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Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Time Will and Should Tell All: A Century of The William & Mary Flat Hat
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
800 Students Sign Poll
Subject
The topic of the resource
William and Mary students sign an opinion poll concerning integration.
Description
An account of the resource
800 Students Sign Poll
Approximately 800 students signed a statement of interest concerning the College's admissions policy which has been circulating around campus for about a week. In signing, the students expressed the opinion that the College should never consider the race, color or creed of an individual in its admission policy.
Initiated by Val Simms, Jerry Van Vocrhis and Bill Thatch, the signatures, along with cover statement, were presented to President Paschall this morning.
The completed opinion poll was forwarded to the President under a statement reading as follows: "We, the undersigned, believe that admission to the College of William and Mary should be granted solely on the basis of academic excellence and personal character with no regard to the race, color or creed of the applicant."
According to Thatch, the poll reached about 1800 students. "Those who declined to sign gave as their principal reason that they felt it would do no real good," Thatch commented. The statement of interest failed to reach the rest of the College community because the initiators did not have sufficient time to organize. The cover statement, enlarging upon the purpose, intent and method of the circular, was written by Bonnie Barr, Val Simms and Jerry Van Vocrhis. It was written in order to insure that the communication be received in the proper perspective.
On Integration
Today a list of approximately 8oo student signatures was forwarded to the President of the College appearing under the following statement of belief:”...that admission to the College of William and Mary should be granted solely on the basis of academic excellence and personal character with no regard to the race, color, or creed of the applicant.” The signatures were obtained as an opinion poll to show the willingness of the signees to accept any student, anytime, on the basis of his good character and mind. (See story page 1)
This, in contrast to the tragedy of Oxford, the circus at Greenwood, and the debacle in Birmingham, speaks highly of William and Mary students. Other happenings related to students in Williamsburg have demonstrated a similarly responsible and rational approach to the matter of race relations.
Thus, we feel that students here have stayed within the canons of good taste, honesty and fairness. Aside from most students there seem, however, to be two lines of thought existing on the matter of how to prepare for integration— which, in years to come, will inevitably be a common fact at all institutions of higher learning. One way is characterized by a lack of classroom and other discussion on the matter, with the words negro, colored, and black becoming taboo to a certain extent. The other way is to promote classroom lectures, sensible discussion and study of the matter. We would posit that the second is far superior to the first, and that administrators and faculty members here tend to, in most circumstances, favor the first method. This, we hope, will shift.
It deserves to be re-emphasized that the opinion poll, or this editorial, is not intended as criticism of the admissions policy of the College; we have no indications whatsoever that any race discrimination has been practiced. That which we would criticize is the method of preparing for integration.
The Flat Hat takes this opportunity to express its acceptance of any student without regard to race, color, or creed simply on the basis of his good character and good mind.
Creator
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Swem Special Collections
Source
A related resource from which the described resource is derived
May 10, 1963
William and Mary Flat Hat Volume 52, Number 27
Publisher
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William and Mary Flat Hat
Date
A point or period of time associated with an event in the lifecycle of the resource
May 10, 1963
Contributor
An entity responsible for making contributions to the resource
Hannah Freeman, metadata and transcription
Civil Rights Era
college campus
Flat Hat
integration
opinion poll
petition
William and Mary
Williamsburg
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Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Time Will and Should Tell All: A Century of The William & Mary Flat Hat
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Racial Climate Survey
Subject
The topic of the resource
Investigation of student feelings regarding racial climate at the College in the mid-1990s.
Description
An account of the resource
Partial Transcription from 1994 article Racial Climate Survey:
“Students overwhelmingly dislike self-segregation and that shows a willingness to integrate,” Goddard said. “One hundred percent of the African American respondants [respondents] to the survey said that African Americans self-segregate. Yet, 78 percent of those same African Americans say they do not self-segregate personally. There is obviously a disjunction there.”
Associate Dean for Multicultural Student Affairs Carroll Hardy questioned the terminology used by Goddard.
“I commend the students who worked to create this survey,” she said. “But the fact is there are not nearly enough minorities at the College and because of that they may group together, but I don’t call that self-segregation.” According to Hardy, the way to eliminate these racial groupings is increased minority enrollment.
Goddard said the College should be pleased with its work towards improving diversity and tolerance.
“We are addressing the issues of racial relations,” Goddard said. “We should celebrate, but not rest upon our achievements.”
Some members of the committee felt Goddard had not addressed some of the more difficult issues of the racial assessment. “I don’t think any student committee will be productive if its objective is simply to appease the Board of Visitors,” Sunjeet Singh Randhawe, a member of the committee, said. “There is a problem here and it needs to be addressed.” Goddard concluded her comments to the BOV by outlining four recommendations for improvement:
Increase reflection on social patterns.
Encourage expansion of cultural knowledge/interaction during freshman year.
Increase efforts to welcome/recruit all minorities. Specifically add to current efforts to reach Hispanic community.
Provide more individual [one-on-one] programming.
Creator
An entity primarily responsible for making the resource
Swem Special Collections
Source
A related resource from which the described resource is derived
Flat Hat Vol. 83, No. 25
Publisher
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William and Mary Flat Hat
Contributor
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Brendan Boylan, metadata and transcription
Format
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Article, survey
Type
The nature or genre of the resource
Article
Date
A point or period of time associated with an event in the lifecycle of the resource
April 29th, 1994
African Americans
Flat Hat
Race Committee
Racial Climate
Self-Segregation
Survey
William and Mary
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Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Time Will and Should Tell All: A Century of The William & Mary Flat Hat
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Black Faculty Report Discrimination At High Rates
Description
An account of the resource
Vice President of the Faculty Assembly Cathy Forestell presented a survey from 2015 during a September Board of Visitors meeting. The survey showed that faculty of color report discrimination at higher rates than colleagues.
Nearly two-thirds of black faculty feel that they are not treated fairly according to a 2015 faculty survey. Vice President of the Faculty Assembly Cathy Forestell delivered the results of the survey to the Board of Visitors in late September.
The survey conducted during the fall of 2015 showed that 64 percent of black faculty disagreed with the claim that employees are treated fairly without regard to race, color or national origin, while only 18 percent agreed with it.
The survey also showed a high rate of dissatisfaction among black faculty. 60 percent of black faculty responded that the College does not care about all employees or treat them fairly, while 30 percent felt that the College does.
White people and non-black people of color had different responses in the survey: an average of 53 percent agreed and 15 percent disagreed with the claim that the College cares about all employees and treats them fairly.
An average of 63 percent agreed and 16 percent disagreed with the claim that employees are treated fairly without regard to race, color or national origin.
Forestell, who in addition to her position in the Faculty Assembly is a psychology professor at the College, said that the survey is as an integral tool for the Assembly’s work. Forestell explained that the survey is done completely in-house, and is voluntarily designed, administered and analyzed by members of the Assembly.
Of the College’s 632 full-time instructional staff, 19 are black or African-American, according to 2013 data from the Office of Institutional Research.
Eleven Black faculty members responded to the survey, indicating that these sentiments are representative of over half of the black person-of-color portion of the instructional staff population.
Forestell said that the Faculty Assembly is very concerned about these results.
She emphasized the need to listen to the voices behind the numbers.
“If we don’t listen to them, how are we going to make our hiring more diverse?” Forestell said.
Chief Diversity Officer Chon Glover said that in collaboration with the President’s Task Force on Race and Race Relations, College administrators are looking into hiring an outside facilitator to administer focus groups that will dig deeper into specific issues that black faculty face and how to go about solving those problems.
Currently, the Task Force is launching a $1 million initiative to recruit and hire more diverse staff, beginning with mandatory diversity training for faculty and staff and investing more money into additional staffers for the Office of Diversity.
English, linguistics, community studies and education professor Charity Anne Hudley said that being a faculty member of color can be an alienating experience.
“It can be lonely,” Hudley said. “It can be intellectually lonely, socially lonely.”
According to Hudley, one of the most important parts of academia is collaboration, especially between faculty.
She said that she asks her colleagues to ask themselves, “Have I collaborated with one of my African-American colleagues?”
Hudley also said that it is important to think about the types of classes and disciplines that professors of color are seen in.
Hudley said that as a professor who teaches social justice and community studies classes, she has observed that students tend to self-select into her classes rather than having to take it for a major or a GER.
According to Hudley, these classes tend to be small and the students in these classes tend to be more conscious of racial tensions.
“My experience, which has been primarily positive, therefore might not represent all black faculty,” Hudley said.
Hudley said that another issue of race in academia is that some people underestimate or presume incompetence in their colleagues of color.
“Do colleagues appreciate each other’s work, or what they teach,” Hudley said. “Black academics tend to publish in different journals and focus on different issues in their research than white academics or non-black academics of color. There’s more of a thematic focus on community, justice and outreach. Scholars need to appreciate these differences.”
While the Task Force on Race and Race Relations has allocated funding for the prioritization of hiring racially-diverse faculty, Glover, Hudley and Forestell agreed that there was still one thing that would improve the climate of race in academia at the College.
“I think Anne [Charity Hudley], Chon [Glover] and I would all agree that diverse hiring is important, but also creating an environment of inclusion on campus is important as well,” Forestell said in an email.
Creator
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The William and Mary Flat Hat
Source
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The William and Mary Flat Hat online
Publisher
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The William and Mary Flat Hat online
Date
A point or period of time associated with an event in the lifecycle of the resource
November 14, 2016
Contributor
An entity responsible for making contributions to the resource
Marina Schlosser, metadata and transcription
2016
Black faculty
Flat Hat
lack of diversity
William and Mary