Substantially Complete

Progress

March 2020

  • The second meeting of the Campus Commitments Communications Committee was held on Feb. 28, with about 30 campus community members in attendance. Sarah Scalese, senior associate vice president for communications, along with Brian Konkol, dean of Hendricks Chapel, and Michael Meath, faculty member in the Newhouse School, hosted the discussion. The session included a Q&A period, a general discussion of campus communications and feedback. Initial action to be taken includes crafting communications that inform the campus about the University’s various channels; collaborating with ITS to place Campus Commitments on Blackboard and MySlice; making emails more succinct with a focus on facts; and driving consistently to the same website.
  • The all-campus monthly email from Chief Diversity and Inclusion Officer Keith Alford regarding the many updates to the Campus Commitments was sent on Feb. 28.
  • The progress of student concerns and recommendations was updated on the Campus Commitments page for February.
  • Information on a Feb. 20 bias incident was posted to the Bias Incident Reports page, within the 48-hour timeframe.
  • Communications regarding the recent student protest at Crouse-Hinds Hall have been shared on SU News, the Campus Commitments page and social media.
  • A live video stream of the ongoing discussions regarding concerns raised by students protesting in Crouse-Hinds Hall was posted on Syracuse.edu/live.

February 2020

  • On January 30, the Board of Trustees Special Committee on University Climate, Diversity and Inclusion page and the Independent Advisory Panel page were published to the Campus Commitments section of Syracuse.edu.
  • Multiple campus communications and an SU News story communicating about the University’s commitments have been drafted. They have been emailed to the campus community, posted to the web page and shared on social media.
  • The first meeting of the Campus Commitments Communications Committee was held on Feb. 14, with about 40 campus community members in attendance. The meeting—with Dean Brian Konkol; Michael Meath, faculty member in the Newhouse School; and members of the communications team—included a discussion of the commitments; a small group session with feedback on the University’s communication efforts in the fall; and the University’s channels for communications. Plans are underway for further sessions.
  • The February all-campus email update regarding the campus commitments is being prepared.
  • An update to the Bias Incident Reports page on Feb. 8 was reported within the 48-hour timeframe.
  • A campuswide message was sent regarding recent hate incidents and with information about the work of the Board of Trustees Special Committee on University Climate, Diversity and Inclusion and the Independent Advisory Panel. The message was posted to the Campus Commitments page and shared on social media.
  • An SU News story was posted about members of Independent Advisory Panel meeting with students, faculty and staff, with a link on the Campus Commitments page and shared on social media.
  • A campuswide email was sent from the Special Committee on University Climate, Diversity and Inclusion about their dialogue sessions on campus, with a link to the email on the Campus Commitments page and shared on social media.

January 2020

  • The webpage Syracuse.edu/commitments has been created and is being updated at least once a month.
  • Updates on the students’ concerns will be shared on the SU News website and in the SU Today email.
  • A monthly email from Chief Diversity and Inclusion Office Keith A. Alford will communicate key updates.

Lead Responsible Party
Lavonda Reed, Associate Provost for Faculty Affairs

Response
We agree that the terms and conditions of employment for all new faculty and staff will require diversity and inclusion training. All faculty and staff also will complete an annual training in discrimination andunconscious bias as part of required training under state law. In addition to mandatory training, we will continue to enhance programs open to faculty and staff to promote diversity and inclusion. The University will commit to making public aggregate data by school and college each academic year. The University will not violate privacy law by identifying faculty by name, but rather will use accountability measures to enforce compliance. The Provost will hold deans accountable for the performance of their faculty.

Status In Progress

Progress

March 2020

  • May 15th is the new target completion date for publication of aggregate data.

February 2020

No change

January 2020

  • More than 7,000 faculty and staff have completed training covering prevention of sexual and relationship violence, unconscious bias, micro-aggressions and discrimination within the last 12 months.
  • The mandate for faculty training will be published by March 15.
  • The University is committed to making public aggregate training data by school and college each academic year (target deadline Dec. 31). Planning has begun with the Office of Institutional Research and others for a reporting tool.

Lead Responsible Party
Rob Hradsky, Vice President for the Student Experience

Response
The University agrees with this objective. We will consult with the Multicultural Greek Council on progress on steps to implement this objective.

Status In Progress

Progress

March 2020

  • The Panhellenic Council hosted lecturer Rachel Cargle, who speaks on unpacking white feminism, on Feb. 26.  The program was attended by 1,000 Panhellenic women.

February 2020

  • On Feb. 8, members of the National Pan-Hellenic Council, the National Association of Latin Fraternal Organizations and Interfraternity Council held a roundtable to discuss their experiences at the University and strategize around way in which they could reach across councils and chapters to get to know one another better. Since the roundtable, members have invited each other to attend events.

January 2020

  • University leadership began meeting with members of the Greek community in December and will continue during the spring semester to better understand the concern and create a plan to implement this objective.

Lead Responsible Party
Tony Callisto, Senior Vice President, Campus Safety, and Chief Law Enforcement Officer

Response
The University is committed to overhauling our historic reporting process. Pursuant to protocol to be further developed in consultation with all stakeholders, and unless disclosure to the community would impede an investigation, the Department of Public Safety and the Syracuse University administration will inform the community of concerning racially motivated incidents within a maximum of 48 hours.

Status Complete

Progress
January 2020—Resolved

  • The Department of Public Safety has established a Bias Incident Reports page on its website. Bias incidents are posted within 48 hours, unless posting would compromise an investigation into the incident.

Lead Responsible Party
Chancellor Kent Syverud

Response
Chancellor Syverud will address issues of diversity and inclusion in his January address as well as in update messages at the start of each semester. The Chief Diversity and Inclusion Officer will also provide an annual report and update.

Chancellor Syverud and University leaders also commit to working collaboratively with students to create regular opportunities for engagement during the spring semester 2020.

Status Substantially Complete

Progress

March 2020

No Change

February 2020

  • At the Feb. 19 University Senate meeting, Chancellor Kent Syverud announced the lifting of suspensions for student protestors at Crouse-Hinds Hall, the shifting of campus spaces to benefit students and academics, and the suspension of some students who have been found and punished following hate incidents on campus.
  • In a campuswide email, Chancellor Syverud addressed recent events during the student protests at Crouse-Hinds Hall and directed action steps be taken, including engaging former United States Attorney General Loretta Lynch from the Paul, Weiss, Rifkind, Wharton & Garrison law firm to lead an independent, expedited review of the Department of Public Safety. He has also directed an independent review of the Student Experience function be implemented.
  • Chief Diversity and Inclusion Officer Keith A. Alford will provide his February message the week of Feb. 24.

January 2020

  • Chancellor Kent Syverud addressed issues of diversity and inclusion to the campus community in his 2020 Winter Message on Jan. 13 in Dineen Hall. In his address, Chancellor Syverud discussed four key topics that are important for the University to become “a world-class model of an academic powerhouse that truly embraces, welcomes and values all people,” including the institution’s commitments to diversity, inclusion and safety. He addressed the hate, fear, racism and anti-Semitism that students and the community were exposed to at the end of the fall semester and discussed the commitments the University has made to address students’ concerns and many actions that have been taken so far, including $5.6 million allocated for diversity and inclusion initiatives, interim steps to address space issues for multicultural students, a new Diversity Opportunity Hires initiative to bolster faculty diversity and allocation of $400,000 to expand the Center for International Services’ programming. A video and text of his remarks are available on SU News.
  • The Chancellor will provide update messages at the start of each semester.
  • Chief Diversity and Inclusion Officer Keith A. Alford will provide monthly emails with updates on the progress of students’ concerns and a yearly report. The first monthly email will be sent Jan. 24.
  • Planning is underway to organize opportunities for students to engage with Chancellor Syverud and University leaders during the spring semester.

Lead Responsible Party
Bea Gonzalez, Vice President for Community Engagement

Response
The University is committed to making significant investments in student volunteer opportunities to better serve the underserved and low-income communities in the city of Syracuse.

Status In Progress

Progress

March 2020

  • No Change

February 2020

  • The Office of Community Engagement is collaborating with the Student Association’s community engagement co-chairs to put on an internship fair for community-based organizations and government agencies for students to find opportunities.
  • The Office of Community Engagement is also working with Handshake to expand volunteer and internship opportunities with nonprofits for students. Additionally, the office is working with CUSE Works to expand work-study positions with nonprofits.  

January 2020

  • The University is investing over $300,000 in volunteer opportunities to better serve underserved and low-income communities in the City of Syracuse.