News and Perspectives
By Saeide Mirzaei
Located at the confluence of the Mississippi and Minnesota rivers, Fort Snelling is one of Minnesota's foundational and most well-known sites. But its history is more complex than that of just a military fort. The fort's location is a sacred space for the Dakota people, and it was also used as a prison and concentration camp. It is these stories—and more—that anthropology professor Katherine Hayes is determined to tell. Read the full story on the College of Liberal Arts website.
The University of Minnesota is among the Best Top 30 List of LGBTQ friendly colleges and univerisities according to Campus Pride, a national nonprofit organization for student leaders and campus groups working to create a safer college environment for LGBTQ students. They chose thirty campuses to highlight this year based on their overall ratings on the Campus Pride Index and specific LGBTQ-inclusive benchmark measures. Here's what it has to say about the University of Minnesota. The full article, which includes a summary of all 30 insitutions, can be found here.
As fall semester begins, as sure as the leaves will soon turn colors, chalking will spring up on sidewalks across campus. There is a University policy about chalking. According to the policy, chalking on University of Minnesota campuses is limited to registered student groups, official University departments or offices, faculty members, staff members, and registered students. Chalking must bear the name of and be signed by the sponsoring University department or registered student group.
To help ensure a safe and respectful campus, this policy will be enforced. If you see chalking that appears to violate the policy, contact the FM (Facilities Management) Call Center at 612-624-2900.
The university condemns all acts of bias, hate and discrimination and has a responsibility to address them, which includes chalking that is biased, discriminatory or hateful. If you see chalking that appears to violate the policy or is bias related, contact the Bias Response Team at email@example.com.
By Darryl A. Peal, Office for Business and Community Economic Development
Across the nation, corporations, universities and municipalities have developed supplier diversity programs to deal with equity and inclusion challenges in their supply chain. Historically, most diversity programs initially focused on human resource issues. They concentrated exclusively on the numbers of diverse people they have employed or enrolled in their organization or institution.
Those early programs represent the introduction of diversity and inclusion initiatives into corporate America and higher education. However, to truly be inclusive, organizations must include their community economic impact into the very fabric of their inclusion goals. It is my belief that numerical representation is only one part of inclusion. Inclusion also means that diversity and cultural competency is part of the very fabric of an organization’s human resource goals and business initiatives.