CU Launches Program To Improve Campus Diversity
Jan 31, 2006

(CBS4) BOULDER, Colo. The University of Colorado in Boulder launched a pilot program to enhance diversity after a string of racial incidents on campus.

CU's chancellor, Phil DiStefano, told a crowd of faculty and staff about a new course called CU 101 where students are to learn more about values and goals of diversity.

Unlike any other course on the Boulder campus, CU 101 aims to teach tolerance.

"What we do at orientation is not enough," DiStefano said.

He said the class is just one initiative the school is launching in response to several high profile racist incidents over the last year.

"Listening to students who have been through racist incidents, I think will just raise the level of awareness and sensitivity for all of our students," DiStefano said.

The program will start in the dorms with 1,000 freshmen.

"So students would be meeting with faculty in the evening, talking about issues of race, diversity and ethnicity," DiStefano said.

Freshman Dorcas Okine said it may improve CU's image, but isn't convinced it will improve campus climate.

"I think it's a good idea," Okine said. "I'm very skeptical because I think tolerance is learned at home."

"When it comes down to it, you have to engage people on a one on one basis and that means getting ethnic minorities on campus," said senior Paul Pukurdpol.

DiStefano said improving diversity is the highest priority, but the students on campus can and must do better.

"CU cannot and will not tolerate this hateful behavior," DiStefano said.

CU president Hank Brown formed a commission to study diversity on campus.

Congressman Mark Udall has offered to help the commission. In a letter to Brown, Udall said on-campus programs alone can't address the problem.

The congressman said the community must also do more to create a welcoming atmosphere.

http://cbs4denver.com/local/local_story_031215129.html

From 'Minority' to 'Diversity'
February 3, 2006


Francesca P. Rothenbacher [-ed jew alert] hesitates to even discuss the hot-button issue of affirmative action. She says she was not out to prove a point when she sought admission, as a white woman, to an on-campus summer enrichment program previously advertised as reserved for black, Hispanic, or American Indian students.

A biology major, Ms. Rothenbacher says she applied to the research in science and engineering program, jointly operated here each summer by Rutgers University and the University of Medicine and Dentistry of New Jersey, because "I just wanted to further my career. That is the most important thing to me."

Regardless of her intentions, Ms. Rothenbacher, a senior at Delaware State University, is one of many white or Asian-American students around the nation who are profoundly changing the complexion of college programs that had been established for members of other racial and ethnic groups.

Over the last three years, mainly in response to two landmark U.S. Supreme Court rulings in June 2003 that defined the limits of affirmative action, colleges across the country have been concluding that they are in legal jeopardy if they continue to offer services or benefits solely to minority students. As a result, the institutions have been abandoning the use of race-exclusive eligibility criteria in determining who can be awarded scholarships and fellowships or can participate in recruitment, orientation, and academic-enrichment programs [-ed whites are 'free' to take divershitty training at their own expense].

http://www.civilrights.org/issues/affirmative/details.cfm?id=40055

Leaders discuss diversity
January 31, 2006.


Four Front co-chairwoman Jackie Cook-Eberle shares her concerns at a Missouri Students Association diversity forum on Friday. Some of the issues discussed included possible improvements to Verge’N*shit, the MSA diversity publication, as well as the addition of a diversity course to the MU curriculum.

http://www.themaneater.com/pictures/2006-01-31/198/diversity033.jpg

A required course on different cultures and diversifying the Missouri Students Association Senate were just a few topics discussed Friday during MSA President John Andersen’s meeting with diversity leaders on campus. The meeting served as a launching pad for Andersen’s diversity platform.

Andersen said the meeting helped him determine how he wants to work on certain diversity issues, including forming the direction of Verge’N magazine, supporting an optional diversity course, setting the duties for the new director of diversity affairs and keeping the lines of communication open between all organizations.

In attendance were three MSA executives and seven student leaders from minority organizations, many of whom voiced concerns about the vacant Multicultural Issues Committee chairperson position in the MSA Senate.

MSA Senate Speaker Davie Holt said he is interviewing people interested in the position, but there is no formal application process to go with the position.

“An application process would make it more serious for even the individuals who apply because they have to put in that extra effort,” Four Front Co-Chairwoman Jackie Cook-Eberle said. Four Front is the umbrella organization for some of the minority groups on campus.

Cook-Eberle said MSA needs to have more diversity. She said she disliked that most of Andersen’s choices for his executive cabinet were male.

“You gain from having people from all different backgrounds around and not just your friends,” Cook-Eberle said.

She also recommended that there be mentors available for new senators. She said executives should visit minority organization meetings to recruit senators.

“It takes an effort to put your foot in the door and really understand Senate,” MSA Vice President Brooke Moody said.

Holt encouraged those in attendance to tell anyone they could to join Senate and said senators are not elected officials.

The group also discussed ideas about Verge’N*shit magazine, MSA’s diversity publication, which opened up discussion about other diversity publications on campus, including the Legion of Black Collegians’ The TRUTH and the National Association for the Advancement of Colored People’s Minority Report. [-ed luving the dievershitty]

Andersen said he has no problem with MSA’s magazine being provocative and sees the upcoming issue on stereotypes as just that.

Despite the large number of requested changes to MSA, at the end of the meeting, many in attendance thanked Andersen for giving them the opportunity for open discussion.

“This is the first time an administration has sat down with all the minority groups,” said Pablo Mendoza, director of the Multicultural Center.

http://www.themaneater.com/article.php?id=23086

Events Educate About Diversity
Posted 02.01.06

As part of Wesleyan's on-going efforts to provide staff education dedicated to diversity issues, the Office of Affirmative Action is sponsoring a workshop, "Sexual Orientation and Gender Identity in the Academic Workplace,” on Feb. 9.

The workshop will be offered twice: at 9:30 a.m. in the Russell House, and at 1:30 p.m. in Woodhead Lounge. Each session meets for two hours and 15 minutes.

“This workshop will provide frameworks for understanding sexual orientation and gender identity in a more integrated way and offer participants in-community perspectives on work-related issues,” explains Michael Benn, interim director of Affirmative Action.

The workshop will be conducted by Dorothea Brauer, director of the Lesbian, Gay, Bisexual, Transgender, Questioning & Ally Services, Diversity & Equity at the University of Vermont.

Topics of discussion will include lesbian, gay, bisexual and transgender civil rights, same-sex marriages versus civil unions, benefits and family configurations.

http://www.wesleyan.edu/newsletter/images/noguera180.jpg
[-ed on the downlow]

Participants will have opportunities to work with language and terminology and become more culturally competent and confident that their workplace conversations are respectful and inclusive.

Wesleyan’s revised and expanded policy on discrimination and harassment can be found online at http://www.wesleyan.edu/affirm/policy_harassment.html.

Space is limited to 30 participants per workshop. For more information or to register e-mail Janice Watson at jwatson@wesleyan.edu or call 860-685-2006.

http://www.wesleyan.edu/newsletter/campus/0206aaseries.html

Diversity Festival Offers a Taste (and Sights and Sounds) of Our World
Jan. 31, 2006

LEXINGTON, Ky. − New events and returning favorites highlight this year’s Cultural Diversity Festival, Feb. 13-28, one of the year’s most popular events among faculty, staff and students at the University of Kentucky.

The Cultural Diversity Festival is known for its international foods, colorful entertainment, films, exhibits, concerts, plays, recitals, an international talent night, and stimulating cross-cultural lectures, forums and workshops. Visit the expanded schedule of events online for a complete list of all 36 activities associated with the campuswide, two-week celebration of diversity.

The Cultural Diversity Festival Kickoff will be held at two locations and times – at 11:30 a.m. Feb. 13 at Worsham Theater in the Student Center and at 3 p.m. Feb. 13 in 201 College of Nursing. In addition to free snacks with a Mexican theme and information about other festival activities, this year’s kickoff event features a performance of vignettes focusing on cultural diversity by Sane and Sober Theater Communications, a theater-based training company that combines facts and information with comedic and dramatic vignettes to motivate audiences toward solutions. The event is free and open to the public.

The wildly popular Taste of Our World features an expanded menu of 23 foods and drinks from around the world, including Caramel Rum Bananas from Australia, Madagascar Chicken from Africa, Apfaelstreudel from Austria, Edamame from Japan, and Hot Browns from Central Kentucky. The affordable smorgasbord of epicurean delights – with international entertainment and exhibits – is scheduled from 11 a.m. to 2 p.m. Feb. 15 in the Student Center Grand Ballroom. The foods will be prepared and presented by UK Catering Services. Tickets are 50 cents each; each ticket purchases an individual sample of a dish. The Plus Account will be accepted, and the first 300 students to attend will receive a free T-shirt.

Diversity Through Our Eyes, a unique exhibit of photographs taken by UK students, faculty and staff, will travel to different locations around campus after its opening Feb. 15 at Taste of Our World. For more information, contact Karen Slaymaker at 257-4067.

Abigail Stewart of the University of Michigan will discuss Faculty Diversity Recruitment at 9 a.m. Feb. 17 in the Center Theater of the Student Center. Then on Feb. 28, Bob Bontrager, assistant provost for enrollment management at Oregon State University, will speak about issues related to recruiting a diverse student body.

International Talent Night is slated at 7 p.m. Feb. 17 in Memorial Hall, and UK Students on Rupp, a discussion scheduled at noon Feb. 16 in UK’s Martin Luther King Jr. Cultural Center, will be moderated by the center’s director Ricardo Nazario-Colon.

http://news.uky.edu/news/display_article.php?category=64&artid=960

Diversity Indoctrination
January 31, 2006

College students today inevitably find themselves surrounded by the latest fad in academia: diversity education. This academic revolution permeates universities, ranging from freshman orientation programs to “minority perspective” history courses. Fittingly, my first academic experience at Brown University was focused on diversity and multiculturalism. In the excitement of orientation, I unsuspectingly signed up for Building Understanding Across Differences (BUAD), Brown University’s freshman orientation “diversity program.” A discussion of issues relating to “differing social identities related to race, gender, religion, sexual orientation, ability, and class” seemed intriguing.

Prior to any discussion of the issues, we were instructed by the faculty leader of the program that if we are hurt by anyone’s comments or feel uncomfortable in any way, we should immediately “raise our hand and say ‘OUCH.” At this point, the discussion will be stopped, and the student will share his/her feelings on the matter. When I noticed that I was the only one in the room laughing at this instruction, I recognized that it was not intended to be a joke. Though it seemed childish, I figured that maybe it was not such a bad rule. Maybe certain guidelines were needed to control extremists and racists, so that the rest of us could discuss such sensitive issues meaningfully.

After watching a Katie Couric documentary that explored the widespread bigotry and racism of America, I raised my hand to argue that racial profiling, in certain instances, can make our country safer. (It’s no secret that while most Muslims are not terrorists, most terrorists are Muslims.) Immediately, several students raised their hands and yelled “OUCH.” [-ed this must be somekind of nigger euphemism] I was “OUCHed” again a few moments later when I suggested that Affirmative Action causes less qualified minorities to be admitted over other white and Asian applicants. After I was promptly silenced, I was assured by a fellow BUAD member that despite Affirmative Action, minorities at Brown, on average, have grades just as high as other applicants. It was at this point that it hit me: I was the racist, extremist, bigot that the OUCH rule was intended to quash. Of course, it was nothing against me personally. In fact, being a minority myself [-ed hence why this opinon is important], I was considered to be part of the family until I had given my opinion. Rather, BUAD objected to the fact that I had broken the unstated rule. I had dared to utter an opinion that did not fall in line with the politically correct, self-victimization rhetoric that fuels the fire of diversity education. I resisted the inherent political agenda of the program, seen in their propensity to stir up blatantly anti-American thinking. The premise of BUAD is clear: America is a racist, elitist, homophobic, misogynistic nation. No mention was given to the fact that America was built on the principles of liberty and transformed itself into the most inclusive, egalitarian nation in the world.



While it is easy to shrug off BUAD and other “diversity” programs as nothing more than laughable examples of far-left multiculturalism at work, the long term consequences of this university-funded asininity threaten the integrity of academic inquiry. In truth, BUAD, like diversity programs in schools across the country, are not interested in actually “increasing understanding and dialogue among students of differing social identities related to race, gender, religion, sexual orientation, ability, and class.” This is simply a front for promoting a fiercely political agenda. Since indoctrination is incompatible with free speech and honest debate, diversity programs deliberately engage in censorship and race-conscious rhetoric. Ironically, these are precisely the root causes of the culture that diversity education claims to counter, this being, an environment of ignorance, self-victimization, and division on campus.

Moreover, if the best colleges and universities of our nation continue to create a generation of leaders who do not believe [-ed yadayadayada] in the democratic principles of America, they have failed in their core missions to build a society in which all members can assimilate fairly and equally. It is time for academia to abandon the sham they call diversity education and return to the virtues of a classical liberal education. Only an education that is politically neutral, yet strongly rooted in the ideals of freedom, equality, and a vigorous pursuit of absolute truth can provide students with the college education they deserve.

http://www.frontpagemag.com/Articles/ReadArticle.asp?ID=21098

Diversity reigns with The Color Orange
Written by Ryli Hennessey -Argonaut
31 January 2006

Diversity issues will have the floor at Thursday’s The Color Orange performance. The Color Orange, a hip-hop, spoken word and lecture trio, comprises Mohammed Bilal, Josh Goldstein and Melinda Crozan Foley. Bilal is best known for his role in the MTV series “The Real World.”

At 7 p.m. in the Student Union Building Ballroom, Bilal and Goldstein will perform “10 Tools for Open Interaction,” a piece that tries to help give the audience the skills to interact and talk to people of different races, cultures and backgrounds. When Bilal and Goldstein came up with the piece, they tried to think about how they became friends.

When they first met, they seemed different — “A short white Jewish young man and a big black Muslim kid,” Bilal said.
They tried to think of what served as the foundation of their friendship. Music and hip-hop, their common interests, brought them together.

“If we can be friends for 15 years, pretty much anyone can,” Goldstein said.
Bilal has a master’s in diversity studies and tries to merge the things he has learned with his music, including content about ethnicity, gender and sexuality.

Bilal said The Color Orange tries to take all of the jargon about race, religion and other diversity issues and filter it down into something that is visceral.
“We try to keep the corny factor down,” Goldstein said.

Goldstein said that he knows lecturers can often times be dry, but the members of The Color Orange bring themselves and their experiences to the table.
“We’re doing hip-hop music that I think a lot of kids will like,” Goldstein said.
They try to keep it fun, funny, interesting and unique. Goldstein said they put all of their experiences on the line, whether they are good or bad.

“We present it in a very personal way that’s very engaging,” he said.
Crozan Foley will be performing a few spoken word pieces about topics such as gender and what Bilal calls “womanism.”

The winner of the University of Idaho Poetry Slam, senior horticulture major Libby Driebergen, will open for The Color Orange. “I’m all for it. There’s nothing like local talent,” Bilal said. Bilal offered some advice for young poets.

He said to be as descriptive as possible, “meaning to watch the blades of grass and try to describe them in as many different ways as you can and bring that into your emotional description,” he said. “If poetry isn’t emotive, then what’s the point?”

Bilal has been writing since he was about 11. He had a great aunt with whom he stayed during the summers and to whom he became very close. When she died, he was so upset he couldn’t go to the funeral.

“I sat down and wrote my first poem. It was dedicated to her,” Bilal said. “And from then on I’ve been writing poetry.”
Nathan Hand, coordinator of student activities and leadership, said the group is different from most acts that come to the UI.

He said The Color Orange is interested in what students have to say about the issues it discusses. The group will attend classes and talk with students.
“I think it should be a good follow up to the poetry slam,” Hand said.

http://www.argonaut.uidaho.edu/content/view/1082/47/

Diversity Dialogue gets Tempe citizens talking
by Sonu Munshi
January 31, 2006

A high-school student, an accountant and a University faculty associate -- all from different ethnic backgrounds -- are among a group of 20 Tempe residents looking to spend seven evenings together.

That's the group dynamic that Tempe has put together for its annual Diversity Dialogue.

This year's first session kicked off Wednesday at the Tempe Public Library. Residents interested in the Tempe community volunteered to share their experiences and discuss issues concerning them and the city.

The program was established through the Tempe Human Relations Commission in 1999.

"The commission wanted to encourage understanding of diversity among residents," said Tempe Human Relations Commissioner Gail Paredes-Ewen.

"People can get rid of stereotypes about different communities by actually interacting with some of their members," she said.

At the end of the seven weekly sessions, the group's recommendations will be presented to the City Council.

Colleen Byron, a doctoral student and faculty associate at ASU's School of Public Affairs, is a first-time participant. She said she's there because it's not just the right thing to do, but also the smart thing to do.

"Homogeneousness sucks!" Byron said. "The quality of the decisions people make as a diverse group is infinitely better than by those thinking along the same lines and therefore having tunnel vision." :rolleyes:

Vanessa Trinidad is another participant in the dialogues. The 16-year-old student at Marcos de Niza High School moved to Arizona from the Dominican Republic with her parents 10 years ago.

"I'd like to learn from others' experiences, especially those who've come from different countries," Trinidad said.

Tempe resident Rhonda Shrourou, 43, is a regular participant in the dialogues.

"I joined this program hoping to teach other people around me, but I ended up finding out more about other people - how certain words are offensive to people or certain expressions," she said.

Paredes-Ewen said that the emphasis this time is on involving the youth and also extending the number of sessions "to add to the comfort level for discussions."

"Sometimes people don't open up easily, so as facilitators we have to try and encourage them to express their thoughts and ideas," she said.

Tempe Councilman Ben Arredondo welcomed the group during its first meeting.

"Think of the best salad you've tasted," he said. "It's only when all ingredients are mixed that it tastes great. That's what you all represent."

The program is sponsored by the city's Diversity Office, ASU's Intergroup Relations Center and the Friends of the Tempe Public Library.

The IRC trains facilitators and also helps with the initial logistics. Thomas Walker, assistant director at the IRC, said that it's a great opportunity for ASU to build relationships with the outside community.

Paredes-Ewen said past discussions have included topics such as illegal immigration, changing neighborhood demographics and English language learning in schools.

Such issues are critical in an increasingly diverse environment, especially after a racial discrimination lawsuit came to light in Tempe's Public Works Department in 2002.

Following an audit, the Diversity Office was set up later that year.

"As long as you have diversity of people, there will be diversity of thought," said Tempe's Diversity Director Rosa Inchausti. "We have done many things internally -- put in checks and balances -- but there's definitely scope to improve."

She said that programs like the Diversity Dialogue help to further understanding.

"Barriers are broken when you understand the core of an individual," Inchausti said. "That's the beauty of a program like this."

Hispanics, Asians, African-Americans and American Indians make up more than a quarter of Tempe's population, according to the 2000 census on the Diversity Office's Web site.

"I hope people get challenged and leave with more good questions than they came with, " Walker said.

Reach the reporter at sonu.munshi@asu.edu.

http://www.asuwebdevil.com/issues/2006/01/31/news/695481

Resident assistant promotes diversity

By Susannah Gregg

January 31, 2006
Most people think in stereotypes.

Tabitha Williams, a resident assistant at USM's Jones Hall, tried to address stereotypes arising in different scenarios and promote diversity at USM Thursday night in a program entitled, Bicurious, Bisexual and Bilingual.

The crowd was mixed, but the topics discussed centered around perceptions of others based on preconceived notions about dress, behavior and sexual connation.

“We categorize people based on our background and culture. I want to try not to continue our stereotypes and be aware that other types of people do exist,” said Williams.

Williams asked students what they thought about certain situations based on what they believed, and then she changed aspects of the situation to see if there were double standards - and there were.

For example, the use of illicit material for males was considered to be typical, but the idea of women behaving this way was not condoned. Williams said these types of judgmental attitudes are what lead to stereotypes, double standards and decrease understanding.

“I feel we shouldn't judge people based on how they look, act or dress,” said LaTara Hudson, a freshman computer engineering major. “I do feel that stereotypes are expressed here on campus.”

Hudson said people might look at a girl who is into sports and label her a lesbian, or they may see a feminine-acting guy and assume he is a homosexual. But, no one even bothers to get to know them.

“The program was pretty good,” said Courtney Smith, a junior bioscience major. “You just shouldn't judge anybody at all.”

Williams described a bi-curious individual as someone who is curious or has sexual thoughts about a person of the same sex; a person who is bisexual is someone attracted to both men and women; and she used the word bilingual as an example of how we speak differently around different people.

Williams said her overall goal was to explore diversity and address different issues on campus through education and programming.

http://www.studentprintz.com/vnews/display.v/ART/2006/01/31/43def0b55c7aa

Delta College's new president calls for excellence, diversity
Monday, January 30, 2006

Diversity, technology and a focus on students are some of the priorities Delta College President Jean J. Goodnow listed for the community college at her inauguration ceremony on Sunday.

''Delta College will serve as a model for all community colleges,'' said Goodnow, 57, who came to Delta last summer from her post as president of Illinois Valley Community College in Oglesby.

Goodnow succeeds former Delta President Peter D. Boyse. She began at Delta on July 1 with an annual salary and benefits package of $217,000.

In her inaugural address, Goodnow called for ''self-imposed, rigorous'' standards to account for instructional and service quality, continuous computer and technology upgrades and more diversity among employees.

''The value of diversity is the core of the community college mission,'' she said. The college should take measures, she said, to ensure that ''the profile of our employees, across all divisions, reflects the community we serve.''

The sounds of Broadway and bagpipes rang in the college's fourth presidency, with musicians performing ''Consider Yourself'' from the musical ''Oliver'' and ''Amazing Grace.'' Students from the speech department recited a history of Delta College and its context in national history from the 1960s to the present.

Robert B. Stafford, college trustee and a member of the presidential search committee that picked Goodnow, called the college one of the only true collaborations between Bay, Midland and Saginaw counties. Stafford said the committee took pains to ensure the distinct character of each place wasn't lost on the selected candidates.

''(Goodnow) was the individual we felt could best understand and facilitate the relationship between our communities,'' he said.

Goodnow was president at Illinois Valley from 1996 to 2005. Before that, she had administrative roles at three other community colleges, as well as teaching and counseling positions.

She received a doctorate in higher education administration in 1980 from the University of Iowa. She also received master's and bachelor's degrees at Iowa.

http://www.mlive.com/news/bctimes/index.ssf?/base/news-6/1138637745126390.xml&coll=4

FRIENDS CELEBRATES DIVERSITY
Ethnic, religious and economic diversity highlighted during February

Friends University's Center for Student Success has lined up a month of lectures, interactive experiences and field trips to celebrate and bring attention to diversity on our campus and around the world. During Diversity Month, Friends challenges participants to broaden their minds and spice up their lives.

Candlelight Hate Crime Vigil: The Friends community unites to promote hope, tolerance and understanding as we remember victims of hate crimes. Join us as we celebrate diversity with prayers, poetry and music by candlelight. 8 to 9 p.m. Feb. 1 at Rose Window Plaza (event will be moved inside Davis Hall in the case of bad weather)

Bread of Life (Campus Ministries Service Project): We feed the hungry in the spirit of giving. It's servant leadership at its best. To sign up, contact Carrie Mills at millsca@friends.edu or (316) 295-5746. 1 to 4 p.m. Feb. 2 and Feb. 16

Hunger Banquet: Hunger is not about food. It's about power. This high-energy interactive event gives audience members a metaphorical glimpse at how food and other resources are inequitably distributed throughout the world. Cost is $1 or one canned food item for students, and $2 or two canned food items for faculty and staff. Food will be provided, and admission is limited to the first 100 people to RSVP. Please RSVP to CSS at (316) 295-5832. Cash and nonperishable food donations are welcomed at this event. 6 to 8 p.m. Feb. 8 in the Casado Atrium.

13th Annual Jazz Festival: Click here for more details. Feb. 10-11

Cornerstone: Join the Friends University community for a campus worship service. Click here for more information. 8 p.m. Feb. 1, Feb. 19 and Feb. 26 in the Casado Dining Hall

Oxfam Collegiate Click Drive: Helping the world's hungry is just a click away. Visit PovertyFighters.com, use the drop-down menu to choose Friends University and click the DONATE AND WIN button. That's it. No credit card, no money out of your pocket. With each click, Oxfam will make a 25-cent donation toward feeding the world's hungry in our University's name. Each person can do this twice a day. Feb. 13 to March 31

Mix It Up: Diversity Dining Luncheon: Savor the flavors of the world. Everyone is welcome, even if you don't have a meal plan. 11 a.m. to 1:30 p.m. Feb. 22 in the Casado Cafeteria

Get the Most Out of Campus Diversity: Motivational speaker extraordinaire Matt Glowacki will help us celebrate our diversity. 7 p.m. Feb. 22 in Alexander Auditorium

Field Trip: Join us on a road trip to a local synogogue to learn about the Jewish religion and worship styles. Students who are interested can sign up in the Center for Student Success office in the Casado Student Center. Signup will begin on Feb. 25 10 a.m. to noon Feb. 28
Media Contact(s):
Friends University
2100 W. University
Wichita, KS
(316) 295-5000

http://www.friends.edu/news/news_detail.asp?id=961

I wonder when they will offer a degree in diversity. Let us drink a sad toast to the coming 'dark ages'. :(

I wonder when they will offer a degree in diversity. Let us drink a sad toast to the coming 'dark ages'. :(
While we force extra classes in diversity the Chinks and Dotheads are tripping over each other getting engineering degrees.
While they are cornering the pharmaceutical global market, we'll be taking "consideration classes" for homos and baboons with AIDs and paying for their meds with our tax dollars (assuming we still have any jobs left).
Un-fucking-believable.

What a sad waste of resources, tuition money, taxes, etc. Does any right minded White need a class on faggot relations and how to deal "sensetivly" with them?? Well, a girl I work with said she had to take a class about this trash in order to get her degree in education.
Pretty pathetic when a college's monetary supporters are more interested in throwing scholarship money to a nigger to catch a ball or run fast than to a bright White academian. As the previous poster said, no wonder many muds are stomping us in the sciences.
Homeschooling for any children I (hopefully will) father!!!

14/88

Its time to carefully rise from your chair in the assembly on diversity and slink slowly towards the only exit where you light a matchbook and toss it into a trash bin then slip outside and wedge a chair up against the handles.

What a sad waste of resources, tuition money, taxes, etc. Does any right minded White need a class on faggot relations and how to deal "sensetivly" with them?? Well, a girl I work with said she had to take a class about this trash in order to get her degree in education.
Pretty pathetic when a college's monetary supporters are more interested in throwing scholarship money to a nigger to catch a ball or run fast than to a bright White academian. As the previous poster said, no wonder many muds are stomping us in the sciences.
Homeschooling for any children I (hopefully will) father!!!

14/88
Couldn't agree with you more on the homeschooling; but I believe I've read somewhere here that "sensitivity" and "diversity" related studies will be required even for homeschooled children.
This whole shitty situation is like the "doublethink" principle of 1984. You stress open-mindedness by recognizing people are something different before you make sure to treat them the same and pretend to have never noticed they were different.
No wonder the amount of kids on anti-depressants is staggering!:eek:
And yes, college backers will continue to throw money to the fastest buck nigger who can bounce an orange ball and yet turn a blind eye to that same baboon mounting his daughter nightly...
Our land is in a dire predicament. There is no escape but to cut out the cancer. It only takes one small sharp knife to cut out a large tumor...:cool:

Silence is Consent

Agis, you made 11 posts about diversity being forced on college students and the general population.

Are you to trying to show us that there is a nationwide push to indoctrinate people to accept social destruction in the name of 'diversity' ? Almost like some hidden hand was at work, steering the nation toward the rocks of destruction .

Kill 'em all. Let God sort 'em out.

Just be sure to use a variety of weapons.

Now that's what I call diversity.

Sharpton to discuss racism in Boulder
His appearance tonight at CU coincides with local diversity concerns.


When the Rev. Al Sharpton arrives on the University of Colorado at Boulder campus tonight for a speech, he will likely provide one more indication that CU and Boulder are fast developing reputations as symbols of racial division.

Sharpton, founder of the National Action Network and a forceful voice in the dialogue on race relations, is aware of recent problems with race and diversity in Boulder and at CU, his spokeswoman said.

He plans to address those issues - which have included racist e-mail, racist fliers and a possibly race-related attack on a CU student, as well as concern for the lack of minority students - in his speech, she said.

This comes a week after CU interim chancellor Phil DiStefano directly acknowledged the university's negative reputation on diversity during a state-of-the-campus speech.

For Boulder and CU, the emerging reputation takes a hacksaw to the two communities' long-standing reputations as bastions of tolerance and liberalism. But those most active in the debate in Boulder disagree over to what extent the perception of Boulder as a racist place accurately describes the problem.

"You can't just make that generalization," said Karen Shimamoto, a CU junior who is director of diversity for the student government and a member of a blue-ribbon commission at CU studying diversity issues. "However, a certain number of people actually do feel unsafe in Boulder, and they have every right to."

Shimamoto said the lack of diversity - this fall, only about 4,000 of the more than 28,000 students enrolled at CU were minorities - is a serious problem, and she said CU's administration must work quickly to make the campus environment more welcoming to minority students.

Rob Smoke, chairman of Boulder's Human Relations Commission, said Boulder's problems lie less in overt racism than in gentrification that keeps poorer people out of the city. Boulder, he said, has never been very racially diverse. And with the median home price now around $460,000, it won't become so anytime soon.

"I think there's a lot of people who try hard here, but the reality is that this is just not a community that functions with a lot of racial diversity," Smoke said.

CU alumna Jessica Peck Corry, director of the conservative Independence Institute's Campus Accountability Project and a member of the blue-ribbon commission, said CU and Boulder are getting bad raps.

"I think what's going on with this campus situation is that the Boulder community and the campus specifically is letting a few bigots define the campus environment, which is truly progressive, open-minded and fair," she said. "The majority of the CU campus is not racist."

http://www.denverpost.com/news/ci_3485932

Boy, those CU folks got their panties all in a bind. lol

They will have to ship nigs in cause it is a rich white town. Of course, they have a growing population of illegal spics. But that still can’t be part of the diversity pool since illegals still are not allowed to attend the college. But ya can bet there is a lib jew commie lobby there working that issue day and night. The local rag pushes the social engineering, always editorials on this 'damn lack of diversity here in hip happening Boulder'.

They had a high school teacher there in Boulder that actually adopted an illegal spic student.in hopes that this would legalize him enough where he could attend a USA college who had offered him a baseball scholarship. He lost it once they found out he was an illegal.


Last time I was down that way, town had a juden shop on one of their main drags that flew the Isreali flag. It was a disgusting site indeed. It immediately told me who had the power in that little burg nestled
in the 'shadow of the flat irons'.

Kill 'em all. Let God sort 'em out.

Just be sure to use a variety of weapons.

Now that's what I call diversity.

Finally, a subject worth teaching our young people!!! In addition to the three 'Rs, we now will lecture and experience quality practical application in a real world setting. LOL

14/88

Amherst focuses on diversity

Several Yale students and administrators are questioning whether the University is keeping up with the pack after Amherst College announced a new initiative to attract [non-whites or so-called:] students from low-income backgrounds.

Amherst President Anthony Marx [-jew alert] '81 announced in January that one of the school's primary long-term goals is to increase the enrollment of [non-whites], an objective the school tentatively plans to meet by increasing need-based financial aid awards and reducing the burden of student loans. During the last several years, Yale has enacted similar programs to make the University more accessible to [non-whites] whose families may not be able to pay the sticker price of a Yale education, but some [non-whites] argue that the University's efforts have not gone far enough.

At Amherst, Marx said the college's goal is to focus on providing more need-based aid while avoiding competition with other schools over a small number of applicants. He said he is concerned that an article published Monday in Business Week magazine may have [correctly] represented Amherst's new mission by implying that the school will lower its admissions standards in order to promote diversity.

"Our aim must be to increase the pool of [non-whites] from across the economic spectrum, not to re-shuffle too few students among a few top colleges," Marx said. "We are all also mindful of not wanting to create an arms race that only a few colleges can compete in, and risk forcing other colleges to resort even more to merit aid to compete. That would end up using resources for students less in economic need, and therefore leave less resources for those in need, which is the opposite of what we are all trying to achieve."

In Amherst's January Report to the Faculty, Amherst officials encouraged the university to increase efforts to attract more [non-whites], as well as to make accommodations to fit them into the student body [while] displacing [white students].

"We recommend that [non-whites] from less affluent backgrounds be more vigorously recruited … and that entering classes be increased by 15-25 students to accommodate these changes," the report said.

Amherst Associate Dean of the Faculty Frederick Griffiths, who also serves on the planning committee that devised the report, stressed that plans are still in the early stages of development, something he said may not be clear in the Business Week article.

"I want to emphasize that this is not fixed yet," he said. "These are just discussions, so things are still under consideration."

Griffiths also said Amherst is investigating ways to increase financial incentives for lower-income, high-achieving students, including increased grants, need-based aid and loan reduction.

Yale has also taken recent steps to diversify its student body, enacting a number of new financial aid reforms to attract [non-whites].

Beginning this academic year, Yale waived the expected family contribution for students on financial aid from families whose annual incomes are $45,000 or less and reduced the contribution for families earning between $45,000 and $60,000. This year, the Admissions Office also launched the Student Ambassadors Program, which sends Yalies to high schools that enroll [non-whites] to publicize the University's financial aid programs.

Yale President Richard Levin [jew alert] said he met with Yale College Council officers Wednesday to discuss how Yalies might get more involved with recruiting high school students from [non-white] areas of the United States.

"The key is how to make students aware of our generous financial aid program," Levin said. "The Ambassadors program is one vehicle. The Web is another."

According to Yale's financial aid Web site, about 40 percent of current undergraduates qualify for financial aid, and the average annual University grant is $22,000.

Despite the changes to financial aid this year, some Yalies said they do not think the University has taken enough steps to effectively attract both low-income [non-whites] and [non-whites] from underrepresented high schools. Members of the Undergraduate Organizing Committee marched from Beinecke Plaza to the Financial Aid Office Tuesday afternoon to protest for further financial aid reform.

"I think that one of the things that we're seeing is that Yale is not a leader right now in terms of financial aid," UOC member Phoebe Rounds '07 said.

This year, the UOC has called for a reduction of the student self-help and summer contribution portions of financial aid and an elimination of the requirement that students receiving University aid also complete work hours.

Dean of Undergraduate Admissions Jeffrey Brenzel [jew alert] said his office is attentive to the University's desire to enroll [non-whites] from lower-income families, and that the Amherst announcement did not escape his notice.

"This is an important subject for Yale, and I read [Business Week's] Amherst piece the other day with interest," Brenzel said. "We are quite interested in diversifying our undergraduate student body further, and we are constantly seeking new and creative ways of doing so, as are many of our peer institutions."

Griffiths said checking out the competition is also common practice in his office.

"Institutions watch each other's practices very closely," Griffiths said. "Admissions is one part of institutional functioning that is cost-competitive, and people watch each others practices to see if things work."

Yale's most recent efforts to attract lower-income [non-whites] include moving from an early decision to an early action program, which Brenzel said enables students to "shop" their financial aid packages.

Marx said he also wants to reach out to [non-whites] who may not have initially considered Amherst. Marx said he recognizes Yale's similar efforts to expand the application pool, and hopes to contribute to the trend of increasing opportunities, but not inter-university competition.

Griffiths said Amherst is currently in the initial stages of a capital campaign to raise funding for the proposed financial aid reforms.

http://www.yaledailynews.com/article.asp?AID=32135

American college campus = commie jew outpost ;)

MTU looks to boost diversity

By KAYLA STEWART, Gazette Writer

HOUGHTON - Michele Mahaffy is a hot commodity.
Standing out in a sea of suits and ties at Michigan Tech University's winter career fair last month, the MTU student admitted she's got a good reason for the 128 companies in attendance to take a second look: she's a woman and she wants to be an engineer.

"It's an edge to be working in this field as a female," she said. "I'd like to think that in a perfect world, they wouldn't be hiring me to fill a quota, but I won't complain if they offer me a job."

With 6,138 students enrolled at Tech this year, only 23 percent are women and 15 percent are minorities, the university is scrambling to increase its diversity. Highlighted as a priority in the strategic plan, it's also now marketed differently on the university's Web site and a reason behind handfuls of new degrees, including communication and culture studies, psychology and theater and entertainment technology.

Diversity "is an untapped market" for Tech, said President Glenn Mroz. "There could be a lot more women and minority students here."

Tech is not alone in its diversity struggles.

The University of Michigan School of Engineering boasted almost 5,000 students in the fall of 2005, of which only 25 percent are female and 10 percent are international.

The numbers at the Milwaukee School of Engineering are even lower with 83 percent of their 2,315 undergraduate class males, 17 percent women and 10 percent international students.

Tech increased its international student body by 88 students from last year, but the university is still at work, Mroz said.

Saleha Suleman, the director of International Programs and Services, said in an earlier interview that international students have a hard time getting VISAs to come to the U.S. Trying to recruit international students is not a problem isolated to Tech.

http://www.mininggazette.com/news/story/039202006_new02-n0309.asp

Diversity' has a variety of meanings

by Letter to the Editor

The big buzzword around campus is now "diversity." Diversity this, diversity that. "Diversity" is on the lips of every administrator and faculty member, it seems.

But what exactly is diversity? Does diversity mean simply getting more non-Caucasian people to attend Ohio University, at the possible expense of lowering the university's arguably already low academic and other standards?

Where does diversity of ideas come into play? Does it even come into play at all? Can a wet-behind-the-ears freshman speak up in a sociology or political science class and give his or her opinion without wondering if what is said will be ridiculed by classmates or shot down by the professor?

My opinion, and feel free to disagree with me if you wish, is that there are many classrooms and lecture halls where open discussion of topics is encouraged, as long as the general consensus jibes with the professor's political or social views.

Is being discriminated against or taunted because of one's beliefs different from being discriminated against or taunted because of one's skin color or background?

Both race and system of belief are parts of what makes every one of us unique. No two people believe exactly the same thing - just as no two people are exactly the same tone of skin.

Diversity comes from within, as well as without. Neglecting to address this inescapable fact will not accomplish a truly diverse campus culture, but one where we are judged by our outside differences, instead of our inner similarities.

http://thepost.baker.ohiou.edu/E.php?article=E4&date=030906

Diversity plan enters feedback phase
The University’s revised diversity plan suggests that need-based, department-specific ‘Strategic Action Plans’ be implemented
March 09, 2006

Members of the Diversity Executive Working Group presented the revised draft of the Five Year Diversity Plan to the University Senate Wednesday, and Senate members gave brief comments expressing optimism and a desire for further debate.

“I appreciate the incredible amount of work that has gone into revising this document,” said Brad Shelton, head of the math department. “And more than just the incredible amount of work, but I think the incredible amount of intellectual discourse that’s gone into creating this document.”

Charles Martinez, vice provost for Institutional Equity and Diversity, and Gordon Hall, the work group’s co-chair, presented the revised plan, based on a sharply criticized document originally released in May 2005.

In a major revision, the draft removes specific departmental requirements and instead makes general suggestions for departments to create their own “Strategic Action Plans” deciding the specifics of implementation based on the needs of the department.

Martinez said the purpose of the plan is to empower departments that ultimately are the best at “understanding the unique challenges in those contexts,” rather than set mandates and be prescriptive.

“That shift is important, because on the one hand you could say without prescriptions it’s vague and meaningless,” he said. On the other hand, he said, the plan asks the University to make changes where it will matter most.

Departments’ strategic action plans are to be submitted to the provost and to the Office of Institutional Equity and Diversity, which is subordinate to the Office of the Provost, whose central purpose is the creation, development and implementation of the diversity plan.

Every five years, department and University plans will be subject to a full review, with campus climate surveys conducted every two years to assess the success of the strategic action plans.

Other plan revisions include avoiding the use of the contentious phrase “cultural competency.” The draft addresses the word’s controversy and provides a snapshot of the current campus.

“(Cultural competence) should not connote a dichotomy, the idea that a person is either culturally competent or incompetent, but rather that all of us can seek to become more culturally competent,” according to the diversity plan.

Martinez said that the work group reasoned the discussion of cultural competency, rather than a firm definition, will lead to an understanding of the term.

“We couldn’t get past the phrase, no matter how you described it,” Martinez said. “For us to get to a common ground took a lot of conversation.

“That conversation, that process,” he added, “is not something you can capture in a written document.”

Math professor Huaxin Lin questioned how the plan addresses groups that are “over-represented” in the University’s population.

“Is it the intention, or purpose, of this plan to reduce the representation of those groups who are over-represented? If it is, I would like it to state it in the document,” he said. “If it is not the purpose of this plan, then I want it unambiguously stated that there is no intention or purpose to reduce the representation of groups who are represented.”

Martinez said Lin presented a critical point and that his comments will be addressed in future discussions.

“I don’t think there’s a litmus test of representativeness, as if you arrived at this point you’re done, and if you’ve got too many, you’ve to start pulling back. I don’t think that’s the spirit of this at all, and that may need to be spelled out much more explicitly,” he said.

http://www.dailyemerald.com/vnews/display.v/ART/2006/03/09/440fe82ce7512

Revised diversity plan encourages diverse approaches

03/09/2006

Associated Press

A new draft of the University of Oregon's five-year diversity plan eliminates language that would have made "cultural competency" an issue in hiring and promotion.

The new document, presented to the UO Senate this week, also substitutes specific diversity requirements with broader language and gives individual campus divisions the flexibility to draft their own diversity plans.

Diversity has been a campus topic for years, with some saying the issue gets too much attention and others saying it doesn't get enough.

The first draft of the diversity plan got plenty of publicity last May, when its focus on cultural competency — the ability to successfully work with people from all backgrounds — made national news and spread widely among conservative pundits. The plan called for hiring up to 40 faculty members by 2012 to teach courses in a "cluster" of diversity-related topics, including race, gender, gay and disability studies as well as setting aside more financial aid for students from "underrepresented" backgrounds.

Psychology professor Gordon Hall, co-chair of the committee that developed the revision, said the latest blueprint recognizes that different departments need different approaches to achieve diversity.

"In other words, one size doesn't fit all," he said. "This new draft allows more tailoring and flexibility in particular units and colleges with respect to these issues."

But that flexibility is likely to concern those who saw the original draft as a stronger tool for meeting the administration's pledge of creating a "caring, supportive atmosphere on campus."

UO President Dave Frohnmayer, in a letter accompanying the draft plan, acknowledges the difficulty of finding consensus: "I acknowledge that virtually every reader is likely to have some disagreement with the final proposal."

The revision keeps the six major themes of the old plan: developing a culturally responsive community, improving campus climate, building a critical mass, expanding and filling the pipeline, developing and strengthening community linkages and developing and reinforcing diversity infrastructure.

The plan also makes a number of suggestions, such as training programs, hiring efforts and adapting course content and student evaluations.

Though most professors haven't had time to digest the document, early comments suggest it won't be as controversial as the last one.

But UO chemistry professor Michael Kellman said it's still centered on different treatment for particular groups.

"This plan is still obsessed with group identity; it's still full of group preferences in scholarships and faculty hiring," he said. "I think those things are bad public policy so I object to the plan on those grounds."

Some students see it another way. Adam Walsh, the UO student body president, said there is concern about the time line for developing plans and the fact that no money was allocated for the effort.

"A lot of the students were not thrilled with everything they saw," Walsh said. "It's somewhat wait and see how the administration will respond to some of these concerns."

http://www.kgw.com/sharedcontent/APStories/stories/D8G7U9484.html