The FORCE initiative was formed with the ideal of uniting against prejudice to drive transformational change and creating an atmosphere of understanding, compassion and support on issues of access, equity and diversity. With these ideals in mind, over a year ago members of the Minority Rights Coalition began drafting what has come to be known as the FORCE Initiative. Researching the top 100 universities, they developed a skeletal frame of the efforts toward diversity and equity that they believed the University was lacking when compared to our peer institutions. The Lundy assault spurred members to increase efforts with a public response. Since that time, they have facilitated dozens of forums, presenting FORCE to well over 1,000 students, faculty members and administrators. Truly, FORCE has been -- and continues to be -- shaped by the voices of our community. Indeed, this past Monday, the Faculty Senate, President Casteen and other administrators were formally introduced to the initiative, providing valuable feedback regarding the proposal.
We believe that FORCE is one way in which the University administration must take concrete and immediate administrative action to address the deeply destructive institutionalized oppressions that have for too long plagued life on Grounds. In recent months, our community has been continually damaged by overt acts of intolerance. In an act of domestic violence, fourth-year Monica Long was murdered by her husband. Student Council President-elect Daisy Lundy was physically assaulted in a racially-motivated attack. A student spat at a low-wage worker in Cabell Hall and made a racist comment. Homophobic sentiments were discovered on a queer student's car. The Cavalier Daily's "Coach Random" comic reified false stereotypes of Asian-Americans. A Commerce School staff member made a racially derogatory comment to a student. These overt incidents of racism, sexism and homophobia are unacceptable under any circumstances.
They are particularly embittering at an institution of higher learning, which should be an environment free of these symptoms of intolerance and apathy towards dignity, humanity and justice.
However, because we truly believe in the potential of our University to be free from such incidents of intolerance, and because we are committed to the ideals of diversity and equality, we petition the University for the systematic, institutional changes outlined in FORCE. This initiative has undergone much growth and is available in greater detail on the Coalition's Web site. A brief outline of the detailed proposal is below.
Funding: We call upon the University to make diversity initiatives a significant part of the upcoming capital campaign and the current Light Across the Lawn campaign.
Office of Diversity and Equity: Accelerated progress on diversity issues demands the immediate creation and fiscal support of an Office of Diversity and Equity, headed by a person of significant authority with a high level of accountability. This officer would provide leadership for all diversity efforts, shape policy, execute its implementation and ensure that diversity is firmly entrenched throughout the institution. This position should be supported by an advisory board of students, faculty, staff and administrators, supplementing and strengthening the important work of existing institutions such as the Office of African American Affairs, the Women's Center and the LGBT Resource Center.
Recruitment and Retention: This year, the percentage of minority students and faculty declined. The University must immediately announce an action plan to recruit, retain and promote greater numbers of minority faculty, staff, and students.
Climate: Initiatives which improve the climate for diversity on Grounds must be nurtured and expanded, especially in terms of academic, co-curricular, and recreational space for both minority and majority populations.
Education: The University has a responsibility to more deeply engage our intellectual community in an academic dialogue about racism, sexism, classism and homophobia. African-American Studies and Studies in Women and Gender must be strengthened; Asian-American, Latino and Queer Studies must be created.
It is important to note, however, that FORCE is neither revolutionary nor extraordinary. Not only do the items in the proposal mirror industry standard (for example, last week Brown University announced the creation of an Associate Provost and Director of Institutional Diversity), but they are also modeled after myriad initiatives in the University's historical record. Similar proposals by faculty, students and administrators include Audacious Faith in 1987, Muddy Floor in 1996 and diversity initiatives of the 1990s, including Charting Diversity, Envisioning Diversity and Diversity 2020.
These numerous efforts only strengthen the argument for the need of institutional reform by illuminating the historical precedence for change.Indeed, the new creation of the President's Diversity Committee and the Board of Visitors Diversity Committee exemplifies the great importance of these issues and the research and action that must be taken to address them. The Board's Committee is unique, in that it is susceptible to higher scrutiny and accountability. Further, it will do more than a simple information-gathering committee, as it will formulate active and structural approaches to these concerns. Warren Thompson, Committee Chair, joined by four other Board members of diverse political persuasions, will be addressing "diversity" in a broad community sense. While the specifics of the Board Committee have yet to be announced (indeed, the formal name has yet to be released), its creation demonstrates that the Board is attuned to concerns in the University community and that they are ready to address these needs in a constructive, critical and responsible approach.
(M. Bruce is a third-year College student and executive member of the Minority Rights Coalition. Jasneen Sahni is a fourth-year College student and the Chief of Staff of the Minority Rights Coalition.)
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