Revised Demands, November 5, 2020

1.

*Introduction* “ Moving beyond this acknowledgement and following in the work of Megan
Red Shirt-Shaw, a Lakota person, on what institutions of higher education should do respective of
the Land Back movement, we demand that Haverford College return institutional land back to
Native nations. 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. Currently, less than 1% of the student body identifies as Native and
the College lacks any Indigenous studies courses or faculty. Haverford cannot continue
erasing the existence of Indigenous communities of the past or the present.”
a. Our Response/Deadline: You speak a lot about BIPOC. You know what the I stands
for, correct? In light of the stolen land Haverford is built on and continues to
illegally occupy, 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. The College
continues to profit off of the romanticized story of the Penn Treaty Elm in their
admissions programming and through on-campus tours. 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.
2.

We would like President Raymond to immediately resign from her position as
Chief of Diversity, Equity and Inclusion. The position is better left vacant than
held by someone wholly unqualified for the job.
a. Wendy’s response: “As president, I 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 effective no later than July 1, 2021.”
b. Our deadline: This does not meet our demand; Wendy must resign immediately,
regardless of the current hiring freeze. 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. The
students on this advisory group should be included in the decision making
process as to who is hired.
c. 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. 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.
3. “Election Day and Wednesday”
a. Thank you for your commitment to this demand.
4.

“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.”
a. Wendy response: mentions OAR, CAPS, writing center, Customs, Chesicks,
Horizons...etc. “I will ask our Task Force on Retention & Persistence (discussed
further in Section XI below) to devote a portion of its research work to learning
more from these student experiences. Dean Joyce Bylander, Provost Linda
Strong-Leek, and I will engage with faculty and deans on long-term structures
as well as immediate efforts to create failsafe means of support for BIPOC and
FGLI students. Some of this work has already begun within both the Dean's
Office and FAPC (Faculty Affairs and Planning Committee), focusing on
reorganizations of support structures and changes to the language and
resultant framework of CSSP, respectively.”
b. Our timeline/deadlines: To the Educational Policy Heads, Provost Linda Strong
Leek and Chair Marilyn Boltz - We ask that you give full transparency to the
community on the actions of reform taken by FACP 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.
5. We demand that the school encourage and protect student participation in
supporting direct action
a. Wendy response: Haverford College is a non-for-profit institution. Mentions
CPGC, “Philadelphia Justice and Equity fellows program” “While I understand
the desire to have Haverford demonstrate its commitment to anti-racism through
charitable contributions to worthwhile causes, this is not an avenue the College
will take.”
b. Our timeline/deadlines: 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.
6. “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.”
a. Wendy: The College does not currently have data that point to bias against
BIPOC students within campus efforts to monitor and respond to health and

safety concerns related to COVID-19. 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.
b. Our reiteration: It is disrespectful for the president to maintain the
position that the college does not have data pointing to bias against
BIPOC students when BIPOC students have been profiled by campus
safety. Working with Tom King, we expect the college will make Covid-19
reporting data publicly available by Thanksgiving Break. We also expect
Tom King to order Campus Safety 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. 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. 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.
7. 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.
a. Wendy’s response: “I wish always to give credit and am mindful of previous
errors of omission, of co- opting, and/or being perceived to co-opt others’ work”
[...]
b. Our timeline/deadline: When talking about the “three-pronged approach” to
making Haverford an anti-racist instituion, cite your sources. Time and time
again, President Raymond has used the demands outlined in BSRFI’s Open
Letter as her platform for promoting anti-racism, but fails to acknowledge the
majority Black women a part of BSRFI that gave President Raymond the
necessary demands to enact action in the institution. President Raymond

focused on the way that BIPOC alumni could be remembered at Haverford but
did little to explicitly recognize the groups of organizers doing the work.
President Raymond failed to thank these groups. “Wishing” and being “mindful”
is not enough. And speaking of Black women, Dean Bylander and Provost
Linda Strong-Leek - who, Linda, for many of us this is our first time seeing and
appeared to be multi-tasking with eating on this call despite the seriousness of
this meeting - we call on the Black woman leaders of this campus to also step
up. Please stop weighing administrative interests over Black students. We need
you to step up to the plate for Black women. 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. plan to improvise w/
anecdotes*
8.

“We demand that the school creates a framework to deal with problematic
professors and generates spaces of accountability– the honor code is not
enough and it never has been.”
a. Wendy’s response: The provost is now reviewing faculty personnel and
grievance systems; working w/ Human Resources. The provost will include
Associate Provost Rob Manning in this work, as well as the Faculty Liaison for
Diversity, Equity, and Inclusion, Ben Le. These processes must be consistent,
robust, and widely—and clearly—communicated. Given the requirements for
faculty input via campus shared governance, the provost will provide an initial
progress report no later than March 1, 2021. The provost will work with
Academic Council, Faculty Affairs and Planning Committee (FAPC), and others
to provide support for both tenure-track and visiting BIPOC faculty. Haverford
College has a robust program of faculty support that includes a pre-sabbatical
leave for eligible tenure-track faculty, as well as generous resources for
research. However, it is also true that many BIPOC faculty take on
disproportionate “shadow service” in mentoring and advising BIPOC and FGLI
students. Academic Council began conversations this fall about how such
“shadow work” might be considered during the faculty review processes. The
provost also commits to individual meetings with all tenure-track and visiting
faculty to provide early opportunities for mentoring that may lead to the goal of
greater retention of BIPOC faculty here at Haverford.

b. Our deadline: When will the Provost do all of this, we need to hear from Linda
& Rob specifically? You provide no timelines regarding these redundant,
ineffective committees and drawn-out conversations. Additionally, this response
only really discusses issues between faculty, not student interactions with
faculty.
c. Students are bound to the social honor code whereas professors are allowed to
get away with discriminatory and harmful behavior for years because there is no
serious process for students to hold them accountable.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
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
the spring.
d. The paternalistic suggestion that BIPOC faculty are in need of mentorship--that
they do not understand the kind of work that they must do in order to succeed at
Haverford or as teacher-scholars--is not an adequate response. 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.
9.

We demand that the school continue to pay the students who are participating in
the strike.
a. Wendy’s response: 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. Supervisors
will accommodate students who choose not to work, with no questions asked.
Further, the College will continue to pay additional compensation to all hourly
employees who work overtime during the strike or otherwise, consistent with
state and federal law.
b. Our response/deadline: 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.
Again, if you reach our attainable demands, there will be no need to hold up
students' pay.

10. We demand that no student, staff or faculty partaking in the strike face financial,
academic or professional retribution, or penalties of any kind.
a. Wendy’s response: students who miss work shifts and compensating them for
up to 20 hours..talks about how this strike is a sacrifice, and that HC paid for
COVID-19 spring work losses
b. Our response/deadline: 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. The strike
will not end until President Raymond has a clear commitment on this issue.
Saying that the repercussions that Haverford will dole out are rooted in
restorative justice, ignores that the academic penalties they’ve enacted on
BIPOC students in the past have fallen completely short of that goal.
11. We demand that the Bi-Co stop its violence against disabled students.
a. Wendy’s response: “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. Collaborations with ADS
& Facilities; CAPS search for senior staff member; CAPS ‘mandated reporting’
law; Campus Safety reviewing mental health history emergency ‘explorations.’”
b. Our demands: 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
i.

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.

ii.

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.

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

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 over 24 hours prior notice before a report is made.
d. Requirements for verification or documentation from “a licensed professional”
for academic and housing accommodations must be eliminated as this is
exclusionary to low-income and BIPOC students for whom these barriers are
more prevalent.
i.

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.

ii.

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:
1. Free, regular, wheelchair-accessible transportation from the
apartments to up-campus.
2. 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.
3. Increased transparency of the results of the accessibility
deficiency surveys.
4. Requirement of content warnings from professors for readings
that include anti-Blackness, slavery, r*pe, abuse, fatphobia, etc.
and generally more AEM.
5. 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.).
6. Scholarships specifically for disabled people that aren’t

determined by GPA.
7. Financial support for a completely student-run Project LETS
chapter on campus.
8. For further demands see SWDCC SUA’s demands.
e. Consequences for professors who neglect necessary accommodations for
students
i.

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.

f.

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

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.

12. We demand more robust aid and support for queer and trans students of color.
a. Wendy’s response: Task Force on Retention and Persistence; 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.
b. An increase of multiple CAPS therapists who are specialized in counseling queer
and trans students on senior staff sometime no later than February 1st 2021.
Additionally, there needs to be an 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
c. We approve of the measures taken to allow students to visit off-campus
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.

d. Reserve hours for LGBTQ+ students with LGBTQ+ therapists should be
instituted by no later than Thanksgiving break.
e. Holding both professors and Committee on Student Standing and Programs
(CSSP) accountable to providing academic leniency when students come
forward about working through trauma: 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 .
f.

Provide an alternative or concrete reform to Haverford’s Title IX procedure that
does not include policing: same as 10c

13. We Demand that the college terminate all relationships with the Lower Merion Police Department
(LMPD), Haverford Township Police (HTP), any police department and actively work toward police
and prison abolition. This demand was previously made by BSRFI in the Open Letter and yet continues
to be ignored by the administration. Therefore, in addition, “The colleges will also divest, both in and of
themselves, from any partnerships that may exist, with companies that rely on prison labor.” The
LMPD exists solely to protect capital and perpetrate terrorist violence against those whose trauma and
oppression the capitalist system profits from. If the college truly supports the health of Haverford students,
Lower Merion and Philadelphia-area citizens, whom the college continues to exploit on numerous fronts,
then it is in its best interest to end all relationships with LMPD and other police departments. This includes
any police department we have previously hired from and called on extra-judiciously. It is unacceptable
that we are forced to repeat ourselves on this front, especially in light of the egregious harm police officers
have brought to Haverford students in recent weeks and long before.

14. We demand for 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.