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CODE OF CONDUCT FOR BIPOC SAFETY, SECURITY AND PROSPERITY IN HIGHER EDUCATION

OVERVIEW

 

Dear PWI has received hundreds of inputs from BIPOC students, faculty, and staff at over 100 predominately white institutions of higher education in the United States. These inputs have informed the following Code of Conduct for BIPOC Safety, Security, and Prosperity in Higher Education. The Code outlines necessary stipulations that will serve as the basis for an environment truly conducive for the life and learning of Black, Indigenous, and people of color in these spaces and beyond. 

 

The Code is subject to amendment according to the active experiences of BIPOC students within their respective colleges/universities (as highlighted on Dear PWI). Nonetheless, it will remain as the primary foundation upon which to foster and achieve racial justice across the world of academia.

PART I; THE CODE: MINIMUM REQUIREMENTS AND INSTITUTIONAL PRACTICES FOR PARTICIPATING COLLEGES AND UNIVERSITIES

1. Participating institutions are required to abide by all applicable laws, codes and regulations -- including those of this Code -- regarding wages and benefits, working hours, equal opportunity, and employee/campus safety.

2. Participating institutions will adopt a race, class, and privilege requirement onto their respective curriculum. Courses counted as meeting this curriculum requirement must be willingly planned and led by qualified BIPOC academics, whom the college must compensate accordingly.* 

3. Participating institutions will adopt mandatory and annual anti racist, bias, and discrimination training for all official employees of the College/University including but not limited to:

  • Faculty

  • Campus security 

  • Residential life staff

  • Athletics staff

  • Dining staff

  • Counseling staff

  • Health center staff

  • Admissions staff

  • Library staff

  • Student aid staff

  • Staff within other divisions of College/University services

Training must be willingly planned and led by qualified BIPOC professionals, whom the college must hire and compensate accordingly. 

 

4. Participating institutions will solicit the services of BIPOC professionals to develop and publish an institutionalized process for punishing racial bias, discrimination, and violence incidents at the College/University.

 

5. Participating institutions will institute a judicial board comprising BIPOC students and faculty. The Board will determine if any charged constituent of the College is responsible for the violation(s) and will administer sanctions accordingly. The Board must be elected by the College’s/University’s student and faculty body.  

 

6. Participating institutions will publish and make public the retention rates of BIPOC students, staff, and faculty, alongside those of white students staff, and faculty. 

 

7. Participating institutions will archive and make public any and all incidents of racial bias/discrimination/violence. In addition, participating institutions will publish and make public a summary of: 

  • Alleged violations brought to trial among the elected Board of BIPOC students and faculty

  • And administrative dispositions that resulted in suspension, dismissal, or resignation from the participating institution. 

 

8. Participating institutions will administer and recite land acknowledgements at all convocations of the College/University, including, but not limited to:

  • Orientation

  • Commencement/graduation

  • Town halls 

These land acknowledgements must honestly and respectfully acknowledge the Indigenous and Black histories of the land, particularly highlighting the roles that colonialism and slavery played in the founding of the College/University.

 

9. Participating institutions will develop and release a plan for hiring and admitting more Black, Indigenous, and faculty/students of color, respectively. 

 

10. Participating institutions will require their student clubs and organizations to administer and publicly release plans for becoming equitable and racially inclusive (plans for racial inclusion are not applicable for marginalized affinity groups, whose operation is based on the need for affinity). Furthermore, participating institutions will require club/organization funding to be contingent upon the administration and public release of these plans as applicable. Such plans should be updated upon each new cycle of the club/organization throughout the academic year.

 

11. Participating institutions will remove all statues, monuments, and/or names deemed racially offensive by BIPOC students, staff, faculty, and alumni of the College/University.  

 

12. Participating institutions must contractually bind hires and admitted students to the expectation that they will be racially just during their time at the respective College/University.  

 

*Please note, the fulfillment of this stipulation may require the participating institution to open new positions and hire accordingly. To ensure that all students are responsibly engaged, smaller classes are encouraged. Additionally, it is important to note that conversations surrounding race have the potential to induce trauma upon BIPOC. The participating institution should give BIPOC students and faculty the active option to partake in any relevant programming according to their own assessment of how much they can bear.

 

 

1. The participating institution will direct an official notice of intent to Dear PWI, pledging to be in full compliance with the Code by the beginning of the following academic semester. 

2. Upon Dear PWI's acknowledgment of the participating institution's notice of intent, the participating institution will publicly announce its signature onto the Code.

CLOSING REMARKS

“Participating institutions will set a precedent for peer institutions (of lower and higher education alike), the communities they represent, and the communities that go on to represent them. To those that decide “yes,” thank you for choosing to responsibly catalyze revolutionary ripple change around our country.”

Dear PWI ⚡️

PART II: SIGNING ONTO THE CODE