Reed-Simonson Platform Update on Diversity

Candidates Dakotah Reed and Zach Simonson updated their platform with a section specific to diversity on campus. It is titled "Diversity is G.R.E.A.T." But is their platform section great? Let's take a look at it:

Platform: (Found at the Reed-Simonson website)

Greeting

• Extending orientation and “Welcome Week” to include programs that focus on multicultural issues;
• Including information about forming student organizations into orientation programs because new student organizations promote new conversations on diversity issues;
• Making a “Welcome Week” and orientation structure that encourages international students to mingle with the rest of the new student class rather than starting their student experience in isolation.

Recruiting

• Making use of UNI’s most valuable resource, teaching majors. Because teachers act as role models and influence students college decisions, we can use future teachers to supplement diversity programs in a few ways:
• First, we should use university policies to encourage teaching majors to consider student teaching in diverse schools;
• Additionally, we should use the Alumni Association and Career Services and our success with the Teach Grant to help teaching graduates to find opportunities to teach in diverse schools;
• Continuing marketing and recruiting strategies that successfully complement UNI’s well-formed transfer system by encouraging students to consider UNI as part of a broad four-year plan after two years at a community college;
• Promoting a dialogue between Admissions that finds new strategies and renews a focus on recruiting and admitting students from diverse backgrounds.

Educating

• Never forgetting that disability is diversity and focusing on providing a campus that is open and accessible to disabled students, both physically and culturally;
• Refocusing Diversity Week to emphasize unity and cross-cultural dialogue;
• Encouraging student organizations to work together to host events regarding diversity and other issues.

Advocating

• Not just pursuing structural and policy changes that promote diversity goals, but leading by example and fostering conversations about improving the openness of our campus culture;
• Asking for input during the transition from diversity-related student organizations about appointments for the Director of Diversity and Student Life and other positions.

Trust-Building

• Keep a zero-tolerance policy for exclusive student organizations, political, Greek or otherwise;
• Rewarding student organizations that promote an open campus;
• Fostering access to financial aid and other resources that are available to diverse students and pursue new programs with Admissions, the Iowa Student Aid Commission and other organizations.

Commentary:

Overall, this is a great addition to the platform. The sheer number of ideas proves they put a lot of thought into this section. I'm not exactly partial to the acronym idea, but the majority of the ideas are great. I do question what the "zero-tolerance policy" for exclusive organizations would mean. Earlier they were advocates for Greek Life and here I'm left trying to interpret what zero tolerance means. They have some good thoughts on international students and orientation.

Conclusion:

A lot of times with the topic of diversity it isn't about the specific ideas that candidates propose. It's about whether or not the candidates will be supportive of all students when they are elected. In office you have situations thrown at you that you would never expect. You have to be open-minded and representative of your entire student body. As President and Vice President of NISG you represent all students: black or white, religious or atheist, gay or straight. Encouraging open and discussions about our differences and maintaining a safe environment for all students should always be the top priority for an NISG administration. With this platform section, it is clear for Reed-Simonson, it would be.