By Victoria Durgin, Editor-in-chief
Susquehanna’s public position on diversity is directly tied to two official statements last approved by the board of trustees in 2007 and an updated statement on values approved in 2019.
The two statements, one on “Diversity and Inclusion” and the other titled “Ethical Living” constitute the university’s official stance on issues regarding race, sex, gender, sexuality and other identities and affinities.
According to Michael Dixon, who was hired as the university’s Chief Inclusion and Diversity Officer in 2019, the university’s statements are a framework for things to come.
“I like what we have stated as an initial framework but it’s not the be-all and end-all. In late 2019, the university updated its Guiding Values and welcomed me to serve in the role of Chief Inclusion and Diversity Officer as a foundation for the work ahead,” Dixon said.
The statements approved by the board largely speak in broad, non-specific terms about the general concept of diversity on campus.
The “Diversity and Inclusion” statement reads in part that Susquehanna aims to be a community “committed” to open dialogue and practices that recruit and retain faculty and students of color.
The statement also reads that the university wants to challenge myths and stereotypes and “foster the development of cross-cultural relationships.”
The updated “Guiding Values” statement referred to by Dixon reads in part that Susquehanna is a “a diverse community that cultivates inclusive excellence, intercultural competence, and global citizenship” among other characteristics.
According to Dixon, the university needs to go beyond rhetoric and take action as well.
“Now is our time to move the conversation forward in a comprehensive way with gains for all members of our Susquehanna community,” Dixon said.
This official stance on diversity also extends to the security and policing on campus, according to public safety director Angelo Martin.
“Cultural competency education, including bias training, is an important aspect of professional development for all student life staff members. The Department of Public Safety participates or organizes bias related training for its officers and supervisors,” Martin said.
Martin cites public safety officers’ involvement in and attendance at university-sponsored events such as the “Assembly Required” lecture series from 2019 as an example of this commitment.
Martin also said officers have attended seminars on how to handle situations ranging from Middle Eastern and Asian and African-American cultural competency, to LGBTQ+ crisis victims and others on diversity and inclusion efforts more broadly.
According to the official Clery Report of crimes issued for the year 2019, the department also focuses on developing relationships with the community.
Page six of the report states that “members of the Department of Public Safety are involved in a variety of activities within the campus community, in both official and unofficial capacities, in an effort to further support the University’s educational and community-oriented goals.”
To this point, Martin said officers have spent “significant time and resources” escorting students, assisting with room lock-outs and helping those with mental health issues among other tasks.
While these tasks do include security and investigation authority, Martin said he sees the department as more than a law enforcement group.
“Public Safety is not a police agency,” Martin said.
He also said the department has “gone to great lengths over the past several years to build operations around service, safety and security, not law enforcement practices.”
Public Safety does, though, handle the security and policing on campus when issues do arise.
There is a bias incident reporting form that any student or staff member can fill out if they have either witnessed or experienced anything that “intimidates, demeans, mocks, degrades, marginalizes or threatens individuals” based on identity.
Martin said the department takes “immediate action” when these reports are made.
“All available campus resources are utilized to attempt to identify the suspects including, assigning the department’s lead investigator, engaging police investigative resources, viewing the university camera system and door access systems,” said Martin.
He also said the department involves other university administrators, whom he referred to as the “senior leadership.”
Martin and Dixon both said they believe Susquehanna is fully committed to fostering inclusion on campus because they see support for the matter from faculty and staff members.
“Supervisor’s, officers and specialists of the Department of Public Safety feel equipped to handle bias incidents, due in no small part, by the support of these community colleagues,” Martin said.
Dixon said he wants to take that support and channel it into progress.
“My goal is to take that energy and collectively harness it in a way that will differentiate us for prospective students and families and future faculty and staff members, and will make our alumni proud of the work Susquehanna has done and will continue to do in the future,” Dixon said.
Editor’s note- this piece is an overview of official statements made by the university, and as such does not include student viewpoints. We are committed to reporting on how these statements are executed in practice and are equally committed to sharing the voices of as many students as possible. If you have thoughts on the matter, or on any other university matter, please reach out to us at suquill@susqu.edu and follow us for additional reporting.