Student Affairs Diversity & Inclusion Communications & Updates

Champlain College is committed to fostering a diverse and inclusive community for all of our students, faculty, staff and local community. While we are aware the serious exploration of issues surrounding diversity and inclusion may generate conflict or tension, we see this as an opportunity for growth. We embrace this discomfort and believe it will help our organization to become stronger and our students to become effective professionals, skilled practitioners and engaged global citizens.

This page is devoted to sharing official communications about diversity and inclusion and updates on the many related programs taking place on our campus. We hope you will review these materials, actively participate in discussions and share your viewpoints.


Communications

These documents are emails and other official communications sent to the Champlain College community.

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Subject: Racial Justice & a New Champlain Initiative
Send to: All TRAD students, faculty, and staff 

Dear Champlain community,

As we reopen our campus for Fall 2020 and work through pandemic-related plans, my mind has also been on the protests here in Burlington, the shooting of Jacob Blake in Kenosha, Wisconsin, and developments in the other pandemic we face of racial injustice in our country.
What we have witnessed in Kenosha and in cities across the country, repeatedly, graphically, and tragically, defies belief. The aftermath of these events has been devastating. The raw anger, fear, frustration, and exhaustion of protesters. The unimaginable tragedy of lost lives and grieving loved ones. And the deepening polarization of our country dimming hope for a way forward, particularly around the role of police in our society, with our citizenry split into seemingly intractable paths. 


There are a few bright lights in this darkness. I have been moved by the outpouring of community members-including many here in Burlington-raising their collective voices to speak out against the systemic racism and police violence that disproportionately impact Black, Indigenous, People of Color (BIPOC) and other marginalized communities. I have also been impressed with the response of the Burlington Police Department so far and urge them to continue to seek ways to find avenues of collaboration with the citizenry. And last week, Governor Scott signed an executive order that offers promising progress for public safety reform.
In this time of chaos and uncertainty when it often seems that our current structures and systems are failing us, how do we find hope, opportunity, and common ground? And what is the role and responsibility of higher education, and Champlain in particular, to drive to solutions and action? Where can we contribute our institutional strengths and expertise?


Champlain has a unique opportunity to be a convener for raising and addressing these questions and helping define a path forward for a new model of public safety that is rooted in social and racial justice. This fall, building on work done over the past two years, Champlain is launching a Center for Community and Social Justice. Housed in our EHS Division, the Center will fuse Champlain's expertise in criminal justice, social work, and other disciplines across the College. We intend to bring to the ongoing conversation the importance of viable alternatives to current training practices for public safety and the value of technology as an enabler of de-escalation and mitigation of violence in engagement with citizens. The Center will be a catalyst for bringing together voices-particularly of community members that are most affected by our current systems and structures-to create a vision and action steps for a more just society.  


In addition to being an incubator for longer-term solutions through this new Center, we also have an opportunity to act in the short-term to affect change in our current police structures. We are in the process of revising a proposal that we plan to submit to the Vermont Criminal Justice Training Council to run a police academy. Our proposal is for a police reform initiative that transforms police hiring, training, protocols, and practice. It embeds a social justice curriculum and emphasizes de-escalation training, cultural competency, community outreach, and diversity and inclusion. We aim to ground law enforcement and safety in an academic environment, with a collegial pedagogical style, rather than a paramilitary, discipline-oriented model. And our commuter-based format would make the program accessible for recruiting and hiring a diverse population of students with an emphasis on women and minorities. 


We know that there are many strong opinions on these issues on our campus, here in Burlington, and in Vermont. Over the next months, we will have an opportunity for community discussion. We also want to engage with partners in our Vermont community and beyond to help inform our curriculum and opportunities. In July, we signed on to the City of Burlington's Declaration of Racism as a Public Health Emergency, and we committed to expand our relationships with community organizations to support the advancement of racial justice work within our current structures. 


We recognize the need for change that is not incremental, but transformational and actionable. I am committed to working with our students, faculty, and staff to listen, discuss, and inform these actions. Together, we can reimagine a new vision for community justice and public safety, and the creation of safe, healthy communities for all.


Sincerely,

Benjamin Ola. Akande, Ph.D

Link to this FAQ

Subject: Announcing Updated Sexual Misconduct Policy

Send to: All students, faculty, and staff (CCO and Trad)

Dear Champlain College Community,

I am writing to you on behalf of the College and as Champlain's Title IX Coordinator to announce the publication of the College's updated Sexual Misconduct Policy. Champlain College regularly reviews and revises its Sexual Misconduct Policy in order to sustain best practices, meet the evolving needs of the community, and maintain compliance with federal and state laws and regulations.
On May 6, 2020, the United States Department of Education issued new regulations that govern how colleges and universities address issues of sexual harassment, intimate partner violence, sexual assault, and stalking. These regulations followed a rulemaking process that began in November 2018, which the College had been monitoring closely. You can review a summary of the Major Provisions of the Department of Education's Title IX Final Rule here

Following the release of the May 2020 Title IX regulations, Champlain College, alongside K-12 and higher education institutions across the nation, was required to initiate an immediate, internal review and revision process of our Sexual Misconduct Policy and the Title IX Response Program. The Title IX Coordinator and the College's eight Deputy Coordinators led this months-long review and revision process, in consultation with Vice President Angela Batista. The College's approach was guided by its fundamental commitment to creating a community of mutual respect, free from unlawful discrimination and harassment and to maintaining the high standard of practices previously set forth by our policy. 

As a reminder, this policy applies to all stakeholders including students, faculty, and staff, and I encourage all members of the Champlain College community to read the full, updated Sexual Misconduct Policy. For the purposes of this message, I will highlight below important components that have remained in place as well as notable components that have been changed as required by the new federal regulations.

Key Consistencies
The College continues to prohibit sexual harassment, sexual assault, dating and domestic violence, dating and domestic misconduct, non-consensual sexual contact, sex or gender-based discrimination, gender-based harassment, and sexual exploitation. College employees who do not have legally protected confidentiality are still required to report disclosures of prohibited conduct to the Title IX Coordinator or to a Deputy Coordinator.

Counseling Center counselors and Health Services staff continue to serve as confidential resources. Additionally, the College continues to provide reasonable and appropriate supportive measures - individualized services designed to restore or preserve equal access to the College's educational programs or activities and to protect the safety of all parties - without fee or charge and regardless of whether a formal complaint is filed or a crime is reported. The individual who is reported to have experienced prohibited conduct still has the right to request that no action be taken or that the College initiate a formal investigation and resolution process. In addition, retaliation against a person because they have made a good faith report of prohibited conduct and/or because they have participated in any proceeding is strictly prohibited.

Key Changes
The May 2020 Title IX regulations more narrowly define what constitutes sexual harassment and limit the scope of Title IX coverage to incidents that occur within the United States and conduct that takes place within the College's educational "programs and activities" when that conduct occurs: (1) in a location, at an event, or in a circumstance where the College exercises substantial control over both the respondent and the context in which the conduct occurs; or (2) in any building owned or controlled by a student organization recognized by the College. In order to account for this, the updated Sexual Misconduct Policy clearly identifies separately the categories of Title IX prohibited conduct and non-Title IX prohibited conduct. If the alleged prohibited conduct falls within the purview of Title IX, the investigatory process would culminate in a live hearing that includes questions posed by each party's advisor. Prohibited conduct that falls under the Sexual Misconduct Policy, but outside of the Title IX purview will be investigated and adjudicated through Office of Community Standards or People Center procedures, as appropriate, which do not include live hearings. Importantly, whichever procedures apply, the community can be assured that the College's comprehensive prohibition of prohibited conduct has not changed, and that it remains committed to addressing all prohibited conduct through fair procedures that are designed to address such conduct appropriately.

The updated Sexual Misconduct Policy is effective as of today, August 14, 2020. Any incidents alleged to have taken place on or after August 14, 2020 that fall within the definition of prohibited conduct will be addressed through the new policy and procedures. Any such incidents alleged to have occurred prior to August 14, 2020 will be addressed through the policies and procedures outlined in the Sexual Misconduct Policy published in the 2019-2020 Undergraduate College Catalogue. If you have any specific questions, or if you'd like to make a report, please reach out to me by email (TitleIX@champlain.edu), phone (802-651-5906), or submit a Sexual Misconduct and Title IX Report Form.

Sincerely,

Reese C. Kelly, Ph.D.

Pronouns: He/Him/His | Pronounced: rees KEH-lee

Assistant Vice President of Student Affairs, Equity and InclusionTitle IX and Bias Response Coordinator

Link to this FAQ

TO: All Students and Champlain Community
FROM: Student Government Association     
SUBJECT: SGA Statement of Solidarity - June 2020


Dear Student Body and Champlain Community,

The Student Government Association stands in solidarity with the protesters in Minneapolis and across the country, including those here in Burlington who are standing up against police brutality after the murder of George Floyd on May 25th. Every act of police brutality, and every murder by police officers, bears witness to the corrupt systems of racism and anti-Blackness entrenched within our society and our communities.

We also cannot ignore the racism that plagues our own campus. In February 2018, we saw students organize a walkout for Black History Month, to demand our College Administration hold themselves and our community accountable for acts of racism. In February 2019, students again organized a sit-in at the Faculty Senate to demand that faculty integrate policies against hate speech in the classroom. Time after time, Black students and other students of color have demanded better from our campus and the response has been pitiful.

We, as the Student Government Association, call upon the Administration to stand in solidarity with the Black Lives Matter movement, and all of the protesters by adopting major policy reforms to protect Black students on this campus. To begin, we call upon the Administration to denounce and remove any ties with the Burlington Police Department, just as the University of Minnesota has done with the Minneapolis Police Department, in order to protect Black students and students of color. The murder of George Floyd by an MPD officer is not an isolated incident, ALL police departments are responsible for upholding white supremacy. BPD has been known by the disparity of their excessive use-of-force against Black residents in comparison to white residents. With a history of racist policing, our college does not require their services if it risks students' safety instead of protecting them.

The Student Government Association also calls upon the entire Champlain community to put words into action by signing petitions to demand justice for Floyd's murder and the murders of countless other Black folx we've seen recently, committing to anti-racist self-education, and donating to community bail funds and Black-led organizations in local communities. We pledge to raise funds for the Black Lives Matter of Greater Burlington chapter in solidarity with their current and ongoing efforts.

The liberation of all of us is dependent on Black Liberation.

In Solidarity,

John James Anderson, President
Satinder Pabla, Vice President
Gail Lewis, Director of Operations
Maggie Maloney, Director of Clubs
Jonathan Matson, Director of Communications
Jayy Covert, Director of Diversity and Engagement
Kyle Vigneau, Director of Finance
Silas Fransen, Deputy Director of Communications

Link to this FAQ

TO: All Students
FROM: Angela E. Batista, Reese C. Kelly and Susan Waryck    
SUBJECT: Addressing Racist Violence and Community Resources - June 2020


Dear Champlain Students,

As we are continuing to work to craft a successful student experience this fall in a world deeply impacted by the COVID-19 pandemic, the Division of Student Affairs, Diversity and Inclusion (SADI) is acutely aware of the additional national crisis that is threatening the lives and well-being of many in our communities—racism, bigotry, and racist violence.

George Floyd. Breonna Taylor. Tony McDade. Ahmaud Arbery. David McAtee. We mourn the loss of these individuals and the many others who have been killed as a result of anti-black attitudes and racist systems that both perpetrate and perpetuate racist violence. We want you to know that we unequivocally condemn white supremacy, anti-black attitudes, and racism in all forms. We stand in solidarity with those advocating for racial justice and a world free from violence and discrimination. 

We are particularly thinking about our Black students who have been personally affected by these senseless deaths. We recognize each of you may have different needs and concerns regarding recent events. In the upcoming weeks, members of our Student Affairs, Diversity and Inclusion (SADI) teams will be reaching out to impacted students and we will work with students, faculty, and staff to coordinate resources and opportunities for reflection and community, wherever helpful.

In the meantime, please check your email for a message titled, "A time to lead from where you are," from Incoming President Benjamin Ola Akande (also posted below). While we may be physically distant during this time, but you are not alone. Please seek support and encourage those who are impacted to reach out if they wish to speak to someone. 

On-campus students can contact the Counseling Center to make an appointment or access the On-Call Counselor that is available 24 hours a day by calling (802) 865-5745. You can also reach out to staff in the Office of Diversity and Inclusion by emailing diversity@champlain.edu.

Champlain Online students can access wellness resources available through their employer EAP programs or through the 211 service (http://211.org/). You can also reach out to your Advisor or instructor, especially if you feel your academic progress in class is being impacted. 

If you or someone you care about needs support, please consider the following national resources:

In Solidarity, 

Angela E. Batista, Ed.D.
Vice President of Student Affairs and Institutional Diversity & Inclusion

Reese C. Kelly, Ph.D.
Assistant Vice President of Student Affairs, Equity & Inclusion

Susan Waryck, Ed.D. 
Dean of Students

Link to this FAQ

TO: All Students, Faculty, and Staff on Burlington Campus
FROM: Benjamin Ola. Akande  
SUBJECT: A Time to Lead from Where You Are - June 2020


Dear Champlain Students, Faculty, and Staff,

Over the weekend, a Facebook friend posted this moving quote:  

"Every one of you out there watch your children breathe, watch the natural rise and fall of their breath, watch your sons and husbands asleep on a sofa, watch the rhythmic movements of their chests and cherish it. And as you do, remember that not all black mothers have that opportunity anymore."

Together, we are outraged and mourn George Floyd. We acknowledge and share the pain that so many feel. We are inspired that so many of our fellow citizens are willing to take to the streets in protest, demanding that we do what is necessary so that this does not ever happen again. We hear their cries for help.

Having lived through the Ferguson riots in St. Louis six years ago, I know that protests like this are also driven by built-up frustrations, frustrations that can easily boil over into civil unrest. When peaceful protests turn into rioting and looting, everyone is hurt, and the message of change is distorted. Again, there is no value to the destruction of property. This is unacceptable.

Those frustrations may have started with the senseless killing of George Floyd, but I suspect they may have as much to do with the challenges brought on by the current pandemic. Frustration over what to believe, when to reopen, and what lies ahead.

At times like this, I am reminded of that memorable spiritual from the Civil Rights movement of the 1960s, "We shall overcome." We will get through this, hopefully, more engaged, more motivated, more determined to expect better.

I know that many in our Champlain College family and the Burlington community are hurting. To all of you, I offer my sincere hope that tomorrow will be better, that we will find a path forward. Please know that we at Champlain College are available to assist you in every way.

The challenges we face at this moment may seem overwhelming, but experience tells us we shall overcome them. It will take time, cooperation, common sense, and consideration for one another. Let's come together in a spirit of kindness and fellowship. This is the time to reflect and to lead from where you are to do all that is possible to ensure that this senseless act does not repeat itself, ever, in our respective communities. I recall in one of the last installments of Star Wars, the wife of Yoda's father put in perspective the challenges that America must confront: "We need to do and to stop trying." America, it's time to stop trying and to focus our collective efforts on what it takes to stop this senseless killing of people of color.

Sincerely,

Benjamin Ola. Akande, Ph.D.
Incoming President

Link to this FAQ

TO: All Students, Faculty, and Staff on Burlington Campus
FROM: Reese C. Kelly  
SUBJECT: Bias Impact and Response - January 2020


Dear Champlain College Burlington campus Community,

On behalf of the College and as the Coordinator of the Bias Response Team, I am writing to share that earlier this week and again today, in locations across the Burlington campus, the Republican Club's National Freedom Day event announcement was defaced on twenty-four Stall Street Journals, predominantly those located in men's restrooms in CCM, IDX, and the Ireland basement. The name of the club was defaced and the words "National" and "Freedom" were crossed out on several posters and replaced with vulgar references to genitalia and bodily excretions. The vandalized posters have been taken down and we are investigating the matter. 

This vandalism negatively affects and damages our community by shutting down the opportunity for meaningful exchange and for the perpetrators to face the impact of their behaviors on others. These targeted acts of vandalism are a violation of college policy and antithetical to Champlain's values of inclusivity and respect for one another. 

When we as a Champlain community are living our values, we are communicating across difference in exchanges that are authentic, open, and mutual.

If you want to be a part of creating a culture of respect, inclusivity, and accountability, I invite you to participate in the upcoming dialogues on Gender and Race, facilitated by the Center for Mediation and Dialogue team. Whether these topics resonate with you or not, this is an opportunity to experience and practice meaningful exchanges with peers that you may not otherwise be in conversation with. The first session on gender and trans and nonbinary identities is next Wednesday, February 12th from 6:00-9:00pm in the Morgan Room (note room change from Champlain Room). For more information, see "Community Message: Upcoming Facilitated Dialogues on Gender and Race" posted on Champlain's Diversity Communications & Updates page.

If you know who may be involved in these incidents, please contact Campus Public Safety at 802.865.6465, 24 hours a day. If you or someone you know in the community needs additional support or resources, please contact one of the resources below, fill out a Student of Concern Report Form, or contact the Champlain Employee Assistance Program:

  • Campus Public Safety: Durick Hall, 802.865.6465
  • Counseling Center: Skiff Hall, Room 100. You can make an appointment or drop in. You can also contact the on-call counselor 24 hours a day, seven days a week by calling 802.865.5745 or by calling Campus Public Safety at 802.865.6465.
  • Dean of Students: Skiff Hall, Room 120
  • Office of Diversity and Inclusion (ODI): IDX Student Center, Suite 303
  • Women's and Gender Center (WGC): Skiff Annex, Room 102

Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-leeAssistant
Vice President of Diversity, Community and Inclusion
Title IX and Bias Response Coordinator

Link to this FAQ

TO: All Students, Faculty, and Staff on Burlington Campus
FROM: Laurie Quinn 
SUBJECT: Community Update: Diversity, Equity and Inclusion - January 2020


Dear Champlain Students, Faculty and Staff,

As the spring semester begins, I want to extend a warm welcome back to each of you and my best wishes for the new year. I write today to let you know that we have posted a new and extensive update regarding Champlain's Diversity, Equity and Inclusion efforts on the College's Diversity and Inclusion Communications Page (update section, bottom of this page). This web resource includes updated definitions of terms, overviews of specific areas of focus, and contact persons for those areas, among other informative and useful content.

I invite all members of the Champlain community to review the page to learn more about the work we have been doing as part of the College's continued efforts to create an ever more inclusive community, not only responsive to issues, but proactive in furthering our common goals.

Our commitment to creating opportunities for community dialogue early in the current semester follows through on the community discussions held on important issues in the fall semester. Julian Portilla, Associate Professor and Director of the Center of Mediation and Dialogue, will be following up soon with more information about next steps on these community dialogue opportunities on our Burlington campus.

We are excited about next week's annual Martin Luther King Jr. celebration, a week-long opportunity for the campus community to come together to learn, perform service and uplift the legacy of Dr. Martin Luther King, Jr. The event week will run from Monday, January 20, 2020 through Friday, January 24, 2020 and will feature keynote speaker Kiah Morris as she engages attendees Monday, January 20th in the Champlain Room at 3:30 in her discussion False Advocacy in Academia: Unpacking Performative Anti-Racism and Lethargic Diversity, Equity and Inclusion in Higher Education. The keynote presentation will be live streamed beginning at 3:30pm.  Please visit the MLK website on Monday, January 20th to access the streaming link.

I look forward to seeing you at upcoming events and welcome continued conversation with you as we work together to advance diversity, equity and inclusion at Champlain.

Laurie 

Laurie Quinn, Ph.D.
Interim President
Champlain College

Link to this FAQ

TO: All Students, Faculty, and Staff on Burlington Campus
FROM: Nadia A. Mitchell
SUBJECT: Community Message: 2020 MLK Week of Learning and Engagement


Dear Champlain College Community,

I am excited to welcome you all back to a new semester.  I hope that you had a wonderful winter break. I write to you today on behalf of the 2020 MLK Planning Committee to share more details regarding our upcoming annual Dr. Martin Luther King Jr. Week events.  This year's week of learning and engagement will focus on advancing our theme: Advocacy and Activism: Advancing Social Justice Together and kicks off on Monday, January 20.  A few highlights of the week are as follows: 

MONDAY

9am-3pm - Let Us Teach
This year's week of learning will kick off in the Morgan Room with Let us Teach - an opportunity for learning and reflection.  Dr. King was unflinching in telling truths, and we will continue these conversations today and every day moving forward until we are all free. Visit the MLK 2020 Website for the list of sessions. 

11:30am-12:15pm - Group Reading of Dr. Martin Luther King's I Have a Dream speech.
Drop into the Champlain Room to attend a student and faculty group reading of Dr. King's I Have a Dream speech.  

3:30-5pm - Keynote Address
Join us from 3:30 - 5pm in the Champlain Room for a deeply courageous conversation with our Keynote speaker Kiah Morris as she engages attendees in her discussion False Advocacy in Academia: Unpacking Performative Anti-Racism and Lethargic Diversity, Equity and Inclusion in Higher Education. The keynote presentation will be live streamed beginning at 3:30pm.  Please visit the MLK 2020 website on Monday, January 20th, to access the streaming link.

WEDNESDAY

11:30am-1:30pm - Let us Discuss
Drop into this event held in the Fireside Lounge and engage in nonviolent communication focusing on current topics of concern to our students.   This event is led by our Champlain College Social Impact Scholars.

FRIDAY

Let us Serve
Be an advocate for those in our community and join us as we engage in a day of service.  There are multiple great opportunities for you to serve our greater community through community service.  Click here to see all the great options and sign up before space fills up.

WEEK LONG

Feedback on New Diversity Statement
This year, the Diversity Council was charged with updating Champlain College's Diversity Statement, which was written and adopted in 2009. The Council researched statements from various organizations, reviewed data from the Champlain 2025 strategic planning process, and crafted a new statement to reflect the needs, values, and aspirations of Champlain's community today. The Diversity Council is seeking feedback from students, faculty, and staff on the newly drafted "Affirmation of Diversity, Equity, and Inclusion." Share your thoughts on the new statement HERE or in various locations throughout the week. 

Let us Engage
Participate in a variety of activities throughout the week including a Dream Station and movie nights showing Selma in the Fireside Lounge and Harriet in the Champlain Room.  Also, stop into Wick 102 on Thursday from 2-3:30 PM and join the ODI Diversity Ambassador led Mobilize Your Mind event highlighting different types of activism.  Visit the MLK 2020 website for more details. There are also various local events being held in the area to commemorate MLK day:

  • Information about programs being held by the City of Burlington can be accessed on their website.
  • Click here to learn more about St. Michael's College's MLK Week events.

For more information about Champlain events, please contact me via email at nmitchell@champlain.edu.  To request accommodations, please email accessibility@champlain.edu by Thursday, January 16, 2020.

Sincerely, 

Nadia A. Mitchell (she/her/hers)
Equity Initiatives Director and MLK Week of Learning and Engagement Coordinator
MLK 2020 website

Link to this FAQ

TO: All Students
FROM: Reese C. Kelly 
SUBJECT: Community Announcement: NameCoach Launch


Dear Champlain Students,

I am writing to share the news that beginning with the Spring 2020 semester, Champlain College will be utilizing NameCoach -- a tool that allows students and faculty to record and share the pronunciation of their names along with their affirming pronouns. Students wishing to use this tool will need to complete the instructions below by the first day of classes.

By enabling students and faculty to easily and more accurately learn one another's names and pronouns, NameCoach helps us foster a community where everyone can feel seen, respected, and affirmed in the classroom.

As soon as possible, please record the pronunciation of your name and select your pronouns in the system. It takes less than a minute to complete, and you only need to record your name once. After the semester begins, we encourage you to use this tool to learn the names and pronouns of your classmates and instructors. 

Please be aware that this information will only visible to faculty and students in your courses and not to staff. Faculty and classmates will not be notified of any changes made in NameCoach once the semester begins, so you must do this before the first day of classes. You will also need to alert your instructors if you update your settings mid-semester. If you have any technical issues using NameCoach, please consult this resource or contact NameCoach support for assistance.

As a reminder, if you prefer your instructors and peers to call you by a name other than your first name currently displayed in Canvas, please submit a Canvas Display Name Request Form.  Example cases are students who solely or primarily go by a nickname or a middle name. This nickname will only be reflected in Canvas in parentheses between your first and last name: Gertrude (Trudy) Smith. This form will not change your name in other campus-wide systems.  

Additionally, Champlain College recognizes that transgender, non-binary, and/or gender nonconforming students may not use the name that they were assigned at birth, as it does not reflect their identity. To request a change to your email address, academic class listing, and ID card,  please complete the Chosen Name Request Form. Once submitted, you will be contacted by me, Reese Kelly, to set up a meeting to review what changes, what doesn't, and ways to manage the discrepancies. It usually takes about 3-5 business days for the changes to be made in our internal systems and this process is initiated after the advising meeting. To inquire about the Chosen Name Process, please contact me at rkelly@champlain.edu.

Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion
Title IX and Bias Response Coordinator
rkelly@champlain.edu | 802-651-5906
313 IDX Student Life CenterChamplain College

Link to this FAQ

TO: All Students, Faculty, and Staff on Burlington Campus
FROM: Nadia A. Mitchell
SUBJECT: Community Message: 2020 MLK Speaker & Programming


Dear Champlain Burlington campus Community,

I write to you today on behalf of the 2020 MLK Planning Committee to invite you to save the date for Champlain College's annual Dr. Martin Luther King Jr. Week of Learning and Engagement to be held January 20-24, 2020. As we honor the legacy of Dr. King, and strive to connect his legacy to our greater work as a campus community, we are pleased to announce that the theme for this year is Advocacy and Activism: Advancing Social Justice Together.

This year's week of learning will kick off on Monday with Let us Teach—an opportunity for learning and reflection during the day, and a keynote presentation at 3:30pm in the Champlain Room. It is our pleasure to announce Kiah Morris (pronounced "Ky-yah") as our keynote speaker for this year's event.

Kiah Morris is most recognized for her political career and as a past member of the Vermont Legislature, where she served in the general assembly as a State Representative from 2014-2016 and 2016-2018. She is the first African-American and person of color elected from Bennington County and the second African-American woman to be elected to the legislature in Vermont history. Her story of success, and then premature resignation from her post, as the only Black female lawmaker in Vermont last year made national headlines when over four dozen media outlets including CNN, The Huffington Post, New York Times and the Washington Post, chronicled her story of years of racial harassment. In addition to her distinctive political career, Kiah has an accomplished artistic career as an actress of stage, film and television, spoken word performance, as a singer, dancer and arts manager. Her work as a diversity, equity and inclusion consultant focuses on the amplification of the voice of the oppressed, issues of human rights and social justice. She is the co-owner of TESA Collective Cooperative, Director of the Vermont Coalition for Ethnic and Social Equity in Schools, and Sisters on the Planet Ambassador for Oxfam America.

As part of the scheduled events, Kiah will spend additional time connecting with various community members and will advance our event theme through her presentation. The week of events will also include robust and engaging student programming, including a Let us Discuss event highlighting non-violent communication led by our Champlain College Social Impact Scholars. The week will wrap on Friday with Let us Serve—a day of service centering activism and advocacy in our local community.

I would like to take this opportunity to thank our vibrant 2020 MLK week planning committee who have been working alongside me to develop a great week of learning and service. They are Ashley Michelle Fowler, Christina Erickson, Eric Ronis, Howie LeBlanco, Jared Cadrette, Jayy Covert, Jessa Karki, Meghan Haley, Monica Fung, Nick Faulk, Reese Kelly, Sandy Yusen, and Sérgio Tenreiro de Magalhães.

This year's College celebration is sponsored by the Office of the President and the Office of the Vice President of Student Affairs and Institutional Diversity and Inclusion.

To learn more about this and other MLK celebration events, visit champlain.edu/mlk2020. The website will continue to be updated until the week of the events. Please visit the website in January for event live streaming information. The keynote will be live streamed.

A formal calendar invitation will be sent to students, faculty and staff with more details about the event after the holiday break. For more information about this event please contact me via email at nmitchell@champlain.edu. To request accommodations for this event, please email accessibility@champlain.edu.

Sincerely,

Nadia A. Mitchell (she/her/hers)
Equity Initiatives Director and MLK Week of Learning and Engagement Coordinator

Link to this FAQ

TO: All Students, Faculty, and Staff on Burlington Campus
FROM: Julian Portilla
SUBJECT: Community Message: Next Steps for Facilitated Dialogues


Dear Champlain Burlington campus Community,

This fall, our community was impacted by messaging about trans and non-binary people. For more background, please see the community messages from 10/31/19, 11/01/19, and 11/20/19 posted on Champlain's Diversity Communications & Updates page. Most recently, on November 5th, over one hundred students, faculty, staff, and administrators attended a listening session during which students were able to express their concerns about the messaging and to share their perspectives on the campus climate more broadly. During this community dialogue, students spoke out decidedly in favor of opening a space for genuine dialogue about the topic of gender and inclusivity.

I am writing with an update about next steps in furthering this important dialogue and to share our plan for offering a facilitated series of small group engagement opportunities with those directly involved and interested others in our campus community. Following the November gathering, I engaged in discussion with Reese Kelly and senior administrators. We agreed that as a next step, I would work with students from the Center for Mediation and Dialogue to engage individual members of our community directly to gather input that would help us develop a plan starting shortly following semester break.  

Since November 5th, students and faculty from the Center for Mediation and Dialogue, in conjunction with the Division of Student Affairs, Diversity and Inclusion (SADI), the President's Office and others, have been working in partnership to develop a model for such an on-going dialogue. We believe that we can find meaningful and constructive ways to exchange views on gender, trans and non-binary identities, and while in a community in which people hold different views and values around issues that are profoundly important to them.

During the weeks before the Thanksgiving holiday break, we conducted in-depth interviews with eighteen students, representing different perspectives on gender, in order to assess their interest in participating in facilitated conversations, under what circumstances, and when. Everyone we spoke to said they would be willing to participate in ongoing dialogue. 

To that end, early in the spring semester, our team of students with the Center for Mediation and Dialogue will invite students on the Burlington campus to participate in a structured, facilitated dialogue on gender and trans and non-binary identities in small groups. More information about the setup and participant agreements will be detailed in a forthcoming invitation after the holiday break. 

We look forward to piloting this dialogue method in the Spring. If you are interested in learning more or in participating in the design or implementation of the dialogue, or subsequent programs designed for faculty and staff in addition to students, please email me at jportilla@champlain.edu.

Sincerely, 

Julian Portilla
Associate Professor and Director of the Center for Mediation and Dialogue

Link to this FAQ

TO: All Students, Faculty, and Staff on Burlington Campus
FROM: Reese C. Kelly
SUBJECT: Community Message: Follow-up to Community Dialogue and Listening Session


Dear Champlain Burlington campus Community,

On Tuesday, November 5th, many students, faculty, staff and administrators participated in a Community Dialog and Listening Session in the Champlain Room on campus. Interim President Laurie Quinn opened the session with reflections and acknowledgements and the open mic conversation that followed was facilitated by Associate Professor and Director of the Center for Mediation and Dialogue, Julian Portilla. This gathering was an opportunity for community members to share their thoughts and experiences, to reflect together on how we continue to work as a community on issues of bias and inclusion, and to identify key takeaways for follow up. 

As recognized at the event, an "open-mic" setup offers a chance to participate and be heard within the community listening and dialogue session, and we thank the many students who courageously shared their thoughts and feelings and who engaged in dialogue with one another, where possible. Making space together to acknowledge the hurt, pain, and fear that some members of our community have experienced and continue to experience was important. There were over one hundred students, faculty, staff and administrators in attendance throughout the session, with nearly everyone staying engaged for almost three hours as speakers offered perspectives. 

Following the listening session on November 5, 2019, Laurie Quinn, Angela Batista, Reese Kelly, Susan Waryck, Catherine Morgan, Nadia Mitchell and Julian Portilla met to discuss the need for continuing this work with the goal of restoring a sense of community in the wake of harm and hurt. To continue efforts towards that restoration, Julian Portilla and the Center for Mediation and Dialogue has agreed to coordinate the next engagement, which will be a facilitated series of smaller group dialogues with those directly involved and others in the community. To that end, Julian is currently working with students in his class to connect to those directly involved in order to gather input on how best to proceed with next steps. Their goal is to develop a dialogue design, in conjunction with student leaders across campus, that facilitates safe and productive ways of engaging this and other diversity, equity, and inclusion topics. We anticipate that with this input, we will be ready to communicate next steps once students return from the Thanksgiving holiday break.

Next steps for action beyond these dialogues include but are not limited to review of the Freedom of Expression Statement, the Diversity Statement, and tabling policies and procedures, as well as opportunities for further education during the spring semester.
We wish everyone a safe and enjoyable break and please reach out to me directly, by emailing rkelly@champlain.edu, if you have specific questions.

Sincerely, 

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion
Title IX and Bias Response Coordinator

Link to this FAQ

TO: All Burlington students, Faculty and Staff
FROM: Angela Batista
SUBJECT: Invitation - Community Dialogue and Listening Session


I am writing to follow up to messaging about recent and ongoing events which have impacted our community (Please see Reese Kelly's "Bias Impact and Response" email, 10/31/19). Thank you to the students, faculty and staff that have reached out through various avenues to express concern and solidarity for community members and to provide feedback.

We live in complicated times and it is now more important than ever that we continue to engage with each other and to talk about issues that we care about, that are essential to our collective experience and that shape our sense of well-being and inclusion as a campus. Additionally, our policies against bias, discrimination, and harrassment continue to apply to all interactions.

With that in mind, we are inviting students, faculty and staff on our Burlington campus to a facilitated dialogue on Tuesday, November 5th, 4:00-5:30pm, in the Champlain Room. This will be an opportunity for community members to share their thoughts and to reflect together on how we continue to work as a community on these issues.

I do want to recognize that while many members of our community may wish to attend, they will need to weigh their own self-care to participate in such an event, given that it is designed as open to all voices. We support your making choices that best align with your individual needs during a challenging time. As a reminder, resources are available to any community member as outlined in the earlier message from Student Affairs, Diversity and Inclusion. Please know that we will continue to identify opportunities for continuing these important conversations if you choose or are not able to participate this time.

We remain committed to a diverse, equitable, and inclusive Champlain Community.

Sincerely,
Angela

Dr. Angela E. Batista (She/Her/Hers)
Vice President of Student Affairs and Institutional Diversity and Inclusion

Link to this FAQ

TO: All Students, Faculty, and Staff
FROM: Reese C. Kelly
SUBJECT: Community Message: Bias Impact and Response - 10.31.19


On behalf of the College and as the Bias Response Coordinator, I am writing to share that we have received multiple reports from students, faculty, staff, and alumni expressing concern about recent events organized and led by the Republican Club, a Student Government Association recognized organization. 

On Friday, October 4th, the club held the first event in a series called "Change My Mind," modeled after the debate-based format for sparking dialogue where a person or group poses a sentiment they agree with and invites participants to change their mind. After this event, the Bias Response Team received and responded directly to a small number of email communications from individuals who expressed concern about the event. Our communication with those individuals included language you will see in this message about our philosophy as a College.

Since yesterday, Wednesday, October 30, 2019, we have received more than 20 reports about the club's tabling in the IDX Student Center that included a poster with the text: "There are only 2 genders. Change my mind." In particular, the reports expressed concern for the impact that this statement has on the well-being of trans and non-binary members of our community, a statement that attempts to negate the very existence of gender diversity. The Bias Response Team met throughout the afternoon and this morning and we will continue to follow our process for addressing the impact of this on community members through outreach, education, and restorative practices, wherever possible.

Champlain College unequivocally acknowledges and celebrates the existence of the vast gender diversity in the world and in our community. The College does not agree with the views expressed on the poster. We acknowledge that words can further demean, invalidate, and dehumanize people who are already marginalized, and that certain ideologies foster discrimination and violence. We understand, in the historical and contemporary context, that a two-gender framework is a root cause of violence against trans and non-binary people and is used to deny trans and non-binary people access to services, employment, housing, and medically necessary healthcare. 

We also recognize the Republican Club's right to express their views through tabling and by hosting events. Expressing one's perspective and ideology is not a violation of Champlain's Standards of Conduct. However, we also ask that all members of our community exercise their freedom of expression responsibly to avoid causing harm to others. While freedom of expression allows for hurtful speech, we are collectively responsible for using our voices in response when members of our community tell us that they feel hurt and unsafe.

We invite you into conversation with each other about ways our communities can be a source of support, respite, and resilience. We invite you to consider whether and how you show up at these events. Does showing up offer you an opportunity to share your perspective and hear others out? Would showing up feel painful or be triggering? Which choice fosters your self-care, community-care, and/or allyship? Which choice meets you at your growing edge? 

INSTITUTIONAL PHILOSOPHY

In an effort to be helpful, I want to take this opportunity to share with the community, the College's philosophy in responding to these issues as we strive to keep the balance between our commitment and support for Freedom of Expression while also holding our community accountable to our central values of diversity and inclusivity. 

The College expects all members of our community to follow our policies and encourages them to engage with others in a civil manner that demonstrates concern and care for how our words and actions impact others' sense of belonging and overall safety. This sentiment is a central part of our institutional commitment to become a more inclusive community. 

As administrators and campus leaders, we are also committed to being present and monitoring these events in order to both support those impacted and to be best positioned to hold members of our community accountable when there are potential violations of College policy. As members of the Champlain community, members of the administration and of the Division of Student Affairs, Diversity and Inclusion, may be present at events with the goal of encouraging civil and respectful dialogue, as well as monitoring, and intervening, if necessary.  

RESOURCES AND SUPPORT

In addition to reaching out to all students, faculty, and staff who have submitted reports, we will continue to work with community members on ways to bring us together around these issues. We will also follow-up with the Republican Club as they continue to plan future events. 

If you or someone you know in the community needs additional support or resources, please contact one of the resources below, fill out a Student of Concern Report Form or contact the Champlain Employee Assistance Program.  

We recognize that there are various ways people are impacted by these incidents. If you shouldneed them, please avail yourself of the following College resources:

  • Campus Public Safety: Durick Hall
  • Counseling Center: Skiff Hall, Room 100. You can make an appointment or drop in.
  • Dean of Students: Skiff Hall, Room 120
  • Office of Diversity and Inclusion (ODI): IDX Student Center, Suite 303
  • Women's and Gender Center (WGC): Skiff Annex, Room 102


Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion​​
Title IX and Bias Response Coordinator

Link to this FAQ

TO: All Students, Faculty, and Staff
FROM: Reese C. Kelly
SUBJECT: Community Message: Bias Impact and Response - 10.22.19


Dear Champlain College Community,

This message is to acknowledge important issues of responsibility, power, and language on our campus. Acting Provost Catherine Morgan, and I, as the Coordinator of the Bias Response Team, are writing to share that on the morning of Wednesday, October 22, we received reports that a faculty member used the n-word in class when giving an example of something a person might say. We understand that the faculty member involved followed up with their students after the incident and acknowledged the significance and impact of using this word. Given that there have been prior reports of similar incidents, our message today is sent broadly and intended to build our collective awareness of the impact of the n-word on our community. 

We ask you to consider that the n-word itself is inextricably linked to its historical and contemporary usage -- by white and other non-Black people -- as a slur, as a denigration of Black people, and as something that invokes and at times accompanies physical violence. It is also a word reclaimed by some Black people, to express Black pride and resistance against white supremacy. Given the historical and ongoing impact of the word, the identity of the person using it does matter.  

The use of the n-word can reawaken Black people's experiences of individual and collective trauma. Therefore, the n-word being used in the classroom without considering the harm caused to students during the process of their education is a problem in a community that dedicates itself as we do to inclusivity and ongoing learning. When students experience this kind of trauma and harm in a classroom, this can damage individual and group engagement and learning. 

We each are responsible for learning and growing in order to create an inclusive environment. We need to do better. Academic Affairs and the Academic Divisions are committed to continuing to address these and other issues of climate in the classroom.  Forthcoming diversity updates and academic affairs updates to the community will provide details on this active work in progress.  

In the spirit of accountability and continued learning, Academic Affairs and the Division of Student Affairs, Diversity and Inclusion (SADI) want to also take this opportunity to engage in consciousness-raising and learning through reading the book Post-Traumatic Slave Syndrome by Dr. Joy DeGruy. We invite members of our community to join us in reading this book and we will offer free copies of the book to the first fifty students and fifty employees who ask. If you wish to claim a book, please email BiasResponse@champlain.edu and we will be in touch soon. In the upcoming weeks, we will work with members of our community to create inclusive and affinity-based opportunities for healing, learning and shared dialogue. 

Champlain is a caring and supportive community and we pledge to continue to respond to issues of concern while also creating new learning opportunities. We ask all students, faculty and staff to be part of the learning and growing. 
Please continue to utilize the Bias Reporting Form or email BiasResponse@champlain.edu.  

Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion
Bias Response and Title IX Coordinator

And

Catherine L. Morgan, Ph.D.
Acting Provost

Link to this FAQ

TO: All Students, Faculty, and Staff
FROM: Reese C. Kelly
SUBJECT: Community Message: Warning of Potential Bias Action


Dear Burlington Campus Community,

We are sharing the following information proactively in the hopes of reducing any confusion and concerns, should our community be impacted.

It has come to the attention of the College that members of a white nationalist hate group, Patriot Front, may be planning to post flyers on college campuses throughout New England this weekend. Over the past two years, this particular group, and others, have posted white supremacist propaganda in colleges and universities and other locations in Williston, Richmond, and Burlington, VT, including at the Pride Center and the Ohavi Zedek Synagogue.  

If you see anyone posting this propaganda on campus, call Campus Public Safety immediately at 802.865.6465. Public Safety will document the situation and share the information with the Bias Response Team. You can also choose to document the incident and submit a bias incident report form online.

Individuals who wish to submit a bias incident report can do so by going to https://tinyurl.com/ccbiasreport and should include the location, description, and any photos, videos or documents.

As a reminder, all reports received will be reviewed by the Bias Response Team and we will follow up to investigate the incidents and work to provide support to those personally impacted and to all members of the community as appropriate. 

We encourage anyone who needs immediate assistance to contact Campus Public Safety by calling 802.865.6465.

As we pursue our ideal of an inclusive community, I encourage us to stand together against hateful speech.

Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion

Link to this FAQ

TO: All Students, Faculty and Staff
FROM: Reese C. Kelly
SUBJECT: Community Message: Vandalism of Republican Club Posters


Dear Champlain College Community,

On behalf of the College and as the Coordinator of the Bias Response Team, I am writing to share that during the past week, we received three reports that posters advertising meetings of the Champlain College Republican Club were found torn or marked with derogatory graffiti in locations across the Burlington campus. The vandalized posters have been taken down and we are investigating the matter.

Respect for diversity and a passion for fostering an inclusive environment and dialogues are central values to Champlain College. As part of our commitment to inclusion, we encourage community members to freely express their ideas, to debate and disagree, and to consider the perspectives of others. We believe that engagement, particularly across points of difference, advances our individual and collective growth. 

Vandalizing meeting announcements from one of our student clubs is an act of intimidation and silencing. It sends the message of exclusion - that only students with particular political beliefs are welcomed and supported by the Champlain community - and that's not who we are. We recognize and value that we have people with diverse points of view and beliefs within our college community and remain committed to working with students, faculty, and staff to create opportunities for dialogue and learning across differences in identities, values, and beliefs.

If you are aware of who may be involved in these incidents, please contact Campus Public Safety at 802.865.6465, 24 hours a day. If you find yourself witness to these acts, we encourage you to be an active bystander. Let your peers know that you want to live and learn in a community that welcomes diversity of political beliefs, identities, experiences, and backgrounds. 

Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion

Link to this FAQ

TO: All Students, Faculty, and Staff
FROM: Reese C. Kelly
SUBJECT: Community Announcement: Interfaith Room Launch


Dear Champlain College Community,

I am writing to share the news that next week Champlain College will open a formal Interfaith Room on the Burlington campus - Room 220 in the Miller Information Commons (MIC) Library. Champlain College values religious and spiritual diversity and we have been working to identify a centrally-located space to accommodate the religious and spiritual practices of students, staff, and faculty in our community. This was one of the issues of importance raised by students of color during their walkout last year.

The Interfaith Room provides a private, quiet environment for those who wish to participate in worship and reflection while on campus. Open during regular Library hours, MIC 220 can be accessed through the main stairwell, elevator, or the side stairwell.

The Interfaith Room will open with modest furnishings including a bench, shoe rack, and floor pillows. We aim to add additional resources over time that meet the needs of our community, so please let us know if you have any suggestions that should be considered. 

Students, faculty and staff are invited to a soft opening on Monday, March 4th at noon. Stop by, take a look at the space and say hello. While this room is located in the Library, the Office of Diversity and Inclusion will maintain oversight of the space. We invite community members to share feedback, ideas, and requests by emailing diversity@champlain.edu

Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion

Link to this FAQ

TO: All Students, Faculty, and Staff
FROM: Reese C. Kelly
SUBJECT: Community Message: Bias Impact and Response - 02.11.19


Dear Champlain College Community,

On behalf of the College and as the Coordinator of the Bias Response Team, I am writing to share that Monday evening we became aware that some students were concerned about imagery on flyers advertising a student-led film screening and discussion at 194 St. Paul St. and on the 194 St. Paul St. Facebook page. The flyer for Selma, a feature film centered on the 1965 Selma to Montgomery voting rights marches, contained a black and white image of a cotton boll. 

Champlain College is committed to creating a safe and inclusive environment for all members of our community and in response to the concerns, staff in the Division of Student Affairs, Diversity and Inclusion responded and began to follow up and connect with students involved Monday evening. The Bias Response Team met throughout the day on Tuesday and also confirmed that a different flyer, designed to look like the event invitation but with the words "1965: Voting Rights" and "We Weren't Picking Cotton" had been posted in various location on campus. All flyers were taken down, and the film showing was cancelled to make space for community members to process their experiences. 

The Office of Diversity and Inclusion (ODI) and Residential Life are continuing to reach out to students who we know were impacted and will continue in partnership to determine further needs within the residential community. 

Residential Life staff will be organizing restorative spaces for residents and working with partners to engage on training opportunities focused on cultural awareness and inclusivity for student and professional staff. This week, the Office of Diversity and Inclusion will hold drop-in hours from 3:00pm-4:30pm on Wednesday and from 11:00am-1:00pm on Thursday for students looking for resources or support. We encourage those who are impacted to seek support and to reach out if they wish to speak to someone. Students can also access the On-Call Counselor at 802.865.5745 or Campus Public Safety at 802.865.6465. Both are available 24 hours a day. 

We acknowledge that this incident occurred during Black History Month, a time when all are encouraged to learn about and celebrate the legacy of people and events in the history of the African diaspora. The history of chattel slavery in the United States, particularly of Africans and African Americans during the 18th and 19th centuries, is gruesome, appalling, and more work is needed for us to understand its legacy. It is also critical that we acknowledge that people of African descent have contributed more than forced, free labor to U.S. history - such as literature, art, film, technology, and innovations that have helped shape the world. When community members are reduced to only parts of their history, even if unintentionally, we ignore the whole of their humanity and existence. 

During this month, I encourage you to learn more about people, events, and movements in Black History. In particular, I invite you to attend a presentation about the Tuskegee Airmen by historian John McCaskill on Monday, February 18th at 2:00pm in the Morgan Room and a special screening of six documentaries Champlain students made during their service learning venture to The Gambia on Monday, February 25th at 5:00pm in Alumni Auditorium. 

Champlain is a caring and supportive community and we pledge to continuing to respond to issues of concern while also creating new learning opportunities. We encourage students, faculty and staff to be part of the learning and growing. We look forward to seeing you at upcoming events.

Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion

Link to this FAQ

TO: All students, Faculty and Staff
FROM: Angela Batista
SUBJECT: Community Message: 2019 MLK Celebration Planning Update


The following information contains complete details about the updates shared with students, faculty and staff during the Fall Diversity, Equity and Inclusion (DEI) Open Forums held in the Burlington campus on Thursday, November 15, 2018. For more information, please email Dr. Angela Batista, Vice President of Student Affairs, Diversity and Inclusion at abatista@champlain.edu.

Click here to view a visual image of the most current College Diversity, Equity and Inclusion (DEI) mapping and organizational structure.

INSTITUTIONAL DEFINITIONS

Diversity: Individual and group differences that are represented within our overall community. While diversity is often referenced in terms of race, ethnicity, and gender, we recognize that individuals hold multiple identities. Diversity includes age, national origin, religion, ability status, gender identity, sexual orientation, socioeconomic status, education, marital status, language, physical appearance, diversity of thought (ideas, perspectives, and values) as well as cultural, political, religious or other affiliations.

Equity: The fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems, as well as in their distribution of resources. For students, equity focuses on creating opportunities for historically underrepresented populations in order to increase student achievement and success. For employees, equity focuses on the strategic development of access opportunities for historically underrepresented populations of employees (faculty and staff) in order to increase professional growth and resource networks in response to demographic disparities in all areas of the institution.

Inclusion: The act of deliberately creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued to participate fully. An inclusive and welcoming climate embraces differences and offers respect in words and actions for all people. Inclusive communities actively and intentionally engage with diversity and people in the classroom and in the overall college community in order to increase awareness, knowledge and empathy.

Language adapted from definitions from the Association of American Colleges and Universities, D5 Coalition, Racial Equity Tools Glossary, and various institutions from higher education.(Diversity Council review to continue in spring 2019)


DIMENSIONS OF DIVERSITY

Age
Cognitive Diversity
Cultural/political
Demographic
Disability
Educational level
Ethnicity
Gender/Gender Identity
Life experience
Military status
Nationality
Neurodiversity
Personality
Perspective
Race
Religion
Sexual orientation
Socioeconomic status

COLLEGE DIVERSITY STATEMENT

(Diversity Council review to continue in spring 2019)

Champlain College strives to create a diverse and inclusive community. It is our fundamental belief that in order to create a supportive educational environment and prepare students for life experiences, we as a community must seek and create opportunities for each of us to better understand our own beliefs, values, and cultures to fully experience new ideas, perspectives and traditions.

To this end, we will pursue challenges that allow us to question preconceived ideas/beliefs that inform and/or infringe upon our commitments and to implement measurable inclusive practices.

A major strength of Champlain College is its commitment to fostering respect among students, faculty, staff, administrators and members of our local community. While we are conscious of the fact that serious exploration of issues surrounding diversity and inclusion may generate conflict and/or tension, we see this as an opportunity to constructively engage different points of view in conversations that will ultimately help our organization to be more inclusive and mindful of diversity.

We, as a community, therefore, endeavor to create a safe environment for all members to discuss, challenge and explore the benefits of being in a community that is seeking to become more diverse and inclusive in its behavior, policies and practices.(Adopted September 2009)


UPDATED DIVERSITY, EQUITY AND INCLUSION (DEI) FRAMEWORK

College DEI Pillars

  1. Academics and Student Success
  2. Climate and Intergroup Relations
  3. Institutional Learning (students, employees, etc.)
  4. Business Operations and Practices
DEI Pillar 1: Academics and Student Success
  • Enrollment Management Metrics
  • Retention rates
  • Graduation rates
  • Time to completion
  • Academic Performance
DEI Pillar 2: Climate and Intergroup Relations
  • Accessibility
  • Research and teaching
  • Structural diversity (bias response, bystander intervention)
  • Intergroup interaction (including bias response, community engagement)
DEI Pillar 3: Institutional Learning
  • Employee Learning (faculty, staff, student leaders, student staff)
  • Student Learning (New Orientation, student diversity learning and programming)
  • Inclusive Classroom Practices
DEI Pillar 4: Operations and Business Practices
  • Strategic Diversity Planning
  • Recruitment and Hiring
  • Employee Evaluation
  • Communication
  • Stakeholder Engagement
  • Diversity Community Relations

DEI COLLEGE WORKING GROUPS

Diversity Council

(To be re-launched in January 2019)

Diversity Council is chaired by the Assistant Vice President of Diversity, Community and Inclusion and serves in an advisory capacity to the College President and the Vice President of Student Affairs and Institutional Diversity & Inclusion. The Council's primary role is to help shape and guide deliberate institutional strategy and planning, helping the institution provide comprehensive leadership and investments in diversity and inclusion throughout the College. Council members also work to assist in efforts to infuse and apply a diversity, equity and inclusion lens throughout all parts of the organization. They also assist in monitoring progress of strategic diversity and inclusion goals, help with the implementation of institutional projects and make recommendations to the President. Institutional representation: Academic Dean, Cabinet, Champlain Online, Enrollment Management/Admissions, Faculty Senate, People Center, Student Government Association, Student Affairs. More information about membership and scope of work for the spring 2019 will be shared at the beginning of the spring semester.

Diversity, Equity and Inclusion Implementation Team

(To be launched in January 2019)

The Diversity, Equity and Inclusion Implementation Team is coordinated and chaired by the Vice President of Student Affairs and Institutional Diversity & Inclusion. The Team's primary role is to function as a cross-functional and collaborative DEI implementation group with representation from across the entire institution, including students, faculty and staff. Tasks include sharing and reviewing goals set by each area for the year, contribute to ongoing institutional reporting on progress, provide support and assistance to each other, identify points of potential collaboration and jointly plan institutional programs (i.e. MLK celebration, etc.). More information about membership and scope of work for the spring 2019 will be shared at the beginning of the spring semester.


DIVERSITY, EQUITY AND INCLUSION INSTITUTIONAL MAPPING

Click here to view a visual of the most current College DEI mapping and organizational structure.

College Area Senior Administrator and/or Lead
College Leadership College President
Institutional Strategy and Coordination Vice President of Student Affairs, Diversity and Inclusion
Academic Affairs Provost and Sr. Vice President of Academics
Academic Divisions Academic Deans
Enrollment Management Vice President of Enrollment Management
Faculty Senate and Committee on Multicultural Issues Faculty Senate President and Committee Chair
Finance, Facilities and Auxiliary Services Vice President of Finance & Treasurer
International Education Sr. Associate Provost
Institutional Advancement Vice President for Institutional Advancement
People Center (Human Resources) Associate Vice President of Human Capital
Staff Council Staff Council President
Student Affairs Diversity, Equity and Inclusion Assistant Vice President of Diversity, Community and Inclusion
Diversity Council Assistant Vice President of Diversity, Community and Inclusion
Diversity, Equity and Inclusion Leadership Team Vice President of Student Affairs, Diversity and Inclusion

FY 2019 DEI College Priorities

  • Implement new DEI organizational structure
  • Continue pre-strategic planning process
  • Continue to build institutional capacity and respond to student demands
  • Partner with VPs and Deans to advance D&I goals (Academic
    Affairs, Enrollment, People Center, Communication)
  • Work with Academic Affairs and the People Center to develop an institutional DE&I learning plan (faculty, staff, students, BOT)
  • Design a comprehensive institutional D&I assessment plan
  • Expand visibility and external diversity community relations

FALL 2018  INSTITUTIONAL UPDATES

ACADEMIC AFFAIRS

Contact: Laurie Quinn, Provost and Senior Vice President of Academic Affairs

Expectations of Champlain full-time faculty are developed through the College governance process in consultation with academic administrative leadership and Faculty Senate. The Provost is working this semester with Faculty Evaluation, Multicultural, Professional Development and Promotion committees of Faculty Senate to develop the standards for diversity and inclusion aspects of faculty development, performance review and promotion. It is expected that these standards will be voted on by full Faculty Senate in spring semester and approved by the Provost/President/Board of Trustees this academic year. In addition, new faculty hiring includes diverse sourcing and anti-bias processes as well as an expectation that candidates address diversity, equity and inclusion as part of their candidacy.

Deans are responsible for assessing faculty performance each academic year; IDEA forms are reviewed by faculty as part of their self-evaluation and by Deans. A faculty peer committee (Promotion Committee) followed by the Provost and President review promotion portfolios including IDEA evaluations for each course before faculty promotion. Faculty are also expected to engage in professional development as part of their employment at Champlain.

The Core division is actively revising the first year Core courses this academic year with Dr. Dave Mills, Interim Dean. The Academic Deans report to the Provost annually on their division's diversity, inclusion, and equity goals and activities (a requirement implemented by Dr. Quinn two years ago). The Provost is also committed to partnership with the People Center to ensure that academic staff training in D & I is a required part of professional development and job advancement opportunities.

The Faculty Senate recently voted to update the College Competencies, to include:

  • Global and Cultural Understanding - The ability to critically analyze and engage with complex, interdependent global systems, and legacies-natural, physical, social, cultural, economic, and political-and their implications for our lives and the Earth.
  • Diversity, Equity and Inclusion - The ability to evaluate intersections, influences, and social contexts from a position of shared humanity and openness toward difference, in order to integrate one's values and belief systems into action.

FACULTY SENATE MULTICULTURAL COMMITTEE (MCC)

Contact: Faith Yacubian, Chair

The Multicultural Committee (MCC) is working in collaboration with the Center for Teaching and Technology, and other Faculty Senate committees, to foster a more inclusive and supportive classroom environment. Both the Faculty Senate Evaluations and Promotions/Sabbatical Committees are also engaged in efforts to review and update Diversity, Equity and Inclusion (DEI) efforts in the classroom. Please see below for an update from the Evaluation Committee on their work regarding the IDEA Survey.

The work of the MMC this fall includes the following:

  • Writing a DEI Faculty Teaching Development Proposal to strengthen/evolve inclusive teaching practices and critical self-awareness.
  • Collaborating with the Center for Teaching and Learning to support Let Us Teach! by promoting teaching as foundational to building a thriving and "beloved" community.
  • Continuing to create programs, such as Photograph 51, in which interdisciplinary thinking forges critical thinking.
  • Working to create a global framework for thinking about diversity, equity and inclusion.

REVISIONS TO THE IDEA SURVEY

Contact: Laurie Quinn, Provost and Senior Vice President of Academic Affairs or Faculty Senate - Kathy Seiler, President

Dr. Quinn and Dr. Ellen Zeman have reviewed existing questions and processes. They are working in close consultation with faculty governance leaders to advance the goal of infusing expectations of DE&I learning by faculty across the appropriate areas, including evaluation, which encompasses IDEA surveys. The current version of the IDEA survey already includes two questions rating how effectively the Instructor:

  1. "Helped students to interpret subject matter from diverse perspectives (e.g. different cultures, religions, genders, political views)"
  2. "Asked students to share ideas and experiences with others whose backgrounds and viewpoints differ from their own"

Additionally, the IDEA survey currently asks students to rate progress on the learning outcome "Developing knowledge and understanding of diverse perspectives, global awareness, or other cultures." Note that this outcome may or may not be selected by faculty members depending on the goals of their specific course.

Faculty Senate's Evaluation Committee is taking leadership of efforts related to the revision of the survey and continues to work toward development of D&I related evaluative items for inclusion in the IDEA instrument. The Committee remains committed to collaborative efforts with faculty colleagues on the Multicultural, Professional Development and Promotion and Sabbatical Committees and to our student contributors to ensure inclusive classrooms that offer appropriate, dynamic exploration of DE&I content. The work so far has shown that the construction of the evaluative component of the process is quite complex, requiring thoughtful and careful consideration. The Committee is also contemplating the best placement for D&I efforts at this point in time: evaluation, development, or assessment? The committee is currently focused on ensuring that administrative processes and faculty training are fully developed and implemented so that we may move forward with a test run of proposed IDEA D&I items. The test run is projected for Spring 2019.

STAFF COUNCIL

A number of staff were very involved in the repainting of the BLM crosswalk and re-imagining and Pride flag with the "Progress" design in October to support students wishes and evolution on this discussion. The Staff Council President, Shaylea Scribner, and the Executive Committee will be meeting with Angela Batista at the beginning of the spring semester to discuss potential engagement opportunities.

PROFESSIONAL DEVELOPMENT: FACULTY/STAFF LEARNING

Contact: Jennifer Archambault, Associate Vice President of Human Capital

The People Center has budgeted institutional professional development dollars for DARE U programming (staff and leadership development programs). A portion of these funds will be allocated specifically for Diversity, Inclusion and Equity training. We will be using the Great Colleges to Work for Survey results to assess additional learning needs in the realm of Diversity, Inclusion and Equity. From this assessment we will continue to offer a variety of DARE U programs to help advance our people on the continuum of D and I competency. This fall DARE U offerings will focus on issues related to disabilities and gender identity.

The People Center also coordinates the Manager's Round Table which gathers all managers at the institution monthly. The group is still planning its goals and programming for the year, and it has been recommended to the group to include some development work on Diversity, Inclusion and Equity. This past summer a working group outlined a proposed design structure for future diversity and inclusion learning for employees. This work will be rolled over to the new Diversity, Equity and Inclusion Implementation Team (launching in spring semester) where a sub group of faculty and staff will continue to work on the development of design and offerings for faculty and staff through the People Center.

As the community continues to work on the New Vision for Champlain, the People Center will also reassess the new hire orientation to identify and incorporate more Diversity, Equity and Inclusion learning and expectations for all new employees.

EFFORTS TO INCREASE THE NUMBER OF FACULTY OF COLOR

Contact: Jennifer Archambault, Associate Vice President of Human Capital

Each College recruitment plan includes a strategy for ensuring a diverse pool of candidates in all search processes. The People Center utilizes specific higher education diversity advertising such as Blacks in Higher Ed, Latinos in Higher Education and Higheredjobs, which includes advertising to diverse candidates who select to receive information via a listserv. In addition, we engaged in a contract with LinkedIn, which allows us access to diversity and inclusion groups. Search committees and managers are trained on how to ensure they are making hiring decisions free of bias. This past year, we also used search firms with a focus on building strong and diverse applicant pools.

Additionally, the College has instituted a requirement for all applicants to respond to a new diversity statement on all applications to ensure we are hiring candidates who have an understanding, and basic competency in being open to and supporting an inclusive environment. Applicants must be able to articulate and speak to their own Diversity and Inclusion competency during the application and interview process so that each manager understands whether the candidate has a level of openness, understanding, and values that match the organizational needs in creating an inclusive community.

In this first phase, we are focusing on enhancing recruitment and hiring. This summer and fall, the people Center collaborated with Angela Batista to expand implicit bias training for hiring committees. The new training has been provided for search committee members this fall and will continue to be enhanced and implemented with new hiring processes.

During this academic year, Angela Batista has developed and is piloting an Equity Liaison Program based on best practices that have been implemented and recognized at other colleges and universities. Equity Liaisons participate throughout the search and hiring process, beginning with development of the position description, and continuing through integration of the new hire. At every stage, their role is to advocate for the search process itself, and to assist committees in efforts to avoid unconscious, unintentional biases. They actively promote diversity and affirmative action principles by sharing information, recommending inclusive/affirmative strategies, supporting full committee and stakeholder participation, and consulting with Institutional Diversity and Inclusion and the People Center as needed. They work In close collaboration with search chairs, search committees, and hiring officials to ensure inclusive practices in the College's search/selection practices. More information will be reported after the program pilot program has been completed.

The next phase of our institutional efforts will also include paying closer attention to employee transition and retention efforts.

BIAS INCIDENT REPORTING AND RESPONSE

Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

Under the leadership of Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion, we are continuing to work to enhance the College's bias incident reporting and response process. Over the last few months, we have clarified and implemented a process by which all bias reports are reviewed and follow up is conducted in collaboration with Academic Affairs and Divisions (reports involving faculty and classroom situations), the Office of Community Standards (student on student), and administrative managers (reports involving staff members). The People Center also may play an active role when reports are deemed to rise to a level of potential employee policy violation. Follow up in these cases is determined by the People Center and the academic or administrative area leader. We will report on bias incidents reported this fall and share a more detailed outline of our follow up protocol and response in spring 2019. Please continue to report all potential bias incidents via the Online Incident Reporting Form.

DIVERSITY AND INCLUSION LEARNING FOR STUDENTS AND STUDENT LEADERS

Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

Members of the Division of Student Affairs, Diversity and Inclusion are working to outline pilot student learning activities to be launched in the spring. The content will focus on implicit bias and bystander intervention strategies. The pilot will include delivering learning to student leaders (i.e. Academic Coaches, Admission Ambassadors, Diversity Advisors, Orientation Leaders, Peer Coaches, Residential Advisors, SGA and others). The team will then work with the New Student Orientation to determine how to best deliver Diversity, Equity and Inclusion learning topics during New Student Orientation and during the first few weeks of the semester in fall 2019. The goal will be to incorporate a more comprehensive student learning schedule throughout the 2018-2019 academic year.

During the fall of 2018, the team has been working with individual student leaders' group as requested and the Student Success Graduate Assistant in the Office of Diversity and Inclusion (ODI) has been working with the Department of Residential on related learning for the Resident Assistants.

COMMUNICATION AND REPORTING

Contact: Angela Batista, Vice President of Student Affairs and Institutional Diversity and Inclusion

The Diversity and Inclusion communication page is updated and all community messages can be found there for your reference.

We will be working to schedule at least one Open Forum per semester. Each Open Forum will be followed by a written community update to be sent to all stakeholders, including Champlain Online students and faculty. When possible, we will also hold drop-in conversation opportunities for students, faculty and staff. (i.e. D&I Drop-in Hour, Brown Bag at Lakeside, etc.) Our goal is to identify dates and opportunities at the beginning of each semester so those interested can plan ahead.

Additional gatherings may be planned as part of ongoing learning and community building as develop programs and initiatives. If you have suggestions or requests, please speak to one of us or email diversity@champlain.edu.

RELIGIOUS AND CULTURAL OBSERVANCES

Contact: Angela Batista, Vice President of Student Affairs and Institutional Diversity and Inclusion

We are working to develop a resource that will help members of the College community become more aware about religious and cultural influences, particularly as it regards supporting students, faculty and staff who observe holidays. We anticipate sharing this resource by the start of the spring semester.

The College has also been evaluation potential options to designate as a Multifaith/Reflection space on campus. While we are still in process and working across departments, including Academic Affairs, Auxiliary and Events Services, and others to resolve issues, we are committed to identifying a space by the beginning of spring semester, at the latest.

ENHANCING ACCESSIBILITY

Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

We continue to respond to needs in this area and just completed a hiring process for a new part-time Accessibility Assistant to provide additional support to the department. This semester, the ADA Coordinator has also been working in collaboration with Academic Affairs, Auxiliary and Events Services, Facilities and others to respond to student accommodation needs. We will also be working to design an action plan to conduct a more formal college-wide accessibility audit which will assist us to identify gaps and to prioritize needs.

OFFICE OF DIVERSITY AND INCLUSION (ODI) STAFFING

Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

This fall, we added a Student Success graduate assistant who will be focusing on building programming for first generation students, partnering with Residential Life to develop Diversity, Equity and & Inclusion and working on other projects to enhance our services to students.

We have hired a temporary student services coordinator and are continuing to assess needs in this department and have launched a formal search for the position of Associate Director. Howie LeBlanco, Associate Director of Admissions is serving as chair for this search which includes four students, ODI staff, as well as faculty, staff and community partners. Campus candidate visits are anticipated for the first week in December. More information will be shared with the community after the Thanksgiving break regarding opportunities for students, faculty and staff to engage with candidates including during an Open Forum presentation.

Members of the search committee include: Howie LeBlanco (Chair), Corinne Novetti, Andie Gemme, Stephanie Doan, Aziz Fatnassi, Jared Cadrette  and Sara Quintana (People Center); Students: Elias Nikitchyuk, Abi Sesay, Anderson Bonilla and Hannah Short

CHOSEN NAME PROCESS

Champlain College recognizes that transgender, non-binary, and/or gender nonconforming students may not use the name that they were assigned at birth, as it does not reflect their identity. We also recognize that for a variety of reasons students may not wish to go through a legal name change or may be in the middle of doing so, but wish to have their records reflect their chosen name before the process is complete.

As such, the College has staff in place to assist students who wish to update their email addresses, academic class listings, and ID cards with their chosen name. We recently reviewed and updated our institutional process. To inquire or begin the process of updating an email address, academic class listing, and ID card, please complete the Chosen Name Request Form. Students wishing to learn more about the specific scope of this option before completing the form should contact the Reese Kelly at rkelly@champlain.edu, located in IDX Student Life Center 313. For more information, please visit our webpage.

INTERNATIONALLY FOCUSED PROGRAMMING

Contact: Michelle Miller, Sr. Associate Provost

Student Affairs is working to partner with International Student Services and to incorporate their work as part of the overall planning process for student diversity programming efforts.

In spring 2019, we will partner with Academic Affairs and the Office of Office of International Education (OIE) and a couple of interested faculty to inventory what we are doing, how we can create more visibility and also how we can enhance programming.

ADMINISTRATION MEETINGS WITH STUDENTS

President Laackman and Angela Batista met with a few students of color who requested to discuss the College's overall budget and information about how the College is funding diversity, equity and inclusion efforts. A working list of the College's Diversity and Inclusion Investments across areas was shared with the students as part of the College's response to the request.

COMMUNITY CONVERSATIONS

We recently hosted a open community conversation following the hate and intolerance that led to the killing of people of the Jewish faith and shooting of police at a Pittsburgh synagogue; the killing of two African-Americans in a Kentucky Kroger; a series of mail bombs, the continued feeding of racial division about immigrants arriving to seek asylum; and efforts by the Trump administration to erase transgender people's existence.

We are committed to identifying ongoing opportunities for the community to gather and engage in support each other. We routinely respond to requests and ideas and work with individuals and groups to plan gatherings, at the College, group and department level. If you would like to make a suggestion or request, please contact diversity@champlain.edu.

MLK CELEBRATION: JANUARY 21, 2019 - SAVE THE DATE!

Champlain College's annual Martin Luther King Jr. celebration. On Monday, January 21st, 2019, the College will host numerous events to honor and commemorate the life and legacy of Dr. King - a civil rights leader widely regarded as America's preeminent advocate of non-violence and most well-known for his campaigns for racial equality and the eradication of racial segregation.

We are working in collaboration with faculty members, Elaine Young and Faith Yacubian, who are leading planning for the second year of "Let Us Teach", a series of teach-in sessions led by students, faculty and staff. The Let Us Teach Committee is busy planning their program and students, faculty and staff have already been sent direct communication with more details and an invitation to submit a session proposal.

DIVERSITY EXTERNAL SPONSORSHIPS

Champlain College co-sponsored the 2018 Annual Vermont Vision for a Multicultural Future Conference at Brattleboro's World Learning.  We are also hosting the Vermont Principals' Association Equity Summit at Champlain on November 30. The Summit is designed to bring together a diverse group of school leaders, students, community partners and other education and youth advocates as part of a long-term initiative to "Build a Culture of Equity" in Vermont's public school system.

Link to this FAQ

TO: All students, Faculty and Staff
FROM: Angela Batista
SUBJECT: Community Message: 2019 MLK Celebration Planning Update


Dear Champlain College Community,

It is my pleasure to announce plans for Champlain College's annual Martin Luther King Jr. celebration. On Monday, January 21st, 2019, the College will host numerous events to honor and commemorate the life and legacy of Dr. King - a civil rights leader widely regarded as America's preeminent advocate of non-violence and most well-known for his campaigns for racial equality and the eradication of racial segregation.

Reese C. Kelly, Assistant Vice President for Diversity, Community and Inclusion, will serve as the lead contact for this celebration and will communicate information to you about the program and events, as we continue to plan.

Reese is working in collaboration with Elaine Young and Faith Yacubian who are leading planning for the second year of "Let Us Teach", a series of teach-in sessions led by students, faculty and staff. The Let Us Teach Committee is busy planning their program and you will receive a communication from Elaine and Faith soon with more details and an invitation to submit a session proposal.

Information about the 2019 MLK Celebration and the 2019 Let Us Teach schedule is available online for your reference.

In addition to the Let Us Teach presentations, the College will be hosting a speaker to end the day's celebration. As in years past, the speaker will meet with students, selected faculty and leaders and engage members of our community throughout their visit. We will share more information about the speaker and the overall program in the next few weeks.

Our hope is that additional events will be planned by different departments and groups across the College throughout that week to extend the celebration.  When we announce the speaker, we will also share a variety of ways that that students, faculty and staff will be able to participate and engage as presenters and/or program sponsors.

Next Steps

  • Mark your calendar and save the date for a wonderful day of learning, Monday, January 21, 2019.
  • Be on alert for a calendar invitation to the keynote speaker event.
  • Consider submitting a session proposal for Let Us Teach (Information to be sent separately).
  • Consider planning a program to host as part of the celebration during the week of January 21, 2019.

Contact us by emailing diversity@champlain.edu if you want to get involved in programming throughout the week. We look forward to sharing more with you soon.

Sincerely,

Dr. Angela Batista
Vice President of Student Affairs and Institutional Diversity and Inclusion

Link to this FAQ

TO: All students, Faculty and Staff
FROM: Reese C. Kelly
SUBJECT: Community Message: Debate and Engagement on Campus


Dear Champlain College Community,

Election Day is right around the corner and, as an educational community, we encourage you to engage in passionate dialogue about the issues and topics that are important to you. During this time of fierce debate, we ask that you also remember that a value we hold in our community is to treat one another with respect. Attack ideas, not people. Defend free speech, not hate speech.

During the last couple of days, we have received three reports about flyers posted around campus expressing political dissent that use demeaning language and imagery regarding sexual orientation. We do not tolerate incidents of bias in our community. These posters have been taken down and we are investigating.

As a reminder, the Student Activity Bulletin Boards and the Champlain Public Boards on campus are designated spaces for the advertisement of events and programs. Posters and flyers that do not meet the following guidelines will be removed:

  • All posters and flyers that are placed on the Student Activity Bulletin Boards must be sponsored by a Champlain College recognized event, student organization, or department/division.
  • Non-Champlain College events may be posted on the Champlain Public Boards and must be approved by Student Engagement Staff.
  • Posters/flyers may not be hung on walls, windows or doors.
  • Posters and flyers must include title of event, date, time, location, and contact information for event.  
  • Posters and flyers must be in good taste, appropriate, and inclusive.

Ways to express your views and engage with others:

  • Share your perspective in class discussions.
  • Reach out to a student organization, department, or office to host an event.
  • Express yourself by creating things at the Generator makerspace or performing at The Grind.
  • Sit with someone new at the dining hall and start a conversation.

We hope that you will take the opportunity while at Champlain to engage your peers in conversations about contemporary social issues that matter to you.

Hope everyone has a good weekend.

Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion

Link to this FAQ

TO: All students, Faculty and Staff
FROM: Don Laackman
SUBJECT: A Message of Solidarity and Invitation to Community Gathering


Dear Champlain College Community,

I write with a message of solidarity, an invitation to come together as members of our community continue to be affected by recent events, and a list of the resources available to members of our community seeking support. 

As an institution, Champlain unequivocally condemns bigotry, racism, transphobia, anti-Semitism and discrimination in all forms. As community members, we must continue to reject the cowardice and hatred these actions and messages represent as they are in direct conflict with Champlain's core values and goal of creating a more diverse and inclusive community. 

We reject the hate and intolerance that led to the killing of people of the Jewish faith and shooting of police at a Pittsburgh synagogue; the killing of two African-Americans in a Kentucky Kroger; a series of mail bombs to former and current government officials, politically-active individuals and the news media; the feeding of racial division about immigrants arriving to seek asylum; and efforts by the Trump administration to erase transgender people's existence. 

Sadly, we were affected much closer to home by hate and intolerance. In the last few days, at least one flyer with the statement "IT'S OKAY TO BE WHITE" was found on the Champlain College Burlington campus over the weekend. As we reported last spring when Champlain and other area colleges and universities reported similar flyers on their campuses, this particular flyer is part of a White Nationalist campaign. Many institutions throughout the United States have been targeted. We are investigating this most recent report.

Diversity has always been America's greatest strength. Diversity-of both people and of ideas-is what gives strength to our educational community. Colleges champion dissent and discussion, serve as a sounding board for new and challenging ideas, and encourage people to give voice to their beliefs. Champlain has encouraged the open discussion of differing views and fostered difficult conversations in pursuit of greater understanding of each other. We must not lose sight of our guiding principles, even as those filled with hate and intolerance seek to silence us.

We stand together as a community to oppose those acts and voices that seek to divide us. We support community members regardless of race, ethnicity, sex, gender identity or expression, sexual orientation, religion, nation of origin, disability or economic circumstances. As a College, and as a community, we are committed to, and will continue to work to advance our inclusivity efforts.

As we mourn and reflect on all these events, from Pittsburgh's Squirrel Hill to Louisville to Florida, we call on all members of our community to fight anti-Semitism and bigotry whenever it may occur and in whatever form it takes. During these challenging times, it is important to gather as a community. 

All students, faculty and staff on our Burlington campus are invited to gather together on Monday, October 29, from 4:30-5:30 p.m., in Fireside Lounge, located in the IDX Student Center. We will have a semi-structured conversation from 4:30 p.m. to 5:00 p.m. and then hold the space for gathering in community, more conversation and/or shared engagement with community members until 5:30 p.m.

In the interim, we want to remind you of the following resources for support:

Please continue to report any concerns through the College's Online Bias Incident Reporting Form. Additional College, local and national resources are below.

Students can access the On-Call Counselor at 802.865.5745 or Campus Public Safety at 802.865.6465. Both are available 24 hours. 
Employees can reach an EAP counselor by calling 800.828.6025, 24 hours.

College Resources

Sincerely,

Donald J. Laackman

President, Champlain College 

Link to this FAQ

TO: All students, Faculty and Staff
FROM: Student Affairs
SUBJECT: Mass Shooting at Pittsburgh Synagogue


Dear Champlain College Community,

Earlier today we learned of the tragic mass shooting that took place at the Tree of Life Synagogue in Pittsburgh, Pennsylvania. Press reports indicate that at least eleven people were killed in the horrific attack. Our thoughts are with the victims, their loved ones, and with the greater Jewish communities of Pittsburgh, Burlington, Vermont and all over the country.

Many members of the Champlain community have been personally affected by this event, our Jewish students, faculty and staff in particular. During these times of sorrow and fear, we must remember to care for one another and work together to create spaces for listening, reflection and shared healing.

Our Student Affairs and Residential Life staff will be reaching out to students throughout the weekend and we will work to coordinate an opportunity for students, faculty and staff to gather together, on our Burlington campus, on Monday. We will update you via email with a time and location soon.

In the meantime, we encourage those who are impacted to seek support and to reach out if they wish to speak to someone.

Students can access the On-Call Counselor at 802.865.5745 or Campus Public Safety at 802.865.6465. Both are available 24 hours a day.

Employees can reach an EAP counselor by calling 800.828.6025, 24 hours a day.

For those looking to be with a larger Jewish community during this time, UVM's Hillel is hosting Challah for Hunger this Monday, October 29th from 7:00pm - 9:00pm.

If you or someone you care about needs support, please consider the following College and local resources:

Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion

 

Link to this FAQ

TO: All students, Faculty and Staff
FROM: Student Affairs
SUBJECT: You're Invited


Dear Champlain Students, Staff, and Faculty,

I am writing with a message of acknowledgement and support for members of our community. Recently the New York Times published an article based on a leaked White House memo from the Department of Health and Human Services. The memo asserts that government agencies need to adopt a universal definition of gender - male or female, immutable, and assigned on the basis of visible genitalia at birth — and that this definition be codified under Title IX, the federal civil rights law that bans sex discrimination in educational programs. 

The implications of this memo are far reaching. If enacted, legal protections for LGBTQI people, especially transgender and intersex individuals, could be reversed. As a transgender person, I am intimately aware of the hurt and fear this memo has engendered. As a College, we are committed to supporting transgender and non-binary members of our community. Since becoming aware of the memo, we have been reaching out to various individuals and groups on campus to offer support and to learn what is needed as they learn this news, connecting with our local partners, while continuing to monitor how this issue moves forward nationally.Dear Champlain Students, Staff, and Faculty.

During this time of uncertainty, we are making space for people to share their concerns, ask questions, get resources, and be in community with one another. Please join the Pop-up Conversation: #WontBeErased, Thursday October 25th from 12:00-1:30pm in the Fireside Lounge. Pizza will be provided and people of all identities are welcome. This event is sponsored by the Women's and Gender Center.

If you or someone you care about needs support, please consider the following resources:

Sincerely,

Reese C. Kelly, Ph.D.
Pronouns: He/Him/His | Pronounced: rees KEH-lee
Assistant Vice President of Diversity, Community and Inclusion

 

Link to this FAQ

TO: All students
FROM: Denzel Nadim, Maria Morales, Bekah Airewele (SGA)
SUBJECT: You're Invited


Fellow Students,

On October 11-12, Champlain College is hosting an event with all members of the College community to envision Champlain's future. There are many ways to get involved here on campus, online and at the Champlain Valley Expo. See invitation below with details.

As your SGA representatives, we strongly encourage all of you to participate. This is our chance to contribute our voices to the College's next strategic plan, and share our perspective on how the College can best support us and future Champlain students.

We encourage you to come into Hearthstone and/or reach out to a member of the SGA if you have questions or comments.

Denzel Nadim
Maria Morales
Bekah Airewele 

Champlain College is on a journey to envision our future, begin our planning process for our next strategic plan, and enhance the ways we enable YOU, our students, to achieve professional and personal success. We hope you will collaborate with us on October 11th and 12th on campus, online and/or at the Champlain Valley Exposition in Essex Junction, VT. Let Us Dare!


WHAT WILL EACH DAY LOOK LIKE AT CHAMPLAIN COLLEGE?

Thursday, October 11, 2018, 10am - 4pm

  • Live stream* from the Champlain Valley Expo is available in Alumni Auditorium
  • "Community Conversation Activities" - Open throughout the day, in the Champlain Room, for drop-in activities such as graffiti boards and podcasting. Activities will be facilitated by Champlain College Communication and Creative Media (CCM) and Stiller School of Business students studying Event Management. Stop by at any time throughout the day!

Friday, October 12, 2018, 10am - 3pm

  • Live stream* from the Champlain Valley Expo is available in Alumni Auditorium

*Elements from the Expo being streamed will include each sessions' opening and closing remarks, and shared stories from community members across the organization. 


WHAT WILL EACH DAY LOOK LIKE ONLINE**?

Thursday, October 11, 2018 and Friday, October 12, 2018, 10am - 4pm

Thursday and Friday will present opportunities for engagement online, both through real-time streaming and video. We will have facilitated Zoom conversations, streamed elements from the Champlain Valley Expo*, and online questions to solicit input and ideas for Champlain's future. All of this can be streamed right to your laptop!

*Elements from the Expo being streamed will include each sessions' opening and closing remarks, and shared stories from community members across the organization.

**Information on how to access the online elements will be sent closer to the event. 


WHAT WILL EACH DAY LOOK LIKE AT THE CHAMPLAIN VALLEY EXPO?

(A Shuttle will run from Champlain College to the Expo and back)

Thursday, October 11, 2018

  • A New Vision Session, 10am - 12:30pm
  • Lunch, 12:30pm - 1:15pm
  • #Accomplish Anything Session, 1:15pm - 4pm
  • Reception, 4pm - 6pm

Friday, October 12, 2018

  • Let Us Dare All Day Session
    • Part 1, 10am - 12pm
    • Lunch, 12pm - 12:45pm
    • Part 2, 12:45pm - 3:30pm
    • Dessert Reception, 3:30pm - 4pm

*To access the full Expo schedule with descriptions of each session, please select that you will attend at the Expo on the RSVP form. You can always click back and change your response before submitting once you have read the full itinerary

Link to this FAQ

TO: All faculty, staff and students
FROM: Don Laackman
SUBJECT: Message from the President - Community Update on Walkout Demands


Dear Colleagues,

On February 28, a group of students assembled in Rozendaal Courtyard to voice their concerns, hopes, and aspirations with diversity and inclusion efforts at Champlain. Since that event, Angela Batista, Laurie Quinn and I have had two meetings with the students who coordinated the walkout to better understand their perspectives and to collaboratively work together on next steps.

The Cabinet agrees wholeheartedly with many of the outcomes students desire in our journey to become a more inclusive campus. What requires more work are the processes and policies required to achieve the desired outcomes.

As a way to keep everyone informed, we have outlined a document titled, Walkout Student Demands Follow Up, which can be accessed below. Identified in the document are areas where we share desired outcomes, where we are already working to achieve these outcomes, and where we need to do more work. Each demand is followed by a description of where we are to date in our efforts and next steps as discussed with the student leaders.

We will continue the dialogue to further clarify our shared goal for a more inclusive campus and identify the means we employ to achieve this goal. Work on the outcomes included in this document will continue during the summer and we look forward to updating the community in early fall.

I thank the students for their courage and passion in giving voice to their experiences and sharing that candidly with campus leaders and our community at large. I look forward to continuing the discussion and making progress toward a more inclusive Champlain.

Sincerely, 

Donald J. Laackman
President, Champlain College 


Begin Demands and Responses Section

We DEMAND extensive Professional Development training on diversity that is mandatory for ALL faculty. Admin should hold them to a higher standard.

1.1 Mandatory Requirement for Faculty and Staff Training

Current Status

The most recent revisions to the College's Champlain 2020 Strategic Plan, approved by Cabinet and Trustees last spring, have begun to set a clear expectation for Diversity and Inclusion learning by all faculty and staff. As the summary of major revisions indicates, Pillar V of the Plan, Foster a Diverse and Inclusive Community, was revised to "focus on learning, building capacity, and assessing competency across the institution." The plan's language currently states as one of the goals of Pillar V: "Expect all staff and faculty to engage in intentional learning that will increase individual and collective intercultural competence."

Next Steps

The students and the administration agreed that there should be a formal expectation of ongoing learning for faculty and staff, including adding evidence of engagement with diversity and inclusion-related learning as part of the faculty promotion and evaluation process.

The People Center will continue to offer diversity and inclusion learning opportunities via the College's Dare U program, which is open to all employees. The majority of these learning opportunities, thus far, have been a small group format which has worked well for learning but is not easily scalable for a mandatory requirement. Thus, the People Center will enhance the diversity and inclusion educational opportunities to include both large scale in-person and online training opportunities focusing on diversity and inclusion.

Earlier this year, the People Center solicited and received proposals for larger scale in-person diversity and inclusion learning opportunities. These proposals have been used as the basis for the People Center's additional funding requests in the current Strategic Budget Planning process. Pending final funding allocations, planning for the implementation of these new opportunities is set to begin immediately with sessions taking place throughout the academic year.

Additionally, to achieve the goal of training for all employees, the People Center has recommended and included in its Strategic Budget Plan funding to support online diversity and inclusion learning opportunities. We believe the online learning option is essential in being able to ensure training opportunities are accessible and available for all employees.

Lastly, the People Center will engage Managers' Roundtable in a discussion regarding how best to have individual employees create diversity and inclusion learning goals as part of staff's overall professional development goals each year. Engaging with managers to create an effective process to do so will garner increased commitment to this need.

Faculty commitments to the ongoing learning required for an inclusive community will be advanced through the governance processes of the College. Our Deans have specific divisional goals for diversity and inclusion training and initiatives and are expected to report on these annually to the Provost. Effective engagement with these goals is one measure by which academic leadership is evaluated as part of performance assessments. Concerns and feedback specific to Core experiences have been discussed this spring by Core faculty members who responded following the walkout with an Open Letter supporting the ongoing dialogue and learning that their students urged them to advance. As part of identifying priorities for Core curricular revision during the coming academic year, issues of inclusion and representation are included in the frameworks and principles that will guide faculty work.

Faculty Senate expects to revise the annual faculty evaluation process during the coming academic year in consultation with administration. The Provost will advocate for requiring reflections on and goal-setting for learning on diversity and inclusion by all full-time faculty at each formal performance review, and also for the evaluation of promotion portfolios by the Senate's Promotion and Sabbatical Committee to include diversity and inclusion as a dimension of faculty members' required documentation of their teaching, service, and professional development. In raising these standards, it may be necessary for the Faculty Handbook to include language changes; please note that this process works through faculty governance and requires approval steps up through the Board of Trustees.

1.2 Training Opportunities for Faculty and Staff

Current Status

During the 2017-2018 academic year, there have been multiple learning opportunities focused on diversity and inclusion offered to faculty and staff.

Many presentations and events were held, in addition to a full day of learning for MLK Day, which included more than 30 learning opportunities created by the Let Us Teach Committee, convened by Professor Elaine Young with support from Laurie Quinn and Angela Batista.

Eric Ronis, Associate Professor and the Special Assistant to the Provost for Diversity and Inclusion in Academics: (1) Worked with various college committee and faculty representatives to create a first iteration of student learning outcomes for Champlain College students in terms of diversity, equity and inclusion; (2) Led another group of faculty to create an optional "inclusive classroom statement" for inclusion in syllabi; (3) Collaborated with a third group of faculty, staff and administrators to put forward a "Social Impact Scholar Track," a new academic initiative that is designed to recruit and retain incoming student leaders to raise greater awareness around diversity, inclusion and equity issues; and (4) Chaired the D&I Toolkit group to offer faculty best practices and practical teaching resources for their classrooms through a shared Canvas course shell.

Spring 2018 included: (1) A faculty and staff panel on "professionalism" through Equity, Diversity and Inclusion lens; (2) Reporting results of 48 D&I focused staff interviews and (3) a panel on teaching about violence against women and other "triggers" in the classroom.

The Diversity and Inclusion Employee Learning Design Group was constituted this spring. In the next few months, members will be added, including student representatives and the group will work to design a framework for ongoing employee learning for faculty and staff.

Next Steps

See previous answer.


We DEMAND the college should hold students accountable on social media for anything that can damage the Champlain community and take action when students feel threatened, targeted, or uncomfortable. Bias incident reports about social media sites should be taken seriously.

2.1 Ways to Report Incidents

Current Status

The College has institutionalized steps for follow-up for students and employees in case of bias incidents and these include anti retaliation policies for individuals that make reports.

If anyone is injured or in danger, call 911, and notify the Office of Campus Public Safety at 802.865.6465. If no one is injured or in danger, contact the Office of Campus Public Safety at 802.865.6465.

Students making a report should contact one of the following:

  1. Student Life Complaints - Vice President for Student Life at abatista@champlain.edu; 802.651.5851
  2. Academic Complaints - Provost & Academic Affairs Office at acadaffairs@champlain.edu; 802.860.2729
  3. Residential Life - Director of Residential Life at dberube@champlain.edu; 802.860.2702. Area Coordinator on call - 802.343.0719


Website: https://www.champlain.edu/faculty-and-staff/people-center/safety-and-respect-for-all/report-a-bias-incident-or-hate-crime

All Bias Reports received are reviewed by a small team that includes the the Vice President of Student Affairs and Institutional Diversity and Inclusion, the Director of Public Safety, the Director of Residential Life, and the Office of Community Standards.

Follow up is coordinated by VP Batista in Institutional Diversity and Inclusion and the specific and appropriate response and follow in each case is determined and assigned depending on the nature of the incident.

  1. Incidents involving classroom situations are resolved in collaboration with Academic Affairs.
  2. Incidents involving student on student complaints are resolved through coordinated follow up by the Office of Community Standards in Student Life.
  3. Incidents involving faculty and staff are resolved in collaboration with the People Center
  4. All Title IX related cases are reviewed and follow the process  detailed by the College's Title IX policy overseen by the College's Title IX Coordinator, Danelle Berube, (dberube@champlain.edu).

Next Steps

We are currently in the process of developing a Student Grievance Policy. Beginning in the fall, coordination of processes related to bias and grievance reports will be handled by the new Assistant Vice President (AVP) of Diversity, Community and Inclusion in partnership and under the direction of VP Batista. Once the AVP is hired, we will also work to establish a formal Bias Response Team for the College. As part of developing this team, we will review our institutional social media pages and work to set expectations more clearly for how individuals engage with one another as well as sharing our Freedom of Expression Statement more broadly.


We DEMAND admin being open to review/revise IDEA surveys and allow a category about diversity and how the professor handles topics about race, ethnicity, nationality, etc.

3.1. Revisions to IDEA Survey

Current Status

IDEA evaluations are conducted at Champlain for each class, each semester. Data is reviewed in anonymous format by the faculty member who taught, the Dean of the academic division and the Provost's Office.

The faculty member's evaluation by their Dean, and their promotion portfolio for moving to Associate Professor or to Professor, which happens only twice in their academic career, includes a significant review of their IDEA evaluations by the Dean, by a faculty peer committee, and by the Provost and President, before the promotion can be approved.

Next Steps

In the fall 2018 semester, the IDEA form will include new questions to assess how students perceive faculty members' effectiveness in creating an inclusive classroom and handling diversity issues.

UPDATE: Oct 22, 2018

This semester will include a process through which faculty Senate committees move forward in responding to student walkout voices calling for the faculty to be held to higher standards for inclusive classroom practices. Many faculty allies have voiced a commitment to structuring D and I values into systems and processes. Through the fall we will determine together as a faculty, and  in consultation with students, what to ask and how the feedback is to be used. As a first step, we will develop standard recommended questions that faculty can opt to add for fall IDEAs, and by spring semester, we will agree on the baseline questions through governance processes and be ready to implement.


We DEMAND there should be a diversity training similar to safe zone training offered for ALL student leaders and students who would like to learn how to handle diverse situations or learn more about intersectionality without being ignorant.

4.1. General Diversity and Inclusion Training for Student Leaders

Current Status

During the 2017-2018, as we conducted an overall assessment of institutional diversity efforts, various diversity and inclusion learning sessions were delivered to students and student leaders.

Offerings included:

  1. A three-hour D&I training for Resident Assistants and Residential Life staff delivered by Angela Batista.
  2. Diversity and Inclusion sessions delivered to SMART Coaches, and a couple of other ad hoc groups.
  3. An introduction to Diversity and Inclusion session at Orientation

Next Steps

Program development is being planned for the summer. The goal will be to develop a bystander intervention education framework that will allow for ongoing programming for students, faculty and staff with a strong focus on intersectionality.

4.2. Intersectional Identity and Bystander Intervention Training for Student Leaders

Current Status

We have started to research to gather research and resources about effective bystander programs. We will work to formulate a plan to develop a new Bystander program that will be informed by students and be provided to faculty, staff and students. In the meantime, we will be adding a bystander component to Orientation and to student leader training this summer (phased development and implementation).

4.3. Student Leaders Training

Current Status

During the 2017-2018, various sessions were conducted for student leaders by Institutional Diversity and Inclusion and the Student Diversity Programming team within Student Life. These included sessions for Resident Assistants and Orientation leaders.

Next Steps

This year we formed a new team to coordinate and collaborate on all student diversity programming within Student Life. The Student Diversity Program will be realigning its efforts under the leadership of the new Assistant Vice President when hired. This group will also be part of a larger team helping to design the diversity and inclusion component of new student leader trainings starting in summer 2018.


We DEMAND that administration make private conversations in regards to anything that brings public harm to the campus, PUBLIC. Administration should be informing the community about all injustices on campus, while respecting confidentiality.

5.1. Diversity and Inclusion Website

Current Status

The About Champlain Diversity & Inclusion at Champlain portal has been updated and rerouted to centralized information. (https://www.champlain.edu/about-champlain/diversity-and-inclusion)

The Home Page and Other Resources will continue to be built and updated throughout the summer. The page now contains the following highlights:

Signature Events - These events are designed to be part of of Institutional Diversity and Inclusion annual programming schedule. This category includes programs like the Annual MLK Day Celebration and the College Diversity Speakers Series (new this spring).

Diversity Council - This page contains information about the role, charge and membership about this key advisory committee made up of students, faculty and staff. Students are represented on the committee by the SGA Diversity Director and the SGA Academic Diversity Representative.

Freedom of Expression Statement - Adopted in 2016-2017 academic year

Women's Empowerment Initiative (WEI) - The Women's Empowerment Initiative aims to cultivate confidence and courage by fostering the achievements of women through college-wide programming. This initiative is supported by Institutional Diversity and Inclusion, Cabinet leaders, and the Women's and Gender Center.

Diversity Communications & Updates - This page is newly created in response to your request for more consistent, transparent and accessible updates and information. This page contains all diversity and inclusion related messages sent to the Champlain community.

Information for Students - Information about access and success programs, affinity groups and other educational resources.

Diversity Resources List - Includes resources and volunteering opportunities at Champlain and in the surrounding Burlington community.

Office of Diversity and Inclusion and Bias Reporting Form

Next Steps

The updated Institutional Diversity and Inclusion page has been created. We will continue to develop and enhance over the summer.

We will also be working to enhance the Division of Student Life's website to highlight all available student resources in a more organized and easily accessible manner. The College will continue to refine how and when to share specific details, as appropriate, as we outline our bias incident response protocol.

5.2. Diversity and Inclusion Communications

Current Status

Since receiving feedback from the students, we have realigned diversity and communication efforts to ensure that we meet the request made by students that information be made available regularly and through different means.

In addition to email updates, we now post all messages on our communication page and on social media via the ODI social media platforms.

Next Steps

We will continue to work with students and with our teams the rest of the spring and during the summer to improve communication. Suggestions are welcomed.


We would also like a meeting set in place to go in depth on our demands and to provide ways for admin to meet those demands

6.1 Meeting with Administration to Discuss Next Steps.

Current Status

The President and members of Senior Administration met with student representatives the day after the Walk Out on 3/1/18 and subsequently for further discussion and planning.

Next Steps

We will continue to work with students to schedule follow up after the summer and communicate information as we advance these efforts throughout the summer, when appropriate.


ADDITIONAL STUDENT REQUESTS - DELIVERED TO PRESIDENT AND VICE PRESIDENTS ON 3/1/18


Religious holidays attendance policy/process so students don't have to negotiate on their own.

7.1 Religious and Cultural Observances and a Prayer/Meditation/Reflection Room on Campus

Current Status

We will be working collaboratively to develop a college-wide policy in consultation with all stakeholders (students, faculty, staff). We will have an update by the beginning of the fall 2018 semester.

Next Steps

The request to identify a prayer/meditation/reflection room will be folded in the College's current overall space assessment being conducted by outside consultants.


Address campus disabilities issues, especially about getting around; some buildings are not accessible.

8.1 Improve Efforts to Enhance Accessibility Throughout the College.

Current Status

The College has recently hired an Associate Director for Accessibility Services who just started a few days ago. She will be working closely with Vice President Batista and the new Assistant Vice President of Diversity, Community and Inclusion (to be hired this summer), and other members of the Institutional Diversity and Inclusion team to assess our needs and increase awareness and education.

Next Steps

While there are some limitations to what the College can do with some of our physical spaces, we are committed to increasing accessibility where possible. The College is also currently conducting a space assessment that will give us information about opportunities to consider and those results will be incorporated into an overall assessment of needs around accommodations.


Hire additional staff for ODI to have someone there who is there to respond to students when other staff is not there.

9.1 Addressing Student Needs in ODI

Current Status

The College is currently in the process of developing the budget for the new fiscal year. As part of this process, we will be assessing college needs and making decisions on what positions we can hire.

Next Steps

We will keep you updated as the process continues. We did recently approve and are in the search process for an Assistant Vice President for Diversity and Inclusion.


Hire more professors of color; it matters more in predominantly white campuses.

10.1 Increase the Number of Faculty of Color.

Current Status

This is a goal the administration already shares and actively pursues.

Currently our faculty and staff of color percentage of total is 9.3%, up from a five-year low of 8.5%, but down from a five-year high of 10.2%.

The College's searches for full-time faculty positions have been supported for three years by the Senior Recruiter in the People Center, who has expertise in diverse and inclusive recruiting. Search committees are chaired by a full-time faculty member appointed by their Dean. All faculty chairing a search are expected to ensure that the risk of implicit bias is proactively addressed in the committee's preparation and process. The applicant pools are regularly sourced through both general and diversity-specific job listing services.

This fall, we also added a direct statement to all job applications that specifically asks that all applicants speak to how they can contribute to the advancement of the College's diversity and inclusion goals. The Provost has a standard practice of asking all finalists during their interview about their approach and commitment to issues of diversity and inclusion in their classroom and their field of expertise.

Next Steps

Supporting these efforts is also a priority in the Institutional Diversity and Inclusion strategy being developed under the newly created Vice President position under the leadership of Angela Batista.

Efforts in the next few months will include working to review our current recruitment and marketing strategies to identify effective ways to reach faculty of color during the recruitment process, including where we advertise positions, exploring potential partnership opportunities and identifying national academic programs and conferences that can be targeted to recruit more diverse faculty.

During the fall of 2018, we will also begin work to develop a new "Equity Liaison" Program that will train members of the community to serve as external equity advocates in every search committee process.


Add international guests lecturers and speakers.

11.1 Increase Internationally Focused Programming.

Current Status

There are many international events and ongoing efforts to highlight international and global experience and perspective throughout the academic year. To gain a better understanding of what is happening across the college, we have started conversations and review of international speakers programming that has occurred in this current year to try to understand the level of need for expanding programming, better coordination and communication.

Examples from 2017-2018: Fulbright Scholar from Pakistan has a teaching appointment during academic year 2017-18, three internationally focused events offered by the Women's and Gender Center, scheduled guest speaker from Italy in some Core division classes in March, visits from Montreal-based professional faculty, Nations United event hosted by International Student Services annually to add visibility and awareness of the international perspectives and experiences of students, faculty, and staff through celebration.

Next Steps

Create inventory of current programs and opportunities for partnerships.

Create a process to examine effectiveness of communication about opportunities.

Create a more systematic-rather than ad hoc-approach to both including students and others in the planning of events and for communicating to students, faculty and staff.

Work with Institutional Diversity and Inclusion and other college partners to better coordinate across the many offices that invite international speakers to campus.


Sustaining on-going community conversations.

12.1 Create a Structure for Ongoing Community Conversations.

Current Status

Following the posters incident and the walkout, the campus has engaged in multiple dialogue opportunities with students, faculty and staff.

On March 26, from 5-6:30pm, the Burlington campus held another opportunity to gather together to continue talking and learning together. We are grateful to the students that gave us input to plan this event and to the faculty and staff that helped facilitate.

Another Burlington Campus Gathering will be scheduled for April. We will work to gather an inclusive group of students to help us plan that event in a couple of weeks.

Next Steps

During the summer months, we will be working with a collaborative group to help design a strategy for ongoing campus conversations starting when students return in the fall. Our goal is to identify students who are willing to work together to help us plan these events in the future.

For more information, contact Angela Batista, Vice President of Student Affairs and Institutional Diversity and Inclusion, abatista@champlain.edu.

Link to this FAQ

TO: All faculty, staff and students
FROM: Dr. Angela Batista
SUBJECT: Search launched for AVP of Diversity, Community and Inclusion


April 23, 2018

Dear Students, Faculty and Staff,

I am happy to share the news that Champlain College recently launched the search for an inaugural Assistant Vice President (AVP) for Diversity, Community and Inclusion.

Reporting directly to me as the Vice President for Student Affairs and Institutional Diversity and Inclusion, the AVP of Diversity, Community and Inclusion will be the leader of student diversity and inclusion programs and initiatives within the Division of Student Life, serve as an advocate for all students, and work to foster an institutional climate across the College that supports and encourages inclusive and global engagement.

The AVP will oversee a portfolio that includes Accessibility Services, the Office of Diversity and Inclusion, Student Engagement and Success, and the Women's and Gender Center. The AVP will serve as my strategic partner, as I enacts leadership as the College's senior diversity officer and continue to design and implement a comprehensive diversity and inclusion strategy.

The AVP will contribute to the development of the institution's short and long-range diversity and inclusion goals and objectives, assisting with the implementation and delivery of initiatives to advance institutional diversity and inclusion, including faculty, staff and student learning. The position will also contribute to student transition and success initiatives, serving on the College's Title IX team, coordinating the College's bias response and student grievance processes, and serving as a member of a forthcoming student success team.

The 12-member search committee is being chaired by Patricia Aldredge, Associate Professor in the Division of Education and Human Studies. The committee will partner with and be assisted by Spelman Johnson, a global search firm. Members of the search committee include:

  1. Patricia Aldredge, Associate Professor in the Division of Education and Human Studies (CHAIR)
  2. Tara Alexander, Class of 2018; majoring in Marketing, minoring in Global Studies with a Social Entrepreneurship specialization; from Brooklyn, N.Y.
  3. Jennifer Archambault, Associate Vice President for Human Capital
  4. Jennifer Jang, Associate Director of Student Diversity Programs, Division of Student Life
  5. Howie LeBlanco, Office of Admissions
  6. Michelle Miller, Sr. Senior Associate Provost and Professor
  7. Nadia Mitchell, Associate Director of Admissions
  8. Janet Morrison, Associate Director of Academic Advising and Adjunct Faculty, Division of Continuing Professional Studies
  9. Rowshan Nemazee, Assistant Professor Core Division
  10. Eric Ronis, Special Assistant to the Provost for Diversity and Inclusion in Academics, Associate Professor and Assistant Dean in the Division of Communication and Creative Media
  11. Absa Samba, Class of 2020; majoring in Social Work, double minors in Psychology and Global Studies; from Faji Kunda, The Gambia.
  12. Shaylea Scribner, Administrative and Events Coordinator in the President's Office and administrative liaison for the Committee

In addition to holding meetings with key stakeholders while visiting campus in late May or early June, the top candidates will also be asked to participate in an open forum open to all community members.  Please stay tuned for messaging and calendar invitations coming out soon.

If you have any questions about the search process, please contact Search Committee Chair, Patricia Aldredge at paldredge@champlain.edu.

Applications and Nominations
Champlain College has retained Spelman Johnson to assist with this search. Review of applications will begin immediately and will continue until the position is filled.

Applications received by May 7, 2018 will be assured full consideration. The position announcement can be viewed online at https://bit.ly/2xZU68W . Confidential inquiries and nominations for this position may be emailed to James M. Norfleet at jmn@spelmanjohnson.com. Applicants needing reasonable accommodation to participate in the application process should contact Spelman Johnson at 413.529.2895.

Sincerely,

Angela Batista
Vice President of Student Affairs and Institutional Diversity and Inclusion

Link to this FAQ

TO: All faculty, staff and Burlington-based students
FROM: Dr. Angela Batista
SUBJECT: Important Message - Bias Incidents Follow-up and Pre Spring Break Reminders


March 8, 2018

Dear Members of the Champlain Community:

Over the last couple of weeks, we have continued to investigate and follow up on the recent bias incidents reported at our Burlington campus.

At this time, we have no additional information to report regarding the white nationalist posters found on our Burlington campus and no new reports of posters have been received. We continue to monitor the situation, support local law enforcement in their investigation and will provide updates to the campus community upon receipt of new information.

As I mentioned in my February 26 communication to Burlington-based students, faculty and staff, our investigation into a social media posting of a picture in digital black face is active and ongoing.

When there are matters related to alleged incidents of bias or sexual violence, the College follows policies and process outlined in detail in the College Catalog. These processes are designed to ensure safety for all involved, as well as to carry out an equitable and accountable investigation and adjudication process.   

Generally, the College does not comment on the outcomes of individual judicial cases.  This practice is not intended to disrupt transparent communications with the Champlain community, but rather to protect the privacy of all those involved in the investigation and to follow federal compliance regulations.

I want to reassure the community that if/when reports are received, we follow our process as outlined and take appropriate actions, which can range from information gathering and investigation to adjudication. When individuals are found responsible for violating college policy, as a result of an investigation and  established disciplinary processes, they may face a range of sanctions.

All members of our community are encouraged to continue to report similar incidents by using the online Bias Incident Report Form or by calling Campus Public Safety at 802.865.6465.

Additionally, we have become aware of ongoing and challenging conversations among our students on social media focusing on race, identity and privilege. We support our students' efforts to interact and engage with each other on these issues wherever it is productive to do so. I strongly encourage all participants to uphold the principles and values outlined in both the Colleges' Diversity and  Freedom of Expression statements as they continue to engage with each other. Words and all forms of language matter and these conversations are by nature uncomfortable and complex. It is important to be mindful that whether intended or not, that the language we use can negatively impact others and our community in general.

I deeply believe that in order to build a stronger and more inclusive community, we must learn to sit in discomfort together and continue to engage and practice. To that end, I invite members of our Burlington campus to continue the conversation we started at recent student and faculty and staff gatherings. An email invitation will be sent following spring break, but please hold Monday, March 26, from 5-6:30 p.m. on your calendar, so you can participate in this ongoing and critical community discussion. In addition to our campus-based conversations, we are also committed to continuing to explore new ways to engage with students,  faculty and staff who are part of our our online programs and international campuses.

A couple of reminders about ongoing communication:

  • You can access regular updates and all diversity related communication on the diversity-specific communication page.
  • Follow the Office of Diversity and Inclusion on social media to receive regular updates.  You can follow the office on the Facebook page and via Twitter @ChamplainODI.
  • Please feel free to keep sending your questions and ideas to diversity@champlain.edu and to reach out for resources as needed.

As students prepare to head out for spring break, I hope each of you will take some time to reflect on your own values and how you can positively engage and contribute to this ongoing conversation, as well as taking time to rest and recharge. I look forward to seeing everyone after the break as we continue to work together  to build a stronger and more inclusive Champlain community.

Sincerely,

Angela Batista
Vice President of Student Affairs and Institutional Diversity and Inclusion

Link to this FAQ

BLACKLIVESMATTER

An Open Letter to the Organizers and Participants of the February 28th Walkout Event

The Walkout on February 28th was inspiring. The messages offered by the students were heartfelt and intensely important, and responding to them is vital for our community.

As such, we would like the organizers, participants, and attendees at the walk out to know this: you've been heard.

We understand that you've been hurt; made to feel invisible; forced into representational roles you didn't want; had your very family history and heritage disparaged. We heard the pain, and in the face of that, feel compelled to act.

The Core was mentioned multiple times as a place where conversations about race and identity had been handled poorly. Those difficult conversations about race, class, and gender occur in the Core as much or more than any other division on campus. We recognize that we have a responsibility — a moral obligation — to work towards honoring students of color and your experiences in the classroom.

Our message to you is twofold:

First, thank you for having the courage to stand up and fight for your education, for insisting that students of color and individuals within the LGBTQIA+ community are recognized and treated with dignity, both in the classroom and on campus.

Secondly, we know that there is clearly work to be done. We intend to meet your demand; "continue the conversation." We will be addressing your comments and concerns at an upcoming Division Meeting.

Again, there is much work to be done — we intend to start immediately.

*Sincerely,

Erik Shonstrom, Mike Kelly, Kristin Novotny, Alice Neiley, Dave Mills, Patricia DeRocher, Faith Yacubian, David Rous, Rowshan Nemazee, Mike Lange, Marlee Ford, Katheryn Wright, Jonathan Auyer, Kristin Wolf, Cyndi Brandenburg, Sanford Zale, Lionel Beasley, Elizabeth Allen-Pennebaker, Kelly Thomas, Erik Kaarla, Miriam Horne, Signe Daly, Craig Pepin, Chuck Bashaw, Erik Esckilson, Christine Brooks, Kerry Noonan, Veruska Cantelli, Flavio Rizzo, Ciaran Buckley, Joanne Farrell
*there are others in the Core faculty that support this message; some were not able to check email due to work/life/travel responsibilities prior to the publication of this letter.

BLACKLIVESMATTER

Link to this FAQ

TO: All full time and part time faculty, staff and students
FROM: Don Laackman
SUBJECT: Message from the President - Response to our Students


March 5, 2018

Dear Champlain Community members,

As many of you know, last Wednesday, students of color organized and held a two-hour Black History Month Walkout on the Rozendaal courtyard.

While I was not able to be there in person, since my return many of you have shared how inspiring and meaningful this event was for our students and campus community. Our students exhibited leadership and bravery in sharing their perspectives and requests. Members of our community, in turn, showed up, listened and offered comments of support.

At the event, students shared a list of demands for Champlain, including requesting action to enhance the diversity and inclusivity of our community and the safety of our students. For those not in attendance, list of student demands is listed below under "Student Diversity & Inclusion Demands."

Here are a few developments that have taken place since the walkout:

  • On Thursday, Laurie Quinn (Provost and Senior Vice President for Academics), Angela Batista (Vice President of Student Affairs and Institutional Diversity and Inclusion) and I met with student organizers of the walkout. Students reviewed their list of demands and some additional points they have collected and reflected on since the walkout. We had a productive and respectful dialogue. I agreed to circle back with student organizers after spring break to discuss next steps. We will update the college community as our discussions continue.
  • The walkout prompted conversations among faculty, staff and students.
  • Core faculty members have shared their own response in an open letter to students, which can be read here.
  • We have created a new diversity specific communication page on the Champlain website that is to serve as a central location for updates and communications regarding campus-wide progress on diversity and inclusion. We want to ensure everyone in our campus community can access this information and contribute to our progress and I encourage you to check this page regularly.
  • Students have asked that we share information through social media in addition to email. We will use the Office of Diversity and Inclusion social media accounts to do so. You can follow the office on the Facebook page and via Twitter @ChamplainODI.

Wednesday's walkout marks an important moment for the Champlain community. This student-led walkout highlighted the work that we need to do. The walkout also showcased the best of Champlain — our students' courage and leadership, the supportive relationships we have in our community, and our willingness to continue to learn and change in response to student voices.

I ask that we continue to listen to our students' voices as they share their experiences and perspectives. We know that there are more stories that were not shared on Wednesday, and we should foster an environment where more of our students are comfortable giving voice to their issues. I look forward to partnering with you on creating and sustaining a more inclusive, caring and safe campus environment. We have a solid foundation to build on. Together, we will make a stronger Champlain.

Sincerely,

Donald J. Laackman
President, Champlain College

Link to this FAQ

OUR DEMANDS:

We DEMAND Extensive Professional Development training on diversity that is mandatory for ALL faculty. Admin should hold them to a higher standard.

We DEMAND the college should hold students accountable on social media  for anything that can damage the Champlain community and take action when students feel threatened, targeted, or uncomfortable. Bias incident reports about social media sites should be taken seriously.

We DEMAND admin being open to review/revise IDEA surveys and allow a category about diversity and how the professor handles topics about race, ethnicity, nationality, etc.

We DEMAND there should be a diversity training similar to safe zone training offered for all student leaders and students who would like to learn how to handle diverse situations or learn more about intersectionality without being ignorant.

We DEMAND that admin make private conversations in regards to anything that brings public harm to the campus, PUBLIC. Admin should be informing the community about all injustices on campus. With respects to confidentiality. [sic]

Link to this FAQ

FROM: Don Laackman
SUBJECT: Message from the President - Leadership Update
SEND DATE/TIME:  Tuesday, February 27, 2018


Dear Members of the Champlain Community,

I am pleased to announce the creation of a new position at Champlain — Assistant Vice President (AVP) of Diversity, Community and Inclusion. This new role reinforces our continued institutional focus on advancing diversity, inclusion and equity efforts at Champlain, in support of our institutional priorities and the goals outlined in the College's 2020 Strategic Plan.

The new AVP will report to Dr. Angela Batista, whose title is now Vice President of Student Affairs and Institutional Diversity and Inclusion. The AVP will serve as a key member of the Institutional Diversity and Inclusion Leadership Team and be a strategic partner in achieving the College's diversity and inclusion goals. Responsibilities for this role include the following:

  • Overseeing diversity and inclusion initiatives within Student Affairs and Institutional Diversity and Inclusion, including Accessibility Services, the Office of Diversity and Inclusion, and the Women's and Gender Center.
  • Developing and evaluating the institution's short and long-range diversity and inclusion goals and objectives.
  • Assisting with the implementation and delivery of initiatives to advance institutional diversity and inclusion, including faculty, staff and student learning, and student transition and success initiatives.
  • Serving on the College's Title IX Team, coordinating the College's bias response and student grievance processes, and serving as a member of our forthcoming Student Success Team.
  • Collaborating broadly with internal and external partners to advance a thriving, engaged and inclusive community.  

This role marks a continuation of the work Angela has been spearheading on campus in developing Champlain's institutional diversity, inclusion and equity strategy. Since Angela came on board last summer, she has worked in consultation and collaboration with our community to advise Champlain on the structures, processes and resources necessary to more fully realize the diversity and inclusion goals and aspirations outlined in our 2020 Strategic Plan. We thank the many students, faculty and staff who have contributed their ideas and perspectives as part of this process.

With the addition of an AVP, we will be able to continue this momentum, and put into action projects and initiatives designed to create and sustain an engaging, inclusive, and caring campus environment for all students, faculty and staff.

The search process for the AVP has begun. We have contracted with Spelman Johnson, a firm that specializes in serving higher education institutions, to support us in this effort. We will update you on the search process as our plans develop.

I want to again affirm my commitment to the continuation and expansion of our diversity and inclusion efforts at Champlain. Over the next few months, we will continue to evaluate our campus needs and evolve our current structure, systems and services. This includes designing a faculty and staff training framework and evaluating and enhancing diversity and inclusion components of student orientation. We will continue to keep you apprised. I welcome your questions, comments, and insights as we move forward.

Donald J. Laackman
President, Champlain College

Link to this FAQ

FROM: Dr. Angela Batista
SUBJECT: Important Message — Update About Recent Bias Incidents on Burlington Campus
SEND DATE/TIME: Monday, February 26, 2018


Dear Members of the Champlain Community:

Last week I wrote to inform you that white nationalist posters had been found on campus. We shared our belief that Champlain, and other colleges in the Burlington area, were targets of a racist messaging campaign designed specifically to disrupt colleges across the country.

On February 23, 2018, the Burlington Police Department (BPD) issued a public statement outlining the results of the investigation undertaken to identify the individuals responsible. The BPD statement reports that there is "no evidence to suggest UVM or Champlain students were a part of the group, or facilitated its work."  It is further noted that "several of the people identified in the group that placed the posters reside out of state, with no affiliation to Burlington."

Our Campus Public Safety and Student Life staff are continuing to monitor the situation and remain in close contact with local authorities regarding this ongoing investigation.

Last week, we also received various reports about a digital blackface picture posted on social media. The College's investigation into these reports is continuing and the Office of Community Standards will follow our disciplinary process to address potential violations of any college policy as appropriate. Similar incidents should be reported using the online Bias Incident Report Form or by calling Campus Public Safety at 802.865.6465.

I also want to take this opportunity to thank students, faculty and staff who participated in various gatherings throughout the week.  We are grateful to community members who came together to discuss concerns and shared ideas and hopes for how we can continue to work to advance inclusion at Champlain.

In response to the requests that we extend this conversation and focus on action, I commit to following up with the community again in a few weeks with specific opportunities to gather for further discussion, shared learning and action planning.  I hope that many will choose to participate and encourage others to attend.

Please feel free to keep sending your questions and ideas to diversity@champlain.edu and to reach out for resources as needed.

Sincerely,

Angela Batista

Link to this FAQ

Police Department City of Burlington

Results of Investigation of White Supremacist Posters on the UVM Campus 

Last week, posters bearing white supremacist messaging were discovered in public places on the campuses of the University of Vermont and Champlain College. While the posters themselves did not appear to rise to the level of criminal activity, a multi-jurisdictional investigation sought to identify the individuals responsible in order to determine if they were part of an extremist group with a potential for violence.

Special Agents of the Federal Bureau Investigation, in collaboration with local law enforcement partners, have been actively investigating the incident using several credible leads. They have been able to conclusively determine that several of the people identified in the group that placed the posters reside out of state, with no affiliations to the Burlington community, academic or otherwise. Another is known to investigators as a Vermonter who lives elsewhere in the state.

Although some persons involved remain unidentified, there is no evidence to suggest UVM or Champlain students were a part of the group, or facilitated its work. It does appear, however, that these individuals intended to cause strife, disruption and mistrust on local college campuses by expressing hostile and troubling messages in their public places. There is also evidence that these individuals have participated in extremist group activities in other communities.

The investigation continues. No evidence recovered suggests intentions of violence. Regardless, since violence can go hand in hand with racial extremism, the Federal Bureau of Investigation and local partners will continue to monitor the group's actions.

Mayor, City Council President and Police Chief Condemn Posters

Mayor Miro Weinberger, City Council President Jane Knodell, and Burlington Police Chief Brandon del Pozo released the following statements in response to the poster investigation's findings:

"The City of Burlington condemns both the racist sentiment articulated in the posters and the effort by outside extremists to incite discord in this community," said Mayor Miro Weinberger. "Burlington is a welcoming City that celebrates and draws strength from its diversity, and we cannot allow these instigators to divide us. We will continue to monitor these individuals and take further action as warranted. At the same time, our community must acknowledge and continue the urgent work of rooting racism and implicit bias out of all of our institutions."

"The City Council joins Mayor Weinberger and Chief del Pozo in committing to the safety of all residents of Burlington from race-based and other forms of harassment in our community," said City Council President Jane Knodell. "We all believe we are a better and stronger community because of our diversity."

"Since first learning of these acts, the Burlington Police Department has been working with federal law enforcement to conduct an investigation and ensure the safety of our community members," said Burlington Police Chief Brandon del Pozo. "We will continue to diligently monitor the situation and encourage community members to keep in mind the intent of an outside party to exacerbate tensions in our City. The issues of race and justice are real ones in Vermont, but we have to be vigilant about letting outside forces use them to create crises and to turn us against each other."

Anotonio B. Pomerleau Building - One North Avenue - Burlington, VT 05401

Link to this FAQ

FROM: Dr. Angela Batista, Katie Hawley
SUBJECT: Important Message - Update About Recent Bias Incidents on Burlington Campus
SEND DATE/TIME: Monday, February 19, 2018


Dear Champlain Community:

This past weekend posters promoting racist, white nationalistic views were found in various locations on Champlain's main campus, including the IDX student center and multiple residence halls.

As an institution, Champlain unequivocally condemns racism, bigotry and discrimination in all forms. As community members, we must continue to reject the cowardice and hatred these messages represent. The views expressed in the posters are in direct conflict with Champlain's core values and goal of creating a more diverse and inclusive community.

Our colleagues in Campus Public Safety and the Division of Student Life will investigate this matter and determine any violations of campus policy. While the individual(s) responsible for hanging these posters is yet unknown, we believe these materials are part of a larger national campaign and could continue to appear on Champlain's campus, as has occurred at nearby institutions. Similar incidents should be reported using the online Bias Incident Report Form or by calling Campus Public Safety.

As we strive to create and maintain a caring and supportive community for all, we must not be naive to the fact that actions such as this can take a psychological and physical toll on individuals' well-being. Please support those affected by listening to and validating their experience. Students seeking additional assistance should be directed to the Office of Diversity and Inclusion in IDX or the Counseling Center in Skiff Hall. Employees seeking additional resources are encouraged to contact the People Center or the College's Employee Assistance Program.

Sincerely,

Dr. Angela Batista
Vice President, Student Life
Special Advisor to the President for Diversity and Inclusion

Katie Hawley
Vice President for People, Strategic Communications & External Affairs

Link to this FAQ

Institutional Diversity & Inclusion Update

[January 15, 2020]

The following activities and accomplishments were recently reported from across the College.

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Diversity: Individual and group differences that are represented within our overall community. While diversity is often referenced in terms of race, ethnicity, and gender, we recognize that individuals hold multiple identities. Diversity includes age, national origin, religion, ability status, gender identity, sexual orientation, socioeconomic status, education, marital status, language, physical appearance, diversity of thought (ideas, perspectives, and values) as well as cultural, political, religious or other affiliations.  

Equity: Fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems, as well as in their distribution of resources. For students, equity focuses on creating opportunities for historically underrepresented populations in order to increase student achievement and success.  For employees, equity focuses on the strategic development of access opportunities for historically underrepresented populations of employees (faculty and staff) in order to increase professional growth and resource networks in response to demographic disparities in all areas of the institution.  

Inclusion: The act of deliberately creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued to participate fully. An inclusive and welcoming climate embraces differences and offers respect in words and actions for all people. Inclusive communities actively and intentionally engage with diversity and people in the classroom and in the overall college community in order to increase awareness, knowledge and empathy. 

Language adapted from definitions from the Association of American Colleges and Universities, D5 Coalition, Racial Equity Tools Glossary, and various institutions of higher education.

Link to this FAQ

Age
Cognitive diversity
Cultural/political
Demographic
Disability
Educational level

Ethnicity
Gender/Gender identity
Life experience
Military status
Nationality 
Neurodiversity

Personality
Perspective
Race
Religion
Sexual orientation
Socioeconomic status

Link to this FAQ

College DEI Pillars

  1. Academics and Student Success
  2. Climate and Intergroup Relations
  3. Institutional Learning (students, employees, all)
  4. Business Operations and Practices

DEI Pillar 1: Academics and Student Success

  • Enrollment Management metrics
  • Retention rates
  • Graduation rates
  • Time to completion
  • Academic performance

DEI Pillar 2: Climate and Intergroup Relations

  • Accessibility
  • Research and teaching
  • Structural diversity (bias response, bystander intervention)
  • Intergroup interaction (including bias response, community engagement) 

DEI Pillar 3: Institutional Learning

  • Employee learning (faculty, staff, student leaders, student staff)
  • Student learning (new student orientation, student diversity learning and programming)
  • Inclusive classroom practices

DEI Pillar 4: Operations and Business Practices

  • Strategic diversity planning
  • Recruitment and hiring
  • Employee evaluation
  • Communication
  • Stakeholder engagement
  • Diversity community relations
Link to this FAQ

Diversity Council is chaired by the Assistant Vice President of Diversity, Community and Inclusion and serves in an advisory capacity to the College President and the Vice President of Student Affairs and Institutional Diversity & Inclusion. The Council's primary role is to shape and guide deliberate institutional strategy and planning, helping the institution provide comprehensive leadership and investments in diversity and inclusion throughout the College. Council members also work to assist in efforts to infuse and apply a diversity, equity and inclusion lens throughout all parts of the organization. During the 2019-2020 academic year, the Council will focus on (1) Reviewing and updating the College Diversity Statement and (2) Reviewing of cultural and historical symbols on campus. Click here for a list of Diversity Council members.

Link to this FAQ

Click here to view a visual image of the most current College Diversity, Equity and Inclusion (DEI) mapping and organizational structure.

College Area

Senior Administrator and/or Lead
College Leadership Interim College President
Institutional Strategy and Coordination Vice President of Student Affairs, Diversity and Inclusion
Academic Affairs Acting Provost and Vice President of Academics
Academic Divisions Academic Deans
Enrollment Management Vice President of Enrollment Management
Faculty Senate and Faculty Committee on Multicultural Issues Faculty Senate President and Committee Chair
Finance, Facilities and Auxiliary Services Vice President of Finance & Treasurer
International Education Dean of Core Division and Interim Dean, International Education 
Institutional Advancement Interim Associate Vice President for Institutional Advancement
People Center (Human Resources) Vice President of Human Resources
Staff Council Staff Council President
Student Affairs Diversity, Equity and Inclusion Assistant Vice President of Diversity, Community and Inclusion
Diversity Council Assistant Vice President of Diversity, Community and Inclusion
Link to this FAQ

Contact: Catherine Morgan, Acting Provost and Vice President of Academic Affairs

Champlain College's academic administrative leadership is engaged in ongoing work with both the Faculty Senate and the faculty writ large to increase and broaden  understanding of issues around diversity and inclusion, provide meaningful professional development opportunities for learning and growth, and positively shift the cultural norms and expectations of our campus. In academic year 2016-2017 and 2017-2018, the Provost appointed a Special Assistant for Inclusion in Academics, Dr. Eric Ronis, to examine in-depth experiences of faculty on issues of diversity, equity and inclusion in their classrooms and to provide multiple opportunities for learning and to develop practical resources in support of greater understanding and stronger commitment to these matters faculty-wide. The Center for Learning and Teaching offers numerous trainings open to all faculty around DE&I issues as well. At the end of the 2018-2019 academic year, Faculty Senate voted to convene a task force to develop mandatory DE&I education and training for all faculty, with the majority of faculty voting for mandatory training. 

During the last academic year, the Faculty Senate endorsed a "Culture Shift" proposal emphasizing the need for faculty to engage in ongoing intentional learning around diversity, equity and inclusion issues in their classrooms. The previous Provost provided a charge to the Culture Shift Task Force, and the Acting Provost convened and worked with the group.  This group's work encompasses a broad range of priorities including responsiveness to immediate student needs, developing professional development opportunities, and defining long term goals and expectations. The Task Force is focusing on professional development programming for faculty around DEI issues to be rolled out during the spring of 2020. In the meantime, more immediate learning opportunities were made available this fall, including a White Fragility Learning Community, a production of the play The Niceties for faculty, and an AAUP sponsored lecture by Vermont's Director of Racial Equity on the foundation for inclusion.  

From an accountability perspective, Deans are responsible for assessing faculty performance each academic year; student course evaluation (IDEA forms) are reviewed by faculty as part of their self-evaluation and by their Deans. A faculty peer committee (Promotion Committee) followed by the Provost and President review promotion portfolios, including IDEA evaluations for each course, before faculty promotion. Faculty are also expected to engage in professional development as part of their employment at Champlain. As of Spring 2019, five questions on the IDEA Evaluations specifically target issues of inclusion. Language in the promotion criteria  asks for "reflection on student evaluations and how you accommodate student feedback into course design."

The Academic Deans report to the Provost annually on their division's diversity, inclusion, and equity goals and activities. The Provost is also committed to partnership with the People Center to ensure that academic staff training in DEI is a required part of professional development and job advancement opportunities, and new faculty and academic staff hiring includes diverse sourcing and anti-bias processes as well as an expectation that candidates address diversity, equity and inclusion as part of their candidacy. 
As of last academic year College Competencies include:

  • Global and Cultural Understanding - The ability to critically analyze and engage with complex, interdependent global systems, and legacies-natural, physical, social, cultural, economic, and political-and their implications for our lives and the Earth.
  • Diversity, Equity and Inclusion - The ability to evaluate intersections, influences, and social contexts from a position of shared humanity and openness toward difference, in order to integrate one's values and belief systems into action.

In the November 25, 2019 meeting of Faculty Senate, faculty unanimously endorsed a resolution from Senate Executive Committee and presented by Senate President Kathy Seiler.  Rationale for the resolution states:

For over a decade, Champlain College has stated that we, as an institution, are committed to diversity, equity and inclusion (DE&I). We have also stated that the principles of DE&I are infused throughout our 2025 Strategic Framework. However, progress in enacting this commitment into the academics of Champlain College has been uneven and inconsistent. This Resolution reaffirms the commitment of faculty to incorporate DE&I education into their professional lives as academicians and calls for adequate support and leadership from administration in these endeavors. In making these commitments and calls to action, we hold ourselves accountable for our part in DE&I efforts and as such, make a commitment to justice on our campus.

The complete resolution follows:

Therefore, 

BE IT RESOLVED:
That the faculty of Champlain College demonstrate our commitment to DE&I by the inclusion of DE&I education as a required part of professional development in our evaluations for contract renewal and as a criterion for promotion; and 

BE IT RESOLVED:
That each faculty member will include a plan for their professional growth around DE&I every year as part of their annual goal-setting; and 

BE IT RESOLVED:
That appropriate Senate Committees will bring forward modifications to the relevant sections of the Faculty Handbook, before the end of the 2019-2020 academic year, to reflect and codify these commitments. 

BE IT FURTHER RESOLVED:
That the faculty call on all administrators with faculty contracts to serve as leaders on this campus on DE&I issues in order to adequately assess professional development goals around DE&I for faculty; and 

BE IT RESOLVED:
That the faculty call on the senior administration of Champlain College to act proactively by stating the position of the institution clearly and decisively on matters of DE&I and free speech in order to clarify what we, as a private institution, consider harmful speech and behavior on campus and to commit to just, prompt, and appropriate responses in these matters; and 

BE IT RESOLVED:
That the faculty call on the administration to prioritize the values of DE&I on this campus by implementing resources and enabling opportunities that do not add to the existing workload so that faculty can do the work of fostering a more diverse, equitable, and inclusive community. 

Finally, the Acting Provost mandated that all future candidates for faculty position must submit a statement, in addition to their CV, describing their experience and vision for mentoring underrepresented students and how they would contribute to Champlain's goals of diversity, equity and inclusion.

Link to this FAQ

Contact: Nick Faulk, Chair

The Multicultural Committee (MCC) is focused on collaborative initiatives that foster inclusive classrooms and an equitable environment for all members of the campus community, with a particular focus on faculty.

The work of the MMC this academic year includes the following:

  • Supporting educational initiatives such as the performance of The Niceties and the Martin Luther King Jr. Day event Let Us Teach.
  • Pursuing opportunities for intra-campus dialogues and programming with a DEI and community-building focus.
  • Exploring issues of faculty well-being with an intersectional lens, including identifying policy approaches to protect rights to religious observance and to improve the recruitment and retention of faculty of color.
Link to this FAQ

Contact: Nick Faulk, Chair

The purpose of the Culture Shift Taskforce is to identify and produce opportunities for faculty professional development and growth on topics of diversity, equity, and inclusion in the classroom and beyond. A spin-off of the Faculty Senate Multicultural Committee, and based on a resolution affirmed by Faculty Senate at large, the Taskforce was convened by the Office of the Provost and includes Faculty, Staff, Student, and Administrative representation. 

The work of the Culture Shift Taskforce this academic year includes the following:

  • Working towards faculty professional development on topics chosen in consultation with the President that will be rolled out in 2020.
  • Developing recommendations for a sustainable infrastructure that will support faculty DEI professional development and that fosters change in the campus community towards more inclusivity.
  • Communicate with and listen to stakeholders across the campus community.

Link to this FAQ

Contact: Nadia Mitchell, Equity Initiatives Director

Champlain College's annual Martin Luther King Jr. celebration will be a week-long opportunity for the campus community to come together to learn, perform service and uplift the legacy of Dr. Martin Luther King Jr.  The College will host numerous events to honor and commemorate the life and legacy of Dr. King - a civil rights leader widely regarded as America's preeminent advocate of non-violence and most well-known for his campaigns for racial equality and the eradication of racial segregation.  

The event week will run from Monday, January 20, 2020 through Friday, January 24, 2020 and will feature a deeply courageous conversation with our Keynote speaker Kiah Morris as she engages attendees in her discussion False Advocacy in Academia: Unpacking Performative Anti-Racism and Lethargic Diversity, Equity and Inclusion in Higher Education. The keynote presentation will be live-streamed beginning at 3:30pm.  Please visit the MLK website on Monday, January 20th to access the streaming link. 

Other events planned for the week include: 

  • Let Us Teach - an opportunity for learning and reflection during the day.
  • Let us Discuss - a drop-in opportunity to engage on current topics of concern to our students, including nonviolent communication, hosted by Champlain College Social Impact Scholars
  • Let us Serve - a community Day of Service partnering with local organizations.
  • Let us Engage - a variety of activities throughout the week including a Dream Station and movie night screenings of Selma and Harriet.
Link to this FAQ

This year, the Diversity Council was charged with updating Champlain College's Diversity Statement, which was written and adopted in 2009. The Council researched statements from various organizations, reviewed data from the Champlain 2025 strategic planning process, and crafted a new statement to reflect the needs, values, and aspirations of Champlain's community today. The Diversity Council is seeking feedback from students, faculty, and staff on the newly drafted "Affirmation of Diversity, Equity, and Inclusion." The new statement and feedback form can be found HERE. Please read the new draft and let the council know what you think! Your feedback will shape the final edits before it is presented to Cabinet and the Board of Trustees.

Link to this FAQ

Contact: Nadia Mitchell, Equity Initiatives Director

At Champlain College, we are committed to building our network of community partners, which allows us to optimize our diversity, equity and inclusion efforts.  These strategic alliances help us to promote learning and support for our entire community, especially in identifying and eliminating barriers to equity and inclusion. We have initiated a relationship with the City of Burlington's Economic Development Office (CEDO), centered around their Young Professionals of Color Summit and My Brothers Keeper initiative, and have plans to support an upcoming Professionals of Color Networking event. Additionally, our partnerships will allow us to bring learning opportunities to the Champlain community.

Link to this FAQ

Contact: Jennifer Archambault, Vice President of Human Resources

The People Center has budgeted institutional professional development dollars for DARE U programming (staff and leadership development programs).  A portion of these funds are used specifically for Diversity, Inclusion and Equity training. The People Center used the Great Colleges to Work for Survey results to assess additional learning needs in the realm of Diversity, Inclusion and Equity.  From this assessment, the department will continue to offer a variety of DARE U learning opportunities. This work is occurring in the following ways:

  • Engaging with an external organization, Peace and Justice Center, to discuss a potential partnership to design and deliver a DEI cohort program similar to Intercultural U. 
  • SAFE ZONE Training is in development.
  • Pronoun training and DEI updates have been incorporated into New Employee Orientation.
  • Partnering with Burlington Peer Exchange to strategize gender-inclusive excellence.
  • Incorporating Equity Liaison as a role/best practice for search committees with guidance from the People Center.
  • DARE training focusing on gender identity and inequity, courageous conversations, disrupting bias, race, and hiring biases and disability.
Link to this FAQ

Contact: Jennifer Archambault, Vice President of Human Resources

Each College recruitment plan includes a strategy for ensuring a diverse pool of candidates in all search processes.  The People Center utilizes specific higher education diversity advertising such as Blacks in Higher Ed, Latinos in Higher Education and Higheredjobs, which includes advertising to diverse candidates who select to receive information via a listserv.  In addition, we use LinkedIn, which allows us access to diversity and inclusion groups. Fostering an Affirmative Hiring Process-implicit bias training has been revised and is being delivered to Search Committees on an as-needed basis and will launch to the entire community in the Spring of 2020.

Additionally, the College has instituted a requirement for all applicants to respond to an enhanced diversity statement on all applications to ensure we are hiring candidates who have an understanding, and basic competency, in being open to and supporting an inclusive environment.  Applicants must be able to speak to their own Diversity and Inclusion competency during the application and interview process so that each manager and/or search committee understands whether the candidate has a level of openness, understanding, and values that match the organizational needs in creating an inclusive community.

During this academic year, we continue to embed the Equity Liaison Program into our search processes. This program is based on best practices that have been implemented and recognized at other colleges and universities.  Equity Liaisons participate throughout the search and hiring process, beginning with the development of the position description, and continuing through the integration of the new hire. At every stage, their role is to advocate for equity in the search process itself and to assist committees in efforts to avoid unconscious, unintentional biases. They actively promote diversity and affirmative action principles by sharing information, recommending inclusive/affirmative strategies, supporting full committee and stakeholder participation, and consulting with Institutional Diversity and Inclusion and the People Center as needed. They work in close collaboration with search chairs, search committees, and hiring officials to ensure inclusive practices in the College's search/selection practices. More information will be reported after the program pilot program has been completed. 

The next phase of our institutional diversity, equity and inclusion efforts will include a specific assessment of employee transition and retention efforts.

Link to this FAQ

Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion, serves as the College's Title IX and Bias Response Coordinator. Under his leadership, we are continuing to work to enhance the College's bias incident reporting and response process. People can report bias by submitting a Bias Incident Report Form or by emailing BiasResponse@champlain.edu. Dr. Kelly coordinates the process by which all bias reports are reviewed and follow up is conducted in collaboration with Academic Affairs and Divisions (reports involving faculty and classroom situations), SADI staff (student to student), and the People Center and administrative managers (reports involving staff members). The People Center also may play a more active role when reports are deemed to rise to a level of a potential employee policy violation. Follow up in these cases is determined by the People Center and the academic or administrative area leader. 

Follow up often involves education and learning, mediated conversations, and actions to repair harm. In instances where there is community impact, the response often includes messages from the Bias Response Coordinator to the community to acknowledge the impact, provide education on why the behaviors were harmful, and direct community members to resources and community engagement opportunities. The bias response process continues to be refined with feedback from community members and people who have participated in the process. This spring, the College will be working on expanding and formalizing a Bias Response Team and with Academic Affairs and the Office of Community Standards to more effectively triage reports that come in that potentially align with more than one response process.

Link to this FAQ

Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

Champlain College endeavors to maintain a safe and equitable campus environment for students, faculty and staff. The Vice President of Student Affairs, Diversity and Inclusion serves as the College's senior administrator with oversight of the College's Title IX Response Program and supervises the College's Title IX Coordinator and Title IX Team. The College is committed to clear and consistent processes and to prompt response and follow-up to complaints alleging sexual misconduct, discrimination, or harassment. 

The College designated Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion, to serve as the College's Title IX Coordinator. The Title IX Coordinator oversees the prompt investigation of complaints alleging violations of the Sexual Misconduct, Intimate Partner Violence, and Stalking Policy (Sexual Misconduct Policy) that also covers  gender based or sexual discrimination or harassment; reviews findings as to whether a violation of the Sexual Misconduct Policy occurred; reviews and coordinates remedy-based measures (including interim measures) necessary to address the alleged violation, eliminate any hostile environment, and prevent its reoccurrence; and serves as consultant to any disciplinary hearing panel where a violation of the Sexual Misconduct Policy has been determined to have occurred to ensure the Colleges compliance with Title IX.

The College's Title IX Case Management Team was recently expanded to include eight deputies, in addition to the Title IX Coordinator. Representation on the team is made up of staff from Campus Public Safety, Champlain College Online, Community Standards, Housing and Residential Life, and the People Center. 

In 2019, the College administered the Culture of Consent survey to better understand the climate on campus as it relates to sexual behavior, sexual misconduct and bystander intervention. Questions on the survey were about students' experiences at Champlain relative to unwanted sexual contact, student perceptions about what might be happening, and about bystander intervention. The results of the survey will be distributed during the spring of 2020 and will help to inform the College about areas where programming, education, and prevention efforts need to be focused. The survey will also provide important benchmark data, so that when the survey is completed in subsequent years we will be able to assess the effectiveness of programming efforts. We are currently also awaiting decisions from the federal government that are expected to result in changes to the process of how colleges and universities respond to issues of gender and sexual violence on campuses. We will update the community when the new regulations are handed down by the Department of Education.

Link to this FAQ

Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

Members of the Division of Student Affairs, Diversity and Inclusion implemented a mandatory diversity, equity, and inclusion training online for all incoming traditional students in the Fall of 2019.  This educational program was also completed by various student leaders (i.e. Orientation Leaders, Residential Advisors, International Student Orientation Leaders, AHEAD Student Leaders, Office of Diversity and Inclusion Student Staff, and others) in order to have a shared learning experience and shared language with the incoming students. The Student Success Graduate Assistant in the Office of Diversity and Inclusion also led peer education efforts through oversight of the student educator/programmer group, Diversity Ambassadors. The Division expanded its affinity-based learning opportunities this year with the addition of an LGBTQ+ Retreat, a Student of Color Retreat, and an opportunity for white students to critically examine their identities. We are working to institutionalize these as annual retreats alongside the Womxn's Leadership Retreat. The goal is to develop a more integrated and intersectional programming model through the partnership of the Women's and Gender Center and the Office of Diversity and Inclusion in order to better serve this generation of students whose lives continue to be shaped by their multiple identities.

Link to this FAQ

Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

In February 2019, we opened the Interfaith Room on campus, located in room 220 in Miller Information Commons to address the need for a safe, central, quiet, and accessible location for community members' religious and spiritual practices. The Office of Diversity and Inclusion is maintaining the space and working with students and community members to respond to needs and requests.

This fall, the College partnered with the Interfaith Center at the University of Vermont to disseminate their Interfaith Calendar to faculty and staff. The calendar identifies the dates of major holy days and celebrations in various traditions for the current and next three academic years. The calendar also indicates which holy days may include fasting, travel home, or work restrictions, to help faculty and supervisors have awareness of the needs of community members.

Link to this FAQ

Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

We continue to respond to needs in this area and just completed a hiring process for a new part-time Accessibility Assistant in order to provide additional support to the full-time staff members in the department. This newly hired team member carries a caseload of students and works with the ADA Coordinator to address students' needs and process accommodation requests. During the fall semester, the ADA Coordinator worked in collaboration with Academic Affairs, Auxiliary and Events Services, Facilities and others to respond to student accommodation needs. The ADA Coordinator will be working to design an action plan to conduct a more formal college-wide facility accessibility audit which will assist us to identify gaps and to prioritize needs. Additionally, as requests for Emotional Support Animals (ESA) in residence halls continue to increase, the ADA Coordinator will be creating and leading a committee with relevant campus stakeholders to review ESA requests.

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Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

This past year, there were several shifts in student-centered diversity-related offices and work continues to realign roles and responsibilities in both the Office of Diversity and Inclusion (ODI) and the Women's and Gender Center (WGC). The Student Resources Coordinator now reports within ODI and provides case management to underrepresented students, coordinates the Single Parents Program and the CARE Program, and oversees the food pantry and emergency funds for students. ODI also now leads the Diversity Ambassador program, which had previously been situated in Residential Life. This group of student staff serve as peer educators and diversity programmers and are supervised by the ODI team. 

The Women's and Gender Center hired a new AmeriCorps VISTA, Starr Cobb, who started in August. Christie Howell also joined the center as the temporary Program Manager through June 30, 2020. We are working to evaluate future staffing needs to address the evolving nature of the work and to continue the restructuring within the Diversity, Community and Inclusion area within the Division of Student Affairs, Diversity and Inclusion.

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Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

Champlain College recognizes that transgender, non-binary, and/or gender nonconforming students may not use the name that they were assigned at birth, as it does not reflect their identity. We also recognize that for a variety of reasons students may not wish to go through a legal name change or may be in the middle of doing so, but wish to have their records reflect their chosen name before the process is complete.  

As such, the College has staff in place to assist students who wish to update their email addresses, academic class listings, and ID cards with their chosen name. To inquire or begin the process of updating an email address, academic class listing, and ID card, students complete the Chosen Name Request Form and then meet with Reese Kelly to review where their name will and will not change and to discuss strategies for managing any discrepancies. Since this system was updated, the College has seen a dramatic increase in students using the Chosen Name process. From July to November 2019, we received, advised, and processed 21 name change requests, compared to last year where 11 were completed across the entire academic year. 

Additionally, SADI worked with Danielle L'Esperance in Compass Student Services and the Registrar's Office to implement a process for students to change their sex designation in the College's information systems after they changed their sex designation on legal documentation such as a driver's license or birth certificate.

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Contact: Reese Kelly, Assistant Vice President of Diversity, Community and Inclusion

Champlain College recognizes that students with religious observances and/or transgender, non-binary, and/or gender nonconforming students have housing needs that may not be met if the students placed in certain residential buildings on campus. In particular, students in these populations may be better supported by having access to single-unit restroom facilities, living on an all-gender or same-gender hall, and/or living in a building with a kitchen for dietary needs. Over the summer, Reese Kelly worked with Kate Ford in Housing and Residential Life to create and implement a supplemental housing application called "Cultural or Religious Housing Preferences" to create a more clear avenue through which students can express their housing needs early in the housing process, so that they may be better placed, where possible.

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Contact: Jessa Karki, Director, Office of International Student Services (OISS)

Education, immigration counseling, and services supporting international students and scholars are led by Jessa Karki. In Skiff Hall, the OISS invites international students to gather with fellow international students and welcomes others from the broader Champlain community seeking to connect and to learn. Programming, such as International Student Orientation, International Education Week, and Nations United, celebrates the many cultures and traditions represented in the Champlain College community and spotlights the strengths that international diversity adds to our campus. Learning opportunities for the larger community and for international students are regularly provided in the form of cultural excursions, pancake breakfasts, workshops, etc and may be offered in collaboration with the Office of International Education, Student Engagement, Office of Diversity and Inclusion, or other partners.

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Contact: Julian Portilla, Associate Professor and Director of the Center for Mediation and Dialogue 

We remain committed to identifying ongoing opportunities for the community to gather and engage in supporting each other.  The Division of Student Affairs, Diversity and Inclusion (SADI) is continuing to work with the staff from the Center of Mediation and Dialogue who will continue to develop and facilitate new dialogue opportunities. Julian Portilla, Associate Professor and Director of the Center will be following up soon with more information about the next steps on these community dialogue opportunities on our Burlington campus soon.

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Contact: Jeffrey J. Brown, Vice President for Technology and Chief Information Officer

Developing Accessible Web Solutions

Contact: Cooper Fellows, Director of Business Architecture Solutions & Web Development

Our Web Development and Marketing teams focus intentionally on accessibility from strategy to design to development. We have documented internal practices used for developing accessible solutions and we track our accessibility efforts to identify opportunities for improvement. Our Content Management System (CMS) selection and web design principles include accessibility as a critical criterion for success.

Accessibility And Inclusivity Technologies

Contact: Jeffrey J. Brown, Vice President for Technology and Chief Information Officer

Information Systems provides several technological tools supporting accessibility and inclusivity efforts.
The Universal Design Online content Inspection Tool, or UDOIT (pronounced, "You Do It") enables faculty to identify accessibility issues in our Canvas Learning Management System. It can scan a course, generate a report, and provide resources on how to address common accessibility issues. 

YouTube can be used to generate transcripts and closed captions from video content.

Adobe Acrobat, available through our Adobe Creative Cloud site license, is the defacto standard for generating text via optical character recognition of PDFs and scanned documents.

NameCoach is a new service which will allow members of the community to record the pronunciation of their names, clarify pronouns, and help support proper pronunciation of names in the classroom and at events like Commencement.

Grackle Docs is another new service which will make checking Google Docs, Sheets, and Slides for accessibility issues easy along with tools for improving the accessibility features of these online collaborative documents.

Inclusive Technology Procurement Process

Contact: Jeffrey J. Brown, Vice President for Technology and Chief Information Officer

Partnering with Equity Initiatives and the Office of Accessibility, Information Systems is redesigning our technology procurement process to include an Accessibility and Inclusivity Review for any proposed new technology purchases. This review will take place alongside the Information Security Review and Data Governance Review processes ensuring that Accessibility and Inclusivity is given equal weight to other factors when selecting technology products.

Example criteria to be considered as part of the Accessibility and Inclusivity Review include:

  • Evidence of accessibility (via VPAT, third-party validation, or internal review)  
  • Support for chosen names
  • Support for preferred pronouns
  • Non-binary gender options
  • Bias language content
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