Steering Committee Meeting 8/16/99
[notes compiled by M. Rock]
Attended: Jason Burrow, Wylie Chen, Peter Gilke, Lisa Frankel, Dave
Hubin, Jessica Billingslea, John Riordan, John Mosley, Mia Tuan, J. Shiao,
Missy Rock, Laura Blake Jones, Troy Franklin, Mike Eyster.
2) Miscellaneous note: Get Jessie Wofsy in touch with Provost Mosely
about a model for Response Team at Arizona State University similar to
the proposed idea for the Bias Response Team for the U of O.
3) Create a Work Group to continue the Diversity work started by the
(Mosley) it is not normal practice to give course relief for professors
for this type of work. It is not the intention to continue w/ the paid
internships. One option would be to give credit, therefor the advisor role
could be worked out better. Another option is to have an internship and
thus the $ come out of a certain office that it would work under.
(John) however, the point is not to get locked down to the agenda of one
(Missy) Need to keep working out of a central location/ centralize the
effort… it is good to have it coming out of the President’s Office. Also,
the $ compensation for time might be necessary b/c credits don’t always
compensate for time – plus after 18 credit hours, you have to pay per credit.
Also becomes an access issue to those that need to work for the $, but
also regarding it being strictly work-study, not everyone interested in
this work has work-study.
(Mosley) The new budget model can give tuition remission for credits over
18 if necessary.
(Hubin) Instead of trying to just continue, look at the successes and try
to figure out how to continue the successes rather than the specific internships.
How do we tweak the existing structure to recreate the successes?
(Wylie) What is seen that creates the hesitation to continue the internships?
(Mosley) We need to keep the effort going, the question is how?
(Hubin) We want to continue the effort, but don’t want it to look like
it is an "in group" pushing it forward.
(J. Shiao) We are discussing 2 distinct things. (1) How will we present
the work done. (2) Will/can the internships continue the work [we need
to outline the pro’s & con’s of different models of how to continue
the work the interns started].
(Hubin) We should shift to the Diversity Agenda b/c our goal is not to
extend by position the "loaned executives" or internships but the diversity
(Mosley) Biggest challenge is to broaden the campus understanding and acceptance
of this agenda.
(John) comes down to PR (public relations) – how do we get the info out/
(Mia Tuan) Going back to the concern raised at an earlier Steering Committee
Meeting, how are we going to reach the "middle majority"? This is a teachable
moment… how do we present this to everyone? Much of this is related to
safety – a commitment to having a safe campus… but there are differences
between short and long-term safety. We will still have a crisis every so
often, but what we do then is of concern. Reminded of the Chinese character
for "crisis." It is composed of two characters put together. One means
"danger" and the other means "opportunity." We should turn our crisis times
into the opportunity for a teachable moment.
(Lisa Frankel) seconds what Mia said. Also, we need to identify standing
committees and student bodies to have them get involved and hand over some
of the "control" to get more buy-in. Need to go through established channels.
(Missy) But, we need a group to push the agenda forward in these channels,
(Hubin) Are standing bodies appropriate for dealing with these? If not,
why? We need to list the pro’s and con’s of what has happened and what/who
should have dealt with it and why they haven’t/ hadn’t.
(John) Maybe we need something new – not something different – but something
to push the envelope for change.
(Jessica) Addressing the middle majority, we do need to go through due
process, but do we address it by giving them the topics to push them forward?
(Gilke) Some issues do fit into the existing structures and some don’t.
(Wylie) It’s hard to give it up to people who may not understand the issue
enough to push it forward.
(Lisa Frankel) There is a balance/ tension between activism and institutionalization.
(Mia Tuan) What is our intent? The person who made the inflammatory remarks
in the spring – created a teachable moment. But that didn’t happen and
now there is no telling what could happen with this student, or in general.
(Wylie) gave an example of something that happened at orientation. A white
female incoming student made a comment to a black male student regarding
his high test scores and GPA. The comment was along the lines of - wow,
that’s pretty high for a black person. Point being, from the moment
that students step on campus they are creating and being part of the community.
Freshman could have an added orientation on diversity issues, but it needs
to be an institutionalized routine. Send a message to foster a better climate.
(Mosely) We can’t be prohibiting naïve comments. We’re going to get
students from all facets and values of society…
(Missy) But we can turn these incidents into "teachable moments." Need
to have the University be a place to foster understanding and be equipped
to take advantage of these opportunities for "teachable moments."
(Laura Blake Jones) we need to start "institutionalizing [the] activism"….
Pairing people with channels. We still need people to coordinate the effort.
Institutionalizing the Steering committee? Diversity internships?
Can the work be taken up by the President’s Council on Race (PCR)?
Can we change the PCR?
Should work on a proposal regarding how to continue the diversity
work – first step… what should be covered in the Proposal:
What/ who should be included in creating the proposal? Representative from:
To whom it should be presented
What tasks need to be done?
Cost/Benefit analysis of the SDI’s
Status of the Coordinator
How does it fit into the big picture?
What is the relationship with standing bodies?
FAC, OMA, Student Life, President’s Office, ASUO, Interns, Student Senate,
[Steering Committee page]