Of The Plan for Diversity, Equity and Inclusion

Back: Moving Forward

  • Training will relate to ongoing efforts to create a practice of equity and justice within the organization
  • Training will address one of the following subjects:
    • Knowledge of one or more cultural framework, values, and norms;
    • Negotiation of cultural difference;
    • Issues of power, privilege, bias, harassment, discrimination (whether individual, institutional, or structural), and causes of inequity;
    • DEI-related policies, practices, systems, etc.
  • Trainings will be periodically assessed for impact
  • Training will explicitly define needs for ongoing engagement or followup (including: follow-up training aimed at building knowledge, skill, and ability, ongoing application of knowledge, and/or ability; and planning sparked by needs identified as a result of the training)
  • Supervisors will be knowledgeable about trainings taken by their supervisees, and will support the learning in their departments

“…Our review of the Middle States student survey data point to a need for Colgate to further reflect on role of GLOs in campus life. Working Group 2 considered the intersection of GLOs and inclusivity, and by extension to Colgate’s efforts to adhere to our mission of celebrating diversity while functioning as one institution.

There is considerable variation among GLOs in the challenges they present and the solutions that could involve them. Nonetheless, survey data, student testimonials, and recurring incidents requiring disciplinary action show that GLOs divide the campus. Some members of the community seek an expansion of the system, whereas others would like to see GLOs abolished. GLOs can foster a culture of exclusion, particularly along lines of gender, sexuality, race, and social class, which undercuts our stated goal of achieving an inclusive community. Division in our community is a serious concern, and one that Colgate has struggled with for many years.

As noted on the Colgate website, GLOs make claims that they embody moral, ethical, leadership, and philanthropic principles.  Yet GLOs can fail to live up to these principles. Fraternities can foster a culture that is detrimental to their own members as well as to the community at large. The GLO system needs work, and GLO affiliated students and administrators need to work thoughtfully together so that GLOs can achieve their commitments to service, align their practices to Colgate’s mission, and live up to their potential. Over the years, Colgate has struggled to encourage the positive aspects of GLOs that draw many students to this residential and social option, while eliminating negative aspects that harm and divide our community. This challenging, multi-faceted issue calls out to be resolved with a climate that fosters diversity and inclusion…”

(Full text, including footnotes omitted here, is available at https://sites.google.com/a/colgate.edu/middle-states-report-2018/)