Amherst College strives to be a leader in implementing policies and practices that build and support inclusion within our student body, our faculty and our staff. On October 12, 2015, President Martin committed the College to completing the following steps in further support of these goals:

  • Appoint an interim director of the Multicultural Resource Center (MRC).
  • Move the reporting line of the directors of the MRC to the Dean of Students to add support and oversight for staff.
  • Appoint a Presidential Advisory Committee for Diversity and Inclusion. (Discussion underway.)
  • Establish an External Review Panel for Diversity and Inclusion that involves outside experts in informing and advising the College.  
  • Begin a search for a new Women's and Gender Center (WGC) Director.
  • Begin a search for a new MRC Director.
  • Begin a search for a Chief Diversity Officer.
  • Consider a proposal from interested students about how to select student members of the search committees.
  • Hire more faculty, staff, and administrators of color. (A strong commitment that is ongoing as searches proceed.)
  • Consider additional staffing for student-resource centers as part of the 2016 spring budget process for the College’s FY17 budget. (Discussion underway.)
  • Through the budget process, consider increasing the staff at the Counseling Center. (Discussion underway.)
  • Initiate cultural-competency training sessions for students, staff and faculty.
  • Accelerate and/or more effectively communicate changes in the models for funding student activities and groups. (Discussion underway.)
  • Offer more programming and support for staff and faculty from underrepresented populations. (Discussions about the design of such programming are underway.)
  • Co-ordinate and implement surveys to increase their effectiveness in informing our understanding of student life and related action plans, including on Title IX and sexual assault, campus climate, student health (National College Health Assessment), and the well-being of students. (Underway. We will, however, wait to implement the campus climate survey until the arrival of our new chief diversity officer.)
  • Develop new opportunities to discuss with faculty student workloads and the benefits of the residential experience.
  • Identify opportunities to increase the frequency of contact between students and senior-staff administrators.