Town Hall Meeting April 21, 2010

Definition of diversity lauded.
People of color don’t sit on policy-making committees.
Faculty need help in dealing with diversity when advising.
Mistake to start with the assumption that only underrepresented groups and women need to be addressed in a diversity program. Instead the emphasis should be on the value added because of diversity.
Seminars are needed to teach faculty how diversity affects learning.
Three terms have come out: representation, trust, and the concept of a community of teaching and learning. Another term added: research.
Diversity needs to be at the policy table.
The process of policy making needs to be slowed down until we have a true perspective of what this campus should look like in an urban city and with our urban students.
Double talk destroys trust.
A formula will not make diversity a part of our core mission.
Do increased numbers guarantee a diversity conversation?
Diverse students and faculty need to be in positions to be heard.
Promotion of diverse people is important also.
We can’t wait for minorities to speak; the white men in authority need to address the issues also.
These issues have come up for 30 years; what is the time frame for this planning?
The majority is distrustful that true change will come.
The plan will be completed by January 2011 but the conversations in the thinking process have been valuable.
Did the committee discuss what our responsibility is to the exterior world?
Demographics are changing quickly in the city. Claims by African Americans and Latinos are going to persist. Change on this campus should have happened 20 years ago, but at least we are showing goodwill.
Goodwill is not what I’m looking for. Diversity is our core mission.
This document is trying to say that diversity has something to do with the very conceptualization of knowledge.
We are facing an experiment of how to capture knowledge through diversity.
It is not just a thinking document any longer; we need action.
Diverse post-docs not chosen for faculty positions. They need mentors.
Internal recruitment would help diversification.
Someone in authority needs to tell us when diversity will move forward at UIC.
The thinking document’s purpose was to describe our values.
What evidence do you have that diversity is percolating?
Need for some practical, realistic concrete answers.
Meetings to move the document to planning will happen.
Diversity will be continuously worked on just as research and teaching are.
Diversity is everyone’s responsibility and we can’t wait for a government or other entity to celebrate it and take it forward.
It is feasible for every department and college to make a diversity plan work.
Deans have to be involved as well as action by the Chancellor nudging departments, intrusive leadership.
The faculty, staff and students also have control over what happens on campus.
We need to keep talking about the transformation.
Diverse endowed chairs should be created.
Refocusing of the core mission is going on./td>
Deans should make sure that each search includes a diverse component.
Incentives are necessary.
A set of principles should be established and read before “that committee.”
Have a shareholders’ meeting at the Pavilion so that everyone on campus can hear the commitment to diversity.
When are we going to have a permanent office of diversity?
If established, money should not come out of other budgets that are already supporting diversity.
Numbers won’t do it but you’ve got to keep your eye on the numbers also.
Students are hit by a lack of funding and can’t graduate, which is a long-term issue.
We are not graduating diverse students in great numbers.
It’s important to know who is making the decisions regarding policy, budget, faculty, retention of students.
We should try to keep African-American and Latino faculty.
Early manifestation and progress will build trust in the process itself.
Consider a diversity class in the general education requirements.
This action should start with the students demanding it.
The entire curriculum needs to include diversity, not just one course.
Latin American literature should be included in the core curriculum.
How you treat people needs to be included as well as diversity in the sciences.
One course is a start along with a long-term discussion about how to infuse diversity throughout a student’s career at UIC.
Faculty need courses also.
Incorporate initiatives that would invite students from different ethnicities to events to build camaraderie.
Think of ways to retain minority students who frequently are shocked by the rigors of education.
We have missed opportunities with minority students who become discouraged with the cliques and the silos on campus.
To the planning group: move forward as fast as you can and don’t be afraid to challenge people to step up.