During the comment period for the initial working draft of Pathways to Diversity and Inclusion: An Action Plan for Brown University (shared with the Brown community on November 19, 2015), there were 62 submissions, edits, comments, etc. in the category of inclusion (see the Proposals Received section below listing the input). Appendix D of the final DIAP summarizes how the University addressed this input in the final revisions to the DIAP.

Proposals related to grievance processes call for more transparent, easy to access, and responsive mechanisms to report cases of discrimination.

Proposals Received: Grievance Process

  • Create a Title VI Office within the Office of Institutional Diversity, with a designated Title VI Program Officer to manage issues regarding Title VI of the Civil Rights Act of 1964. This would serve to centralize all complaints filed with the Senior Associate Dean of Student Life (student), Provost (faculty), and Director of Staff Diversity or Vice President for Academic Development, Diversity, and Inclusion (staff).
  • Expand the Title IX office such that both a person of color and a person who is specialized in LGBTQ+ issues can be hired.
  • Ensure that University-wide Title IX compliance reaches 100 percent by the end of the year.
  • Clarify mechanisms for students to report members of administration engaging in oppressive and discriminatory behaviors and outline the consequences of such actions.
  • Clarify mechanisms for students to report faculty members engaging in oppressive and discriminatory behaviors and outline the consequences of such actions.
  • Reform the Title IX complaint process using an intersectional framework so that students of color do not have to file multiple complaints in incidents of racialized Title IX violations.
  • Clarify mechanisms for student and faculty to report departmental discrimination and pressure regarding family planning.