Anti-Racism Commitments 2.1

Heading

0: Accountability
1: Indigenous Communities

Sub-heading

Date

N/A

N/A

A

Demands Received from Strike Organizers

N/A

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,
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.
N/A

10/29

We demand that Haverford College return institutional land back
to Native nations.

Yes,
qualified.

No

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

1: Indigenous Communities

B

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 above), will be given preferential admission
consideration at 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 2023-2024 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.

1: Indigenous Communities

D

11/5

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

Yes

1: Indigenous Communities

E

11/6

N/A

2: CDO

A

10/29

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

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 students descending from Native peoples original to
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
and will consider the frames of existing models like the
Padín Scholarship program.
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 Introduction to Public History course that year)
the College will ensure that programming and materials
reflect 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
avenues for dialogue with the Lenape and other
indigenous communities.

Yes

As of 11/6, President Raymond stepped down as CDO

2: CDO

2: CDO

2: CDO

B

C

D

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 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.

No

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.

3: Election Day

-

10/29

4: Academic Leniency for
BIPOC/FGLI Students

A

10/29

4: Academic Leniency for
BIPOC/FGLI Students

4: Academic Leniency for
BIPOC/FGLI Students

5: Support Student
Participation in Direct Action

B

C

-

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

10/29

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

11/5

Yes,
qualified.

Yes
Yes

Yes

Yes

Yes

Responsible Individual/Group

Timeline

Budget (if applicable)

Board of Managers

The Board will immediately convene this group.
The group will complete its first review and report
by the conclusion of the Spring 2021 semester.

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

Corporation of Haverford College N/A

Vice President and Dean of
Admission and Financial Aid

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

programming and materials will be updated
immediately and new plaque will be installed by
Arboretum and President's Office 4/1/2021.

President Raymond
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 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.
President Raymond
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 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.
President Raymond
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."

N/A

President Raymond

President Raymond
EPC has agreed to the P/F model from the spring for all
students for the fall. Deans and faculty will consider
Provost, Dean of the College,
impacts while teaching and guiding students.
Faculty
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
2020-21 student reviews and outline a series of reforms
to CSSP that will happen during the 2020-21 academic
year. As of 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.
Alex Norquist, CSSP Chair

Right now, CSSP has only one of three students
appointed to the committee, so CSSP is reluctant to
make substantial changes without the full student
persepctive throughout the process. CSSP will engage in
campus-wide outreach for the inclusion of student
Alex Norquist, CSSP Chair;
perspectives.
Dean Joyce Bylander
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.
President Raymond

Arboretum will cover expenses within its operating
funds

March 1, 2021 N/A
Done

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 the '3126/2631 Fund' to the Interim
CDO, and, once named, to the Interim Co-CDO in
the Dean’s office, for use toward BIPOC/FGLI
initiatives, with BIPOC/FGLI student input.
Students should contact the Interim CDO with
ideas for use of these funds, beginning
CDO Advisory Group by Dec. 1, 2020; CDO to be 11/6/2020, and the Interim Co-CDOs once
named.
in place by July 1, 2021

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 faculty, staff, students named Dec.15, with
BIPOC and FGLI student input and participation. $25,000 annual operating budget
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
To be determined by CDO Advisory Group per
hiring freeze savings.
above

Done

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

Done

N/A

Immediate, ongoing

N/A

Awaiting student appointments to CSSP
(Students' Council has not been available during
the strike to make progress)

N/A

Immediate, ongoing

N/A

Progress (for future reporting)

5: Support Student
Participation in Direct Action

5: Support Student
Participation in Direct Action

A

B

10/29

Providing institutional funding to mutual aid networks within the BiCo community and broader Philadelphia

Yes,
qualified

10/29

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

Yes,
qualified

Yes

5: Support Student
Participation in Direct Action

C

10/29

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

5: Support Student
Participation in Direct Action

D

10/29

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

Yes

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 support people on the ground in Philadelphia and
provide these 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.

Yes,
qualified

5: Support Student
Participation in Direct Action

E

11/5

We demand the institution recognize and resolve that the
increased surveillance and policing amongst students in regards
to COVID-19 primarily affects students of color, who have always
been more prominently surveilled by the campus community.
Operations Planning Group needs to release a detailed, extensive
report by no later than the end of this semester, December 18,
2020 and made available to the entire campus.
We expect the college will make Covid-19 reporting data publicly
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
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.

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.

6: Surveillance and Policing

A

10/29

6: Surveillance and Policing

A

11/5

6: Surveillance and Policing

B

11/5

6: Surveillance and Policing

6: Surveillance and Policing

7: Crediting the work of
Black women
7: Crediting the work of
Black women

C

D

A

B

10/29

11/5

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

Yes
Yes
Yes

Yes

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 co-curricular 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 co-curricular 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 communitybased 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."

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

Provost, CPGC; Students'
Council, Office of Service and
Community Collaboration, Civic
Engagement & Social
Responsibility Council

Immediate, ongoing. See CPGC funding
guidelines; applications for funding are generally
considered on a rolling basis; some funds require Funds already allocated and available; this is an
lead time e.g. of 4 weeks before and event or
opportunity for additional philanthropy as
project.
utilization of current funds grows.

Immediate, ongoing. CPGC will contact you
about the report by November 10 at 9 pm

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.) that is of service to (or provided to
or supports) 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.

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

Provost, CPGC, Students'
Council, Office of Service and
Community Collaboration, Civic
Engagement & Social
Responsibility Council

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: https://forms.haverford.edu/view.php?id=732323. I
have asked my colleagues in the Operations Planning
Group to 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 both within
the department and with any individual employees.
Jesse Lytle and Mitch Wein, CoBased on this work, the OPG will produce a detailed
Chairs, Operations Planning
report that will be made available to the entire campus.
Group
Report progress and plans by Dec. 18, 2020
See above
This data will be anonymized to protect the identities of
indidviduals.

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

See above

See above

N/A

Campus Safety

Report by Nov. 20

N/A

Immediate and ongoing

N/A

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.

Yes

Campus Safety
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. Regular review of this data will inform efforts to Operations Planning Group,
guard against racial profiling.
Campus Safety

Yes

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 President Raymond, Libraries,
social media outlets and transfer those records to us at
Special Collections, Alumni and
the end of the strike for the digital archive.
Parent Relations

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

N/A

see above

see above

N/A

Yes,
qualified

see above

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

8: Accountability for
Problematic Professors

8: Accountability for
Problematic Professors

8: Accountability for
Problematic Professors

8: Accountability for
Problematic Professors

9: Pay for Striking Students

A

A

B

B

A

10/29

We demand that the school creates a framework to deal with
problematic
g professors
p
pand generates spaces
p of accountability
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 professor’s behalf, a formal report will be made to the provost,
(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

Yes

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
see the information above regarding FAPC's timeline,
which includes disucssion at the Wednesday, November
11, 2020 Faculty Meeting.
The Provost commits to providing support for both tenuretrack and contingent faculty of color. The Provost will
meet with tenure-track and contingent faculty of color
collectively and individally to understand their specific
needs as they navigate the reappointment and promotion
process.

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
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.

Yes

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
promotion processes. The Provost commits to working
with the faculty to investigate best practices and other
methods for evaluating faculty that include attention to
non-traditional 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

11/5

10/29

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

9: Pay for Striking Students

A

11/5

9: Pay for Striking Students

B

10/29

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

9: Pay for Striking Students

C

10/29

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

10: Protection for strike
participants

-

10/29

10: Protection for strike
participants

-

11/5

11: Stop violence against
disabled students

-

10/29

11: Stop violence against
disabled students

A

10/29

11: Stop violence against
disabled students

11: Stop violence against
disabled students

A

A

Yes

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

11/5

11/5

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.
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.

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.
A more representative CAPS staff, whose practice is informed by
the racial and economic origins of mental illness and the
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 trainings include: Joy and Justice Collaborative, Fireweed
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
CAPS counselors and increase transparency between students
and administration through every step of the CAPS hiring process.

Yes,
qualified

Yes,
qualified
Yes
Yes,
qualified

Yes,
qualified

No

Initial Progress Report by March 1, 2021

N/A

Full Faculty, Provost

We will meet the timeline requested

N/A

Provost, Academic Council,
Faculty Affairs and Planning
Committee (FAPC), additional
faculty

Immediate and ongoing

N/A

Office of Human Resources

May 15, 2021 for a proposal to the fauclty from
Academic Council; consideration by the full faculty
by November 30, 2021
N/A
These resources are funded within the College's
student payroll budget. Additional staff -- or
In most cases, payments to students for strike
increased hours for staff -- as well as other
accommodations will be provided on the same
provided services that need to be covered will be
pay cycle as the hours that would have been
scheduled, and in no case later than immediately funded from the College's comprehensive salary
pool in this fiscal year.
next succeeding pay period..

Office of Human Resources

Immediate and ongoing

N/A

Office of Human Resources

Immediate and ongoing

Office of Human Resources

Immediate and ongoing

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

Office of Human Resources
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
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.
Faculty, EPC

Immediate and ongoing

N/A

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 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.

Academic Council

Fall 2020

N/A

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
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.
ADS, Facilities, CAPS

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
member and in its ongoing selection of trainees.
CAPS, Dean of the College

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

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

Yes,
qualified

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

Immediate

TBD based on conversations

Yes,
qualified

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.
CAPS, Human Resources

Beginning with the next search in CAPS and
ongoing thereafter.

N/A

-

Yes

11: Stop violence against
disabled students

B

10/29

11: Stop violence against
disabled students

B

11/5

11: Stop violence against
disabled students
11: Stop violence against
disabled students

11: Stop violence against
disabled students

C

C

C

10/29

11/5

11/5

11: Stop violence against
disabled students

D

10/29

11: Stop violence against
disabled students

D

11/5

11: Stop violence against
disabled students

E

10/29

11: Stop violence against
disabled students

E

11/5

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

No requirements for verification or documentation from “a licensed
professional” for academic and housing accommodations as this
is 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

Consequences for professors who neglect necessary
accommodations for students.
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
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.

Campus Safety should never be called during a mental health
crisis, unless the student expressly consented prior.
Mental illness is a health issue not a police issue; therefore,
beginning Spring 2021, campus safety should not be called
during a mental health crisis without student consent, instead, the
college shall create a crisis intervention team composed of
professional counselors, rather than law enforcement or campus
safety.

No

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
strictures, CAPS will only report when absolutely
necessary and, whenever possible, with students’
consent.
N/A

N/A

N/A

Yes,
qualified

Information about CAPS mandated reporting will be
made available through a variety of channels and
formats. [Note: this is not related to Title IX manadated
reporting.]
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. Should any concerns arise with
access and accommodations, students should follow the
Access and Disability Services Grievance Policy's
informal procedures or formal procedures for resolution
(https://www.haverford.edu/access-and-disabilityservices/student-resources/grievance-policy).
ADS is available to work with LIFTFAR-eligible students
to help fund testing, if testing is necessary, and/or assist
in finding a health care professional for an
appointment/evaluation.

Yes,
qualified

These suggested forms of accommodation and
acknowledgment will require more time and
consideration. We wish 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

TBD

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 their own, ADS can assist in notifying
professors of a student’s accommodations and/or meet
with students and 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 Access and Disability Services
attention to this responsibility and/or who neglect
(Sherrie Borowsky), Provost
accommodations.
Strong-Leek

Spring 2021

N/A

Access and Disability Services,
Provost Strong-Leek

Fall 2021

TBD

CAPS, Campus Safety, Dean's
Office

Preliminary review to be completed by January
29, 2021

N/A

CAPS, Campus Safety, Dean's
Office

Review to be completed by January 29, 2021

N/A

Task Force on Retention and
Persistence, reporting to
President Raymond

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 11 A 11/5

CAPS

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

See 11 A 11/5, with increased hours.

Yes

No

Yes

Yes

Yes,
qualified.

Yes,
qualified.

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.

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.
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 some
situations Campus Safety involvement may be required
for individual or community safety reasons.
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 and 11 A 11/5) 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.

Dean for Student Health and
Learning Resources

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

Jan 29, 2021 N/A

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

N/A

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

N/A

12: More support for queer
and trans students of color

B

11/5

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

12: More support for queer
and trans students of color

B

11/5

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.

12: More support for queer
and trans students of color

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 more closely with FAPC to remove barriers for faculty in
changing their curriculum towards these goals, relay, and provide
a detailed plan with organizers by no later than Thanksgiving.

12: More support for queer
and trans students of color

12: More support for queer
and trans students of color

C

D

10/29

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

E

11/5

A

10/29

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

13: Police and Prison
Abolition

B

10/29

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

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

12: More support for queer
and trans students of color
13: Police and Prison
Abolition

13: Police and Prison
Abolition

14: Physical Spaces

C

A

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.

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.

14: Physical Spaces

B

11/5

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.

15: Additional College
Commitments

A

11/6

N/A

Yes,
qualified.

Yes

Yes

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
CAPS offers a list of practices and their specialties, which
includes LGBTQ+ clients, to help students identify
therapist that meet their criteria. Students will not be
limited to practitioners on the list if they wish to utilize a
Dean for Student Health and
different therapist.
Learning Resources
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) above. In other cases, the work described in
(4 A 10/29) above about mechanisms to support
students’ academic work under extenuating
circumstances will apply.
Provost Strong-Leek

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

N/A

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

The College has committed to fund all requests
for students to visit off-campus therapists, and is
actively engaged in procuring long-term funding
support.

Immediate and ongoing

N/A

A preliminary plan by December 15

N/A

The Dean of the College will work with CSSP, who will

Yes,
work more closely with FAPC to create a proposal to
qualified effect pedagogical change

Yes

Dean Of the College

This summer, our new BiCo Title IX Coordinator
developed and implemented a new comprehensive
Sexual Misconduct Policy
(https://www.haverford.edu/sexual-misconduct/policyprocedures/sexual-misconduct-resolution-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.
Bi-Co Title IX Coordinator

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

No

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. Campus Safety will provide a fuller, transparent
description of the College's formal and informal
relationships with local police in the Annual Security
Report.

Senior VP for Finance/Chief
Admin. Officer

N/A

N/A

Yes

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.

Endowment-related: Investment
Office and Investment
Committee of the Board of
Managers

Endowment exposure reported and ongoing;
Endowment DEI/ESG survey results to be
reported in annual letter by November 30th,
discussed by Investment Committee by
December 15th

N/A

The College invites collaboration on the vision for this
space.

Dean of the College, Senior Vice
President for Finance and
Administration, College Space
Planning Executive Committee
(CSPEC)

Near-term projects (improvements to the current
space) will start by December 30, 2020. Longterm planning (for the future of the BCC) will start
during the Spring semester 2021 and planning
will be concluded by December 30, 2021. The
College will actively seek student feedback and
engagement throughout the planning process.

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 (near-term
projects). Budget for long-term planning TBD.

Dean of the College, Senior Vice
President for Finance and
Administration, College Space
Planning Executive Committee
(CSPEC)

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. The College will
actively seek student feedback and engagement
throughout the planning process.

TBD. Budget implications of 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.

Senior VP for Finance/Chief
Admin. Officer

Draft available by March 1, 2021 for community
feedback. Implementation by July 1, 2021

N/A

Yes
Yes

Yes,
qualified

Yes,
qualified

Yes,
qualified

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

We have publicly made a commitment to establish a
LatinX Center. Conversations with ALAS have included
the possibility of new construction, with other options also
under consideration in those conversations.
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.

CAPS
Senior VP for Finance/Chief
Admin. Officer

Survey process to conclude by Dec 18, 2020

N/A

Done

N/A

CPGC

Immediate and ongoing

See 5 A 10/29

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

Dean Joyce Bylander
Director of Human Resources
Staff and faculty anti-racism professional development via Muriel Brisbon with student,
faculty, staff group
21-Day Racial Equity Habit Building Challenge

Complete by May 1, 2021
Begins in January 2021

N/A

N/A
$20,000

15: Additional College
Commitments

15: Additional College
Commitments

E

F

11/6

11/6

N/A

N/A

N/A

Anti-racism professional development specific to the field
of Institutional Advancement conducted by Aspen
VP for Institutional Advancement
Leadership Group
Ann Figueredo
Begins Nov. 19; ends Dec 18, 2020

$7,500

N/A

The President's Office hired three Anti-Racism Project
Assistants for 2020-21 to support anti-racist learning and
action across the institution. One of their first projects will
be the development of the '3126/2631 Fund', working
with Dean Joyce Bylander to outline fund priorities and
application frameworks. With the new appointment of
Provost Strong-Leek as Interim Chief Diversity Officer,
the Anti-Racism Project Assistants will now report to the
Provost, and will report to the Interim Co-Chief Diversity
Officers once named. The effectiveness of the AntiRacism Project Assistant position will be evaluated by the
CDOs and the student employees at year end, so that
Provost Strong-Leek and Special
the job description can be adjusted/improved as needed Assistant to the President
each year.
Franklyn Cantor

$7,500

Hired October 2020, '3126/2631 Fund' name and
program detail to be finalized by beginning of
spring semester, and additional projects to begin
before end of fall semester.