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I, Too, Am NYU Student Diversity Proposal FOR THE IMMEDIATE ATTENTION OF: John Sexton, President Shawn Abbott, Assistant Vice President & Dean of Admissions Melody Barnes, Vice Provost for Global Student Leadership Initiatives Richard S. Baum, Chief of Staff to the President Lynne P. Brown, Senior Vice President for University Relations and Public Affairs Thomas J. Carew, Dean, Faculty of Arts and Science Jules Coleman, Senior Vice Provost for Academic Planning Randall Deike, Vice President for Enrollment Management and University Institutional Research David Austell, Assistant Vice President for Student Affairs; Director of Global Services Tom Ellett, Senior Associate Vice President, Student Affairs Christopher Bledsoe, Assistant Vice President for Student Affairs Alison Leary, Executive Vice President for Operations David W. McLaughlin, Provost Pascha McTyson, Director, Center for Student Activities, Leadership & Service Linda G. Mills, Vice Chancellor for Global Programs and University Life Matthew S. Santirocco, Senior Vice Provost for Undergraduate Academic Affairs Marc Wais, Vice President for Global Student Affairs Monroe France, Assistant Vice President for Diversity

As concerned Black, Asian Pacific American, Latin@, and Native students deeply involved in student life at New York University, we put forth the following urgent recommendations before the university administration in hopes of fostering a more diverse and inclusive educational institution that is open, informed, and engaged regarding issues of race and diversity. As organizers of the I, Too, Am NYU campaign, we have seen an incredible outpouring of interest from students seeking a safe space to voice their experiences with racism, microaggressions, and discrimination on campus. The number of students who have encountered racial prejudice from peers, faculty, and administrators--as well as the backlash the campaign has received from members of the NYU community--have reinforced our belief that our university is not fully confronting issues of race and diversity in its academic curriculum, faculty and staff training, and admissions and financial aid processes. The result is the creation of an environment that condones on-campus racism, ignorance, and discrimination, an unacceptable reality for a university which aspires to be the Global network university.

As invested and accomplished students of color from diverse backgrounds, we demand that the university administration look into the immediate implementation of the following recommendations: Undergraduate Admissions While NYU becomes a university in and of the world, we believe that on-campus demographics should reflect the diversity of the city it calls home. We recommend: An increase in enrollment of Black and Latin@ students to better reflect New York City demographics. This will be accomplished through active recruitment and outreach in New York City Public schools with large populations of students of color. An increase in enrollment of Native and indigenous students. This will be accomplished through active recruitment of graduating high school Native students on New York-based reservations. An increase in enrollment of underrepresented Pacific Islander, Native Hawaiian, and underrepresented Asian students. Disaggregation of international Asian students and domestic Asian American and Pacific Islander students from student demographic statistics to better ascertain issues of under-representation within the Asian American and Pacific Islander communities. Remove institutional bias from the admissions process by no longer requiring formerly incarcerated persons to disclose their criminal history within the universitys Common Application. Formal establishment and expansion of a diversity committee within the Office of Admissions. The Diversity Committee will facilitate a transparent and ongoing relationship between the Office of Admissions and the Student of Color Advisory Council (see below). Establishment of a yearly recruitment fair for students of color to encourage them to apply to NYU. An emphasis will be placed on recruiting students of color from the New York City area.

Undergraduate Financial Aid The Momentum Campaign seeks to raise $1 billion dedicated to generating scholarships at NYU. We ask for transparency about how these funds will be distributed and urge investment in scholarship programs for students of color with demonstrated financial need.

3% of the Momentum Campaigns funds should go towards the establishment of a new scholarship fund specifically targeting students of color with demonstrated financial need. Graduating students who contribute to the 1831 fund can choose to have their contributions go towards the Multicultural Alumni Scholarship. NYU will commit to match students contributions dollar-for-dollar, as has been the policy for 1831 donations. Undocumented students from New York State will be considered amongst the pool of domestic applicants (i.e. citizens and permanent residents) in regards to the awarding of NYU financial aid packages. This policy change should be well publicized on all recruitment and aid materials, and financial aid administrators made aware of the needs of undocumented student applicants. All financial aid administrators will be required to attend cultural competency trainings (see below). Undergraduate Curriculum: Educational curriculum that is race-conscious is key to fostering an informed and inclusive student body and combatting on-campus ignorance and discrimination. Therefore, we recommend the establishment of a mandatory 2-credit diversity training course for all incoming Freshman. Freshman will have the option of taking this course in the Fall or Spring semester of their Freshman year. The course will discuss the history of race and racism in the United States, analyze oppressive institutional systems that impact the lives of people of color, explore intersectionality and confront topics of privilege as they relate to race, ethnicity, gender, sexuality, immigration status, etc... The course will be co-facilitated by a self-identifying person of color and a self-identifying white person. All facilitators are to be approved by the Student of Color Advisory Council (see below). Faculty and Staff: Experiences with racism, discrimination, and microaggressions on-campus do not come from peers alone, but from administrators and faculty as well. Therefore, we urge the implementation of a mandatory cultural competency training program for all faculty and staff. Trainings for administrators will be conducted through the Administrators Cultural Training Institute (ACT-I), with oversight from the Student of Color Council.

Trainings for faculty will be conducted through the Center for Multicultural Education and Programs, with oversight from the Student of Color Council. Administrators and faculty will be required to complete these trainings every three years. Campus Climate: In its pursuit of becoming a truly diverse and global university, it is paramount that the administration possess a comprehensive understanding of the academic, extracurricular, and interpersonal experience of students on-campus. Such an understanding is particularly important when dealing with students of color navigating within a primarily white institution. We propose the implementation of an an annual campus climate survey to ascertain students experiences within their classrooms, residence halls, and general student life, through the lens of diversity and inclusivity. Survey responses will serve as a valuable resource for the NYU administration to take the necessary steps to ensure a safe environment for students from diverse backgrounds. Results of the survey will be made public to the university community. A number of universities dedicated to creating and maintaining a respectful and inclusive campus environment, including: University of California system, Rutgers University, University of Wisconsin, University of Vermont, and others. A formal system for registering complaints against on-campus racism, discrimination, and hate speech will be established. This system will be implemented and overseen by the university administration, with the advice of the Student of Color Advisory Council (see below). Such a system will create a formal framework for both complaints and punishments regarding on-campus racially-motivated abuse. Student of Color Advisory Council: The purpose of the Student of Color Advisory Council is to advise the administration and general student body on issues of on-campus diversity, race, and racism. We recommend the establishment of a Student of Color Advisory Council (SCAC). SCAC will be endowed with significant oversight of the implementation of the above demands, specifically: campus climate surveys, cultural competency trainings for faculty and staff, the diversity course for incoming freshman. SCAC will work closely with all on-campus diversity initiatives and student life offices, including the Center for Multicultural Education and Programs, the Office of Residential Life and Housing Services, the Center for Student Activities, Leadership, and Services, the Office of Admissions, and the Office of Financial Aid. The SCAC will provide educational tools for further training on diversity initiatives.

SCAC will be housed under the Center for Student Activities, Leadership, and Service, and receive significant annual funding to be used to support on-campus diversity initiatives. SCAC will be composed of sixteen student representatives that represent all on-campus ethnic groups. Of these sixteen representatives, exactly four representatives will be self-identify with the following categories: Black, Asian Pacific American, Latin@, and Native/Indigenous These representatives will be selected through a yearly election. All registered members of student groups of color will be eligible to vote. SCAC will hold bi-monthly Open Forums for all students of color to voice their concerns and frame future policies and initiatives.