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Guest post: Emerging scientists at AAAS annual meeting are essential to the future

Our university is proud to be a sponsor and host for the American Association for the Advancement of Science’s annual meeting, the world’s largest general scientific gathering. To learn more about the work of some of the youngest scientists participating, I hope you’ll read Provost Mark Richard’s guest blog post.

What we are doing to prepare for I-1000

I-1000, which enables state agencies and public universities to factor in characteristics such as race, gender, ethnicity, and veteran status when making admissions, hiring and contracting decisions, was passed by the state legislature this session and is currently scheduled to take effect in late July. To prepare the University of Washington for this change in state law, I have initiated a staff review of our current practices in admissions, hiring, and contracting to lay initial groundwork for implementation.

We need reasoned debate on affirmative action, not mockery

Over the next few months, we will likely be engaging in conversations and debates about affirmative action and if, where and how it should be practiced. I am on the record in support of repealing provisions of I-200, which would allow us to take race and gender into account, as one of many other factors, when admitting students and hiring faculty and staff. This is something that all private universities in our state do, so do public universities in many other states. Indeed, at this time when we are beginning to learn more about the advantages that legacy status, monetary donations, participation in elite sports, or being the child of a faculty member can provide in gaining admission to some of our most elite institutions, allowing some consideration for race seems benign by comparison. The intent is to level the field, not advantage one group over another.

Yet, there are also cogent arguments that can be made against taking race or gender into account during hiring or admissions, and some forms of affirmative action – including quotas – remain illegal. There are, no doubt, difficult conversations about affirmative action that should be had; conversations that are serious and evidenced based. But, the so-called “affirmative action” bake sale the UW College Republicans are hosting today has no place in such a debate. It does not create a forum for serious discussion, but instead appears to mock not so much just a policy, but individuals who belong to racial, ethnic and gender groups that have historically been marginalized and that have often experienced very real prejudice, discrimination and oppression. Indeed, the way that the poster advertising this event juxtaposes race and price is reminiscent of a time when persons in some of these groups were literally bought and sold. Regardless of its intent, this sale humiliates and dehumanizes others. It is no surprise that so many on our campus and in our community are deeply offended by it, as am I. It is the opposite of the equitable, inclusive and welcoming climate that the vast majority of us are working hard to create and maintain.

I have written before about free speech and why we uphold it, even when it is offensive and hateful. In this case it is also important to keep in mind that the number of students involved in the sale is extremely small and certainly not representative of all UW students. They are not even representative of the state College Republican organization. It is the crudity, offensiveness and sheer outrageousness of the message that creates a megaphone that amplifies it. Indeed, I suspect more students have been exposed to this hateful message by those who refer to it while seeking to protest or counter it. While I support the intent of these complaints and admonishments and can certainly understand, and support, peaceful protest, I hope we will not let the actions of this small group detract from other truly wonderful events happening today, including Poly(nesian) days on the HUB Lawn and the First Nations Cookie Potlatch. Let us counter the fear and hate of the few, by joyfully participating in these celebrations of diversity, equity and inclusion.

And, let’s keep talking, even when – especially when – it’s tough. But, for these conversations to lead to greater understanding they must happen in a manner that is respectful of each individual’s dignity and worth. This isn’t always easy, but it is necessary.

Creating a more welcoming working and learning environment at the UW

The University plans to undertake a university-wide climate survey to examine the learning and working experiences of our students, faculty and staff on our three campuses. This survey is a critical tool for gathering information and perspective about our community’s lived experiences to understand what fosters – and impedes – the sense of belonging that is so necessary to thrive and succeed. In the coming months, you will hear more about this confidential survey, which will take place from October 8 to November 8, 2019. Students, faculty, and staff across all three campuses will be invited to participate.