A Discussion about Racial Climate at Brock University Overview - - PDF document

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A Discussion

about

Racial Climate

at

Brock University Overview of the Racial Climate Task Force

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Racial Climate Task Force

The Brock University Racial Climate Task Force was initiated following an incident of Blackface that occurred at Isaac’s Halloween Pub in October

• 2014. The first RCTF meeting was June 2015.

Racial Climate Task Force Terms of Reference

Our Mandate:

• Advocate for the development of programs, services,

policies, procedures, and protocol at the unit level, and campus-wide, that improve and enhance the racial climate on campus.

• Identify and facilitate opportunities for increased

cooperation, collaboration, and synergy amongst campus units, groups, and committees that have an interest in the racial climate on campus; track the

• utcomes and impacts of any collaborative offerings.

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Racial Climate Task Force Terms of Reference

Our Mandate (cont’ d):

• Identify and implement formal and informal means of

purposefully engaging Brock students, staff, and faculty to seek out their impressions and opinions about the racial climate on campus, and their ideas for how it can be improved.

• Assist with communication activities to inform Brock’s

internal and external communities about improvements related to the racial climate on campus.

• Advise the members of the S

enior Administrative Council

• n issues, challenges, opportunities, and outcomes

related to the racial climate on campus.

Racial Climate Task Force Terms of Reference

The RCTF includes representation from the following stakeholder groups:

• Aboriginal Student Services
• Brock University Students’ Union
• Faculty representation
• Graduate Students’ Association
• Human Rights and Equity Services
• Brock International: International Student Services/ESL Services
• Student Justice Centre
• Student Life & Community Experience
• Student Ombuds office

Additional campus partners are invited to attend particular meetings based on topics to be discussed, and/ or to participate in relevant working groups

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Members of the Racial Climate Task Force

(2016/ 17)

Front Row (left t o right ): Cate Talaue, Carole Moss, Brad Clarke (Chair), Julia Wood, Dolana Mogadime S econd Row (left t o right ): S andra Wong, Alana S harpe, S hannon Kitchings, Laura Hughes Back Row (left t o right ): Kim Radersma, S imon Black, Arthur Chen, S am MacAndrew Not pict ured: Phoebe Kang, Istafa S ufi, Zanab Jafry S hah, Olivier Kayitaba, Nona Bader, Zuzanna Kucharski

RCTF Meeting Cycle and Format

Meetings of the Task Force shall normally be held on a monthly basis. Working groups may be formed to undertake specific

• initiatives. For 2016/ 17, the group has discussed bi-

weekly working group meetings to alternate with the larger RCTF meeting. The RCTF working groups that we would like to introduce for 2016/ 17 include:

• Education, S

ervices, and S upports

• Research and Assessment
• Policy Review and Development

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Racial Climate Task Force S uccesses and Challenges

White Privilege S ymposium Canada

• First symposium of its kind in

Canada

• Over 420 people attended

– Brock students, staff, and

faculty

– Niagara community – K-12 teachers, staff, and

admin from across Ontario

• 7 keynote speakers
• 18 concurrent workshops
• Y
• uth Action Proj ect
• Networking and social events

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White Privilege S ymposium Canada

S pecial thanks to the following for their vision and leadership, and their commitment to making the WPS C a success!

• Dr. Dolana Mogadime, WPS

C Program Director

• Kim Radersma, WPS

C Program Coordinator

• Dr. Eddie Moore Jr. WPC Founder

White Privilege S ymposium Canada

WPS C participant feedback during and following the event was very

• positive. Examples include:
• “ I am so proud to have been part of this conference! It's great to have concrete ideas

and action items to provide to my organization so that we can do better. amazing, simply amazing, so looking forward to the next one”

• “ Fantastic symposium; one of the best I have attended; well organized; great variety
• f topics/ speakers; incredibly inspiring. This was an amazing conference. Kudos to the
• rganizers. Hope you will consider hosting this again!”
• “ I wanted to say a huge THANK YOU and congratulations for an amazing White

Privilege S ymposium! I cannot believe the quality and calibre of the speakers and workshop facilitators! I learned so much and am so excited to bring it into my work and share with colleagues. The other two UofG folks who were there and I plan to do some kind of lunch and learn presentation for our colleagues, and we are seriously looking into hosting the S ymposium in the future. Thank you thank you thank you for all of your hard work to bring it to Brock and set a shining example for others to follow!”

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White Privilege S ymposium Canada

WPS C attendee feedback cont’ d:

• “ The variety and caliber of speakers was outstanding”
• “ This was one of the best conferences I have attended in a long time. The agenda,

speakers and community that was developed was outstanding. The whole conference exceeded my expectations”

• “ Thank you for planning this much needed event. We need to create more spaces and

events like this”

• “ The conference theme was handled frankly but with sensitivity. The affordable

registration fee made it possible for me (retired person) to hear about current and emerging research and practices in dealing (with) the sensitive but socially relevant topic of "White Privilege". Thanks for the courtesy parking. Kudos for involving high school students”

• “ This was truly a well organized and impacting event. Every keynote hit a different

target in a way that had me continually question who I was and my role in social j ustice. A safe space was created in the gathering of incredible individuals. This was definitely a weekend to remember. Thank you”

White Privilege S ymposium Canada Joint Call for Papers

As part of our knowledge mobilization efforts to support and continue the conversation inspired by WPS C, we are collaborating on a double issue j ournal to be published by the:

• 1. Understanding and Dismantling Privilege Journal
• 2. Brock Education Journal

All WPS C attendees are encouraged to contribute their voices to the conversation on impactful social change. We invite contributions in various forms, including:

• Research
• Tools and strategies
• Narratives
• Case studies
• Counter story
• Life stories
• Creative works
• Community action plans

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BUS U’s Halloween Costume Protocol

• Implemented in October
• 2015. Includes proactive and

reactive measures

• The initiative garnered

positive national and international media attention, including: CBC, CHCH, Toronto S tar, National Post, Toronto S un, 570 News, 610 CKTB, Daily Mail UK

Training and Awareness Opportunities

A variety of training and awareness opportunities have been developed and offered, including:

• Anti-Racism workshop
• Deconstructing Bias training
• Challenging Cultural

Appropriation workshop

• Teaching Mandela

leadership workshop

• More are being considered

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Racial Climate Task Force - Challenges

In its first year and a half, the RCTF has made good strides to address factors contributing to the 2014 Blackface incident and the campus response, and in providing high- quality educational experiences for members of the Brock community. As the RCTF prioritizes our efforts for 2016/ 17 and beyond, we are significantly restricted by a lack of institutional resources (i.e. budgetary and human) and institutional infrastructure (ex. data, policy).

Racial Climate Task Force - Challenges

Brock is lacking in our current ability to even identify or quantify racialized students, staff, and faculty, let alone connect with them to understand and improve their experiences as a racialized individual on campus. A limited amount of information about the demographics of the Brock student population and their experience(s) with race and racism is available from benchmarking surveys such as CUS C and NS S E. (CONS IDER: How/ if t o include specific st at s from CUS C/ NS S E) In recent months, the University of Toronto and Dalhousie University have implemented campus diversity and anti-racism surveys and other strategies toward substantive equity in hiring and addressing racial violence.

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Racial Climate Task Force - Priorities 2016/ 17

At the beginning of the annual cycle, an issue identification and prioritization process is carried out to guide the agenda items and discussion topics for future meetings. Our priorities for 2016/ 17 include:

• Rename the Racial Climate Task Force to be the Anti-Racism Task

Force (ARTF)

• Develop an ARTF sub-committee structure to drive future

initiatives; recruit additional ARTF members to support (ex. student

• rganizations, employee bargaining units)
• Implement a Chair, Co-Chair, and S

ub-Committee Chairs model to further distribute the ARTF leadership

• S

ecure additional resources and infrastructure to enable the ARTF to better fulfill our mandate

Racial Climate Task Force - Priorities 2016/ 17

Anti-Racism Task Force Priorities 2016/ 17 Cont’ d:

• Continue to identify and respond to need for anti-racism

educational programming and training (ex. WPS C 2017)

• Design and deliver a campus inquiry exercise (survey, focus groups,

interviews) exploring Brock’s racial climate and anti-racism supports and services; analyze feedback and develop an action plan based on the results

• Advocate for Brock-specific initiatives in support of Truth and

Reconciliation

• Advocate, and provide guidance for, the development, delivery, and

analysis of a race-based census of Brock University students and employees

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Racial Climate Task Force - Priorities 2016/ 17

Anti-Racism Task Force Priorities 2016/ 17 Cont’ d:

• S

upport the HRTF to update the University’s R WLEP , Employment Equity, and other related policies

• Establish deeper connections with student organizations at Brock

whose members may be interested in the mandate and outcomes of the Racial Climate Task Force, including:

Aboriginal S tudent Organization Chinese S tudents and S cholars East African S tudents Association Ghana Association Indian S tudents Association International S tudents' Association Malayalee Association Mandarin Chinese Christian Fellowship Muslim S tudents Association Pakistani S tudents Association ROOTS

• African Caribbean S
• ciety

S

• uth Asian S

tudent Alliance Y

• ung, Black, and Educated

Perspectives Regarding First-Hand Experiences at Brock University

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Describing the Dynamics of Race and Racism at Brock

Sandra Wong Aboriginal Academic Program S upport Coordinator, Aboriginal S tudent S ervices Carole Moss Ombudsperson, Brock University S tudents’ Union Zanab Jafry Shah Ombuds Coordinator, Brock University S tudents’ Union Phoebe Kang CUPE 4207 Observer, Unit 2 & Unit 3- ES L Instructors and Coordinators

Ombuds

GRADUATE STUDENTS Maternity Leave

Complaint Issue

2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 DisABILITY Accomodations 2 3 2 No Data 5 4 2 1 Appeals 4 3 6 4 9 13 8 3 Admissions 1 1 2 1 1 Academic Misconduct 2 5 8 6 5 7 9 12 5 Course/Program Delivery 1 2 6 12 8 4 Examinations/Comprehensives 1 5 1 2 3 Employment 2 2 1 3 1 Financial Need 2 3 3 2 3 7 3 Grading/Evaluation 1 4 7 3 11 14 12 5 Human Rights & Safety 1 3 2 2 3 2 7 6 Interpersonal Conflict 1 4 3 7 2 4 6 5 3 Landlord-Tenant 2 5 2 2 2 1 2 Non Academic Misconduct 1 1 1 1 Probation 1 1 3 Program Requirements 1 2 1 3 2 1 Required Withdrawal 1 2 6 9 4 2 Supervisory Relationship 3 8 5 7 4 3 7 5 3 Students' Requesting Anonminity 7 Grad Cases 9 31 37 56 27 63 86 82 49 Undergrad Cases 153 193 222 196 168 183 231 274 95 TOTAL Cases 162 224 259 252 195 246 317 356 144

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Ombuds

UNDERGRADUATE STUDENTS Maternity Leave Complaint Issue 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 disABILITY accomodations 3 3 5 2 4 5 7 11 5 Appeals 69 61 55 58 49 44 61 57 9 Admissions 2 3 7 4 2 1 2 4 1 Academic Misconduct 24 29 31 38 27 20 28 36 12 Course Delivery 4 6 8 5 9 12 19 16 7 Course Registration 3 2 1 2 3 2 1 Examinations 2 4 11 8 5 3 5 7 3 Employment 1 2 8 4 3 4 4 9 2 Financial 2 1 7 4 10 7 11 14 4 Grading/Evaluation 3 4 16 11 18 27 25 33 11 Housing 2 3 1 1 4 2 1 Human Rights & Safety 2 5 3 1 8 13 11 8 Interpersonal Conflict 7 12 15 9 5 15 10 7 4 Landlord-Tenant 3 1 2 1 4 2 6 2 Non Academic Misconduct 2 3 1 2 3 2 5 3 Probation 17 19 14 12 9 6 11 18 6 Program Requirements 1 4 8 4 3 8 5 1 Parking Services 1 2 1 Practica/Internship/CO-OP 1 3 1 1 2 1 2 5 3 Suspension 2 31 28 24 19 16 11 21 5 Supervisory Relationship 2 1 5 3 1 2 1 3 1 Students Reqeststing Anonyminity 1 6 Undergrad Cases 153 193 222 196 168 183 231 274 95 Grad Cases 9 31 37 56 27 63 86 82 49 TOTAL Cases 162 224 259 252 195 246 317 356 144

Ombuds

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Racial Climate Task Force

Phoebe Kang CUPE 4207 Observer Unit 2 & Unit 3 ESL Instructors and Coordinators

• Over 70%
• f the members said they have

witnessed or experienced racism on campus.

• Only 50%
• f the members are aware of

the services available on campus.

• Less than 15%
• f the members has

accessed the services.

11/29/2016 15 Testimonies from the members in Unit 2 & Unit 3 (CUPE 4207)

• Many instances over the years. About four years

ago, I was standing next to some S audi

• students. S
• meone rolled down the window of

their car and yelled out a series of racial slurs (incorrectly). I talked to the students about it and they said they weren't that upset any more because it happens so regularly.

• Another example was when the bookstore put

up signs (many years ago) saying no refunds for ES L students.

Continued

• I have heard many times people referring to

the international students and the East Academic as – ‘ East’ Academic or ‘ Far East’ Academic building.

• A few years ago, a group of students drove

by in their truck through the EA parking lot, slowed down next to some international students, yelled out the window, "Go back to your own country", then drove off.

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Continued

• I heard a student talking negatively about

an Asian student’s appearance.

• During a seminar, students used the

expression "these people" in a negative way to refer to blacks and Latinos, indicating that "these people tend to have drug problems and engage in criminal behaviour"

Recommendation 1

Increased Interactions with the entire Brock campus

• “ S

teps like the Halloween costume recommendations is a good step. Workshops and posters are always a good next step. Given that internationalization is a maj or aim of this university, more interactions would help. The international week events should be spread out across campus and not localized to j ust pond inlet or the International Building. “

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Recommendation 2

Education & Awareness Campaign

• Educate staff and students. Have more open

discussions.

• Paid & mandatory anti-oppression training for all

employees.

• Rigorous awareness campaign

Recommendation 3

More Resources in Brock and greater Brock community

• Establish support system within Brock – more resources

to deal with these issues.

• Establish support system and more activities with
• utside of Brock – Multicultural Centre, Newcomer

S ervices (YMCA)

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Preliminary Interim Recommendations by Members of the Racial Climate Task Force

Recommendations to Combat Racism at Brock

It is recommended that the Human Rights Task Force support, and include in it s interim recommendations:

• That additional institutional resources and infrastructure be

provided to the Anti-Racism Task Force, to enable the ARTF to better fulfill it’s mandate

• That the Anti-Racism Task Force sponsor a campus inquiry exercise

(survey, focus groups, interviews) exploring Brock’s racial climate and anti-racism supports and services; and that an action plan be developed based on these data; it is further recommended that a faculty member be identified to head this inquiry and action plan. This person MUS T be a person 'of colour', qualified to undertake such work. They must be given credit in future for this short-term

• work. The faculty-lead should have at their disposal the requisite

resources to undertake this work.

• That dedicated services and staff be identified and resourced to

support racialized students on campus. At present, campus services are differentially located across groups who are each covered under the Human Rights Code

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Recommendations to Combat Racism at Brock

It is recommended that the Human Rights Task Force support, and include in its interim recommendations (cont’ d):

• That, with appropriate leadership and consultation, Brock-specific

initiatives be identified and implemented in support of Truth and Reconciliation

• That, with appropriate leadership and consultation, a race-based

census of Brock University students and employees be conducted, and that this data be used to inform equitable recruitment, retention, and hiring practices for Brock students and employees

• That the HRTF prioritize the revision and implementation of the

University’s R WLEP , Employment Equity, and other anti-racism related policies

Conclusion

The efforts of the Racial Climate Task Force have worked to bring attention to issues of race and racism at Brock University and elsewhere. As a Task Force, and as a campus, we are making progress, but we expect that there will always be more that we can do.

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Group Discussion: Questions and Answers Concerning Racial Climate at Brock University