Campus Culture Action Team (CCAT)
CCAT, formed in October 2019, is a group of students, staff, faculty and alumni working to improve campus culture by focusing on how we communicate and treat each other. The team has been tasked with developing a set of community standards; coordinating and developing community-wide education about bias, harassment, conflict resolution; identifying opportunities for improving policies and procedures; and developing a bias response plan. At the center of the team’s work is deep engagement with all community stakeholders and clear and transparent communication within the whole community. The Team will be organizing office hours at Community Fridays as well as other events. Please contact CCAT@lists.olin.edu or any member of the team if you have questions.
The 2019/20 members of CCAT are:
- Claus/Celina Bekins (they/them/theirs) ‘18.5
- Anusha Datar (she/her/hers) '21, CORe President
- Daniela Faas (she/her/hers), Asst. Professor of the Practice; Director of Fabrication & Lab Operations
- Nolan Flynn (they/them/theirs) '23
- Anya Jensen (she/her/hers) '21
- Beth Grampetro (she/her/hers), Director of Wellness, Student Affairs & Resources
- Alisha Sarang-Sieminski (they/them/theirs), Associate Dean and Associate Professor of Bioengineering
- Tiana Veldwisch (she/her/hers) ‘08
- Sharon Woodward (she/her/hers), Director of Human Resources
- TBD: Director of Diversity, Equity and Inclusion and Title IX Coordinator
The goals of CCAT are to:
1. Focus on communication and transparency
Transparent communication with all stakeholder groups within the community is the overarching focus of CCAT. In order to foster improved communication about events, actions, policies and practices, we are enacting a number of practices. We are open to feedback, input and questions and will develop multiple modes for these exchanges. For now, you can learn about what is going on with CCAT and initiatives related to this work by:
- Checking this website
- Coming to office hours at Community Fridays, starting 11/8
- Coming to other TBD events we will advertise
- Talking to individual CCAT members
- Please suggest additional approaches if you have them by contacting us at email@example.com!
2. Develop a statement of community standards
The team will work to develop a set of community standards that we can hold ourselves to as we continue to make Olin a more inclusive and equitable institution. These community standards will be the basis for building and evaluating our policies and practices.
Working Mission Statement (adopted from 2016/2017 Diversity and Inclusion Committee):
Founded to reimagine engineering education with a human-centric approach, Olin College of Engineering is committed to fostering a learning culture that acknowledges that not all social systems serve people equitably. In recognition of this reality, Olin is committed to actively building an inclusive environment and holding ourselves accountable for maintaining it. Both as a community and individually, we will be active participants in promoting a healthy, accessible, and engaging climate that counters bias, and recognizes and responds to inequities within and around our campus. We will recruit, welcome and sustain students, faculty and staff of diverse identities, backgrounds and perspectives. We will work continuously to cultivate a community rooted on the principles of equality, committed to honoring the value of a plurality of ideas and working collaboratively-informed by mutual respect.
3. Participate in hearing the concerns of marginalized students in our community
We commit to being part of continuing to hear the concerns of those who have experienced pain and marginalization and work towards community healing.
4. Help coordinate and develop community-wide education about bias, harassment, conflict resolution, and the Title IX process
We believe that when our community is healthy and thriving, we can work constructively together. To continue to work towards an inclusive community, CCAT will help to assess areas where students, staff and faculty could benefit from education and to coordinate appropriate trainings, discussions, and other events. These might be about supporting people with different identities, the nature of implicit bias, and information about existing policies and procedures. This work relies on community input and engagement.
5. Identify potential changes to Olin’s policies and procedures
The team will first work to understand the current policies and procedures (see previous goal), educate ourselves on best practices, and then make suggestions for improvements. This process will focus on working towards healing and holding ourselves accountable to the community standards we have developed. Community input will be a key part of this process.
6. Initiate the creation of a bias response policy and plan
The team will investigate processes at other institutions, with a focus on restorative justice approaches, in order to propose a plan that works for Olin. We envision that this process will interact with existing processes (i.e. Honor Board, Title IX). The community will be engaged with development and eventual implementation of this process.