Black Alumni Town Hall

Veronica Morris: HE SAID, I’M VERONICA Morris, a member of UD class of 1992 and right now I serve as the sucker I mean the convener. I mean, the Veronica Morris: I don’t know what day they gotta be working on today as it relates to the black alumni affinity group. So I we are here this evening. We’re excited and delighted that you all have taken the time to sit down Veronica Morris: We want to extend a very gracious. Thank you Veronica Morris: To Dr Spina and his team for coming in and taking the time to talk to us and share and our conversations and our concerns and our even our recommendations as it relates to Veronica Morris: Engaging with students of color on campus. In addition to preparing for activities for our 2021 reunion Veronica Morris: When we found out I call the corona cation that we’ve been on Corona case in the last seven months. And since we’ve been on Veronica Morris: Vacation and realized we weren’t allowed. We couldn’t have our reunion for this year we decided to use this as a time to engage alum and what you all would like to see as we gear up to plan for 2021 Veronica Morris: In addition to kind of hearing some things that you don’t want Veronica Morris: To see as it relates to the reunion weekend so we did conduct for focus groups and in those focus groups, we talked about activities we talked about connectivity with current students. We talked about philanthropic activities. I’m going to Veronica Morris: give a big shout out to Mr. Linton, who has a phenomenal philanthropic strategy for us to engage and actually give financially to the university Veronica Morris: In addition to us giving of our time and our talent because oftentimes we don’t have money. I got four teenage girls in my house. I’m one of those people. So that’s why I I give them of my time so Veronica Morris: In this in the course of this hour, hour and a half. We want to make sure that we’re engaging you guys we’re hearing what you want, we’re going to hear from staff from maathai Veronica Morris: You know what merit, I’ma let you say, wait, wait. What department, you were is too many words for me at six o’clock in the evening, but Veronica Morris: Wanting to engage in staff here and as I give shout out here to always get embarrassed because she my baby from Toledo. She’s a nurse alone will and doing a great job here. So, so she she one of my other babies. In addition to all the other babies that I have Veronica Morris: Like I said during this 90 minute conversation we want to talk about the importance of diversity and inclusion Veronica Morris: We thank Dr. Speaking of because as a, as a person who works here in the city of Dayton for the city of Dayton. I know that the university corporately has Veronica Morris: Really under his leadership done a lot as it relates to engaging in diversity and including Veronica Morris: Everyone into the fabric of what the university’s mission is. And actually, Learn and Serve. So we thank him. I think him personally as as again as a resident of the city of Dayton and employee of the city of data UD alone Veronica Morris: For his for him driving and leading Veronica Morris: His staff Veronica Morris: It’s not just something that he Veronica Morris: Speaks on paper. I’ve been at mini evening meetings with Dr Spina where we’re having lasagna and debates at eight o’clock in the evening. So it is not just a conversation piece here at the University of Dayton is something that is actually being woven Veronica Morris: Into the strategic plan and the fourth goings of the activities at the University Veronica Morris: So with that, I’m going to, I don’t know if Dr burley’s on yet, but I did want to again I’m just kind of shout out the University of Dayton team. We had Amanda rough, rough in the office Veronica Morris: You know, which I introduce you to sales because it’s too many titles this evening. So Amanda. I’m gonna start with you Amanda Rupp: Okay Amanda Rupp: So I’m Amanda group I’m over in Alumni Relations and work with three union and affinity programs Carlos Carlos Stewart (UDayton): Hello beautiful people. My name is Carlos steward I serve as the senior Sophie director for development diversity and access initiatives and university advancement Veronica Morris: Anita Anita Brothers: Good evening, everyone. I’m Anita brothers. I’m the director of alumni relations and engagement at your alma mater Jay, Jen Howe: VP Advancement: Hi I’m Jen, how I’m the VP for university advancement and I have the honor of working with all of our alumni relations and our development officers leading that entire initiative for the institution misguidedly Kathleen Henderson: I Kathleen Henderson, I am currently serving as director for college access success and transitions, of course, depending on what year you were at the University of Dayton, chances are, I had a different title. Stop laughing legend. He probably knows all of the button now Veronica Morris: Well, I was one of your first group so that I’m surprised we get to stay back to us. So it just shows how strong you are currently Kathleen Henderson: I was in shock and couldn’t move that’s what happened Merida Allen: Good evening. My name is Meredith Allen and I do serve as associate dean of students and the executive director

Merida Allen: For the multi ethnic education and Engagement Center on campus. So it’s a pleasure to be with all of you. And thank you for all you poured into this institution and for our community to remain as rich as it is. So it’s a pleasure to be in your space today Veronica Morris: Dr. Leslie Leslie Picca: Hi, good evening, everybody. I’m Leslie Pika. I’m a professor of sociology here currently serving as the President of the academic senate and I have the honor of working with Dr. Larry Burley on the CO chairing the university Inclusive Excellence council and it’s so good joined the meeting Coach Eric Spina/UDayton: coach Coach didn’t want to be recognized Veronica Morris: I but he’s, he staff Eric Spina/UDayton: We keep them around for Veronica Morris: You still on mute coach agrant1: Oh, can you hear me now agrant1: Yeah, okay. Anthony grant head basketball coach at Dayton at seven grad good and see everybody apologize for being a little late, but I’m glad to be with you today Veronica Morris: Mr. Gary Terri: Kathleen, you and I must be really old because we get a miss in front of my name’s Terry Freeman class of 81 and Veronica Morris: I’m and before I introduce our, our board America’s Mr Scotland. Did I miss any staff UD staff Veronica Morris: If I did you went on my list. Oh, sorry. And you didn’t come Carlos Stewart (UDayton): On Veronica Morris: Oh hey, how are you Lawrence’s iPad (2): I’m good, how are you Lawrence’s iPad (2): Good to see everybody I’m Larry Burnley vice president for diversity and inclusion. Good to be here Veronica Morris: And Dr. And Mr. Lennon, you want to introduce yourself Lynton Scotland: Yeah, Linton Scotland. This class of 84 hours they wouldn’t Catherine was a student so Lynton Scotland: Nice to see everyone. It’s amazing. I there’s so many faces of staff, now that I don’t recognize and that’s a good thing, somewhat that seeing more diverse staff. And so, that’s fantastic Veronica Morris: For those of you who are who are alum on the call, we are collecting the data, you know, phone numbers email addresses for those on the call, so that we can share and distribute with you guys should you want it Veronica Morris: Again, we want to keep you guys engaged. I’m going to put my contact information in the chat box always tell people, don’t call a text first because if I don’t know that number. I’m not going to answer. I might owe you some money Veronica Morris: So if we do that, that way we can stay engaged, we can keep you guys plugged in. It’s very important Veronica Morris: For us as a team that we’re getting information out to you. One of the things that we heard consistently was Veronica Morris: People don’t know what we’re doing. People don’t understand where we’re going. So we want to ensure that we’re staying on top of getting phone numbers emails contact information so that as we continue to push Veronica Morris: And develop initiatives that we keep you guys engaged that we listened to your recommendations that we listened to your suggestions and things that you want and things that you don’t want Veronica Morris: So to that end, I’m going to introduce Dr. Eric Spina Dr. Dr. Eric, as I call him and he told me I couldn’t call it that. But I am anyway. For the purposes of this conversation if y’all know me, I don’t follow rules whale Veronica Morris: And he’s going to give us an overview of what his Diversity and Equity and Inclusion plan is in addition to how he looks at engagement Veronica Morris: On with black alarm and how we can engage and to help him in his admission. So Dr. Sabrina, thank you so much and I’ll give the turn the mic over to you Eric Spina/UDayton: Thanks. Thanks very much. Veronica, you are a force of nature. It’s always great to be in your presence and appreciate Eric Spina/UDayton: All you do as a volunteer leader and they all you do in the city. You really do make a difference. So I’m want to thank everyone for making time during what should be dinner time here in the in the Midwest and on the East Coast. This is an important meeting to me personally Eric Spina/UDayton: But also important really critical for the University of Dayton I join you in the disappointment that 10 days or so ago we didn’t gather on campus and have black alumni reunion Eric Spina/UDayton: But look forward to it in next next year. I still recall very clearly actually one of the best weekends, that that I’ve had since I’ve been at UD Eric Spina/UDayton: When we were together. Hard to believe it’s three years ago, but there’s really a tremendous weekend Eric Spina/UDayton: recognize some of you were involved in some of you maybe the first time engaging with me Eric Spina/UDayton: But really appreciate your voice really appreciate your, your presence and thanks to everyone who engaged in the in the various focus group sessions

Eric Spina/UDayton: As Veronica said those are really helpful to us some some before I say what I want to say I just want to give a couple Special shout outs Eric Spina/UDayton: Veronica already touched on Linton, but just remind folks. He’s very active America’s trustee. He’s actually serving on our campaign cabinet. As we get ready to launch the university’s first campaign in in 20 in 20 years and you probably saw the press release, but he’s also the Eric Spina/UDayton: He received the Alumni Award for special service. So we’re proud of Linton, and then I’m also going to shout out Terry Freeman Eric Spina/UDayton: Who received the 2020 Alumni Award for special achievement. So as when I told them both about these very significant awards. I told them I had some heartache that Eric Spina/UDayton: Has a very, very special award awards that the university gives out and to have their, their names come up in this year when we’re when we didn’t have Eric Spina/UDayton: A celebration. But I promised them when we can get together we will be together and we will we will celebrate them in appropriate ways. And then I actually want to shout out to the, to the next person. You’re going to hear after me Malia wells, who’s really a leading student at UT Eric Spina/UDayton: Really is an important leader on campus and multiple ways. I’m just gonna she represents in many, many ways. The reason that we are all here. The reason Eric Spina/UDayton: That we are all working hard to make this a university that increasingly is is better and more, more. Excellent. So I’m going to try not to do I’m having trouble getting my Eric Spina/UDayton: There we go. So I’m going to try. I’m not going to drain these PowerPoint slides, but especially for folks who haven’t heard me speak before I want to touch on some really important issues Eric Spina/UDayton: In part, so you can see where our priorities are in part. So you can see some of the progress we’re making at the end of the day, progress. We need to make Eric Spina/UDayton: So I want to touch briefly on the priority of the work we’re doing and diversity, equity inclusion very briefly give a rationale, from my perspective, from the university perspective Eric Spina/UDayton: I’m going to talk about vehicles for action and markers for progress and I’m very quickly going to step through Eric Spina/UDayton: The 11 step Action Plan anti racism action plan that the leadership of the university adopted in June Eric Spina/UDayton: So let me just quickly touch on prioritization diversity, equity inclusion Eric Spina/UDayton: I’m going to say when they went to search for the for the next president after damn current if you saw the position description, it was very clear Eric Spina/UDayton: That they were looking for someone who would work with the alumni with the university to make this a more diverse a more equitable and a more inclusive University. Not that people weren’t working hard previously not that Eric Spina/UDayton: We weren’t making progress, but I think it was recognized and certainly something I heard from faculty, staff, and students is we need to make more progress and we need to do it quickly Eric Spina/UDayton: So read from the get go. I understood and really one of the reasons I took the job is because the trustees told me this would be important Eric Spina/UDayton: They would support me when I talked about it they would support me when I prioritized it Eric Spina/UDayton: They would support me when I spent money on it and I’ve been really proud of the fact that the board has been supportive I’ve a tremendous leadership team Eric Spina/UDayton: And folks across the university who are working hard with me and together. I think we’re starting to make some progress, but we also have a long, long way to go Eric Spina/UDayton: So for me this is, in part, personal I’ve told the trustees that by the time I’m ready to step down as president. We haven’t made progress Eric Spina/UDayton: To make the university more compositionally diverse more equitable and more inclusive Eric Spina/UDayton: I will have failed. No matter what else we might have accomplished as university, I will have failed in my presidency. So for me, that’s intensely personal Eric Spina/UDayton: But it’s also important for the university and I think that scene. If you look at this statement that we put out in 2017 Eric Spina/UDayton: They really talked about why diversity, equity inclusion was important for the university. I’m not going to read this, all I’m going to highlight Eric Spina/UDayton: That we affirmed very clearly very strongly very publicly that diversity, equity inclusion are inextricably linked with excellence. So this is not about Eric Spina/UDayton: Worrying about what other people think about this is not about just doing the right thing Eric Spina/UDayton: This is about making the University of Dayton. Excellent, which is what we’re all ultimately charged to do

Eric Spina/UDayton: Because diversity at all levels of the university from the board to our student body can only enrich our learning environment and expand our institutional ability intelligence and creativity and that our is bolted because it’s Eric Spina/UDayton: Purposely includes all of you all of the alumni of color all the black alumni. If you don’t see yourself as part of our university our environment Eric Spina/UDayton: then then then we are failing. So again, I’m not going to drain these slides, I think, important for you to for you to see that. Let me briefly talk about this slide vehicles for action and markers of progress so Eric Spina/UDayton: You know, it’s important at a university to create as many committees as you possibly can. So, so I have but these committees and work groups and Eric Spina/UDayton: And initiatives are really thoughtfully designed to help us make progress where we need to make progress. The first hire I made even before I was president Eric Spina/UDayton: Was was Larry as the Vice President for diversity inclusion his staff now in the Office of Diversity Inclusion is as an extraordinary staff numbering for total Eric Spina/UDayton: But, but Larry has a very broad purview. And as Larry says he’s the inaugural vice president in this area Eric Spina/UDayton: He and I talk and meet on a weekly basis. He has access to me in the university really never had had that before, where there is someone who is charged Eric Spina/UDayton: To work across the university work with colleagues from every division and just help us break down barriers and make make make progress on highlight here Mac. What was Alma all ma just, just a couple, a couple years ago Eric Spina/UDayton: And I’m going to highlight just a couple things. It’s no longer just an office. It’s a center Eric Spina/UDayton: So it’s now even more important to the entire university, not just students of color, not just black students, but the entire university Eric Spina/UDayton: The scope of mech is more significant. And now, and now not only thinks about, you know, what do we need to do to support students of color, what do we need to support students of difference Eric Spina/UDayton: It also works closely with many people across campus to think about what do we need to do to educate all students that UD matter what you look like Eric Spina/UDayton: For environment that is going to be increasing the more more diverse. So the scope is different, the staffing has been enhanced we have increased number of positions and Mac Eric Spina/UDayton: And its leadership profile the significance. So you know merit is relatively new in this position, although she was previously in the in the center Eric Spina/UDayton: Unfortunately, we lost. We lost Derek Dr Dario Graham, but you know Merica has just stepped right in and continues to push us forward. Well, dairy and Meredith know Eric Spina/UDayton: That I am one phone call one text one email away it’s rare for a week to go by when Marin, I don’t touch base about something so access at a university is really important. The leadership Eric Spina/UDayton: Really all the staff and Mac have access to me. They know that Mac, the students that Mac supports are among the most important things at this university to make Eric Spina/UDayton: Another thing we did so. So Jen, how was I think the person I hired right right after Larry again. I wasn’t yet yet president Eric Spina/UDayton: Jen, from the, from the get go. Understood. We need to do more in terms of engaging black alumni, we now have Carlos Stewart, who is need into that Eric Spina/UDayton: Working with Amanda and Anita, and many others to make certain that we are seen as welcoming seen as listening and ultimately learning from your experiences and making this university better as a result of the things that you tell us the things that you hold us accountable for Eric Spina/UDayton: The flyers plan for Community excellence, we could probably talk about this at length, but this is the university’s first strategic plan for diversity inclusion Eric Spina/UDayton: took us to a little bit over two years to get there because it was so thorough because we included so many people in its development Eric Spina/UDayton: But it was adopted, just before the pandemic last year and now we are deeply involved through Larry’s leadership and Larry and Leslie’s leadership in implementing this this plan Eric Spina/UDayton: Which has a place in it for everyone at UD and we now have a permanent Council University Inclusive Excellence Council, whose job it is finale make certain the strategic plan is implemented, but that it’s ultimately successful Eric Spina/UDayton: We have something called the President’s Commission on the Status of Women as we think about intersection ality in particular Eric Spina/UDayton: Kind of the status of black women the status of women of color at UD. This is a, this is a new new body that meets with me on our, on a regular basis. Co chaired by Lisa barcelo and Professor Denise James and really thinking through

Eric Spina/UDayton: What is the status of women at UT. And how do we make sure it continues to improve. We now have a permanent institutional bias response advisory council co chaired by Larry and Marita Eric Spina/UDayton: This is a new vehicle not intended to be an intake point but intended to be a group that comes together quickly if there’s an active bias on campus make certain the students are supported who are Eric Spina/UDayton: hurt by that bias, make sure that I get a report, make sure that we communicate publicly as we need to, when these things happen Eric Spina/UDayton: And then the last kind of vehicle for action and marker progress and I’ll note is this 11 step action plan which I’ll talk about next Eric Spina/UDayton: So this, this action plan didn’t come out of nowhere, although some people think think it did because it was developed pretty pretty quickly Eric Spina/UDayton: But it really was derived from more than two years of work to develop the strategic plan the strategic plan diversity, equity inclusion is diversity writ large. So it’s really all forms of diversity Eric Spina/UDayton: But what happened. The summer is we recognize really more deeply than ever before, that among forms of diversity which are important to the University of Dayton Eric Spina/UDayton: Really kind of who we are where we are in the city where we are in this country or race needs to be elevated and that UD again given our history blackness is particularly important Eric Spina/UDayton: So this 11 step action plan really Lynn leans into race. And while it does certainly reference races beyond African American Eric Spina/UDayton: It really means into blackness in a significant way for the, for the reasons that I said Eric Spina/UDayton: And quite frankly, in the aftermath of vomit arbitrary Briana Taylor and George Floyd, the statements that I was making as President, the statements we were making as University Eric Spina/UDayton: I quite honestly seemed feeble we desired and I know our students based on conversation but them desired action and not just words and words are fine Eric Spina/UDayton: They’re, they’re helpful, but they’re not a substitute for action. And we wanted to make certain that we didn’t need to wait. We didn’t wait for the strategic plan to be implemented in full Eric Spina/UDayton: Or we made progress on things that are important to our growing population of students of color faculty of color staff of color on campus Eric Spina/UDayton: So the president’s council 30 strong. So these are all the deans all the vice presidents all the Associate Provost Eric Spina/UDayton: Are completely bought in to this action plan and the cornerstones our collective commitment. So we own this together. We obviously share it with with the university, but we’re responsible. We’re accountable Eric Spina/UDayton: For making sure that we make progress and each of the 11 steps. I don’t have it on the slides, I’ll show you. But each of the 11 steps Eric Spina/UDayton: Has people’s names associated with it. They are accountable as we move forward. And we’re going to be transparent. We’re going to set metrics set goals and a report out regularly Eric Spina/UDayton: So I’m going to just try to step through this very quick. I recognize, I’m already getting close to the end of my time we did start a little bit late, so I’ll steal a little bit Eric Spina/UDayton: So I’m going to kind of leave this here talk about a couple of elements. And then as we get to Q AMP. A if you want to come back and talk about any decent particular I’m happy to Eric Spina/UDayton: So this is brand new at the University of Dayton this hat is happening, some other places, but not everywhere Eric Spina/UDayton: By the time this is implemented and really I say here, we’re going to define the approach by January every single faculty and staff member at the University of Dayton will engage in learning Eric Spina/UDayton: About about these items will be able to really understand why D and I is important UD and what role we each have to make sure we move forward Eric Spina/UDayton: And it’s not coming out of anywhere. Larry and Tiffany Taylor Smith is Associate Director, have been working hard on building the inclusive excellence Academy Eric Spina/UDayton: And they’ve been educating each year for the last three years, hundreds of faculty and staff, but that was voluntary now we are setting the expectation that every faculty staff member will engage in this these important topics Eric Spina/UDayton: Student learning. So we’ve had as a long time is as part of our common academic program Eric Spina/UDayton: Requirements for students to be educated about diversity, equity inclusion. We need to do more especially, quite frankly, as our campus becomes more diverse Eric Spina/UDayton: Even more important for for individuals who are not of difference to make certain that they get what they need, so they can be part of a community that truly as welcoming that truly does value Eric Spina/UDayton: What diversity brings brings to our campus. So we’ve done some things here again that we can get into. But we’ve made some progress through the work of actually students and Mac

Eric Spina/UDayton: We now send a very clear signal to students in the summer before they arrive as first year students Eric Spina/UDayton: They take something called a university module. It’s not intended to teach them everything they need to know about white privilege and bias and so on Eric Spina/UDayton: It is intended to set a clear marker that at the University of Dayton, these things are important to us Eric Spina/UDayton: And you can opt out. You need to understand, you need to engage. This is the kind of university that that we are so as we move forward. Obviously, the faculty are central to these efforts to make certain that we are Eric Spina/UDayton: That we have a curriculum that really provides the education that our students need to be successful Eric Spina/UDayton: Extra curricular learning. I’m not not going to go very, very much in depth here, but these these examples here are Eric Spina/UDayton: Different opportunities. Some for leadership like courageous conversation is something that Larry introduced for the cabinet Eric Spina/UDayton: So that’s just showing good meeting. That’s just the vice presidents for faculty and staff, the inclusive excellence Academy Eric Spina/UDayton: For the entire university. That’s the inclusive excellence scholar residency for students. That’s STA is tough talks and the dialogue zone is for everyone. So these are these are really all new things that are intended to help us make make progress Eric Spina/UDayton: Some are brand new. Others are two or three years old, but all of them. I believe are beginning to bear to bear fruit Eric Spina/UDayton: diversify the student body. So this is central. As we think about our current students they understand well that they’re standing on your shoulders Eric Spina/UDayton: And I have learned an awful lot from talking to you and to other alumni over the past number of years Eric Spina/UDayton: And, you know, we’re not done, but we certainly have made made progress, five years ago, we typically would have 60 of 55 to 60 black students in Eric Spina/UDayton: entering class this year and the entering class we had 160 overall our size of our incoming black cohort of students is up 185% Eric Spina/UDayton: Overall students of color are up 100% over the last five years, we’re now just under are actually just over 19% of the student body not where we needed to be Eric Spina/UDayton: Not, not where we must be but but certainly better than 10 or 11% pill eligible or at an all time high for the university. Almost, almost 21% Eric Spina/UDayton: And importantly, you know, as I’ve said, from the very beginning. I know you all agree, it’s not just getting the students here. That’s great. Will pat ourselves on the back Eric Spina/UDayton: If they don’t shake my hand on graduation day for five years later we failed. So this first, the second year retention rate this year of near parody Eric Spina/UDayton: 90.8% overall and 90.6% for black students is something we can really, really be proud about. We can’t just look at undergrad, we have to look at grad as well. So you see here Eric Spina/UDayton: Our online programs we’ve been able to really break through and increase the diversity there and we now have the most diverse law school Eric Spina/UDayton: In the state of Ohio 30 31% of our residential one else and 17% of our online one else are very proud of the work that Andy Strauss is doing in the law school Eric Spina/UDayton: Front of the classroom, the deans, the president if over time. We don’t make sure that those individuals look like our student body Eric Spina/UDayton: Again, we will not sustain the the changes that we are making in the student body in in the curriculum, etc, etc. So this is Eric Spina/UDayton: Really important. It’s going to take a little bit longer because you got to deal with changing policies, you got to dig in and dig in and work with Eric Spina/UDayton: With search committees and so on. But we are deeply committed to this and it’s certainly a priority in this action plan climate of safety obviously very important Eric Spina/UDayton: Fortunately last chief Chapman last year to to Utah, we wanted to go out west, but we have chiefs of all this kid ready to step in, right behind him. He’s been tremendous Eric Spina/UDayton: You know, this notion of fair, impartial and bias free training for public safety is something that he leans into Eric Spina/UDayton: The notion of community policing is something that he and his, his staff certainly believe in. So this is an area where we need to continue to focus Eric Spina/UDayton: And achieve kid and Bill Fisher. Our vice president in this area, take, take very, very seriously, and it’s just critically important for our students of color on campus Eric Spina/UDayton: Marketing Communications, some of us exchange communications last year with some concerns about Eric Spina/UDayton: How we’re using our marketing and communication assets

Eric Spina/UDayton: Based upon your recommendation we hired a national expert to perform a diversity audit Eric Spina/UDayton: Disrupted a little bit by by coven but just as we were getting ready to come back to campus we received their results really really helpful perspectives and advice Eric Spina/UDayton: Molly Wilson her team Larry Burnley myself. Jen, how really thinking through how we implement those which will make us a better, stronger University and multiple, multiple ways Eric Spina/UDayton: Alumni connections, as I said, when when Jen arrived. This is one of the first things we talked about. And I’ll just say, you know, we recognize right up front, we acknowledge Eric Spina/UDayton: Many black alumni many alumni of color are not going to answer the door and not going to answer the phone when we, when we first knock or when we first call in part because of challenging experiences they had at UD Eric Spina/UDayton: In part because for too many years. We haven’t paid enough attention to black alumni and the black student experience Eric Spina/UDayton: So this is not something we’re going to resolve and a year, two years or five years, but we are committed over a long time to leaning in here and the work that Jen and Carlos and needed Amanda and others are doing Eric Spina/UDayton: Is really important at the end of the day, it really does. It’s imperative for us to make certain that we have more black alumni more alumni of color in key volunteer leadership positions Eric Spina/UDayton: Let’s not forget I report to the Board of Trustees, the Board of Trustees cares about diversity inclusion, if they’re ready to support me. We’re going to make a lot of progress if they don’t we want Eric Spina/UDayton: So you know I can’t emphasize enough that this is even the first time you’ve engaged with us. Don’t let it be the last. We need you to help us make progress Eric Spina/UDayton: Make marginalized history is visible, as I say, there’s just too few markers of the presence and legacy of black people that UD and other marginalized groups. So we have Marshall Hall, we have the Martin Luther King, Jr. Memorial Eric Spina/UDayton: Last year we developed the new Roger brown residency that that’s not enough, as we try to recruit more black faculty and staff and students Eric Spina/UDayton: We need them to look around and say hey you know there have been black people here before me they’ve done great things and they’re recognized so Eric Spina/UDayton: I see destiny Watson is here. She came to me and some other folks. Two years ago and said, Hey, let’s you know some universities have something called Divine nine minute area UD should have such a thing Eric Spina/UDayton: So I’m going to say if it wasn’t for coven we would have unveiled the divine nine monument area UD a week and a half ago Eric Spina/UDayton: Nonetheless, when coven is over. This is something that we’re going to do is just one example of the kind of marker that we need Eric Spina/UDayton: In order to signal. Hey, this is a place where there had with there is a legacy. There is a place where individuals have different interviews of color I normally welcome, but they’ve made made a difference Eric Spina/UDayton: Work with the with the Dayton African American community centered in West date and great greater, greater West date and Larry and I from the spring of our first year, every quarter meet with a group of anywhere from 50 to 60 Eric Spina/UDayton: Members of the West date and African American community Eric Spina/UDayton: For a while it was about building trust Eric Spina/UDayton: Ultimately, it needs to be providing connections for our students and faculty and providing mutual value we’re on the verge of Eric Spina/UDayton: Actually launched the greater West state incubator, even though we don’t yet have space. This is something that’s that we want to provide value to black entrepreneurs in the city Eric Spina/UDayton: But also to create learning opportunities for our students, allow them to work across difference better prepare them to work to work in in this in this very diverse country that we’re in Eric Spina/UDayton: And then finally supplier diversity. So our executive vice president Andy Horner and his team have done a lot Eric Spina/UDayton: As Linton knows something this is near and dear to his heart to get us to a place where we have a state of the art procurement system strong and principled leadership and baseline data and we’re now lean into making certain that we are using suppliers that really reflect Eric Spina/UDayton: The city, the region and the country rather than being kind of single singly focused. So this is something I think in the coming year, you’ll see a big difference in terms of the contractors in terms of the suppliers that we use Eric Spina/UDayton: So I know I’ve been rushing through this. I’m trying to fit, fit a lot in but but let me just kind of slow down and sum up a formerly a steps in Eric Spina/UDayton: So the university is firmly and deeply committed to this work corporately but also as individuals. I could try it out in front of you literally hundreds of people

Eric Spina/UDayton: Who would essentially sing Kumbaya that the things I’ve said tonight are not just the president. They are faculty their staff Eric Spina/UDayton: They are alumni. They are students. They are trustees who will agree this is important if we’re going to be an excellent university that makes a difference in Dayton in this country. We need to continue to go down this path Eric Spina/UDayton: Secondly, I just want to lean into this notion that I referenced in passing, we have to recognize all aspects of our history, the University of Dayton, like all universities. We’re very proud of the great things from our from our past Eric Spina/UDayton: Now whether the past is last year. The past is 100 years ago. We’re quick to talk about the things we’ve done Eric Spina/UDayton: We also have a downside of our history there thing. We’re not so proud of. We can’t be afraid to put them on the table to talk about them to learn from them Eric Spina/UDayton: And I don’t have a lot of details tonight, but I’ll just in passing mention that in the next couple weeks Eric Spina/UDayton: We’re going to release a little bit of information that comes from, from the archives that really speaks to well called kind of a problematic admissions practices that this university had in the in the first third and least of the 20th century Eric Spina/UDayton: So there’s some historical information and the university in both myself and some others will make some statements about what we found Eric Spina/UDayton: But I’ll just say that we’re not going to shy away from that is not something we’re proud of. But there’s something we all can learn from it Eric Spina/UDayton: So we aren’t going to ignore that. We also have to recognize all aspects of our presence. So I told you how we’re doing in terms of increasing our enrollment of students of color enrollment of black students, I’d be lying to you if I said that that they’re having a walk in the park Eric Spina/UDayton: As we have had more black students on campus more students of color on campus Eric Spina/UDayton: There are certainly more instances of challenges that they face. Now I think and Malia can certainly talk to this. I think we’re supporting them as best we can Eric Spina/UDayton: But you know any notion that just because we’re we’re more diverse is suddenly we’re going to be a place that is universally welcoming and inclusive unfortunately that’s just not the way this country works right now Eric Spina/UDayton: I am not afraid to say we’re doing great things. I’m also not afraid to say, even today, we have a lot of work that we have to do. And we’re going to, we’re going to do it, do it together Eric Spina/UDayton: So I mean that that’s my second last both are making clear progress in some areas, but we have a long, long way to go Eric Spina/UDayton: So my request of you is please stay connected whether you’ve been with us throughout or whether this is your first or second time engaging your presence will make us better Eric Spina/UDayton: Get involved in many different places where we can we can plug you in and have you involved in a number of different ways Eric Spina/UDayton: Certainly our students deeply value interaction with with you as alumni and then maybe the most important thing that I can say tonight is I asked you to hold me accountable Eric Spina/UDayton: I’m I don’t just want to talk. A big game I want to make certain that we are making the kind of progress that we need to as, as an institution, so I apologize. I’ve gone over I did start late, but hopefully you found that found that useful. Veronica, are you going to introduce Malia Veronica Morris: I am. That’s what, that’s what Amanda told me I was doing Eric Spina/UDayton: Okay. So I will stop sharing and Melissa. I’m sorry if I trampled on you a little bit but hope hope mine. I know folks really want to hear from you Veronica Morris: Now you define Dr spin again, thank you so much for your leadership Veronica Morris: You’re not just talking to talk, you’re walking the walk, as I said, I’m a witness to being one of those those city leaders who sit in those meetings as Veronica Morris: You know, Dr. Burnley share the mission and engage us in conversations. Thank you for engaging our students of colors are babies in the conversation and leading us into Veronica Morris: The next decade is truly a man, a large undertaking, because we are candidly majority white Veronica Morris: You know University and, you know, I’m still nowhere in a situation where a lot of white students. I’ve never had to really encounter people of color so Veronica Morris: We understand the undertaking. I miss Tiffany in my, in my introduction, Tiffany. Where are you introduce yourself. Tiffany Is with our inclusion are the Executive Director for inclusion and excellent so Veronica Morris: Tiffany There you go Tiffany Taylor Smith: Thank you. Good evening. My name is Tiffany Taylor Smith. I’m the executive director of inclusive excellence education

Tiffany Taylor Smith: And the Office of Diversity Inclusion. I work directly with Dr. Burnley and and blessed to be in this position. I’m a native day etonian Tiffany Taylor Smith: Girlfriend Dayton have been in this inaugural position for three years, move back to date and for this job and and i i say I’ve been texting Carlos and Nita Tiffany Taylor Smith: As well as Amanda. I’m an active alone alma mater. I attended the University of Rochester, Upstate New York Tiffany Taylor Smith: And to be a part of this space at the University of Dayton right now is is truly exciting just seeing you seeing your faces knowing what it has taken Tiffany Taylor Smith: To get to this point, I’m had opportunity to be here when you have Tiffany Taylor Smith: The black alumni reunion weekend and again I’m, I’m excited. I’m in the role that I serve within the university but also as a woman of color as a black African American woman native day Tony and Tiffany Taylor Smith: To see this coming together for the university. And hopefully, God willing, I will be an alum, as well as I enter my third year doctoral program I’m earning my PhD in educational leadership and school this case. Thank you Veronica Morris: Thank you Veronica Morris: So as a, as a former back to President, when I saw that video few weeks ago, I literally shed tears is fire if you’ve not seen it go to the Facebook page Veronica Morris: Those babies these babies have really done a great job and I call your baby because I’m over 59 I can do that Veronica Morris: And so with that, I mean, black access to unity. They took the task the deli earlier this year where they had an incident with a pictures of people in blackface I mean these young people are really walking Veronica Morris: The talk. They. I mean, you talk about young people have courage young people of valor. I just need to figure out how I can buy one them T shirts Malaya Veronica Morris: I’d already talked to Jay to like five times. Y’all need to figure out hockey cash have to get one of them T shirts Veronica Morris: Well, without further ado, we’re going to allow Malia to talk about the current climate for students of color at UB and share her experience with us. Thank you, Melissa, for joining us this evening Maleah Wells: Yeah, no problem. I’m really glad to be here. This is actually my first time Maleah Wells: You know it’s ending this Maleah Wells: This this town hall with you guys Maleah Wells: This is actually my third year being a part of part two, as well as being my second year on exec board because last year I was actually the story in on the exact board Maleah Wells: So with everything that’s been going on the world. I wanted to say like just commend our students like for Maleah Wells: The resilience and their strength to get through this. Because like honestly if it wasn’t for each other Maleah Wells: I honestly don’t know how would be coping through everything is going on with that be coven it or you know everything that’s going on in the politics, especially in politics at UT as well Maleah Wells: So yeah, so a few points that I kind of wanted to talk about when it comes to like our culture and our initiatives and everything like that. We have been really big on education, especially when it comes to black education within UT Maleah Wells: Within the last I think this will be our third or fourth year we have been going to be a solid conferences which diversity inclusion has been helping fund those here lately Maleah Wells: So we’ve been taking in groups of students every year. One of our biggest problems is trying to take as many students as possible, but due to funding. It’s kind of hard, especially since these Maleah Wells: Just these conferences are in different states. So we’ve been doing that. We’ve also been trying to figure out ways to accommodate students Maleah Wells: Especially since we’re not all able to be in one place at once. Unfortunately, like we are so used to doing every year. So we’ve been trying to pick up the slack Maleah Wells: Many ways as possible. Trying to host as many events as possible, especially virtual events Maleah Wells: For example, we just hosted a meeting with Allah. So that was something that we did. And we were able to have more students come in and you know be a part of it, learn more about their history, more about what’s going on in the world with the state of black people Maleah Wells: For example, at Miss. Miss more she had brought up the situation with the deli that was honestly it was incredible how fast we moved Maleah Wells: Because the deli has been here for so long. And I don’t think really anyone has really acknowledged the main issue of what was going on within the deli until this year Maleah Wells: So actually, a, a black student now black student. I’m sorry, a white student actually brought it to our attention that there was a black face photo within the deli. So as soon as we found that out. Me and our president Gabriel gas bio day we have went and

Maleah Wells: You know, do some investigating tried to beat of a download as much as possible. And we did find a black face photo. As soon as we had found that out. We had meetings with President Spina meetings with the Mac we engage the students to talk about how they felt about it Maleah Wells: As well as, you know, we were in the process of developing a protest, possibly, and also set out to bring us out in front of the store and tell people not to basically shop there. So like boycott, pretty much, but due to covet things kind of Maleah Wells: You know, work. Yeah, so, um, with that being said, Maleah Wells: Another biggest issue that we face, especially is trying to engage students, especially this year because I know a lot of people on their classes are always online so staring at a screen Maleah Wells: Now they can be very, very hard for students, especially make us think that we have been going through like within the last few months, we’ve been trying to get that together Maleah Wells: And then we have also open the floor to discussions about like Black Lives Matter and police brutality and I’ve been like a really big thing Maleah Wells: With a lot of students and I know it’s been weighing really heavy. A lot of people’s hearts here lately, so just trying to Maleah Wells: Create a space where students will comfortable and feel safe and feel secure. To be able to express their opinions and also their experiences. I know that has been a really, really big thing here lately Maleah Wells: Oh, and also, I guess I could not talk about one of the positive highlights, which is our black excellence ball Maleah Wells: So for the last few years we’ve been doing that black excellence ball and it has been an amazing experience. We’ve heard so many positive Maleah Wells: Feedbacks and opinions and everything about it. I really think it’s has been a highlight in a look a lot of students, you know, years, one of the biggest events that we throw every year Maleah Wells: So I think that has really been able to highlight black excellence in many different ways for students. It gives them something to look forward to something for them. Celebrate themselves. So yeah, so that’s been a really big thing Maleah Wells: I think that’s all I really have to share at the moment. But I’m always up for questions if anyone has any questions Veronica Morris: Really again, thank you guys for your leadership. Thank you for your advocacy Veronica Morris: You continue to be in our thoughts and our prayers as you talk about financial needs you know that’s something that you may want to have a conversation with Marita or Carlos to determine how long can come in and support Veronica Morris: I know Dr. Graham and I are talking about doing a an alumni bad to group to support you guys. That’s why we need some T shirts Veronica Morris: But really trying to do a lot in order to make sure that we’re that we’re staying connected that we’re supporting you Veronica Morris: I did do have a lot of backdoor conversations when the whole deli. That’s why I know about it because I was one of the alarm Veronica Morris: That they talked to about that. So continue to engage continue we you’re not on this call because you ain’t alone yet because I didn’t need to tell you that that’s why you ain’t been all year Veronica Morris: But the. Thank you. Good job, you guys. I appreciate you. So now we’re going to open it up for questions. Um, we’re running about 10 minutes behind, but we’re still even about 40 minutes to for questions and answers. So please feel free if you if you can’t get into one in the chat room Veronica Morris: But we’ll, we’ll start facilitating so I’m gonna, I’m going to leave with a question for Dr. Burnley and Tiffany, can you share more on the strategic plan and the open letter and how the university is moving forward and implementing those plans. So Dr. Mark Burley, I’ll start with you Lawrence Burnley: Thank you, Veronica. So the strategic plan is quite comprehensive and it really touches every aspect of the University of course we have identified for Lawrence Burnley: Our goals, upon which we have a number of objectives that will is designed to really achieve a number of the things that President screener identify Lawrence Burnley: It was actually rolled out in January of this year, right before covert hit. Certainly it was not an opportune time but we continue to build our capacity, how to move forward with developing the kinds of Lawrence Burnley: Structures that only at the university wide level but unit and department levels across the life of the university to to do to move forward Lawrence Burnley: It’s important to know that the anti racism plan is not an add on or nor is it unrelated. It is a response to the national climate. There’s no question about that. But every, every Lawrence Burnley: action step in that plan as it can be traced directly to the goals and objectives in the strategic plan. So there is synergy there

Lawrence Burnley: We saw this as an opportunity and quite frank you felt you know very much compelled to move forward on Tiffany may say a little bit more about what we’re doing in terms of capacity, we’re building across the university to effectively engage Lawrence Burnley: The kinds of conversations and complexities and actually doing the plan like this. So I’m going to hand it off to Tiffany to talk a little bit about that Tiffany Taylor Smith: Thanks, Larry. It’s interesting because Tiffany Taylor Smith: We feel like in many ways. We have a lot of things that we’re juggling at our office. I want to acknowledge Dr. Leslie pika who is is with us this evening as well Tiffany Taylor Smith: Her partnership and the role that she plays in the Department of Sociology, as well as the chair. I’m sorry, the chair that she sits and I got to make sure I get this right Tiffany Taylor Smith: And ways in which we are working across campus, I noticed that post grant is with us tonight we spend time yesterday with athletics, the entire staff Tiffany Taylor Smith: Of athletics talking about anti racism systemic racism. We’ve been invited into spaces across campus to be able to to have people Tiffany Taylor Smith: Think about what these things mean what, what, what does it mean to talk about being an anti racist institution and it goes grant raised an excellent question. I just want to give him a shout out Tiffany Taylor Smith: And he asked the question like, is this require is this is this type of training required for faculty and staff Tiffany Taylor Smith: And we’re working to get to that, I will acknowledge that between the work and efforts of the strategic plan to the ship of Dr. Bernie and Dr Spina Tiffany Taylor Smith: We’re getting there. It is definitely we’re working to look at how our faculty and staff on developing professional development plans, their own personal plan Tiffany Taylor Smith: And how is inclusive excellence developing cultural competence, a part of that plan as a member of the UD community, whether I’m a staff member or a faculty member Tiffany Taylor Smith: I need to be thinking about how my culture how my experiences have been foolish, not only the way I see other people, but how I show up in this space and living out Tiffany Taylor Smith: The execution of who we are as a Catholic awareness institution in pursuit of the common good and building and cultivating Tiffany Taylor Smith: An inclusive community, each of us need to be able to do this work and it’s not just about what we are doing for students, but it’s what we’re doing for each other Tiffany Taylor Smith: And it is my my intent in this role to continue to listen to students and make sure that their voices are heard, but also that we have conversations with faculty and staff Tiffany Taylor Smith: Around you know what’s appropriate and what’s inappropriate to say how I can’t tell you the number of conversations I’ve had Tiffany Taylor Smith: With faculty, staff, and students who are like, okay, wait, this happen, what should I do Tiffany Taylor Smith: And and that’s real. I mean, I mean, I’m sure many of you in your professions in your work life or having colleagues who are grappling with. I don’t know what to say Tiffany Taylor Smith: I don’t want to say the wrong thing and I don’t want to be judged particularly just as someone who’s a racist or, you name it. So we, I felt like are in a great place. Um, and again I will go back to the leadership of our institution, really, really, you know, in some ways, pushing us Tiffany Taylor Smith: And the climate right now. Really calls us to really be be more proactive Tiffany Taylor Smith: As individuals and not just looking, you know, for the university to say, oh, you have to do this. You have to do that. We’re getting there. And there are multiple ways through Tiffany Taylor Smith: professional development opportunities to the inclusive excellence Academy that faculty and staff have opportunities to engage Tiffany Taylor Smith: With each other and to learn and right here right now through these two efforts, the strategic plan, as well as the anti racist action plan Tiffany Taylor Smith: There are a lot of leaders across our institution reaching out to myself. The doctor secrets of doctors are only really looking okay can you come talk to us and help us think about how we navigate this space. Thank you Veronica Morris: So there’s questions in the chat box. And I also be trying to kind of kicking off. The first question is, what are the top three to five issues that alum can assist with for our diverse student base as you d Veronica Morris: And following up on that is, how can alumni support programs that ensure success and keeping our students finishing their education and graduating Merida Allen: I think the first question. That’s easy. I think just your continued partnership and your presence and even knowing that you still care about this community is important to our students Merida Allen: And so, as has been mentioned, our diverse students are experiencing all of the things that are happening in society and double experiencing that in the microcosm of the institution Merida Allen: So I think building relationships with with students is extremely important mentoring is something I know some of our students would greatly appreciate

Merida Allen: Internships career opportunities and in just opportunities in general for Community action community service are some things that I know Merida Allen: A lot of students are looking for, especially in the era of Kobe when students had their best laid plans and now are looking for Plan B or C Merida Allen: And so if you’re aware of some unique opportunities for students to still do some experiential learning. I think that would be great to highlight and then additionally, Merida Allen: Funding and there are needs that students have, we have the mech experiential learning fun my son’s getting ready to turn the lights off. So I apologize, but there’s a mech experiential learning fund Merida Allen: That is an opportunity and our wonderful partners can talk to you more about how to access that. But that is money that is directly Merida Allen: From our alum and our other donors that go directly to students in their needs and so students can apply for that funding on a rolling basis whether they need access to technology or students are having a hard time with Merida Allen: Transportation to get home, or for supplies for to get them, you know, the supplies they need for their academic journey Merida Allen: And then also tips for self care. So students are navigating this for the first time, especially our undergraduate students and so creating that relationship again to help students learn how to build the muscle Merida Allen: I think is highly, highly favorable and valuable. So I’ll put an email address in the chat. You can reach out directly to our department and I can connect to all of those are Tiffany Taylor Smith: You telling her that Tiffany Taylor Smith: Wants to be involved in every meeting that she’s attended so she just let that go and that that young man participate. I can’t wait to see what he is doing with his life Tiffany Taylor Smith: As he cultivated and washes mama do what she’s doing. One of the things that I will say as an alum of john Lee way historically white institution Tiffany Taylor Smith: Is, is we have got to find ways to have alarm re engage with the institution but we engage with students, many of us, myself included, I have friends Tiffany Taylor Smith: Close friends who didn’t necessarily have the greatest experience and my institution who when they left one and nothing to do with the institution Tiffany Taylor Smith: And I know and conversations I’ve had with with some of you, as well as other UT alone share that experience. But what’s important is to connect them to students who are walking in their footsteps Tiffany Taylor Smith: And if we are able to do that and creative ways to your Tiffany Taylor Smith: Support and finding other olam, including yourselves to connect them to current students, whether it’s based on their major Tiffany Taylor Smith: where they’re from, and in the in the world that there’s a connect point to draw them back into the institution. I can’t just be about. We want you to write a check Tiffany Taylor Smith: We want you to help support a student who is walking in the same footsteps that you walked in and be able to draw them back into who we are right now and again I think that video is an amazing way I did it again. I didn’t go to you, D, but I was like a Tiffany Taylor Smith: family member’s house. I want to go to use it, and many of them are way past the holiday Veronica Morris: And Tiffany, just to let you know because you did not join us on our focus groups can see you do it to my dog and you Veronica Morris: Know, we’ve already as a love made, um, that’s one of the things that we have charged ourselves with is coming up with a system where we actually engage and figure out how we can connect working through mech with a lot with students Veronica Morris: Because we’re because we come out of can come at them through, you know, Alpha Kappa Alpha, which is where I’m a member of, you know, or Alpha Phi Alpha whether there’s so many ways that we can connect to alum Veronica Morris: We just thought as a group that it would be best to channel our efforts in activities through Mac. So then that way. The young people don’t have so many of us coming at them Veronica Morris: Maybe with different agendas, maybe with the same agenda so to to merit us point, who, who’s also a member of Alpha Kappa Alpha who, for those of you who don’t know, Veronica Morris: To bear that’s one of the reasons why we want to really engage and work with Meredith because she has Veronica Morris: That pulse with the students. And so that that kind of follows up that question married I think about how we can support. I think it’s through programming and alum activity that we can do Veronica Morris: Through either our graduate alumni chapters, or through Tiffany where you and Dr. Bernice doing book, but mostly through what marriage is doing Veronica Morris: We have Carlos who co collect all the money for it to break it up for us Veronica Morris: And and help funnel that money. So we were trying to make sure that we are working within the organizational system as alumni to ensure that we’re connecting with the students because I think that’s all. What we want is to make sure they’re good Veronica Morris: So to that end, so they had a question. And she told me how to pronounce it. So when I did it. I didn’t say it wrong Veronica Morris: It says, here’s my question. How is the plan slightly different for faculties student learning staff learning versus student learning. I saw different wording for each group

Veronica Morris: Also, is there a possibility of instituting a required 101 course for all students who address the educational needs around these issues Veronica Morris: So whoever you want to take that one Leslie Picca: I don’t know if you’d like me to actually I saw Eric. Sorry. Eric, I’ll go ahead and Eric Spina/UDayton: Oh, well, I’m gonna give a high level count on you and Larry to fill in. I need to say that the difference in wording is me quickly making slides. Now, obviously, you know, Eric Spina/UDayton: Faculty and staff are going to come at it differently than students are but still I mean the the base education and what we want people to have is, kind of, it’s going to need to be roughly the same Eric Spina/UDayton: Thing I think we’re going to need to do for faculty and staff is is give people multiple access points. I mean, not, not everyone needs. I’m going to say the rudimentary level Eric Spina/UDayton: Some people have evolved. And so I think we need to scaffold for faculty and staff as far as one on one. I think probably Professor peaker Larry can talk about that Leslie Picca: Yeah, and I slowly. I think we had a class together, too. So it’s certainly good to see you. So Leslie Picca: So certainly, in terms of looking at the differences, too. I mean, keep in mind, we, we have a lot of Leslie Picca: leeway in terms of requirements that we can have students do. So obviously, in terms of the curriculum. We do have spaces in the current common academic program Leslie Picca: Does the diversity and social justice requirement that all students have to complete, no matter what their major is Leslie Picca: As well as the diversity institutional learning goal Leslie Picca: So in some ways it’s kind of an easier space dealing with students, faculty can certainly be a little bit more challenging. So, and truthfully, just I can share with you Leslie Picca: Many conversations that I’ve had. Our students are really pushing the faculty and staff along so students have really grown up with multicultural Leslie Picca: You know, sort of awareness and education. Many of our faculty we we’ve got to catch up Leslie Picca: And so the bigger issue is how do we make sure that we’re doing this work that we’re building that capacity. So we’re not landing on cultural taxation for faculty and staff on color because this cannot be on the backs of faculty and staff Leslie Picca: Of color, you know, here at UT. So certainly, what are those points in which it can be an expectation and not just an invitation. How do we tie it to Leslie Picca: You know tenure and promotion policies. How do we tie it to, you know, other kinds of annual evaluations. And so, so I think certainly that can be one key way of seeing some of those differences if that helps out select Lawrence Burnley: Yeah, well, you know, I think he really this issue really touches on I think a core very persistent in historic form of systemic racism in our institutions Lawrence Burnley: I’m doing from a curricular standpoint of our stories people on this screen I histories, our scholarship our perspectives we continue to be electives. Are you can get you can get degrees and without really have any any, um, Lawrence Burnley: Nuanced or complex understanding of the history and experiences of African American people or other marginalized groups in our society Lawrence Burnley: You can take it if you want to but we really don’t have to to get a degree. And so that’s that’s the key. That’s not unique to you, D Lawrence Burnley: But we recognize that here UD and you will know that in our strategic plan we’re addressing the curriculum and CO curricular experiences Lawrence Burnley: To move our voices and our stories will be from the margins to the cinema intellectual discourse into Dr. P cuz you know the Leslie’s Lawrence Burnley: Point, you know, you will note as well with the anti racism action plan. We’ve actually moved and this was the Lawrence Burnley: decision the President, no really has made. We’ve been talking for years about moving developing a culture around professional development Lawrence Burnley: And training and education tied to diversity, equity, and inclusion from an invitation for faculty, staff and administrators to enter into these spaces Lawrence Burnley: You want to have an expectation. Many of you on the screen are working in industries in the private sector Lawrence Burnley: Where it’s not an option, it’s mandatory you know the the message is clear. If you want to exceed here if you want to excel here if you want to advance here Lawrence Burnley: You need to do this well because we have a time you know this development around inter cultural competency as an example to our understanding of excellence Lawrence Burnley: And we’re done that here. It’s not typical in higher education and our industry to do that Lawrence Burnley: But Eric has made that decision that we were there will be an expectation and we are time, you know, we’re sending the message that to be excellent here UD our understanding of excellence Lawrence Burnley: Is that we’re giving attention to these issues and our professional development and growth. So those are key issues. And the last thing I’ll say malaria and other students

Lawrence Burnley: As are really pushing the same issues that students have been pushing since the 60s. Right. Um, we want to see ourselves in the curriculum Lawrence Burnley: We loaded up now and do we want to see our sales. We want other students to see our experiences across multiple disciplines. So that work is going on, but we were, but we’re moving. I think in the right direction Eric Spina/UDayton: But I’m just going to jump in. I know we beat this one to death. But I want to just give give you a sense of what having more diverse students more students of color more black students on campus means. So a number of us had a couple of open sessions Eric Spina/UDayton: With Mac students with black students in the aftermath of the killing of George Floyd and really was a lot of a lot of listening and Larry can attest to this after one of those sessions I told Larry, I think, was on the weekend. They said, number one on our action plan has to be Eric Spina/UDayton: Requiring all faculty and staff to to undergo to engage in education on these topics, because what I hear from students is simply this is, you know, this is Eric Spina/UDayton: Of the utmost importance to make certain that faculty in the classroom understand something about what it means to be a student of color at UD in a predominantly white institution Eric Spina/UDayton: And that all we’re asking students to do we have to ask something of our faculty and staff. So really you know that that opportunity to engage with Molly and gave and Eric Spina/UDayton: You know 20 3040 other black students for whom you know these moments are painful and hard and difficult Eric Spina/UDayton: As President me engage in those conversations is so important Eric Spina/UDayton: And I think once upon a time, we just didn’t have that opportunity to really hear from our students a diverse set of opinions from our students of color from our black students Eric Spina/UDayton: But, you know, that is one of the things that really motivates me as I think about how can we best support these students who we deeply care about. We want to be successful. And I just can’t me that we absolutely need faculty and staff to get on the same page, period Maleah Wells: And if I may add, if that’s okay. Um, I just want to say, but from my standpoint, so I am a history major, Maleah Wells: With also also a minor in Africana Studies and psychology. What I’ve noticed since I’ve been here since my freshman year Maleah Wells: There wasn’t really like a lot of black studies curriculum going on. It wasn’t until my sophomore year where we had a lot more Maleah Wells: And when I tell you that it has made a huge difference within the Mac community because in those classes I’ve seen so many, many students take advantage of those opportunities Maleah Wells: And also just the self awareness and the actualization of it all, learning about yourself about your culture. It comes in handy because like, you know, Maleah Wells: Us, even though it’s it’s not our jobs at the end of day being a black student, we are still educators, at the end of the day, because we have to educate everyone else around us Maleah Wells: So when we have the opportunity to take those classes, we are able to educate our white peers as well Maleah Wells: You’re also able to defend ourselves whenever there is a policy that is Robert able to reflect on the our journey so far that we’ve had to go through Maleah Wells: So it has made a tremendous job and I’m glad that the university is heading towards that direction and possibly making it mandatory for, you know, our white periods to be taking these classes Lawrence Burnley: Can I just say, just quickly the conference that believe I spoke about earlier Lawrence Burnley: The Association for the Study of African American life in history. I’ve been a long time, a historian by training. I’ve been a long term member of that organization Lawrence Burnley: University of Dayton is now an institutional member but the motivation of out of our office to get the students into that space Lawrence Burnley: Really came up because quite frankly, you know, I wanted the students to get a sense of what they weren’t getting here and and I’ll say that. Finally, right Lawrence Burnley: Now a lot of times the students don’t know what they don’t know. Um, I knew that, for the most part from their K through 12 education. They weren’t getting Lawrence Burnley: You know they were surrounded, you know, raw around scholars who look like them scholars peers from other institutions from around the country Lawrence Burnley: And it was transformative for these students how they got a taste of what they weren’t getting and they came back with a greater, you know, with an expectation that Lawrence Burnley: You know what we believe in you, do we embrace the institution but there’s some things we’re not doing as well as we should be Lawrence Burnley: And the students were able to see themselves, um, you know, lectures, they were part of the critical mass. They were the dominant you know group Lawrence Burnley: Of these brilliant scholars from across the country. And so that, so there was this reason behind it. And the fact that you, the university now is an institutional member says again

Lawrence Burnley: Something about our commitment to to to move in these needles toward really embodying Inclusive Excellence across the white vs Veronica Morris: Thank you all for for the comments we probably have about 10 more minutes 1015 more minutes. So I definitely wanted to Veronica Morris: Throw this one question out and that’s to Mr Lin. Mr. Lee and I have a question for you. I’ve heard you’ve talked about in your meetings and the focus group meetings about the philanthropic Veronica Morris: Strategic plan that you and an initiative that you’re that you’re on that you’re serving on behalf of the of the university Veronica Morris: So can you share more on that and how can we as black alum support the university’s go so running the campaign Veronica Morris: Particularly coming off the heels of Malaya saying, you know, sometimes we need money to travel America saying sometimes we need money to send babies home Veronica Morris: I think we oftentimes get so bogged down in the educational piece that we forget you’re still your basic needs of health, safety and welfare needs to be Veronica Morris: Met in order to be able to perform efficiently academically. So if you could just share with us, you know, the message that you have shared with us in the focus groups that greatly appreciate it Lynton Scotland: So thanks very much for it. And, you know, as we were talking in the focus group as African American students. We always talked about. And again, for those Lynton Scotland: From that Baptists back around the a lot of time to talk about your time, your talent and your treasure. Right. So, in, in essence, you know, sometimes we have more time and we have more talent than we have money. I’ll treasure it Lynton Scotland: But it also opportunities to do to provide resources that are helpful for our students. And so this campaign, and I’m glad Janet is on the call. Because it’s Jenny’s leading that effort with others on the CO chair with members of the board and we have a cabinet of Lynton Scotland: Books that really working on the Lynton Scotland: On on pushing that forward and I say this is so important because one of the major goals of this of major objectives of the campaign Lynton Scotland: Is for scholarship and affordability and I can access. Right. And a lot of times we know sometimes of African American students are not able to attend you do because Lynton Scotland: You know they don’t access and also funds. Right. And also, why are they there from a retention perspective money for books money for some of the other thing, so we Lynton Scotland: Think that as African Americans to whom much is given, much is required so we can give back to the university that have given so much to us. And so we look for opportunities and and you can Mr Kiya funds to Lynton Scotland: To those areas right to help in students for books. So, what have you. And I think that means a lot to the young people who are you need to know that, hey, that Lynton Scotland: alumni who is supporting their activity. So we have studied that effort and then Lynton Scotland: You know, and for us as African American alumni. We want to be part of that campaign, a significant amount of the money is going towards scholarships and towards the affordability Lynton Scotland: For students and we want to be able to support in any way we can. So I think that is really the main message. And the neat thing is, as we started to do that. And we were going to utilize the Lynton Scotland: The Alumni black alumni get together to to really, really Lynton Scotland: reiterate that message. And I know I talked to coach grant and some of the others. And they were really supportive of what we’re doing and I know Jen is so I think that is one of the key things that we can we can do to help our Lynton Scotland: Students of color who attended the University and and provide support for them and that that’s like me is the campaign. So the campaign is going on Lynton Scotland: And you can mark your gifts through with that and it doesn’t matter whether it’s a small donation, the more important thing is participation Lynton Scotland: Right. We want to be participating in that campaign. So Jen. I don’t know if there’s anything I missed it now because I know you’ve been at the forefront of that maybe you could just add Jen Howe: VP Advancement: Her Yeah, Linda. Thank you so much for the introduction on that. And as you said, you know, this is a campaign about people and programs. It’s not about Jen Howe: VP Advancement: You know facilities and other big centers and Institute’s we decided that after 20 years of not having a campaign we really needed to focus first on the people and on our students in particular. So is looking sad

Jen Howe: VP Advancement: Keep in mind 94% of our student population, no matter where they come from, or who they are received some form of financial aid Jen Howe: VP Advancement: That’s a lot of students and in the current environment in the fall semester code itself actually had us adding on average 20 $200 to every single financial aid package Jen Howe: VP Advancement: That our students are receiving because of some of the financial hardships that have been created by this situation and so telethons Jen Howe: VP Advancement: Point and what we have really come to understand about the UT community is the collective power Jen Howe: VP Advancement: That comes from groups of individuals, giving what they can when they can to the things they care about the most Jen Howe: VP Advancement: And it really has paid enormous dividends and our students are the biggest recipients of that, quite frankly. So for those of you who’ve been involved Jen Howe: VP Advancement: In the past with your time, your talent and yes your financial resources. We’re extremely grateful for those of you who would be willing to join us Jen Howe: VP Advancement: We welcome you are campaign will not just be about money. It will also be about engagement and participation. So just by giving Jen Howe: VP Advancement: You know, small amounts of your time and your expertise and yes a gift on a regular basis, you will have impacted all three of our goals and quite frankly provided an enormously sound foundation for the university going forward. So Jen Howe: VP Advancement: Thanks for your time, your consideration and Linton, as always, my hats off to you, sir, for your leadership, we were very appreciated Veronica Morris: Thanks, Dan. So we have about 10 minutes Jacqueline, I know you have a question, but I want, I want to throw this one out right now because I’m getting ready to put coach on on the on the hot seat Veronica Morris: Because first of all, as black alum. You have no idea how proud we are of you. We’re proud of all of our black alum, but the fact that you systematically took our team to a national championship caliber team surely chose Veronica Morris: Your understanding of how to lead young men. I think we oftentimes being coaches are just good at sports but you in order to do that you have to be a leader of men. So, so thank you Veronica Morris: Thank you. I know that your son was out, I want to thank you for instilling in them to your children, the strength and the courage to to speak against things and socially wrong Veronica Morris: So this question I’m robbing out to you because it was a question also asked in the in the chat Veronica Morris: When, when the, when Kobe hit. I know that the athletes, really. I mean, when you think about the fact that we were we were going to go to the finals. I was playing it Veronica Morris: The mental impact on your, your players as well as the team what type of resources, what type of of support the students get Veronica Morris: Or did they get as it relates to to cove it and and mental wellness and and that type of support, because I know I have a friend who works Veronica Morris: Works for the women’s team and she talked about how they had to walk. Each player in and talk about the season was Veronica Morris: was suspended, so I know not only were your players impacted, but I know all the students were impacted by that but what type of resources that the university have that assists mental wellness there on campus and I’m picking on you because I figured you had to work with agrant1: Well, there’s a there’s only probably a part of that I can answer and you got to understand there’s been a lot has happened since the season ended agrant1: You know with Colvin when it hit it ended our season, but it also in the first semester agrant1: So, you know, the students had at we were heading to New York to play in the tournament and the students were all basically told that they had to leave campus so agrant1: When we got back in town, once the, once the tournament was canceled. There weren’t any students on campus. So we ended up meeting with our guys and then sending them home agrant1: And really, not knowing when the next time would be that we’d have a chance to get together. So just constant communication with with Eric with Neil Sullivan our ad about what the next steps would be, you know, we had seniors that we wanted to make sure we’re agrant1: Where they need to be in terms of being able to graduate and finish up the semester we had guys that were in the process of making decisions in terms of what the agrant1: Future. And then we had a group that that would be staying with us and a group that was coming in. So there was a lot of different things that we had to try to figure out in the middle of agrant1: Trying to understand shelter in place and how to keep everybody safe to Kobe. There was just a lot going on. But certainly the communication with Eric and Neal helped me to be able to communicate to our team next steps. And I thought that was that was critical. And then obviously

agrant1: When agrant1: George Floyd’s murder happened in and we found out what happened with Mr Bry and Brianna Taylor agrant1: Is being able to connect with our guys about what they were, they were failing and going through and just, you know, just sharing and talking agrant1: And trying to figure out how we could we could help each other and how we could we could support each other and. And again, I said, God, I had several conversations with Eric and Neil and our players and and agrant1: Larry and Tiffany and, you know, we were able to put together some things for our athletes for the Women’s Basketball athletes. We did some things together and I thought was really productive Shawna and her staff agrant1: Got together with our staff and just figured that we’ve got on the majority of our players are African American majority of Sean’s players African American. And so trying to meet them agrant1: Where they were because they weren’t on campus. Right. They were all in their individual cities, you know, different, different, different places with different resources, but certainly being able to get together, like we are tonight on zoom and just have some conversations and you know so agrant1: Eric was kind enough to speak to both teams and Larry and Tiffany put together a program for our group to share with them the resources that were on campus available to them agrant1: We were able to get mayor Wally to speak with our group to feel and she’s kids were kind enough to join. So there’s been a lot of help agrant1: You know, on campus here to make things available for all of our all of our athletes. I’ve been agrant1: Been really really pleased with it. I think, obviously, we all know there’s certainly a lot of work that we still need to be able to do a lot of agrant1: Lot of things I think that we’d all like to see continue to happen, but you know, I’m grateful for the leadership that we have for what Eric’s commitment agrant1: And follow through with with what he’s a he’s committed to join in terms of what we need to continue to see happen, not only on campus but but hopefully in the community agrant1: You know, so that that’s probably I’ll stop there. But that’s, that’s where I hope that that answers your question and gives you maybe an idea of what what we’ve experienced Veronica Morris: Well, if there’s anything we can do to assist you. Your team Veronica Morris: Outside of the great work that is already happening, please. We know I know with student athletes, it’s sometimes a different game because they’re they’re moving and and Veronica Morris: Practice and everything, but please let us know what we can do to support you and your efforts as well as Shauna and her efforts. I know we adopted, one of the women’s basketball player. So, you know, whatever we can do to assist you and your team Veronica Morris: Please know that we’re resource to you as well. Jacqueline i’ma let you have the last question, because you were so patient Jacqueline Thompson: Well, thank you. I have a question. I don’t think has been addressed yet this evening. If it has. Then I apologize. I’m concerned with the recruitment of faculty of color Jacqueline Thompson: And staff. It does seem that we have a Jacqueline Thompson: Nice staff when it comes to diversion inclusion and equity and we have staff when it comes to athletic coaches that we have staff when it comes to but to or MEC or whatever the initial she want to use Jacqueline Thompson: But as a music grad, you know, I would like to see some color some faculty of color and music. For example, and or faculty of color in English language arts, and I’m wondering what, if anything, is being done in that area Lawrence Burnley: I’ll take a stab at that Eric Spina/UDayton: Point, let me start and then Larry can can fill in. So first, I can say you need to visit our music department. And it’s actually one of our most diverse departments, we have something extraordinary young, young faculty of color. Thank Jacqueline Thompson: You I have visited the music. I don’t do that every year. Okay. And I’m part of the alumni band. So I do know Eric Spina/UDayton: I was just gonna say. Music Jacqueline Thompson: Music as an example Eric Spina/UDayton: Okay. Good. Now, so if the rest of the university wasn’t a diversity music, we’d be in great shape but but to your, to your question Eric Spina/UDayton: Now, as I said earlier that you know all the progress we’re making on student enrollment is all going to be vapor unless we change the faculty, staff and the administration. I’m talking about Dean’s I’m talking about vice presidents. I’m talking about the next president. So

Eric Spina/UDayton: We had a group working over about a year, year and a half or give a report about a year ago focused on policies what policies. What processes do we need to change Eric Spina/UDayton: To make certain that when there’s a search committee that’s formed, they get the right training so they know what to do, what not to do to make sure we get pools that are more diverse Eric Spina/UDayton: And know know where to look for, for more diverse candidates and know really how to conduct a search that is going to be more equitable Eric Spina/UDayton: And look to enhance our diversity. So the policy piece. I think we’re an hour. Okay, well, we’re really lacking is Eric Spina/UDayton: Larry, Tiffany, or vice president for human resources, try Washington these folks all have more than full time jobs. What we need is Eric Spina/UDayton: One, I think ultimately more than one specialists who know Eric Spina/UDayton: You know, you got to get out on the road, you got to find candidates. You got to bring them in. You can’t just put an advertisement out there and say, Eric Spina/UDayton: You know, come to you, D and teach mechanical engineering and hope you get some black candidate to some Latin next candidate to apply you need you need to go out there, you to look at PhD students Eric Spina/UDayton: Michigan is a great place in mechanical engineering for students of color, you need to go get them. You need to convince them to come to come to you, D. So more proactive is where we where we need to go Eric Spina/UDayton: You know i right now, to be honest, we’re making progress in some areas and and none and others. What we need is really an effort across the university Eric Spina/UDayton: And ultimately, you know, does rest on Larry myself the provost hadn’t head of human resources and we’re committed to make progress. So this is one of the areas, Jacqueline where I want us to be able to count, Larry Lawrence Burnley: Yeah, just real quickly. Thanks for sharing. And thanks for that question. Jacqueline, you nailed it. We recognize this Erica will Lawrence Burnley: Kind of pat themselves on the back, but the task was that he named reach big game Eric and 84 page report with over 70 recommendations identifying best practices to achieve Lawrence Burnley: Greater racial ethnic diversity across the workforce as well as addressing gender equity. This includes of course faculty Lawrence Burnley: Eric read that thing twice and came out with 10 priorities that we began to operationalize last year Lawrence Burnley: Last year, the University of Dayton, for the first time, became a registered recruiter at the National Institute of teaching and mentoring, which is a massive Lawrence Burnley: Recruitment and mentoring of PhD students of color from across the country. So we’re there we’re moving into our second year of recruiting in that area Lawrence Burnley: Of is a number of things that we’re doing into out of those best practices that we identified, you’ll notice Lawrence Burnley: In this in the anti racism action plan. We added a word on this issue that does not show up in the strategic plan to Fiji play has goals and objectives, who achieve greater diversity within the faculty Lawrence Burnley: That’s our racism plan, use the word aggressive an aggressive plan. We’ve really upped the ante on this. It’s absolutely crucial and we recognize this investment of time and resources for us to be competitive Lawrence Burnley: In the marketplace of higher education to identify recruit, retain promote in advance the very best. And so we’re on that as another way in which, you know, quite frankly back alumni Lawrence Burnley: You really partner with us in terms of creating we’re because we’re in the process of developing national and local pipelines or sustained effort to to achieve goals tied to that. So thanks for the question. I really appreciate it Veronica Morris: I wanted to also mention Rosada rush and introduce yourself, she’s on faculty there at the University of Dayton, I didn’t have a chance to introduce yourself really fast Rochonda Nenonene: Thank you. I’m also an alumni Rochonda Nenonene: In 2008 Rochonda Nenonene: And I’m a faculty member of the Department of teacher education. So it’s good to be on this meeting with everyone Rochonda Nenonene: And and to let you know that it’s so important that Veronica, but let you know that’s really our goal is for me. It’s great teachers who invest in our children and who don’t see our children from a deficit for Rochonda Nenonene: Them. So that’s much of what the work that Rochonda Nenonene: Is entailed. And what I’ve been doing with the urban Teacher Academy and then trying to have that trickle not just to that group who say they want to go teach urban because you know diversity is everywhere, so Rochonda Nenonene: Having that all our teachers lead being culturally competent and committed to anti racist education abolitionists education, all those things. So I’m really happy to connect it with you all Rochonda Nenonene: And and know that we, this is a thing that echo the concerns about more faculty of color. It helps to see yourself reflected and those people who are in those roles that you aspire to be

Rochonda Nenonene: And I think I can see the progress in that. And I just, I know that and encourage the university continue that. So thank you for the opportunity to say hello to everybody. You’re welcome Veronica Morris: So, as we call it, because we did wrong late, but we were almost on time. I want to thank everyone for participating. Dr Spina you and your team. Thank you so much for being here. Dr. Burnley. I know your advocacy in the community, Tiffany Veronica Morris: My whole alumni team man, y’all. Y’all put up with me. I just, I’m so grateful Veronica Morris: To my, to my alarm or, you know, we all had a great experience or not a great experience. But the fact that you’re here on this call means you’re committed to the mission and the goals of the university. So please stay with us Veronica Morris: We trust me, it may be cool. Now y’all on these on these calls, but it is not when we’re in person Veronica Morris: So we have committed as a group, as a black alumni affinity group to put together a one page scorecard to talk about just to take all of that PowerPoint and Dr. SPENCER DID and put it Veronica Morris: On that one page or to talk about the philanthropic Veronica Morris: To talk about analytics to talk about connectivity, because as we sell our story to our friends, our colleagues our peers who are also alone, we need to tell them, look, the university is done this Veronica Morris: We’ve not done a good job in tooting our own horn. So we need to make sure that we’re sharing the message Veronica Morris: That because all of the comments have been. I didn’t know you guys were doing that you guys are doing good work Veronica Morris: We’re going to create a scorecard to take with that. We’re also committed to giving you the names of the faculty and staff that are here on this call. We’ve had we’ve had guy record request Veronica Morris: We’re committed to doing that do not stop and sharing questions and having questions and get involved. I’m trying to create a succession plan because doctors have said she, we won’t go sit let my kids come for free so I Veronica Morris: Have a succession plan so that other alum. It’s not just me. I’m not, I’m not the only black alarm. So I need you in the trenches. I need you to become involved. I need your voice Veronica Morris: Because then I can say it’s not just me saying these things. I have a team of people behind me. So thank you. I pray that God continue to keep your family safe and healthy that the Bernie to that and I’m gonna let you close us out in prayer. We should have started that A man Lawrence Burnley: Thank you, let us let us pray. God, we give you thanks and we give you praise God for showing up and showing out in the lives and stories of each person Lawrence Burnley: On this call and those who who are who’ve come through these Hallo doors at the University of Dayton Lawrence Burnley: Thank you God for being with us and ordering our steps for the gifts of those who have supported us Lawrence Burnley: Thank you for the work that has going on now. We thank you, even in the midst of the challenges we face. We know that there are opportunities and we’ve know that, through you, all things are possible Lawrence Burnley: Order our steps and support us God and import your spirit of fresh upon us on help us God to believe in that which we cannot yet see Lawrence Burnley: What we know and we are sure that because of you. The ancestors, for which support us our witnesses, those who are yet to come. We will be victorious and using your great name that we pray. Even Jesus who is the Christ. And all God’s people said, Amen Veronica Morris: That just being a. Can we can we invite you back in six months Eric Spina/UDayton: You kind of anytime you want me. You got me. How’s that Eric Spina/UDayton: Absolutely. Thank you, everybody Veronica Morris: Have a good night stay safe Lawrence Burnley: Thanks Rog