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October 10, 2022

Solidarity Statement in Support of the Graduate Organized Laborers of Dartmouth (GOLD)

On October 11, the Graduate Organized Laborers of Dartmouth (GOLD) is calling a “walkout for a living wage” at 1:30 pm to announce the launch of a new graduate student union at Dartmouth, which will petition the National Labor Relations Board for an election to recognize their union. They are seeking to negotiate a union contract for Dartmouth’s 800 graduate students in the sciences which will grant them the following:

1) A wage/stipend sufficient to rent housing in the Upper Valley (Dartmouth currently pays a graduate student stipend that is less than those of other Phd granting institutions)

2) Vision and dental benefits

3) Extension of medical coverage to spouses and children

4) A reasonable limit on the number of hours they are expected to work each week

5) Clearly outlined grievance procedures for combating harassment of all kinds (sexual, racial, gender identity, plain old workplace abuse.)

Dartmouth’s AAUP chapter supports the recognition of Dartmouth’s newest union – which will join Local 560 SEIU, and the Student Worker Collective at Dartmouth as recognized unions with collective bargaining rights guaranteed under the National Labor Relations Act.

We urge faculty to let their students know about and to consider joining the walkout onto the Green on Tuesday afternoon. All workers deserve a living wage.

January 20, 2022

Dear Chair Lempres and Trustees, President Hanlon, Interim Provost Kotz, and Executive Vice President Mills:

On behalf of the Dartmouth AAUP chapter and as members of the Dartmouth community of students, faculty, and staff, we write again with concern about the decision of Dartmouth’s leadership to “return to normal operations.” We are in the midst of an unprecedented surge in Covid 19 cases, according to the Dartmouth Dashboard one out of every 5 undergraduate students and more than 10% of our overall campus community has tested positive for COVID in the last seven days. Recent communications from the Interim Provost (December 29, 2021) and the chair of the Committee on Faculty (January 15, 2022) fail to support both faculty and students during the surge on our campus.

Dartmouth faculty are frustrated, confused, and overburdened in our efforts to constantly respond to situations on campus. To all appearances, Dartmouth has again stranded its faculty–during a public-health emergency where our health and that of our families is vulnerable–to cope with vague guidance and little in the way of resources.

Additionally, we are concerned that students are receiving the message that they should continue with classes to the degree possible even if they are sick with COVID. For all but the truly asymptomatic, the ongoing “return to normal” creates a culture in which students work through illness to the possible detriment of their health. In both collective statements, like the student workers petition, and individual letters, students have expressed their own sense of exhaustion, anxiety, and difficulty navigating the rapidly changing guidance.

While the Dean of the Faculty’s January 10, 2022, communication indicated “faculty are not obligated to offer hybrid instruction to accommodate students who are unable to attend class,” a message from the same office on January 15, 2022, emphasized hybrid as one of three options that included additional office hours and lecture recordings. Additionally, we were reminded that faculty are to provide students ill with Covid “with reasonable teaching adjustments to allow access to course materials and an opportunity to ask questions or participate in discussions.” While the January 15, 2022, email was apparently sent to address confusion and concerns, it has actually created more confusion by not making clear what constitutes “reasonable” accommodation in this climate. It is not clear how faculty might enable students to “ask questions or participate in discussions” with the widely-variable waves of illness and recovery among our students, in the context of the constraints of the term. For some faculty, half their students are out sick. Faculty themselves are getting sick.

As Dartmouth has readily acknowledged, the institution does not have the technological nor person-hour capacity to provide hyflex teaching. Indeed, faculty have been told that we are not permitted to conduct remote and in-person teaching simultaneously, because that disadvantages students who are attempting to learn remotely. To that end, previous DCAL guidance has indicated: "We emphasize that we do not recommend that faculty have synchronous course components that simultaneously engage both residential and remote populations.This mode is extremely difficult to achieve and Dartmouth has very limited resources to support such an effort. Under such a model some or all students will be underserved in their educational experience." We were advised as late as January 10, 2022, to “focus on getting a good recording of you and your content” over prioritizing interaction.

It seems to us that Dartmouth has forged directly into the teeth of the Omicron surge while leaving under-resourced, under-informed faculty to figure out the details as we go. We request a fully public community conversation with Dartmouth’s board chair, President, Interim Provost, Executive Vice President, and Dean of the Faculty to clarify the expectations that have been imposed on us, and the support to be provided.

While the current Omicron surge may be relatively short, in our nine-week winter term the waves of infections are likely to disrupt our term for several weeks rather than a week or two. Students who have to miss class for 10 days will miss a significant portion of the term, and it is not clear that they will be able to catch up, especially if they do experience symptomatic illness. As faculty supporting student learning, we would like to know what Dartmouth’s leaders are doing to ensure that students are able to complete their terms.

It is not acceptable for faculty nor students to face the pedagogical and health consequences of a set of systemic decisions that favor lax rules and zero enforcement. Dartmouth’s leadership has left faculty on their own to figure out how to educate our students in the midst of a crisis that the institution has done little to mitigate; mitigation is why many of our peer institutions delayed the start of the new term, or phased in student arrivals to campus, or asked everyone to teach remotely for the first weeks. Dartmouth’s leadership was unwilling to do any of this. And now it is unwilling to enforce student masking. We are putting ourselves needlessly at risk and endangering our larger Upper Valley community, which skews quite a bit older than the Dartmouth community and could very well be seriously endangered if they get breakthrough COVID infections.

We request the courtesy of a response to our concerns,

Please consider signing this letter using this link: https://docs.google.com/document/d/e/2PACX-1vQQrofrvJYFXKmijk8Eg1tzio4OomQtnxllELCmx6MUGyKr5RTwEywq-4A2e63hnzCNNItr5aAxthyJ/pub?urp=gmail_link

January 3, 2022 : Open Letter to Dartmouth Administration Regarding Its COVID Policies for Winter Term 2022

Dear Chair Lempres and Trustees, President Hanlon, Interim Provost Kotz, and Executive Vice President Mills,

In their communication to the Dartmouth community on December 29, 2021, Dave Kotz and Rick Mills announced a plan for “return to normal operations” during the Omicron variant that members of Dartmouth’s AAUP chapter read as misguided and dangerous.

We are concerned, Dave and Rick, that your approach to the prospect of Covid infections in our community this winter will needlessly endanger hundreds of medically vulnerable members of the Dartmouth and Upper Valley communities for whom even a breakthrough case of Covid could be dangerous and – for some - deadly. Children in our community who are under 15 are not yet eligible for booster vaccines. And as you know, children under five years old have no access to vaccinations at all. In addition, the community includes immune-suppressed employees, students, faculty and family members.

Please do not force faculty, students, and staff to choose between their employment or educations, and their own personal safety and the safety of their families, including children, teens, and elders.

Given the extreme worldwide prevalence of the Omicron variant at this moment, we call on you to implement five simple practices to enable faculty, students, and staff to protect themselves and members of our communities.

1. We need daily testing or at least testing several times a week. And students must have test results before we return to in person teaching. It is not acceptable to begin in person teaching when students have not had time to test after returning from sites around the world. We would suggest distributing enough rapid tests that students can test several times a week in addition to the proposed once weekly PCR.

2. Peer institutions nationwide, including Harvard, Princeton, and Stanford, have responded to the Omicron crisis with flexibility. While it is too late to delay the beginning of the Winter term, as many of our peer institutions have done, Dartmouth should support remote learning for the first two weeks of the term. Unlike the present plan, this will allow staggered arrival to campus by students whose travel is disrupted or who might be quarantined elsewhere. It will also allow for completed cycles of testing for students, faculty, and staff, and improved rates of booster vaccines for eligible community members.

3. Trust faculty, staff, and students to make informed decisions on behalf of their own health; trust faculty to make informed decisions about what is educationally effective teaching and learning. Eliminate the current top-down requirement for faculty to seek permission for remote learning from deans, a practice clearly designed to chill the participation of untenured and contingent faculty and thus their access to reasonable safety remedies.

4. The indoor mask policy must be more seriously enforced. Adherence to the mask policy was spotty at best by the end of last term. We need to return to more serious enforcement.

5. Students who test positive for COVID should not be expected to isolate with non-infected students in their own dorm rooms. Instead, the college needs to set aside decent, safe isolation spaces for COVID positive students.

Many faculty, students and staff are worried that Dartmouth’s proposed plan for winter term will pose a clear and present danger to campus community members, unvaccinated children, immune suppressed employees and medically vulnerable employee family members. Dartmouth needs to present itself as the ally and partner to faculty, students, and staff who are navigating a global crisis in real time. Imagine the benefits of genuine advocacy for this community – building a new policy based on what each of us needs to navigate this crisis successfully? What systemic frameworks of support might be put in place to enable informed decision making and mutual aid?

Thanks for listening and we hope to move forward in a spirit of collaboration and dialogue.

Dartmouth Chapter – American Association of University Professors

January 9, 2022: Dartmouth AAUP Endorsement of the Student Worker's Collective and Their Request for College Recognition

The Dartmouth chapter of the American Association of University Professors enthusiastically endorses the unionization drive by student dining services workers on our campus. We support the call by Student Worker Collective at Dartmouth for the college to voluntarily recognize the new union through a card check agreement as the collective bargaining agent for Dartmouth student workers. We wholeheartedly agree that Dartmouth must provide sick pay for student workers who have to isolate because of COVID-19. And we support SWCD’s call for Dartmouth to provide student workers a living wage.

Dartmouth’s endowment has grown dramatically during the past few years, even as the cost of living in the Upper Valley has skyrocketed. Dartmouth can afford to invest in its student workers. As faculty, we have a responsibility to nurture the development of our students. In that spirit, we call on Dartmouth to pay students a living wage, to enhance mental health care services for students, and to better protect student and non-student dining services workers from exposure to COVID.

SWCD’s organizing drive comes at a historic time for the U.S. labor movement. Student and other academic workers have been organizing on campuses across the U.S. In recent days and months, student workers at Columbia University and in the University of California system have won significant victories in their battles for a living wage, job security, expanded medical coverage, just sexual harassment and misconduct processes. Dartmouth now has a chance to join these peer institutions and to show moral leadership. We urge Dartmouth administration to take the steps outlined above and in the SWCD letter to make this campus a safer and more equitable learning and working environment for all.

March 30, 2021: Dartmouth AAUP Statement Supporting the Asia/America@Dartmouth Action Plan

The Dartmouth chapter of the AAUP condemns anti-Asian violence and stands in solidarity and grief with the Asian, Asian American, and Pacific Islander community at Dartmouth and beyond. In the past year, racist and white supremacist language used by U.S. leaders to describe COVID-19 has sparked a surge of anti-Asian violence. Yet as the March 16, 2021 murder of 8 people in Atlanta, including six Asian migrant women—Daoyou Feng, Hyun J. Grant, Suncha Kim, Soon C. Park, Xiaojie Tan, and Yong A. Yue—viscerally reminds us, these terrible acts are grounded in long and intersecting histories of racism, xenophobia, misogyny, and legal discrimination. They are also a consequence of over 100 years of U.S. colonial violence and militarization across the Asia-Pacific that has led the United States to brutally perpetuate and disregard Asian, Asian American, and Pacific Islander death and suffering. As a consequence, violence against Asians, Asian Americans, and Pacific Islanders, particularly women, is consistently overlooked, ignored, or rendered invisible.

Asian American activists, leaders, and scholars stand at the forefront of anti-racist efforts to dismantle both structural and interpersonal racism and white supremacy. In support of these efforts, the Dartmouth Chapter of the AAUP wholeheartedly supports the Asia/America@Dartmouth Action Plan and the establishment of an institutional home for Asian American studies in a stand-alone program and/or through collaboration with other units. For over thirty years, students, alumni, postdoctoral fellows, and faculty at Dartmouth have demanded a firm institutional commitment to Asian American studies on our campus. The college has almost no faculty lines in Asian American studies and older lines in this field have disappeared or gone unfilled. A 2006 report requested by COP and the Dean of the Faculty recommended the establishment of an Asian American Studies minor through dedicated faculty lines and expanded institutional resources; this did not come to fruition. Dartmouth’s failures in this area—particularly when compared to peer institutions—highlight the urgent necessity of expanding the college’s support of Asian American studies through faculty hires on the junior and senior level, postdoctoral fellowships, curricular expansions, and funding for events such as speaker series, working groups, and mentoring programs. The Asia/America@Dartmouth Action Plan presents a forward thinking and intersectional vision for increasing the visibility and representation of Asian Americans and Asian American studies at Dartmouth in the coming year and beyond.

Link to Action Plan: https://docs.google.com/document/d/1zO7l0duQky0R872g4VQkyexzzTWJVep6DsTWditqiWo/edit?usp=sharing

June 4, 2020; updated 6/17/20

The Dartmouth Chapter of the American Association of University Professors (AAUP)

Endorses the Statement of the Consortium of Studies on Race, Migration & Sexuality on Racism

The Following Departments and Programs at Dartmouth College Have Also Endorsed This Document

Latin American, Latino, and Caribbean Studies Program

Asian Societies, Cultures, and Languages Program

African and African American Studies Program

Women's, Gender & Sexuality Studies Program

Office of Pluralism and Leadership

Psychological & Brain Sciences

English & Creative Writing

Jewish Studies Program

Comparative Literature

Spanish & Portuguese

Earth Sciences

French & Italian

Anthropology

Geography

Art History

Studio Art

Sociology

Religion

Classics

Russian

Theater

History

German

The Department of Economics has posted their own statement about fighting racism.

The Department of Physics and Astronomy has prepared a statement in support of Black Lives Matter with a list of concrete actions to which the Department is committed to work against systemic racism.

The Department of Mathematics has prepared its own statement on racism.

The Department of Chemistry has prepared its own statement on racism.

The Department of Philosophy has prepared its own statement on racism.

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“A riot is the language of the unheard.”

—Dr. Martin Luther King, Jr.

Dr. Martin Luther King, Jr. made it clear that we have to think and act transformatively about race, oppression, and inequality in the U.S., especially in moments of crisis. His words are quoted at rallies and marches across the nation, and they are powerful. Understanding the language of action is essential for public health and the future of humanitarian and human rights around the world, in short, for the common good. The American public wants to be heard; the politicized vilification of “rioters and looters” is the last refuge of the same forces that have sought relentlessly to close off every avenue of democratic access and agency. We will not be silent about the excessive, lethal force used by the carceral police state that has also emboldened racist vigilantes and domestic abusers of women. Michael Brown, Breonna Taylor, George Floyd, and too many others yet unnamed, including trans women of color, have been assaulted or killed as a result. The social protesters in cities across the U.S. are also expressing rage against the U.S-American apparatuses of militarized force, racial fearmongering, fascistic thuggery, institutionalized misogyny, systemic transphobia, mendacious propaganda, and imperial violence. If these are not appropriate targets for rage, we cannot imagine what would be. To say Black Lives Matter is to say the least.

At this time of societal crises, we, the faculty members of the Dartmouth Consortium of Studies in Race, Migration, and Sexuality want to reiterate our resolute stance against anti-Blackness and all forms of racism and xenophobia, and to urge awareness of the long history of state-authorized, unpunished killing of African American men, women, trans men and trans women that is central to the public’s current outrage. 2020 marks the 401st year since the first enslaved Africans were brought to colonial Virginia. The legacies of racial slavery continue to reverberate in contemporary Black life in the Americas and globally. Today, we can trace the sources of that lethal violence to anti-Black, carceral state logics; white supremacist nationalism; parasitic, predatory capitalism; settler colonial dispossession; extractive cruelties; and murderous policing that have unnecessarily cost so many lives as the pandemic continues disproportionately to ravage disenfranchised communities not only in the U.S. but also around the world.

The surge of anti-Asian violence and the official scapegoating of Asian and Asian American people for the pandemic, and the disproportionate toll the pandemic has waged on African American communities are yet more symptoms of our diseased states. Black bodies are working jobs deemed “essential” during the pandemic yet are dying at alarming rates due to racial disparities in the healthcare system. Meanwhile, the murder of George Floyd and the continuous governmental disregard for the Black community in the age of COVID-19 have renewed calls for Asian American, Native American, and Latinx solidarities against anti-Black racism and the imperative of coalitional thinking and action in transnational and decolonial terms.

To our students, we love and value and want to support you. Many of us are here at RMS to listen. We are ready to act in solidarity.

We have identified a range of institutional, para-institutional, and pedagogical outlets for students as well as faculty and staff with different needs, concerns, and energies as we weather this difficult time. This community-derived list of resources suggests ways to engage in direct impact against police brutality, and also seek mediums to address collective mental health and self-care.

For donations:

Black Visions Minneapolis: https://secure.everyaction.com/4omQDAR0oUiUagTu0EG-Ig2

FIERCE: http://www.fiercenyc.org

COFIRED: https://www.cofired.org/icsf

Color of Change: https://colorofchange.org

For BLM local chapters: https://blacklivesmatter.com

- Please consider also donating to your local and state grassroots, legal defense, pro-immigration, and bail out organizations led by BIPOC organizers.

The Dartmouth Student Union (DSU) has compiled a maintained list of other organizations to support and petitions to sign here: https://bit.ly/2XfmG48.*

For support:

Students can contact their undergraduate deans (603-646-2243) or the Dean of the College (Dean.of.the.College@Dartmouth.edu) for support addressing concerns.

O-Farm Community Harvest Share Interest Form (for students facing food insecurity in the Upper Valley): https://docs.google.com/forms/d/e/1FAIpQLSf0SR4tIhGgIxhN_Sob6I2BH_o8CiCwQttzPuPToCqRyfQa2A/viewform

All members of the Dartmouth community have a responsibility to contribute to, and maintain, a welcoming and inclusive environment. If you witness or are directly impacted by an incident, immediately contact a College official or Safety and Security at 603-646-4000, or submit the report using the Online Reporting Form. Dartmouth faculty and staff can reach out to the Office of Institutional Diversity and Equity with discrimination or harassment concerns.

No matter where you are, if you are affected and need assistance, there are several college resources available for you, including the Counseling Center (M-F 8am–4pm: 603-646-9442; Counselor on-call, outside of office hours: 603-646-9440 (https://students.dartmouth.edu/health-service/counseling/about), the Student Wellness Center (https://students.dartmouth.edu/wellness-center), WISE for a confidential source for gender-based violence (866-348-WISE, https://wiseuv.org/dartmouth), the Dean of the William Jewett Tucker Center (Daveen.H.Litwin@dartmouth.edu or 603-646-3780), the Office of Pluralism and Leadership, a supervisor or one of your faculty members.

You may also engage with a number of student organizations, including Student Assembly, Paleopitus, the International Student Association, and the Dartmouth Undergraduate Student Union. A number of RMS faculty are also happy to connect you with these student organizations. Just email us, RMS@dartmouth.edu.

In Solidarity,

The RMS Collective

June 1, 2020

*In an earlier version of this statement, we failed to acknowledge the Dartmouth Student Union’s (DSU) work in creating and maintaining the list of resources to donate and sign petitions. We take full responsibility for our mistake and want to credit this student group for its tireless work. It is not the RMS’s intention to take credit (if inadvertently by editorial oversight) of a student organization’s labor at the forefront of our campus’ activism, and we want to thank the DSU for allowing us to mend our mistake. The DSU is a collective of undergraduate students and student-workers organizing for students on campus.

May 28, 2019

Dartmouth Chapter of the American Association of University Professors (AAUP)

Statement Concerning Receivership of the Department of Psychological and Brain Sciences, May 2019

The AAUP joins the Student and Presidential Committee on Sexual Assault (SPCSA),* the Dartmouth Community Against Gender Harassment and Sexual Violence (DCGHSV),** members of the Committee on Academic Freedom and Responsibility (CAFR),*** and other faculty members who have spoken at recent general meetings of the faculty in calling on the College to put the Department of Psychological and Brain Sciences (PBS) under receivership.****

We view Dartmouth’s refusal to do so as a blatant disregard for ongoing concerns about institutional accountability regarding the climate in PBS. And, while receivership goes against the grain of academic norms of self-governance, circumstances make it necessary to restrict PBS’ autonomy by appointing an acting chair from outside the department.

A department that does not provide even the most basic conditions for scholarly inquiry is not fit to govern itself. In the case of the Department of Psychological and Brain Sciences, gender harassment and sexual violence have not been fully addressed. The removal of three predators was essential, but that action provided a local rather than systemic remedy, and doing so falls far short of responding adequately to ongoing concerns. We continue to hear reports of retaliation, intimidation, and ongoing fear of sexual predation in PBS. The College must actively safeguard the safety and well-being of current students, post-docs, and junior faculty by placing PBS under receivership immediately.

More broadly, we are concerned that Dartmouth’s approach to the lawsuit will have a chilling effect on reporting by victims and bystanders. Best practice strongly indicates that Dartmouth continues to fail to recognize that supporting and protecting those who bring forward allegations and other concerns is an essential ingredient for creating a safe, equitable, vibrant and productive campus climate. Failing to do so is both myopic and at odds with the long-run interests and imperatives of the College.

*SPSCA is a committee of students and staff which has been conducting research and making policy recommendations around sexual violence on campus since 2012.

** DCGHSV is a multi-generational coalition of alumni/ae, students, and faculty, formed to support Dartmouth community members who have been suppressed after experiencing gender harassment and/or sexual violence.

*** CAFR members charged with reviewing the College’s decision to sanction Professors Heatherton, Whalen, and Kelly recommended that the College conduct a full investigation into the departmental climate at PBS and that it put that department under receivership.

**** Academic receivership is defined as the practice of appointing external leadership to a department that has been deemed incapable of regulating itself. See: Stone, T. “Departments in Academic Receivership: Possible Causes and Solutions,” Innovative Higher Education, 33: 229 (2009), <https://doi.org/10.1007/s10755-008-9082-z>.

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January 18, 2019

Below please find a letter sent by the faculty of the Latino and Caribbean Studies Program (LALACS), to Dartmouth Administrators, re: concerns with the content of Dartmouth's new mandatory Title IX training.

We share LALACS' concerns and will have more to say about c3i, and the Administration's response to the PBS lawsuit, in the coming weeks. If you have any information, concerns, or suggestions to share please contact us at aaupexco@gmail.com .

Dear President Hanlon ’77:

We, the faculty of LALACS, write to express our concern about content in the mandatory Title IX training video required of every employee at Dartmouth. The decision of its creator to single out a Puerto Rican institution and Puerto Rican men as the first and most specific example of abuse in the entire video reinforces stereotypes of Latino men as sexually predatory and disrespectful of women. Of all the examples that are explored in the video, this example appears first, and is the only one that identifies a country, culture, and institution. While the examples seemingly are taken from actual cases, the placement of this example at the beginning of the training and its location in a Puerto Rican institution is a poor choice that does not speak to the context in which this mandatory training originated. We appreciate the creator’s intent to depict a variety of scenarios and relationships and we are not disputing that abuse happens among Latinos. On the other hand, there is an undeniable context to this particular mandatory training. As we know, this training is primarily in response to sexual assault and harassment of women students and colleagues by three white male professors. The exceptional way in which the training designates Puerto Rican, and by extension, Latino behavior as illegal and offensive is out of step with the context of our current situation and confirms the most stereotypical renditions of Latin American male behavior. We have additional concerns, including that the video almost always uses dark colors to depict its human figures and goes out of its way to avoid the perception that white males are the primary culprits of sexual harassment on college campuses.

We understand that Dartmouth purchased this training from Everfi, Inc. rather than having its Title IX office produce it. Many of us expressed our displeasure with the training at the end of it when asked for feedback. Nevertheless, Dartmouth should take ownership of its decision to use this particular training for this moment on our campus. In our opinion, this training harms Dartmouth’s pursuit of a campus free of sexual harassment and assault by reiterating harmful notions of Latino dysfunction and illegality.

Respectfully submitted on behalf of LALACS faculty.

Matt Garcia

Dartmouth College

http://www.mattgarcia.org/

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Media coverage of our Chapter:

AAUP Chapters Revive as Professors See Threats to Academic Freedom, Chronicle of Higher Education, November 30, 2018, by Steven Johnson

Profile in Academe, November-December 2018, by Kelly Hand

Past Announcements:

December 16, 2018

We have received many inquiries from faculty, media, alums, and other stakeholders asking what our chapter or "the faculty" thinks about the recent lawsuit and Dartmouth's approach to preventing and adjudicating sexual misconduct. We will share some brief thoughts for now, with more to come in the coming weeks as we learn more specifics about President Hanlon's recently promised and forthcoming "sweeping plan" for reforms and Dartmouth's filing of its "initial response in court".

One thought is that President Hanlon should immediately clarify the Administration's view on the process by which this sweeping plan was developed, and the process by which it will be vetted and revised further. For example, to our knowledge only select faculty have had the opportunity to comment on only one very early and rough draft. The Administration should demonstrate expeditious, thorough and responsive revisions in response to peer and stakeholder review. We emailed Phil today asking for clarification on these and other procedural aspects and await his response.

A second thought is that we drafted our own plan back in the summer. These policy/procedure recommendations draw on best practices from higher education and other industries, and they remain available on our Working Groups page. We have shared these recommendations with faculty committees and administrators.

A final thought for now is that we stand with the lawsuit complainants, our colleagues, and everyone else who seeks to hold Dartmouth accountable for failing to prevent, and then failing to expeditiously correct, a longstanding pattern of sexual misconduct and other toxic working conditions in the Department of Psychology and Brain Sciences. History matters, and so does empathy: we must understand and apologize for past institutional failures if we are to find a better way forward.

Dartmouth College AAUP Chapter Statement on Faculty Consultation, Prompted by the closing of the University Press of New England, May 14, 2018