Jackson Free Press

Today, University of Mississippi Chancellor Dan Jones released the following recommendations regarding diversity and inclusion:

Action Plan on Consultant Reports and Update on the Work of the Sensitivity and

Respect Committee

To: All Who Love The University of Mississippi

From: Dan Jones, Chancellor

Aug. 1, 2014

In the summer of 2013, an expanded Sensitivity and Respect (S&R) Committee

completed its review of the university’s environment on race and related issues.

Following the committee’s report, two consultants with relevant experience at major

universities were assigned separate but complementary tasks. One was charged with

evaluating the University of Mississippi’s organizational structure related to diversity and

inclusion, and the other explored issues the committee raised concerning building names

and symbols. (Both consultant reports are attached.)

We are grateful for the good work of the S&R Committee and our independent advisors.

Consultants Ed Ayers and Christy Coleman have been leaders in Richmond, VA, in

establishing a more balanced view of history for that community, where symbolism has

been a prominent topic. Their recommendations encourage us to broaden the visible

symbols of our history to be more intentionally inclusive. Greg Vincent offers insight

about our organizational structure out of his own experience reorganizing the approach at

the University of Texas, where they adopted several time-tested practices implemented at

other flagship universities, including creation of a new senior level leadership position

with a focus on diversity.

Both of these reports are candid in suggesting that more can be done here to improve our

environment for diversity and inclusion. Both also note the good work and positive spirit

for continued progress in our university. Our success in improving diversity within our

faculty and student body has been dramatic, but we can do more. And despite negative

publicity related to recent bias-related incidents, it is good news that the number of

minority applicants to the university continues to increase each year. In addition, the

improvement in diversity within our faculty has been extraordinary, placing us among the

top three flagship universities in the nation in percentage of African American faculty

members. Still, we can and will do more.

It is my hope that the action plan outlined here – reflecting the hard work of the S&R

Committee and our consultants – will prove valuable in making us a stronger and

healthier university, bringing us closer to our goal of being a warm and welcoming place

for every person every day, regardless of race, religious preference, country of origin,

ability, ethnicity, gender, sexual orientation, or gender expression. We know that the

issues discussed here are associated with many evolving attitudes and opinions. There

were and will continue to be differences of opinion among us. But I am encouraged that

while our discussions over recent months were frank, even tough, they also were civil and 2