NEEDS AND CONCERNS REGARDING DIVERSITY
AT NAROPA UNIVERSITY
In the wake of recent layoffs at Naropa University, the impact has been shocking and undeniable. This manuscript will focus on the effects, in particular, of losing our Diversity Officer and how this will impact the school. Diversity has been a mainstay at Naropa, and every student interviewed in these last weeks has voiced how important diversity was in choosing this school, and how important it is in their continuation. Diversity means a lot of things, but foremost it means being together in our differences, and even celebrating those differences. Unfortunately, our culture still needs a lot of work to get to a point where this is the status quo. Minority groups and marginalized students continue to need support services to feel that they can enroll and remain at Naropa. The needs and concerns of these students, particularly those of lesbian, gay, bisexual, transgender, queer, and intersex (LGBTQI) students will be addressed here, but these needs also apply to ALL marginalized peoples, including people of color, age, weight, disability, and class, among others.
In the context of financial crisis, budget cuts are necessary. These decisions, however, must take into consideration the needs and concerns of the student body, the staff, and the faculty. Naropa has a long tradition of supporting diversity. The majority of students interviewed recently expressed outrage at losing our Diversity Officer at Naropa. This position offers numerous services that cannot easily be replaced by even the most active student. These services are meant to be in place to support students who need them, in order that they be successful in their college career—they are meant to be there for students, not provided by them. Most students have large demands on their time and energy just to complete the required coursework. Continuing to operate as a university without a diversity officer, director, coordinator, or center is not an option—this position, in the eyes of the student body, is not something extra, and is not negotiable. How will these needs be met?
How will the following needs be met?
This is an outline of the responsibilities and services provided through this Diversity Position.
- Point person—officer, director, or coordinator needed for safe space, i.e. a person for students to talk to regarding:
- Coming out
- Rejection from family, friends, often being disowned by parents. This remains a pertinent issue, and students need a queer-identified person to talk to. No matter how open an ally can be, the feeling of safety, and the benefit of talking to someone who has been through this experience is invaluable. Without this support, and because of the lack of it in our culture in general, these are the other alternatives and current statistics:
- Approx. twice suicide rate among LGBTQI people
- Increased drug & alcohol abuse among LGBTQI people
- Higher rates of moderate to severe depression, self harm, etc.
- Discrimination & harassment issues
- The trauma of experiencing discrimination or harassment, or feeling victimized, greatly increases the need for a known safe person to be available for support. The following are a few examples of what still occurs, sometimes subtly (advertising, stereotypes, tokenization, erasure) and sometimes overtly (as hate crimes), even in Boulder:
- Homophobia, biphobia, heterosexism, transphobia, sexism, racism, ageism, ableism, classism, et al.
- Violent hate crimes still happen, for example the brutal beating of a lesbian student in front of Naropa just a couple years ago.
- In a survey taken at CU Boulder last year, LGBTQI students reported experiencing discrimination or harassment in some form on a daily basis (other boxes to check were weekly, monthly, or yearly), and several students asked why there wasn’t a box to check for hourly.
- Education of faculty & staff
- That staff, faculty, and students support diversity and uphold this value is very important, but without the proper education, this cannot easily or fully happen. Issues of minority communities are more complex and multi-tiered than most allies immediately realize. The LGBTQI Ally Safe Zone Training at CU Boulder is a four-hour seminar with a sixty page handbook, and even this only touches the surface of many issues. Unfolding terminology and concepts through education workshops and seminars is the role of a Diversity Officer. Following are a few examples of educational issues:
- LGBTQI 101
- What is the difference between Sex Identity, Gender Identity, Gender Expression, and Sexual Orientation?
- What terminology is associated with each of those? For example, what is the difference between the terms male and man, female and woman? What does the term womyn signify? What is FTM and MTF, SRS, how is sex determined, how is gender determined? What is the transgender umbrella? What is intersex? Which terms are positive and which negative?
- How can an ally best support an LGBTQI person? A person of color? Disability, age, weight?
- A diversity officer functions as an organizer of guest speaker events
- Many LGBTQI advocates and educators, as well as advocates and educators of other diversity issues, such as race or ethnicity, regularly tour to colleges and universities across the country leading workshops and giving lectures. These events cannot continue at Naropa if there is no-one in charge of getting them here. This is an important part of the diversity element of an educational program which operates with full integrity, which is what the Naropa tradition is all about.
- Organizer of student events
- Students may want to run their own events, including ones based on diversity in education, activism, arts, literature, theatre, dance, et al., but they need a diversity officer or director to help figure out how to navigate these activities, and help oversee the events.
- Student groups are important, and often student run, but need to be channeled through a diversity center, officer, or director. The following are examples of different types of students groups usually found at most universities:
- Student support group for:
- Coming out, discrimination, harassment, personal issues, etc.
- Ally & social group – Gay-Straight Alliance (GSA)
- Movies, social gatherings, education, etc.
- Activist group
- Political and social issues, protests, volunteer work, education forums
- Special interest groups
- Queer People Of Color (QPOC) – safe space for discussing issues specific to students with these multiple identities
- Diversity in classrooms and curriculum should be advocated for by a diversity officer and diversity center:
- LGBTQI, ethnic, women’s, and other minority group literature, theory, philosophy, theatre, etc. should be taught regularly in the classroom.
- Safe space – a physical space should be provided for students who need it. This should be moderated by the diversity officer.
- El Centro access?
- Resources and references – a list should be compiled and maintained by the diversity center and director
- LGBTQI or other minority group identified therapists, counselors, etc. who can provide safe space and have education in these areas
- Local organizations information, what resources they provide, and how to access them. Just a couple examples:
- Boulder Pride – What do they do? How does one find them?
- AIDS support – Boulder County AIDS Project (BCAP)
- Many others
HOW WILL THESE ABOVE NEEDS BE MET?
If these needs are not met, the following areas could be affected:
- Admissions
- Several LGBTQI students were interviewed and most stated clearly that one of the deciding factors in attending Naropa was whether they would have support as a queer-identified student. One student reported that he asked about this, first, during his interview, before even asking about faculty in the program he was applying to. He was immediately taken down to the diversity center and introduced to the diversity officer, before returning to finish the interview. This was a large factor in his ultimate decision to attend Naropa. Many students of marginalized groups will be looking for this component of the school when deciding where to apply.
- Retention of current students
- Two LGBTQI students interviewed this last week reported looking at other schools and transfer options since the diversity position was cut. One of them has already begun the transfer process.
- Liability
- If self harm, suicide, or harm as a result of drugs or alcohol occurs as a result of a minority group student responding to trauma that was not addressed by a diversity officer or center, the school could be held liable for this.
PLEASE RESPOND CLEARLY AS TO HOW THE ABOVE NEEDS WILL BE MET
Thank you very much.
Warmly,
Val Lewis Killpack III
Graduate Student at Naropa University
MFA in Writing and Poetics 2012
Faculty Assistant & Faculty Liaison
Email: val.killpack@gmail.com
Mobile: +1 303 895 0052
Address: 2151 Arapahoe Ave, Boulder, CO 80302-6601




