Education, here, focuses on expanding the faculty and staff’s understanding of diversity, inclusion, and equity in the School of Music, university, and the music profession. This takes short and long-term approaches.
Short-term actionable items for faculty and staff:
• Faculty have been charged with identifying ways to meet learning objectives with revised or expanded approaches that are not at all insensitive, racist, sexist, or otherwise problematic and irresponsible. To do so, they have been tasked with considering the materials and methods they use to teach and expanding beyond the so-called canon in their approach to illuminate concepts, theories, and practice in their respective area. We will create a framework for facilitating conversations with students, faculty, and staff around what our mission and collective role is as a 21st century School of Music and how that articulates with the larger Mission of DePaul University. In doing so, some faculty members may be empowered to expand beyond and break from the historical and relatively narrow “student/mentor” pedagogical framework which supports a strict adherence to teaching only the concepts they learned from their teacher, and the teacher before them which can create a practice of carrying a racist system forward to the next generation.
• Faculty working within SOM committees connected to curriculum, resource allocation, policies, programming (concert, guest artists, artists/ensembles in residence, etc.), and attendant issues connected to the school as a whole, will be asked to discuss the role of a 21st century SOM and the 21st century musician and how said role is inherently about more than the notes.
• Resources to help advance anti-racist work in our SOM music community and beyond have been shared with faculty and staff so that they may further educate themselves about racism in music and systemic racism more broadly, among other issues and historical complexities in music, the business of music, and schools of music. We will continue to share resources. Among them are the following:
o Chamber Music America/Black Lives Matter
o DePaul University Library Anti-Racism Guide
Medium and long-term actionable items for faculty and staff education:
• SOM will require ongoing anti-racism training of all faculty and staff, starting with a staff workshop in early fall 2020 in partnership with local experts in this area. Budget has been allocated for this area moving forward so that these offerings can potentially be rolled out to the entire faculty.
• Anti-racism training will develop strategies and skills that teach us to both listen to and hear students, each other as faculty and staff, and recommendations and studies generated by committees formed to specifically to study these issues, including the recently formed standing university committee on diversity, and to our DEI colleagues and representatives.
• Faculty will be asked to consider incorporating a university diversity statement in their syllabi and implement this through their teaching. DePaul’s Teaching Commons provides a sample statements from the President’s Diversity Advisory Council on their website on syllabus design.
• In our teaching as faculty, we should strive to:
o Teach and prepare students to have success in their field and in the world, an inclusive and diverse world.
o Recognize that students come to DePaul to study with us and to develop the tools for success and to be a part of an urbane, culturally-rich, inclusive community. They come for the community and the Mission of DePaul. As of the 2019-2020 academic year, 20% of SOM students are first generation students. Some are BIPOC and most, if not all, expect that their education will be culturally responsive, culturally sensitive, and inclusive in every aspect. Our teaching should reflect the mission of the university.
o Respond to the needs of our students – their specific challenges and 21st century burdens – and update our pedagogical practices and teaching philosophies accordingly.
o Illuminate theoretical concepts, program repertoire, and teach methods mindful of not only the messages those selections send to our students, but also the historical and cultural connections imbedded and embodied in the world’s music that we teach. In so doing, we confirm the many ways that our work as educators and artists advances beyond mere negotiations of sound and space, representing more than “notes, chords, and theory”. For further insight, particularly as it relates to jazz, see here.
o Teach in a culturally responsive manner and use the resources available to us, including but not limited to our Music Education faculty and students, to better understand what that means if we don’t know.
Medium- and long-term actionable items to assist our students:
• Be transparent about decisions and processes with respect to our SOM community. This includes the allocation of resources, programming of repertoire, and curriculum.
• Expand the lens of governance and information distribution to allow students to better understand how the institutional system works in order to potentially affect change. This potentially includes SOM representatives to the Student Government Association, a SOM student organization with broad program representation and a faculty advisor, our SOM Diversity Advocate (Dr. Esparza), and Faculty Council DEI Committee Representative (Dr. Kelly-McHale), among other approaches.
• Continually reflect on the ways these four components (Curriculum, Community, Equity, and Education) articulate with both our university and SOM Mission Statements, and are embodied in our policies, procedures, and practices and making said workings visible and obvious to the SOM community.