Anti-Racism Commitments and Strike Responses 2.0

Heading

0: Accountability

1: Indigenous Communities

1: Indigenous Communities

Timeline

Budget (if applicable)

Board of Managers

The Board will immediately convene this group,
and will hold the first meeting by December 1.

TBD: The Board will provide all necessary funding
related to this group's work.

N/A

A

10/29

We demand that Haverford College return institutional land back to
No
Native nations.

The College cannot return institutional land without
ceasing its educational mission as currently realized.

11/5

If institutional land cannot be returned to Native nations, Haverford
College should provide free higher education to Native students on
their traditional homelands as landbased reparations. Haverford
College will establish a reparations program for any descendents of
Native Peoples original to Pennsylvania state territories; this
includes folks displaced in New Jersey, Delaware, and federally
recognized Lenape descendant Native Nations in US and some
First Nations in Canada. Following the model of Georgetown
University’s Descendants Reparations Program, no later than
January 29, 2021 Haverford College will officially announce that
any individual Lenape individual or descendant of Native Peoples
original to PA state territories heritage (and those mentioned
Yes,
above), will be given preferential admission consideration at
qualified.
Haverford College. Upon admission, said individuals will receive a
full-tuition scholarship, including room and board, (Full-cost of
attendance) for the duration of their undergraduate career at the
college. This ordinance will go into effect beginning with the 20232024 admissions cycle (Before May 1st, 2022). The college will
fundraise and set aside a budget of $300,000 for this program,
which is approximately the full cost of 4 years at Haverford college
for one individual. Members of the college will actively reach out to
Georgetown or other institutions with comparable scholarships to
research how best to create structures to endow and maintain this
program financially and in perpetuity.

The Office of Admission will strengthen recruitment and
enrollment of Native peoples. As one step towards this,
we will immediately reach out to establish a formal
relationship with College Horizons, a nationally-known
organization supporting Native students in their path to
higher education.
The Office of Admission will articulate admission
preference for students from the Lenni-Lenape nation and
Vice President and Dean of
students descending from Native peoples original to
Admission and Financial Aid
Pennsylvania state territories. We will do the necessary
research, such as reaching out to institutions like
Georgetown, to fully understand how to structure such a
program, including financially, and to make sure we are in
compliance with any legal obligations. While Admission
will take responsibility for this work, Admission will
welcome input and engagement with any interested
students on the further development of such a program.

B

11/5

1: Indigenous Communities

E

11/6

2: CDO

A

10/29

2: CDO

Responsible Individual/Group

N/A

D

2: CDO

Response Detail
The Board of Managers will implement an Anti-Racism
Inclusive Accountability Group charged with verifying
assessing institutional progress toward stated goals. It
will be populated with students, faculty, staff, alumni,
N/A
Board members as well as outside experts, and we will
welcome continued dialogue with students about the
specific structure and role(s) of this group.

Date

1: Indigenous Communities

2: CDO

Demands Received from Strike Organizers

Sub-heading

B

C

D

N/A

The College continues to profit off of the romanticized story of the
Penn Treaty Elm in their admissions programming and through on- Yes
campus tours.

N/A

We demand removal of President Raymond as “Chief of Diversity,
Equity, and Inclusion.”

N/A

Yes

10/29

Haverford must, instead, hire a BIPOC Chief Diversity Officer–
vetted by students and faculty of color on campus– who is
committed to their interests rather than the college’s.

11/5

The position is better left vacant than held by someone wholly
unqualified for the job. We are also deeply uncomfortable with your
role in choosing the successor of this position, and ask that you
release a public apology for self-appointing yourself for this role as
No
a white woman. Responding to the changes made by President
Raymond at the meeting, we request that rather than appointing
another Chief of DEI without any student feedback, that the
position remain unfilled until proper student consultation has been
taken into account.

11/5

The students on this advisory group should be included in the
decision making process as to who is hired. The same committee
of students that will be in charge of hiring the Chief of DEI will be
tasked with implementing the funding approved for this position.

Yes,
qualified.

Yes,
qualified.

Corporation of Haverford College N/A

Complete planning by the end of this academic
year. Program to be in place by 2023-2024
admission cycle.

Drawing on research from the Spring 2017 Library exhibit,
"Where is the Penn Treaty Elm?", co-curated by Paul
Farber and Eleanor Morgan '20, (which emerged from the
programming and materials will be updated
Introduction to Public History course that year) the
Arboretum and President's Office immediately and new plaque will be installed by
College will ensure that programming and materials reflect
4/1/2021.
the appropriate context about the Penn Treaty Elm (and its
romanticized narrative), including a new plaque at the
base of the tree.
We will formalize a Land Acknowledgment for Haverford
College, to be included on our website, in formal College
materials, and during College events, and will explore
President Raymond
March 1, 2021
avenues for dialogue with the Lenape and other
indigenous communities.
As of 11/6, President Raymond stepped down as CDO

President Raymond

President Raymond will convene by December 1 a CDO
Advisory Group of students, faculty, and staff to
recommend the best way forward for a CDO structure for
Haverford. This will include budget and organizational
support, and how to fill that role at Haverford, with the goal
of appointing a new CDO or instituting a model that does
President Raymond
not include a CDO (e.g., DEI Council) effective no later
than July 1, 2021. Note: making an employment decision
based on race violates anti-discrimination law, although a
crucial component of the job description and qualifications
for hiring will be experience and expertise working with
BIPOC and LGBTQ+ students.
We need an interim CDO to continue institutional
progress. Provost Linda Strong-Leek will serve as interim
CDO for about one month, with a plan to move to an
interim co-CDO structure, that is two people sharing the
CDO responsibility, as of December 1. The second person
President Raymond
will be a staff member of color currently in the Dean’s
Office, with the intentional design of having these
individuals in academics and student life. White
individuals have seen demonstrated success serving as
CDOs; President Raymond's interim service does not
merit an apology.
Students would be in any CDO search committee.
Specific structures and individuals selected will be
recommended by the CDO Advisory Group which will
include students.
Classes were canceled, staff were given the day off, and
hourly (non-exempt) staff who worked on Tuesday,
November 3, were paid "holiday pay."

Done

N/A

TBD

Arboretum will cover expenses within its operating
funds

N/A

N/A

CDO Advisory Group will recommend an ongoing
budget commitment sufficient to support the CDO's
work. $10,000 will be immediately allocated from
CDO Advisory Group by Dec. 1, 2020; CDO to be
the '3126/2631 Fund' to the Interim CDO, and,
in place by July 1, 2021
once named, to the Interim Co-CDO in the Dean’s
office, for use toward BIPOC/FGLI initiatives, with
BIPOC/FGLI student input.

November 6: Linda Strong-Leek appointed interim
CDO; December 1: appointment of a POC within
the Dean's Office as co-CDO; leadership council of $25,000 annual operating budget
faculty, staff, students named Dec.15, with BIPOC
and FGLI student input and participation.

President Raymond

To be determined by CDO Advisory Group per
above

The position will be funded in the comprehensive
salary budget for FY 2021-22. Incremental costs
for this year will be included in the same budget
compnents for FY 2020-21 funded out of the hiring
freeze savings.

President Raymond

Done

We will incur the additional costs for staff overtime
in the compensation budget.

Done

N/A

Immediate, ongoing

N/A

3: Election Day

-

10/29

We demand that you follow in the footsteps of Swarthmore College
and cancel classes on Election Day and provide paid leave for
Yes
college employees.

4: Academic Leniency for
BIPOC/FGLI Students

A

10/29

We demand academic leniency for BIPOC and/or FGLI students
who are traumatized by the effects of COVID and constant police
violence in their communities

11/5

We ask that you give full transparency to the community on the
actions of reform taken by FAPC and CSSP, and we expect this to
be released before Thanksgiving break. Openly admit that the
Yes
CSSP put people on academic warning as a result of the Spring
semester and acknowledge that the decision does not reflect trust,
concern and respect immediately.

11/5

Put in place a framework within CSSP to allow Academic Flexibility
Petition or a similar petition for unforeseen events or trauma in a
students life to be taken into account when the student is up for
review before the close of this semester. Provide guidelines to
Yes
counselors with CAPS to encourage and assist students
throughout this process. Rather than enacting unnecessary and
onerous penalties on students struggling academically, have them
work with their dean or other trusted staff member to develop an
academic plan related to their specific situation.

Right now, CSSP has only one of three students
appointed to the committee, so CSSP is reluctant to make
Alex Norquist, CSSP Chair; Dean
Awaiting student appointments to CSSP
substantial changes without the full student persepctive
Joyce Bylander
throughout the process. CSSP is willing to speak with
other students about this.

N/A

10/29

We demand that the school encourage and protect student
participation in supporting direct action. We are calling on
Yes
Haverford to encourage student and institutional involvement in the
abolition work done by activists on and off campus.

The College supports students in living out their values
with integrity. I want Haverford to be a place that
encourages and supports students to act on their values
in service of a more just world, and that includes through
direct action.

N/A

4: Academic Leniency for
BIPOC/FGLI Students

4: Academic Leniency for
BIPOC/FGLI Students

5: Support Student
Participation in Direct Action

B

C

-

Yes

EPC has agreed to the P/F model from the spring for all
Provost, Dean of the College,
students for the fall. Deans and faculty will consider
Faculty
impacts while teaching and guiding students.
CSSP met on Nov. 6, 2020 and drafted a letter to the
community that will be sent Nov 7 acknowledging that
CSSP is part of the problem and needs reform. By Nov.
20, we will clarify all procedures used by CSSP in all 202021 student reviews and outline a series of reforms to
CSSP that will happen during the 2020-21 academic year. Alex Norquist, CSSP Chair
For Fall 2020, we will have full transparency in our
processes. CSSP is working to reform the outdated
language related to academic warnings, such as that
academic warning will be replaced by "academic support"
or similar term.

President Raymond

Immediate, ongoing

Progress (for future reporting)

5: Support Student
Participation in Direct Action

5: Support Student
Participation in Direct Action

5: Support Student
Participation in Direct Action

5: Support Student
Participation in Direct Action

5: Support Student
Participation in Direct Action

A

B

C

D

E

10/29

10/29

10/29

Explicitly naming white supremacist groups and police forces as
chief contributors of violence at protests rather than spreading antiYes
Black tropes of outside agitators that undermine protests against
police violence

11/5

To the Board of Managers, we ask that you commit to opening
institutional funds to student groups who are providing needed
resources to students in the Bi-Co and residents in Philadelphia
(an example being Bi-Co Mutual Aid). Commit to providing student
groups who engage with activism in Philadelphia funds available to
Yes,
support people on the ground in Philadelphia and provide these
qualified
groups access to Campus vehicles and supplies (vans for
transportation, tents, blankets, etc). You must do this by January
29th, 2021. There should be no reason that the college cannot
provide funding for student initiatives dedicated to uplifting and
planning with activists in Philadelphia.

The Board of Managers affirms the commitments above
from the president and realized relevant campus
departments

We demand the institution recognize and resolve that the
increased surveillance and policing amongst students in regards to
Yes
COVID-19 primarily affects students of color, who have always
been more prominently surveilled by the campus community.

The College is committed to ensuring that its own
processes are free from, and have zero tolerance for, bias
and will investigate and follow up on any specific concerns
and/or issues raised about surveillance or policing of the
campus BIPOC community. Students may submit
concerns or suggestions via their dean or, if they wish to
remain anonymous, through the web-based tip line:
Jesse Lytle and Mitch Wein, CoChairs, Operations Planning
Report progress and plans by Dec. 18, 2020
https://forms.haverford.edu/view.php?id=732323. I have
asked my colleagues in the Operations Planning Group to Group
evaluate and revise our monitoring and response systems
around student health and safety so we will be better able
to understand the extent and nature of any patterns of
bias and then address them. Based on this work, the OPG
will produce a detailed report that will be made available to
the entire campus.

Professional development and training takes
various forms, particularly in a COVID environment
(on-campus training; virtual sessions) as well as
conferences and events post-COVID. The College
is pledging to spend no less than $75,000 over the
coming two years, campus-wide, on professional
development and training for these specific
initiatives and topics, including Campus Safetycentered programs.

See above

See above

See above

N/A

This data will be anonymized to protect the identities of
indidviduals.

Campus Safety

Report by Nov. 20

N/A

Campus Safety

Immediate and ongoing

N/A

Campus Safety

Review group to be convened by February 1,
2021. Accountability mechanism to be developed
by December 1, 2020.

N/A

President Raymond, Libraries,
Special Collections, Alumni and
Parent Relations

Project timeline finalized by Dec 18, 2020.
Progress report by May 1, 2021.

N/A

see above

see above

N/A

Initial Progress Report by March 1, 2021

N/A

6: Surveillance and Policing

A

11/5

6: Surveillance and Policing

B

11/5

7: Crediting the work of
Black women

7: Crediting the work of
Black women

8: Accountability for
Problematic Professors

D

A

B

A

Provost, CPGC, Students'
Council, Office of Service and
Community Collaboration

To address the disparate nature of the support and
to track actual amounts and increases or
commitments, we will conduct a new internal study
that outlines and publicly reports on the College's
resources (time, dollars, facilities, programs, etc.)
Immediate, ongoing. CPGC will contact you about that is of service to (or provided to or supports)
the report by November 10 at 9 pm
various local entities, jurisdictions, and non-profits.
Such a focused 'economic impact study' would be
aligned with making and marking a positive impact
on the community while reporting on the
resources, broadly defined, applied in service of
doing so.

Funds already allocated and available; this is an
opportunity for additional philanthropy as utilization
of current funds grows.

Ensuring students who participate in direct action will not be
punished for going off campus, but rather set structures in place
like expedited COVID-19 testing, sanitation, self-isolation, and
quarantine

10/29

6: Surveillance and Policing

Immediate, ongoing. See CPGC funding
guidelines; applications for funding are generally
considered on a rolling basis; some funds require
lead time e.g. of 4 weeks before and event or
project.

10/29

A

C

Provost, CPGC; Students'
Council, Office of Service and
Community Collaboration

Opening up unused campus resources to directly support impacted Yes,
communities in West Philadelphia
qualified

6: Surveillance and Policing

6: Surveillance and Policing

Providing institutional funding to mutual aid networks within the Bi- Yes,
Co community and broader Philadelphia
qualified

As a charitable organization, the College does not provide
direct philanthropic support to other organizations. The
College would be interested to have students, faculty, and
staff who engage with mutual aid networks as part of the
College's mission (e.g. relating to student curricular or cocurricular learning) develop specific proposals for bilateral
relationships that could include funding dimensions. Such
an initiative could receive financial support from a standing
department or center, or use discretionary funding. See
centrally CPGC funding possibilities.
As a charitable organization, the College does not provide
direct philanthropic support, either in the form of funding or
direct donation of resources, to individuals or other
organizations. The College supports students, faculty, and
staff who engage with communities as part of the
College's mission (e.g. relating to student curricular or cocurricular learning). Such initiatives receive financial
support and access to resources from standing
departments and centers, as well as discretionary funding.
See centrally CPGC funding possibilities. The CPGC has
recently piloted programs that invest directly into
communities through remunerating community-based
educators, leaders, activists, and nonprofits. CPGC will
develop a report on the ways in which their funding
supports community organizations and students and to
identify new opportunities to advance social justice,
consistent with the values articulated in the demands. The
CPGC will reach out to you to share the report in
development directly by November 10 at 9 pm, in the hope
of further clarifying your interests and goals, while also
offering some specific opportunities and lessons learned
through recent pilot programming.
As Dean Bylander and colleagues previously
communicated, the College has been providing—and will
continue to provide—necessary health-supporting
measures for students who engage in protest, including
COVID-19 testing and campus isolation spaces. There will
be no disciplinary consequences from the College for
students engaging in protests provided they meet the
College’s health and safety guidelines, including the
Travel Policy.
Done, in Nov 2. communication: "I affirm students’ right to
protest as called by their consciences, and I understand
that students undertake such acts knowing the risks that
have been demonstrated around the country where white
supremacist groups and police have escalated tensions
and promoted—directly and indirectly—violent outcomes."

11/5

Yes

Operations Planning Group needs to release a detailed, extensive
report by no later than the end of this semester, December 18,
Yes
2020 and made available to the entire campus.
We expect the college will make Covid-19 reporting data publicly
Yes
available by Thanksgiving Break.
We also expect the Director of Campus Safety to order officers to
end profiling only Black residents of Ardmore and preventing them
from using the campus while White residents are given the benefit
of the doubt - especially considering the amount of wealthy DelCo
Yes
residents routinely breaking the nature trail’s restrictions
throughout this pandemic. While exacerbated by the COVID-19
restrictions on campus, this practice of profiling Black residents of
Ardmore has long been an issue.

Racial profiling of any kind - of members of our campus
community or otherwise - is and has been unacceptable
and against current policy. This explicit message is and
will be conveyed during on-boarding of new officers and
reinforced through continuing education programming
annually in January.
The College will convene a group of students, faculty, and
staff to review procedures regarding asking students for
identification. Campus Safety will develop a mechanism
whereby incidents of asking for ID will be compiled. This
data will inform efforts to guard against racial profiling.
President Raymond recognizes the extraordinary efforts
and commitment to antiracism on the part of Black women
and Trans people across the Haverford community and
pledges to be attentive and appropriately generous in
acknowledging the work of others in all of our
collaborations, and expects the same of faculty and staff
colleagues. The Libraries and Archives are actively
working with the Multicultural Alumni Action Group
(MAAG), Alumni Affairs, the community, and specifically
with BIPOC student-colleagues to more fully illuminate the
work of these individuals and, further, to correct and
address absences where the records of that work are less
evident. Further, Archives is actively collecting and
documenting the strike will make that digital archive
available at the end of the academic year. Archives invites
strike organizers to capture all they are doing via social
media outlets and transfer those records to us at the end
of the strike for the digital archive.

Dean of the College

Immediate, ongoing

The College has paid (and will contine to pay) for
the costs of all on-campus testing for COVID for all
students, faculty, and staff for the entirety of the
Fall 2020 semester. Funds have been allocated to
do so.

President Raymond

Done

N/A

President Raymond

Immediate, ongoing

See I16

11/5

BIPOC students have been “carded” to prove they are a student.
This practice must end immediately, and should Campus Safety
officers refuse to comply, they must be removed effective
immediately.

Yes

10/29

We demand Haverford honor and credit the work of Black women
driving institutional change instead of taking credit for their
continued labor and erasing their contributions. This includes the
work from BSRFI, BSL, ALAS, SWOL, SALT, and AOCC.

Yes

11/5

You need to directly collaborate with Haverford library archivists to
ensure institutional memory exists. A project timeline must be set Yes,
no later than December 18, 2020 and a set digital archive must be qualified
in existence by the end of the academic year.

see above

We demand that the school creates a framework to deal with
problematic professors and generates spaces of accountability

FAPC is willing to commit to the students' timeline of
1/29/2021. FAPC will be developing a statement to that
Provost, Associate Provost,
effect and seeking faculty feedback on it immediately, and Faculty Liaison for Diversity,
will bring it to the floor of the emergency faculty meeting
Equity, and Inclusion
scheduled for Wednesday, November 11, 2020.

10/29

Yes

8: Accountability for
Problematic Professors

8: Accountability for
Problematic Professors

8: Accountability for
Problematic Professors

9: Pay for Striking Students

A

B

B

A

11/5

The college will put in place a formal, direct process intended to
hold professors accountable for specific incidents of discrimination,
as well as for cultivating a generally discriminatory classroom
atmosphere, including but not limited to a racist, sexist,
homophobic, classist, elitist, transphobic, or sexually predatory
environment. The reporting process will specifically allow students
the option to identify themselves or remain anonymous, but in
either case, each submission will be reviewed and considered. A
body will be formed to receive these reports, elected entirely by the
student body and composed of 50% students, 25% faculty, and
25% administrators. Students will be compensated for this work.
This body will not be punitive, but will instead communicate
concerns to a given professor, make concrete recommendations,
and provide resources for how they might change their
thinking/behavior moving forward. Should there be multiple reports
across multiple semesters, however, with few changes on the
Yes,
professor’s behalf, a formal report will be made to the provost,
qualified
(new) diversity officer, and department head for that professor. In
addition to receiving and reviewing reports, this body will also
conduct anonymous course feedback at the end of each quarter
with questions specifically asking about the inclusive nature of
each Haverford course. A summary of the feedback will then be
given to each professor, and they will address any concerns with
their class. A timeline and budget will be made and released to the
Haverford community for the creation of this process no later than
January 29th, 2021, and an initial report made on its progress by
March 1st, 2021. Elections for the positions will be concluded by
October 15th, 2021, and the process will go into effect beginning in
the Spring semester, 2022. The time between the elections and the
formal enactment of the process will not be idle; the body will
spend time designing their organizational structure, establishing
guidelines, and preparing the necessary
documents/forms/procedures/ for their function to go smoothly in

10/29

We also demand adequate support and protection for both tenuretrack and contingent faculty of color, whose expertise is often
Yes
minimized or ignored and whose labor is exploited.

11/5

We demand, in line with the demands made by BSRFI in their
Open Letter, the reevaluation of tenure and promotion guidelines to
center the specific and exceptional kind of work done by BIPOC
Yes
faculty--this includes both the aforementioned ‘shadow work,’ but
also the adequate valuing of non-traditional forms of scholarship
and areas of interest almost always devalued in traditional
institutional processes.

The Provost commits to providing support for both tenuretrack and contingent faculty of color. The Provost will meet Provost, Academic Council,
Faculty Affairs and Planning
with tenure-track and contingent faculty of color
Committee (FAPC), additional
collectively and individally to understand their specific
needs as they navigate the reappointment and promotion faculty
process.
Academic Council will continue discussions about
reevaluating the tenure and promotion criteria to include
all "shadow work" and other non-traditional forms of
scholarship. This work must take place within faculty
governance as only faculty can alter the tenure and
Academic Council
promotion processes. The Provost commits to working
with the faculty to investigate best practices and other
methods for evaluating faculty that include attention to nontraditional scholarship no later than Fall of 2021.

10/29

We demand that the school continue to pay the students who are
participating in the strike.

Yes,
qualified

Yes,
qualified

9: Pay for Striking Students

A

11/5

We need a firm commitment that students who refuse to show up
for work throughout the duration of the strike will continue to be
paid.

9: Pay for Striking Students

B

10/29

Our supervisors should not be pressuring us to return to work
during this time

Yes

10/29

POC staff, especially in the Dining Center, Facilities, and the
Coop, should be paid overtime for the duration of the strike.

Yes,
qualified

10/29

We demand that no student, staff or faculty partaking in the strike
face financial, academic or professional retribution, or penalties of
any kind. If the institution is as devoted to anti-racist work as they
claim to be, they would continue to pay students who are taking
this principled stand by refusing to show up for work.

Yes,
qualified

11/5

We need a firm commitment - not up to individual faculty (many of
whom have already weaponized unruly, biased powers against
BIPOC/FGLI students in their classrooms, as we’ve previously
addressed)- we need a firm commitment that students who have
been participating in the strike will not receive ANY academic
penalties. The senior staff should hold themselves directly
accountable for this fallout as a consequence for routinely
disrespecting Black and Brown students and is entirely
preventable.

10/29

Through purported academic rigor, the weaponization of academic
forced leave, a wheelchair unfriendly campus, and inaccessible,
white-dominated mental health services, disabled students are
continuously pushed out of our community. Many BIPOC students
who are disabled, impaired, and/or neurodivergent face violence
from professors, administrators, and CAPS faculty.

9: Pay for Striking Students

10: Protection for strike
participants

10: Protection for strike
participants

11: Stop violence against
disabled students

C

-

-

-

11: Stop violence against
disabled students

A

10/29

11: Stop violence against
disabled students

A

11/5

11: Stop violence against
disabled students

A

11/5

Please see details above. Faculty are working with FAPC
on a process that will make more transparent and update
methods for engaging with "problematic faculty." Please
Full Faculty, Provost
see the information above regarding FAPC's timeline,
which includes disucssion at the Wednesday, November
11, 2020 Faculty Meeting.

No

-

A more representative CAPS staff, whose practice is informed by
the racial and economic origins of mental illness and the
Yes
acknowledgment of structural disparities in diagnoses and healing
services.
By the beginning of the Fall 2021 semester, the entire center must
begin recurring “culturally responsive therapy” or similar training
and consultations. Potential people/organizations to provide
Yes,
trainings include: Joy and Justice Collaborative, Fireweed
qualified
Collective, IDHA, BEAM, Sonalee Rashatwar, Elliot Fukui (Mad
Queer Organizing Strategies), Harriet's Apothecary, and more.
By the beginning of the Spring 2021 semester, the college should
place paid student representatives on the hiring committee for
Yes,
CAPS counselors and increase transparency between students
qualified
and administration through every step of the CAPS hiring process.

We will meet the timeline requested

N/A

Immediate and ongoing

N/A

May 15, 2021 for a proposal to the fauclty from
Academic Council; consideration by the full faculty N/A
by November 30, 2021

In most cases, payments to students for strike
accommodations will be provided on the same pay
cycle as the hours that would have been
scheduled, and in no case later than immediately
next succeeding pay period..

These resources are funded within the College's
student payroll budget. Additional staff -- or
increased hours for staff -- as well as other
provided services that need to be covered will be
funded from the College's comprehensive salary
pool in this fiscal year.

Office of Human Resources

Immediate and ongoing

N/A

Office of Human Resources

Immediate and ongoing

N/A

Office of Human Resources

Immediate and ongoing

Additional/premium pay will be provided to all
hourly (non-exempt) employees who work
overtime.

Office of Human Resources

Immediate and ongoing

N/A

Fall 2020

N/A

Ongoing, annual work tied to budget cycle. By
March 1 each year, Facilities and ADS will solicit
suggested improvements in addition to the work
outlined in the deficiency survey.

The College will re-assess the campus for
shortcomings in access and will commit to spend
no less than $200,000 over the next three years on
accessibility improvements to buildings and
facilities.

CAPS will foreground the priority of reflecting our diverse
student body in its current search for a senior CAPS staff CAPS, Dean of the College
member and in its ongoing selection of trainees.

Next therapist to be hired as early as possible,
pending a suitable candidate, for Spring 2021

N/A

CAPS will convene conversations with students about the
changes they are seeking and how best to pursue them in CAPS
order to co-create an optimal approach.

Immediate

TBD based on conversations

Students will be invited to serve on search committees in
CAPS but will not be compensated for this voluntary role.
Student reps on the committee will be able to share
relavant (non-confidential) information about the hiring
process.

Beginning with the next search in CAPS and
ongoing thereafter.

The CAPS counseling (staffing) budget can be
adjusted/increased as needed in order to include
this expertise and experience.

Student workers who elect not to work will be eligible to
receive up to 20 hours of compensation for scheduled but
lost work; guidance to managers will be forthcoming from Office of Human Resources
the Office of Human Resources about how to handle this
payment and enter the compensation appropriately.
The 20 hours of compensation is not limited to a finite
timeframe within the strike, but students will not receive
compensation for more than 20 hours that they did not
work.
Supervisors will accommodate students who choose not
to work, with no questions asked.
The College will continue to pay overtime rates to all
hourly employees who work overtime during the strike or
otherwise, consistent with state and federal law.
Students who miss work shifts and will be compensated
for up to 20 hours (per the above). Professors have
discretion about whether and how to accommodate
striking students in their individual courses, understanding
that faculty are responsible for delivering the education
they and the College are committed to providing you this
semester.
In acts of civil disobedience, individuals must and do make
decisions of conscience and consequence. A community
premised on trust, concern, and respect, is not premised
on a framework of penalties or retribution. In the event that
individuals fall short of our health, safety, educational, or
other rules and guidelines, the College pursues remedies
that seek to address the concern within a humane and
restorative framework.

Many faculty are working to accomodate students, and
EPC has agreed to a pass/fail model for Fall 2020 that
mirrors that process for Spring 2020. Students may take a
pass/fail in any class this fall with the option to uncover
the grade, which should alleviate the worry of grades or
Faculty, EPC
retaliation. Individual faculty do have final authority over
whether or not they forgive or provide alternate
assignments for striking students as a consequence of
their decision to strike.
Access & Disability Services (ADS), Facilities, Counseling
and Psychological Services (CAPS), and other
departments will be key partners in making tangible
change in support of disabled students. ADS and
Facilities conducted an accessibility deficiency survey of
ADS, Facilities, CAPS
our campus and have been making annual investments in
accessibility based on the survey’s recommendations.
There is more work to be done. Facilities and ADS will
coordinate to make additional priority improvements to the
physical accessibility of campus next year.

CAPS, Human Resources

11: Stop violence against
disabled students

11: Stop violence against
disabled students

11: Stop violence against
disabled students

11: Stop violence against
disabled students

11: Stop violence against
disabled students

11: Stop violence against
disabled students

11: Stop violence against
disabled students

11: Stop violence against
disabled students

B

B

C

C

C

D

D

E

Pennsylvania licensing laws require CAPS staff to be
'mandated reporters' for issues involving child and elder
abuse. CAPS also must report information if there is clear
and present danger to self and/or others. Within these
N/A
strictures, CAPS will only report when absolutely
necessary and, whenever possible, with students’
consent.

N/A

N/A

Information about mandated reporting will be made
available through a variety of channels and formats.

Dean for Student Health &
Learning Resources

Jan 29, 2021

N/A

Access and Disability Services
(Sherrie Borowsky), Dean of
Health and Learning Resources
(Kelly Wilcox)

Clarity regarding protocols for receiving funds for
testing will be published by no later than the
beginning of the spring Semester.

N/A

Access and Disability Services
(Sherrie Borowsky), Dean of
Health and Learning Resources
(Kelly Wilcox)

Clarity regarding protocols for receiving funds for
testing will be published by no later than the
beginning of the spring Semester.

N/A

Yes,
qualified

This a wide array of new demands that individually need
more time and conversation. Some relate to other
demands, for example about accommodations. We wish
TBD
to assess and partner with a wide variety of BIPOC and
FGLI students across all communities and identities, as
well as offices and groups, to bring more access, diverse
programming, workshops to the campus.

TBD

TBD

Yes

Faculty are required to implement the accommodations
identified in a student’s accommodation letter. If a student
opts not to implement accommodations in a course, the
student should notify the director of ADS immediately. If a
student prefers not to speak directly with a professor on
Access and Disability Services
their own, ADS can assist in notifying professors of a
(Sherrie Borowsky), Provost
student’s accommodations and/or meet with students and Strong-Leek
their professor to discuss accommodations. The provost,
in her review of faculty personnel systems above (8 A
10/29), will ensure that there is accountability for faculty
who provide inadequate attention to this responsibility.

Spring 2021

N/A

The Provost's Office commits to providing training for
faculty led by experts who embody the diversity of the
disability community by Fall semester 2021.

Access and Disability Services,
Provost Strong-Leek

Fall 2021

N/A

CAPS, Campus Safety, Dean's
Office

Preliminary review to be completed by January 29,
N/A
2021

CAPS, Campus Safety, Dean's
Office

Review to be completed by January 29, 2021

N/A

Task Force on Retention and
Persistence

Focus groups to take place before conclusion of
Fall semester, preliminary report of findings by
March 1, 2021

$4000, allocated from President's Discretionary
Fund

CAPS

Next therapist to be hired as early as possible,
pending a suitable candidate, for Spring 2021

See I41

CAPS

CAPS will implement a new pilot strategy to
address this by November 20.

See I41, with increased hours.

CAPS

The Director of CAPS has reached out to students
to engage in dialogue that will allow students and
CAPS an opportunity to articulate and understand
N/A
resources and needs.
CAPS will implement a new pilot strategy to
address this by November 20.

10/29

The abolition of mandated reporting of mental health details to
police, CPS, and/or administrative authorities.

11/5

Abolition here means rendering obsolete. By Spring semester
2021, specific guidelines for what is subject to mandated reporting
at Haverford College should be publicized. There should be
separate workshops for both mandated reporters and students on
what mandatory reporting entails to prevent overreporting and
Yes
reporting without consent. Students should be informed of their
right to use hypotheticals to avoid mandatory reporting. Students
should always be given 24 hours (or more) of prior notice before a
report is made.

10/29

11/5

11/5

No

No requirements for verification or documentation from “a licensed
professional” for academic and housing accommodations as this is No
exclusionary to low-income, BIPOC students.

Haverford should provide completely free access to diagnostic
assessments and subsequently necessary resources for those
seeking accommodations, from a health service provider of the
students choice beginning Spring 2021.
In acknowledgement of the severely damaging and exclusionary
criteria for accommodations even with financial support,
accommodations should be provided to low-income and BIPOC
students by increasing accessibility on campus across the board
by the beginning of Fall semester 2021. This acknowledgement
should look like but is not limited to:
Free, regular, wheelchair-accessible transportation from the
apartments to up-campus.
Less strict attendance policies and leniency for late assignments.
This could be implemented by including mental health as a
legitimate reason for absence or lateness.
Increased transparency of the results of the accessibility deficiency
surveys.
Requirement of content warnings from professors for readings that
include anti-Blackness, slavery, r*pe, abuse, fatphobia, etc. and
generally more AEM.
The widespread initiation of programming related to disability
culture on campus (more speakers and workshops on topics like
carceral ableism and the medical industrial complex led by those
directly impacted, d/Deaf friendly recreational events, more d/Deaf,
mad, and Disability Studies courses and faculty, sign language
courses taught by people who are knowledgeable about d/Deaf
culture, significant measures towards accessibility at all large
events, etc.).
Scholarships specifically for disabled people that aren’t determined
by GPA.
Financial support for a completely student-run Project LETS
chapter on campus.
For further demands see SWDCC SUA’s demands:
https://docs.google.com/document/d/1G-cfp0coZhhXXKHlL23W1Wu7TUiRMNY0d8RJaQyGE8/edit

Yes,
qualified

10/29

Consequences for professors who neglect necessary
accommodations for students.

11/5

Once again in acknowledgement of the severely damaging and
exclusionary criteria for accommodations, there should be an
increase in consideration for accessibility by all Haverford
Yes
professors. This should be encouraged by a recurring faculty
training led by experts who embody the diversity of experience held
within the disability community beginning Fall semester 2021.

10/29

Campus Safety should never be called during a mental health
crisis, unless the student expressly consented prior.

Yes,
qualified.

11: Stop violence against
disabled students

E

11/5

Mental illness is a health issue not a police issue; therefore,
beginning Spring 2021, campus safety should not be called during
Yes,
a mental health crisis without student consent, instead, the college
qualified.
shall create a crisis intervention team composed of professional
counselors, rather than law enforcement or campus safety.

12: More support for queer
and trans students of color

-

10/29

We demand more robust aid and support for queer and trans
students of color.

Yes

12: More support for queer
and trans students of color

A

10/29

An increase of LGBTQ+ CAPS therapists

Yes

12: More support for queer
and trans students of color

B

10/29

Reserve hours for LGBTQ+ students with said therapists

Yes,
qualified.

12: More support for queer
and trans students of color

12: More support for queer
and trans students of color

B

B

11/5

11/5

Reserve hours for LGBTQ+ students with LGBTQ+ therapists
should be instituted by no later than Thanksgiving break.

We approve of the measures taken to allow students to visit offcampus therapists, and the details of this must be outlined and
implemented by the start of the Spring 2021 semester, no later
than February 1, 2021. There must also be steps taken to ensure
that the counselors who specialize in counseling LGBTQ+ clients
and BIPOC clients are included in this network.

Yes,
qualified.

Yes

ADS considers each student’s history, experience, and
accommodation request. While students are a vital source
of information, some accommodations legally require
documentation. If providing documentation is a financial
hardship, ADS works with the student to help fund testing,
if testing is necessary, and/or assist in finding a health
care professional for an appointment/evaluation.
If providing documentation is a financial hardship, ADS
works with the student to help fund testing, if testing is
necessary, and/or assist in finding a health care
professional for an appointment/evaluation.

CAPS will review the use of Campus Safety during mental
health emergencies and explore alternatives to ensure
that students are able to access the on-call counseling
services they need, in a safe way.
In consultation with CAPS, we commit to a review of policy
with an eye toward redesigning the response team
structure, providing appropriate training so that every first
responder has the appropriate understanding of crisis
intervention that makes the handoff to the Counselor-onCall better for students.
A Task Force on Retention and Persistence, with
leadership from Associate Director of Institutional
Research Kevin Iglesias and Professors Matt McKeever
and Ben Le, is in the midst of a detailed study of student
experiences, including BIPOC and LGBTQ+ students, in
order to identify causes of student attrition and ways
Haverford can better support thriving.
Consistent with (11 A 10/29) above, CAPS will prioritize
the identification of candidates with demonstrated
successes in support of LGBTQ+ clients in its current and
future hiring processes in order to better reflect the needs
of the student body.
CAPS will explore the recommendation to reserve specific
hours for LGBTQ+ identified students and other strategies
to ensure that CAPS meets LGBTQ+ students’ needs.
Additionally, we will immediately provide new, ongoing
financial support to enable BIPOC and LGBTQ+ students
to access therapeutic practices off campus with diverse
professionals.
CAPS will explore the recommendation to reserve specific
hours for LGBTQ+ identified students and other strategies
to ensure that CAPS meets LGBTQ+ students’ needs.
Additionally, we will immediately provide new, ongoing
financial support to enable BIPOC and LGBTQ+ students
to access therapeutic practices off campus with diverse
professionals.

CAPS offers a list of practices and their specialties, which
includes LGBTQ+ clients, to help students identify
Dean for Student Health &
therapist that meet their criteria. Students will not be
Learning Resources
limited to practitioners on the list if they wish to utilize a
different therapist.

The details of this will be outlined and implemented
N/A
by no later than February 1, 2021.

12: More support for queer
and trans students of color

12: More support for queer
and trans students of color

C

C

10/29

Holding both professors and Committee on Student Standing and
Programs (CSSP) accountable to providing academic leniency
when students come forward about working through trauma

11/5

re: holding professors and CSSP accountable: You need to provide
immediate updates from the Education Policy Committee, and work
Yes,
more closely with FAPC to remove barriers for faculty in changing
qualified
their curriculum towards these goals, relay, and provide a detailed
plan with organizers by no later than Thanksgiving.

Yes

12: More support for queer
and trans students of color

D

10/29

Provide an alternative or concrete reform to Haverford’s Title IX
procedure that does not include policing.

Yes

12: More support for queer
and trans students of color

E

11/5

annual CAPS survey sent out to students who access CAPS
services in order to ensure that ineffective/problematic counselors
are not a part of CAPS

Yes

13: Police and Prison
Abolition

A

10/29

We demand that the college terminate all relationships with the
Philadelphia Police Department (PPD)

Yes

13: Police and Prison
Abolition

B

10/29

We demand that the college actively work toward police and prison Yes,
abolition
qualified

13: Police and Prison
Abolition

A

11/5

We Demand that the college terminate all relationships with the
Lower Merion Police Department (LMPD), Haverford Township
Police (HTP), and any police department

11/5

The colleges will also divest, both in and of themselves, from any
partnerships that may exist, with companies that rely on prison
labor.

13: Police and Prison
Abolition

14: Physical Spaces

14: Physical Spaces

C

A

B

11/5

11/5

We demand an entirely renewed Black Cultural Center. The
house’s current state illuminates the neglect and lack of priority the
house faces, which is a direct reflection of how Black students on
campus are treated by the larger community. Black students as
well as the house are seen as disposable and only have a purpose
when the College wants to parade donors through the house or
publicize their students. Black students on this campus need an
entirely new building created with their best interest in mind rather
than a building that was hastily constructed due to previous Black
student dissonance in the 1970s.
In solidarity with our Latinx peers and the continued erasure of their
work, we also demand a Latinx Center. There have been various
conversations with members of the administration, most recently
with President Raymond and Dean Bylander, promising for the
center to be constructed. Time and time again these conversations
have mismanaged, yet another indication that the inclusion of and
support for students of racial/ethnic minority backgrounds is NOT a
priority of the college. A timeline needs to be created and publicly
posted to assure Haverford’s commitment to Black and Latinx
communities on campus.

No

Yes

The College will support students working through trauma.
In cases when an accommodation is legally documented,
it will fall under the framework discussed in (11 C 10/29) Dean for Student Health &
above. In other cases, the work described in (4 A 10/29) Learning Resources
above about mechanisms to support students’ academic
work under extenuating circumstances will apply.

Immediate and ongoing

N/A

The Dean of the College will work with and CSSP, who will
work more closely with FAPC to create a proposal to
Dean Of the College
effect pedagogical change

A preliminary plan by December 15

N/A

This summer, our new BiCo Title IX Coordinator
developed and implemented a new comprehensive Sexual
Misconduct Policy (https://www.haverford.edu/sexualmisconduct/policy-procedures/sexual-misconductresolution-process) that applies to students, faculty, and
staff. This policy and the accompanying procedures
provide multiple options for addressing and resolving
complaints, including an
alternative resolution option. The College is committed to
equitable treatment for any community member who has
experienced sexual misconduct or gender-based
discrimination. Our BiCo Title IX Coordinator is available
to meet with students to further understand concerns
about policing, and will facilitate a Zoom session with the
Director of Campus Safety early in the spring semester on
the topic of concerns about policing with regards to Title
IX, policing, and BIPOC/LGTBQ+ students.
CAPS will administer an annual survey at the end of the
fall semester to solicit student feedback and evaluate
student satisfaction, effectiveness of resources, and ease
of access. The survey will not only include those who
access CAPS, but also those students who do not, in
order to ensure that all students are aware of available
services and to identify any obstacles to student access.
The College does not maintain a relationship with the
Philadelphia Police Department.
The College can and in some cases already does support
this work when it is within faculty scholarship or students'
curricular, co-curricular, and extra-curricular opportunities.
Through the CPG, students, faculty, and staff are engaged
in this work.
By law, local police have jurisdiction over Haverford's
campus. Relationships allow the College to advocate that
law enforcement agencies, over which it has no control,
provide services in a manner that is as supportive as
possible of Haverford's community and educational
mission.
The College is not aware of any such partnerships. The
endowment has no direct or indirect exposure to prison
companies based in the U.S. Underlying holdings of an
international equity index fund, which is meant to provide
broad exposure to all international equities and holds
approximately 4,000 companies, results in effectively zero,
or about 0.001%, exposure to internationally-based prison
companies in the endowment.

Bi-Co Title IX Coordinator

The alternative resolution option has already been
implemented, and the session will be held early in N/A
the spring semester.

CAPS

Survey process to conclude by Dec 18, 2020

N/A

Senior VP for Finance/Chief
Admin. Officer

Done

N/A

CPGC

Immediate and ongoing

see I16

Senior VP for Finance/Chief
Admin. Officer

N/A

N/A

Endowment exposure reported and ongoing;
Endowment-related: Investment
Endowment DEI/ESG survey results to be reported
N/A
Office and Investment Committee
in annual letter by November 30th, discussed by
of the Board of Managers
Investment Committee by December 15th

Yes,
qualified

The College invites collaboration on the vision for this
space.

Yes,
qualified

We have publicly made a commitment to establish a
Dean of the College, Senior Vice
LatinX Center. Conversations with ALAS have included
President for Finance and
the possibility of new construction, with other options also
Administration
under consideration in those conversations.

15: Additional College
Commitments

A

11/6

N/A

N/A

15: Additional College
Commitments

B

11/6

N/A

N/A

15: Additional College
Commitments

C

11/6

N/A

N/A

15: Additional College
Commitments

D

11/6

N/A

N/A

15: Additional College
Commitments

E

11/6

N/A

N/A

15: Additional College
Commitments

F

11/6

N/A

N/A

We will create a new vendor policy, including
commitments from the College to prioritize the hiring of
certified minority-owned businesses (and local minorityowned businesses), as well as businesses that employ
formerly incarcerated individuals, businesses that comply
with "ban the box" in their hiring practices, and businesses
with published non-discrimination policies. The College will
plan routine, intentional outreach to identify and pursue
these relationships.
The Corporation is actively working on significant changes
to its bylaws and membership processes, in order to more
quickly diversify the composition of the Corporation and
the Board of Managers, to which it nominates many
members.
A wholesale reorganization of the DEI work within the
Dean's Office is underway and will continue, designed to
become a sustainable organizational support structure
both for ongoing work of value to the student body as well
as many of the changes/initiatives currently under
discussion.

Dean of the College, Senior VP
for Finance/Chief Admin. Officer

Senior VP for Finance/Chief
Admin. Officer

Near-term projects (improvements to the current
space) will start by December 30, 2020. Long-term
planning will start during the Spring semester 2021
and planning will be concluded by December 30,
2021.

The College will make improvements this academic
year to the Ira DeA. Reid House, of the nature and
scope already submitted by students, with a
budgeted cost of $75,000.

Consistent with recent conversations with
students, the College will continue to partner with
ALAS on long-term planning, which will be
completed by December 2021.

Initial planning assumptions have been made and
will be incorporated into the planning discussions
with students. Residential and non-residential
models will be analyzed and contemplated.

Draft by March 1, 2021, and implementation by
July 1, 2021

N/A

By-law change is legislated to be a multi-year
Corporation of Haverford College process with multiple interim steps; it could
conclude by May 2022.

N/A

Dean Joyce Bylander

N/A

Complete by May 1, 2021

Director of Human Resources
Staff and faculty anti-racism professional development via
Muriel Brisbon with student,
Begins in January 2021
21-Day Racial Equity Habit Building Challenge
faculty, staff group
Anti-racism professional development specific to the field
VP for Institutional Advancement
Begins Nov. 19; ends Dec 18, 2020
of Institutional Advancement conducted by Aspen
Ann Figueredo
Leadership Group
The President's Office hired three Anti-Racism Project
President Wendy Raymond and
Assistants for 2020-21 to support anti-racist learning and Special Assistant to the President Hired October 2020
action across the institution
Franklyn Cantor

$20,000

$7,500

$7,500