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We need reasoned debate on affirmative action, not mockery

Over the next few months, we will likely be engaging in conversations and debates about affirmative action and if, where and how it should be practiced. I am on the record in support of repealing provisions of I-200, which would allow us to take race and gender into account, as one of many other factors, when admitting students and hiring faculty and staff. This is something that all private universities in our state do, so do public universities in many other states. Indeed, at this time when we are beginning to learn more about the advantages that legacy status, monetary donations, participation in elite sports, or being the child of a faculty member can provide in gaining admission to some of our most elite institutions, allowing some consideration for race seems benign by comparison. The intent is to level the field, not advantage one group over another.

Yet, there are also cogent arguments that can be made against taking race or gender into account during hiring or admissions, and some forms of affirmative action – including quotas – remain illegal. There are, no doubt, difficult conversations about affirmative action that should be had; conversations that are serious and evidenced based. But, the so-called “affirmative action” bake sale the UW College Republicans are hosting today has no place in such a debate. It does not create a forum for serious discussion, but instead appears to mock not so much just a policy, but individuals who belong to racial, ethnic and gender groups that have historically been marginalized and that have often experienced very real prejudice, discrimination and oppression. Indeed, the way that the poster advertising this event juxtaposes race and price is reminiscent of a time when persons in some of these groups were literally bought and sold. Regardless of its intent, this sale humiliates and dehumanizes others. It is no surprise that so many on our campus and in our community are deeply offended by it, as am I. It is the opposite of the equitable, inclusive and welcoming climate that the vast majority of us are working hard to create and maintain.

I have written before about free speech and why we uphold it, even when it is offensive and hateful. In this case it is also important to keep in mind that the number of students involved in the sale is extremely small and certainly not representative of all UW students. They are not even representative of the state College Republican organization. It is the crudity, offensiveness and sheer outrageousness of the message that creates a megaphone that amplifies it. Indeed, I suspect more students have been exposed to this hateful message by those who refer to it while seeking to protest or counter it. While I support the intent of these complaints and admonishments and can certainly understand, and support, peaceful protest, I hope we will not let the actions of this small group detract from other truly wonderful events happening today, including Poly(nesian) days on the HUB Lawn and the First Nations Cookie Potlatch. Let us counter the fear and hate of the few, by joyfully participating in these celebrations of diversity, equity and inclusion.

And, let’s keep talking, even when – especially when – it’s tough. But, for these conversations to lead to greater understanding they must happen in a manner that is respectful of each individual’s dignity and worth. This isn’t always easy, but it is necessary.

A tragic accident and a loss to our community *UPDATED*

We are all in shock and sadness over the death of a UW student after a tragic fall on the Seattle campus yesterday. I have spoken with the student’s father and my heart is with her grieving family and friends and all who knew her. This was a tragic accident, one that is felt very personally by me and all the UW staff who work to keep our campus safe, every day.

Academic student employees ratify contract

Sunday evening, UAW 4121 announced that the proposed 3-year contract with academic student employees had been ratified by a 62 percent to 38 percent margin (1476 to 918). We are heartened by this result because this contract continues the progress we’ve made in recent years in elevating wages and benefits for ASEs, and also means that undergraduates can finish their courses as planned. Academic student employees are critical to our success as a world-class research university, and this new contract represents our commitment to them and to ensuring fairness for all UW students.

We recognize that our region’s sky-rocketing housing costs are placing real financial stresses on our ASEs, along with other members of our community, and we look forward to working together during the legislative session on behalf of funding for higher education and our top priority, which will continue to be better wages for all our employees.

The negotiations were lengthy, spanning 22 sessions, and we want to thank the negotiators from both sides, as well as all those who made their voices heard constructively throughout this process. We also want to thank all the faculty and staff who made preparations for mitigating the effects on undergraduates of a strike that, fortunately, will now not take place. Students should consult with their instructors to confirm plans for finals and for concluding the quarter and academic year, and we look forward to joining the entire community in the coming days as we celebrate graduation.

Addressing a potential ASE strike

As we shared recently, we are committed to a fair contract for the University of Washington’s academic student employees. ASEs are an integral part of the University, and the UW continues to negotiate with their representatives in good faith. It’s very disappointing that with two negotiating sessions still scheduled before June 2, the United Auto Workers Local 4121 (UAW) has announced a strike for June 2-15.

Our commitment to a fair contract for ASEs

The UW is firmly committed to ensuring that teaching assistants, research assistants and all Academic Student Employees (ASEs) are fairly compensated for that work. That is why five years ago we made a commitment to the shared goal of raising the median wages of teaching and tesearch assistants and other ASEs to be in alignment with their peers in the Global Challenge States and on par with the University of California system. Over the last five years, the base salary for ASEs was increased between 3 percent and 11.59 percent each year, for a compounded rate increase of 50.4 percent.

Understanding, preventing and responding to sexual harassment

I sent the following message to all University of Washington faculty and staff today and I think it’s worth sharing with our whole community. Sexual harassment has the potential to affect everyone and it’s an issue we can and must work together to prevent and address. 

As the #MeToo movement has brought attention to the pervasive issue of sexual harassment in our culture, the University of Washington reaffirms our deep commitment to preventing and addressing sexual harassment in our community. Sexual harassment is devastating for victims, and too often, survivors do not get the support they need when they come forward. Our University is dedicated to fostering working and learning environments that are free from sexual harassment and all forms of sexual violence and discrimination.

Training resources:

In-person, unit-based training can now be scheduled through your Human Resources consultant

Monthly prevention of sexual harassment in-person training through Campus Staff Human Resources. Register here

Video training Addressing Sex Discrimination & Sexual Harassment for staff, faculty and other academic personnel

Bystander training to identify and interrupt instances of interpersonal violence, including sexual harassment and sexual violence is offered regularly on the Seattle campus and by request at other UW locations

We are all responsible for understanding what sexual harassment is, taking action to prevent it from occurring, and knowing how to respond if it does occur. Beginning May 1, 2018, all schools, colleges, campuses, divisions, departments, programs, and offices can request in-person, customized training through Human Resources. In addition to the training focused on staff responsibilities offered through POD, this customized training can now be scheduled on a by-unit basis and geared to any combination of staff and faculty. Contact your Human Resources consultant to schedule a training.

These sessions will expand on a new training video, produced by Human Resources, Academic Personnel, and Compliance Services, “Preventing Sex Discrimination and Sexual Harassment in the Work Environment.” I expect every faculty and staff member to watch this training video. Look for additional training topics and resources to be made available this fall.

University policy also prohibits all employees from engaging in romantic relationships with students that create a conflict of interest or can be perceived to create a conflict of interest. It also prohibits exercising authority over a student with whom the employee has had a romantic relationship. Our policies also address potential conflicts of interest between employees. If you have questions or concerns regarding these policies, how “conflict of interest” is defined, or about developing a formal plan to manage a potential conflict, contact your supervisor, department chair or Human Resources or Academic Human Resources consultant.

The resources and trainings I’ve shared here are valuable, but we recognize that there is more work to be done. A Title IX workgroup is developing recommendations for enhanced education and outreach. Another group is addressing how to best assess our university climate on these issues, and a third is further clarifying employee responsibilities in preventing and responding to sexual violence and sexual harassment. The Title IX Steering Committee will be reviewing their recommendations in Autumn Quarter and the Faculty Senate will lead discussions about the significant role that faculty play in preventing and addressing sexual harassment. I look forward to sharing the results of this work with you.

If you have experienced or are aware of sexual harassment occurring at the UW, please inform your supervisor, department chair, unit administrator or Human Resources/AHR consultant, or call SafeCampus at 206-685-7233. You can also connect with a confidential advocate who will provide information about your rights and support resources. You may also reach out to Interim Title IX Coordinator Valery Richardson at titleix@uw.edu or 206-616-9713.

As a community devoted to public service and grounded in respect for the inherent dignity and worth of every person, we share a responsibility to ensure that sexual harassment is never tolerated here. We all have an obligation to live up to those ideals, and to support each other in fostering a safe and healthy place to work and learn.

UW student-athletes make us proud on and off the field

This Saturday, the Huskies will face the Penn State Nittany Lions at the PlayStation Fiesta Bowl in Glendale, AZ, capping an exciting, 10-2 season for our football team. I’m proud of the team, and proud of all the UW’s student-athletes, who demonstrate again and again how sportsmanship, athleticism, teamwork and drive contribute to their inspiring and outstanding Husky experiences.

Responding to the tragedy in Las Vegas

The news of the Las Vegas mass shooting has filled us all with horror and deep sadness – for the dozens of lives lost, the hundreds injured and the thousands of friends and loved ones whose lives will be forever altered. One of the injured is a member of our community, Melinda Brockie, an MSW student in the UW School of Social Work and member of the Lummi Nation.

Committed to our DACA Dreamers

Today we learned that the federal Deferred Action for Childhood Arrivals (DACA) program will come to an end in six months unless there is legislative action to protect it. This decision could have extremely serious consequences for students on all three of our campuses who are an integral part of our community. I want to reassure every affected person that if DACA comes to an end, the University of Washington will do everything within its power to minimize the disruption to your lives and education.