Critical Race Training in Education

Columbia University

Undergraduate

Mailing Address
202 Low Library, 535 W. 116 St., MC 4309
New York, New York 10027
Phone
(212) 854-1754
Email address
ugrad-ask@columbia.edu
School Information
Columbia University is a private Ivy League research university in New York City. Columbia is organized into twenty schools, with four undergraduate schools and 15 graduate schools. Undergraduate students have access to 68 different programs, as well as research opportunities. Columbia University has over 31,000 students across its twenty schools, as well as over 4,300 faculty. (Source: http://c250.columbia.edu/c250_celebrates/shaping_the_world/index.html) (Source: https://opir.columbia.edu/sites/default/files/content/Statistical%20Abstract/opir_enrollment_history.pdf) (Source: https://opir.columbia.edu/sites/default/files/content/Statistical%20Abstract/opir_faculty_history.pdf)
General Information
Columbia University's individual schools have been asked to draft anti-racist plans, although what the contents of those plans are is unclear. Additionally, the university provided questionable resources to its students, with the university's “Anti-Racism Scaffolding Resources” even asking students to feel guilty and actively "dismantle oppressive systems". Several names of on-campus buildings have been removed. See developments below:

Activity

  • Curriculum Changes and Requirements

    Anti-Racist Plans will be drafted for Each School.

  • Resources

    University “Anti-Racism Scaffolding Resources” ask students to come in contact with racism, disintegrate their privilege (through guilt), reintegrate, achieve “pseudo-independence,” immerse themselves in anti-racist ideas, and become autonomous by dismantling oppressive systems.

  • Resources

    Club Presidents were required to undergo “Anti-Racism” training.

  • Symbolic Actions

    Bard Hall renamed after petition to remove medical school founder and slaveholder’s name from building is successful.

  • Resources

    Medical Center will be hosting an Anti-Racism Speaker Series.

  • Resources

    University held a five-week workshop for students who are "white-identified" to facilitate the "development of an antiracist lens".

  • Symbolic Actions

    The #CUBlackExcellence initiative "will highlight its most accomplished Black and African American student-athletes and celebrate its rich history of Black Excellence with an on-going virtual and social media campaign."

  • Resources

    The university will be hosting an event, "Reading Group: Anti-Racist Pedagogy Theory and Practice". The description reads, "Have you enacted anti-racist practices in your teaching? Are you looking for resources and support for engaging in anti-racist pedgagogical theory and practice? Join the CTL and peer instructors committed to learning more about and incorporating anti-racist pedagogy and practice."

  • Program and Research Funding

    The university's Vagelos College of Physicians and Surgeons will participate in the "Anti-Racist Transformation (ART) in Medical Education project(link is external and opens in a new window) funded by the Josiah Macy Jr. Foundation in partnership with the Icahn School of Medicine at Mount Sinai. ART seeks to replicate a model originally developed by the Icahn School of Medicine to dismantle systemic racism and bias in work and learning environments and to promote shared learning on this process within and across medical schools." The university adds, "Participation in ART builds on the work of the VP&S Anti-Racism Task Force, which calls for advancements in curriculum, admissions, student support, and the learning environment. One fundamental recommendation of the task force is to launch a new equity and justice committee."

  • Curriculum Changes and Requirements

    The university's Vagelos College of Physicians and Surgeons' Anti-Racism Task Force called "for advancements in curriculum, admissions, student support, and the learning environment. One fundamental recommendation of the task force is to launch a new equity and justice committee."

  • Resources

    The university's Irving Medical Center has anti-racism resources, such as the "Manager Guide on Discussing Race and Protest in the Workplace," "Black Lives Matter Resources," and the "Racial Justice Assessment Tool," among others.

  • Resources

    The Vagelos College of Physicians & Surgeons had an Anti-Racism Task Force, which recommended "best practices in anti-racist undergraduate medical education, focusing on: Curriculum, Admissions, Student Support, The Learning Environment." The school also had the "VP&S Anti-Racism Coalition ."

  • Program and Research Funding

    The Vagelos College of Physicians & Surgeons had an Equity and Justice Fellowship, which aimed to "increase equity and justice through curricular programming." The fellows work "a variety of projects determined by the fellowship group, critically applying an anti-racist lens to the VP&S curriculum."

  • Curriculum Changes and Requirements

    The Vagelos College of Physicians & Surgeons' Anti-Racism Task Force said that it will, "Add Diversity, Equity, and Inclusion (DEI) competencies to the school’s medical education program objectives."

  • Curriculum Changes and Requirements

    The Vagelos College of Physicians & Surgeons' Anti-Racism Task Force recommended that the school, "Launch an annual summit on anti-racist principles for faculty to revisit, assess, and make recommendations for ongoing improvements to the curriculum."

  • Curriculum Changes and Requirements

    The Vagelos College of Physicians & Surgeons' Anti-Racism Task Force recommended that the school, "Launch a new Equity & Justice committee, including departmental diversity champions and students who will have representation on the Committee on Education Policy and Curriculum (CEPC)."

  • Faculty/Staff Requirements

    The Vagelos College of Physicians & Surgeons' Anti-Racism Task Force recommended that the school "Create and implement ongoing faculty development on race and racism for teaching faculty by individuals grounded in critical race theory."

  • Admissions Policies

    The Vagelos College of Physicians & Surgeons' Anti-Racism Task Force recommended that the school, "Engage an external consultant to review VP&S admissions processes for alignment with antiracist principles," "Implement anti-racism and anti-bias training for all admissions interviewers," and "Reassess the utilization of MCAT scores and GPAs in admissions decisions and the role of U.S. News & World Report medical school rankings."

  • Program and Research Funding

    The Vagelos College of Physicians & Surgeons' Anti-Racism Task Force recommended that the school, "Increase funding, resources, and staffing to support expanded functions of the VP&S Office of Diversity and Multicultural Affairs."

  • Faculty/Staff Requirements

    The Vagelos College of Physicians & Surgeons' Anti-Racism Task Force recommended that the school, "Make anti-racist and cultural sensitivity trainings mandatory for all educators, including MCY educators, and emphasize that discriminatory behavior is unacceptable and punishable for even the most senior faculty members."

  • Program and Research Funding

    Columbia University Irving Medical Center faculty received grants from the University Provost's Office through "Diversity, Anti-Racism Programs."

  • Resources

    The School of Nursing has a Social Justice and Health Equity Committee, which "serves as the governing body for other Columbia Nursing working groups and committees focused on anti-racism, diversity, and inclusion."

  • Curriculum Changes and Requirements

    The School of Nursing has, "Added required Deconstructing Racism for Health Professionals course to the Masters Direct Entry Program curriculum. We plan to add two additional course options to satisfy the requirement."

  • Curriculum Changes and Requirements

    The School of Nursing has, "Adopted a syllabus statement that avows an inclusive and anti-racist mindset and respectful learning environment in all educational activities."

  • Disciplinary Measures

    The School of Nursing has, "Worked on an audit tool to help faculty critically evaluate their courses with the aim of identifying and eliminating racism and bias in their educational activities."

  • Admissions Policies

    The School of Nursing announced, "A task force has been formed to review our student admissions processes and how we can better support the success of all students at Columbia Nursing."

  • Anti-Racism, Bias, and Diversity Training

    The School of Nursing said, "Regular meetings for faculty, students, and staff to facilitate anti-racism presentations and open discussions are underway. So far, discussions have included the impact of the anti-racism movement, identity development theories, imposter syndrome, supporting the success of Black/Latinx students, and understanding LGBTQ+ appropriate/affirming language" and "Hosted several events on implicit bias, civility and respect, social and environmental justice, and cultural and religious competencies, in order to foster a culture that values diversity, inclusion, and respect for differences among students, faculty, and staff."

  • Program and Research Funding

    The School of Nursing announced, "The Center for Research on People of Color (CRPC) launched in 2020 as a multidisciplinary hub for research and educational programming that promotes health equity by encouraging investigators to expand the body of research related to people of color. The center’s interdisciplinary, racially, and ethnically diverse faculty members are devoted to exploring the health disparities that racial inequity and injustice cause and to identifying the ways that nursing can address them."

  • Resources

    The School of Nursing announced, "Our Helene Fuld Health Trust Simulation Center hosted its third annual conference, the Innovations in Simulation Summit: Dismantling Structural Racism with and within Health Care Simulation, with over 570 registrants from 15 countries. Three panels of professionals emphasized the importance of creating a safe environment where students, learners, and practitioners can identify stereotypes, challenge racially-driven assumptions and biases, and enhance their cultural education, awareness, and humility."

  • Resources

    The School of Social Work has an Office of Diversity, Equity, and Inclusion, which aims to "continue promoting social justice as a cornerstone of our profession and our School’s mission, keeping at the forefront of our work the importance of having an anti-oppressive social work practice lens."

  • Anti-Racism, Bias, and Diversity Training

    The School of Social Work will provide "ongoing anti-bias trainings for faculty, staff, and PhD students throughout the year."

  • Admissions Policies

    The School of Social Work will create an "anti-racism statement for students to sign during the application phase or enrollment phase at CSSW" and "Incorporating a DEI-related statement as part of the graduate student application process."

  • Faculty/Staff Requirements

    The School of Social Work will be, "Incorporating a DEI-related statement: as part of the faculty hiring process; as part of the administrative staff hiring process

  • Resources

    The School of Social Work offers a "Mini-institute on Addressing Anti-Black Racism Addressing Anti-Black Racism by CSSW faculty to faculty University-wide, the Provost, senior leaders in the Provost’s Office, all Columbia deans, and University Trustees."

  • Resources

    The School of Social Work offers "myriad support spaces and affinity groups for students, staff, and faculty."

  • Program and Research Funding

    The School of Social Work will provide "a start-up financial support package for anti-racism efforts like the Action Lab."

  • Faculty/Staff Requirements

    The School of Social Work will train faculty and staff on "trauma-informed teaching, training, and engagement."

  • Resources

    The School of Social Work will be, "Establishing a student co-chair for the DEI Advisory Committee" and "Incorporating student feedback in the process of open searches for full-time faculty."

  • Admissions Policies

    The School of Social Work will be, "Examining the use of standardized testing in PhD admissions (e.g., GRE)."

  • Disciplinary Measures

    The School of Social Work will review and revise policies related to "academic and behavioral concerns (i.e., Dean’s Discipline, Student Conduct, and the Ethics Board), while continuing the partnership between the Offices of Academic Affairs, Advising, and DEI for addressing conflicts as they arise."

  • Anti-Racism, Bias, and Diversity Training

    The Graduate School of Architecture, Planning and Preservation requires "cross-discipline orientation with a focus on timely, anti-racist and related themes relevant to the built environment."

  • Faculty/Staff Requirements

    The Graduate School of Architecture, Planning and Preservation has regular anti-racism training and faculty workshops.

  • Resources

    The Graduate School of Architecture, Planning and Preservation has created "a new administrative position dedicated to expanding student support and advancing the School’s work in anti-racism and diversity, equity, and inclusion" and "Continued implementation of Anti-Racism Task Force recommendations and goals through the formation of a School committee."

  • Admissions Policies

    The Graduate School of Architecture, Planning and Preservation has required, "Implicit Bias training and resources to better support GSAPP’s holistic application review process."

  • Program and Research Funding

    The Graduate School of Architecture, Planning and Preservation announced, "The Dean’s Unlearning Whiteness Research Award to advance the transformation of the field to become more diverse, equitable and inclusive. GSAPP is making a three-year commitment to provide up to three $10,000 grants each academic year for faculty-led initiatives, research, and new forms of practice including independent publications, exhibitions, and other projects to initiate and sustain efforts towards the project of unlearning Whiteness."

  • Program and Research Funding

    The Graduate School of Architecture, Planning and Preservation said, "The GSAPP Anti-Racism Curriculum Development Award will encourage GSAPP faculty to embrace anti-racism in their teaching by developing inclusive forms of knowledge, practice, and pedagogy and support anti-racist work, research and/or curriculum development. GSAPP is making a three-year commitment to provide up to three $10,000 grants each academic year for the development of new School-wide courses, or the revision of existing courses of this type, that address questions and material related to race, equity, and society in the built environment."

  • Curriculum Changes and Requirements

    The Graduate School of Architecture, Planning and Preservation said that it will, "Implement expansion of joint-studio pilots teaching to ensure integrated antiracist pedagogy."

  • Faculty/Staff Requirements

    The Graduate School of Architecture, Planning and Preservation that it will require, "Cross-cultural training for faculty, to recognize and better support the diversity of the GSAPP student body and its pedagogical needs."

  • Symbolic Actions

    The Graduate School of Architecture, Planning and Preservation will, "Make the work of anti-racism and unlearning Whiteness visible through the website as well as supporting it through its internal and public communications."

  • Program and Research Funding

    The Graduate School of Architecture, Planning and Preservation has an "Anti-racism Curriculum Development Award." The school said, "GSAPP is making a three-year commitment to provide up to three $10,000 grants each academic year for the development of new School-wide courses, or the revision of existing courses of this type, that address questions and material related to race, equity, and society in the built environment."

  • Program and Research Funding

    Columbia Law School's "Anti-Racism Grantmaking program provides financial and non-financial assistance to members of the Law School community who are pursuing projects that address racially subordinating policies, structures, or systems and promote racial equity and inclusion. Five projects were recently awarded grants, with project budgets as large as $15,000." The school also said, "The Racial and Social Justice Fellowships are open to 2Ls who wish to pursue careers in racial justice or 2L students of color who wish to pursue careers in social justice."

  • Program and Research Funding

    Columbia Law School also has an Anti-Racism Grantmaking Program (ARGP) "in recognition of the continuing need to combat structural racism in our society and of the unique role that law and legal institutions can play in accelerating this change. The goal of the ARGP is to provide both financial and non-financial assistance to members of the Law School community for projects that will help dismantle racially subordinating policies, structures, or systems or otherwise help promote racial equity and inclusion."

  • Program and Research Funding

    Columbia Law School has, "New Diversity and Opportunity Scholarships for incoming students."

  • Resources

    Columbia Law School has, "An array of anti-racism programs, resources, and trainings sponsored by the Office of Social Justice Initiatives" and "A faculty-facilitated book club series on anti-racism topics."

  • Curriculum Changes and Requirements

    Columbia Law School has, "New course evaluation questions on inclusive pedagogy first introduced for Legal Methods II" and marked the "Establishment of a permanent faculty Committee on Teaching that will help promote inclusive instruction and attention throughout the curriculum to the influence of structural racism on the development of the law."

  • Program and Research Funding

    Columbia Law School has marked the, "Creation of a new prize, to be instituted at the end of this semester, for best student paper on race and the law."

  • Resources

    Columbia Law School marked the "Establishment of a working group to study the Law School’s historical ties to slavery or other practices that warrant a historical reexamination."

  • Resources

    The Dean of Columbia Law School will "convene an Anti-Racism Coordinating Committee for the 2021­–2022 academic year. The Coordinating Committee will oversee and track progress against the ARSC’s benchmarks during the upcoming transitional year, and it will aid in the development of initiatives outlined below. The Coordinating Committee will consist of the three faculty Vice Deans; the chairs of the three appointments committees; the chairs of the curriculum, teaching, and naming and symbols committees."

  • Resources

    Columbia Law School welcomed a new Executive Director of Student Services, Community Engagement, and Equity.

  • Curriculum Changes and Requirements

    The Dean of Columbia Law School said, "The Vice Deans for Curriculum and Intellectual life, along with the newly created Committee on Teaching, will assume responsibility for existing initiatives related to inclusive and culturally competent pedagogy, such as the annual teaching letter, faculty trainings and workshops, collecting student feedback, and onboarding of faculty."

  • Symbolic Actions

    The Center for Science and Society will, "Add diversity, equity, and inclusion language to the Center’s by-laws."

  • Program and Research Funding

    The Center for Science and Society will prioritize "Research Cluster funds for activities that promote diversity, equity, and inclusion."

  • Curriculum Changes and Requirements

    The Center for Science and Society will, "Ensure a focus on diversity, equity, and inclusion in postdoctoral scholars."

  • Resources

    The Center for Science and Society will, "Create required diversity, equity, and inclusion worksheet for organizers of medium/large-scale events with guidelines for building more diverse and accessible events" and "Consider and address barriers that can prevent both academic and non-academic speakers from participating in events, including childcare costs, transportation, and honorarium."

  • Program and Research Funding

    The Center for Science and Society will, "Prioritize applications that incorporate diversity, equity, and inclusion" and "Create a diversity, equity, and inclusion worksheet for grant recipients."

  • Resources

    The Columbia Climate School will be, "Hiring an Associate Dean for Diversity, Equity, Inclusion, and Anti-Bias to work across the Climate School to ensure a welcoming, diverse, and inclusive culture."

  • Program and Research Funding

    The Columbia Climate School will be, "Piloting a funding pool for DEIA programming, open to anyone within the Earth Institute/Climate School community."

  • Resources

    The Columbia Climate School will be, "Developing a DEIA Council, comprising faculty, researchers, staff, and students to consult and advise the new associate dean."

  • Program and Research Funding

    The Columbia Climate School will be, "Funding a DEIA position at Lamont-Doherty Earth Observatory, separating the functions of academic affairs and diversity that were previously undertaken by one person."

  • Resources

    The Columbia Climate School "hosted a virtual panel discussion on October 13 titled 'Diversity, Equity, and Inclusion Efforts at Columbia: Institutional Lessons for the Climate School.'" According to the school, "the event focused on Columbia’s continued efforts to advance diversity, equity, and inclusion and how those efforts can help support and inform the Climate School’s goals."

  • Resources

    The Center for Teaching and Learning held the "CUIMC Anti-Racist Educator Institute (AREI)." The event for the Irving Medical Center was "a week-long immersive training Monday July 26 – Friday, July 30, 2021, 9am – 1 pm each day. AREI will focus on themes based on confronting bias, systemic racism in academic and healthcare settings, and course design and facilitation strategies to create anti-racist change in learning environments. Participants will collaboratively develop pilot school and departmental anti-racist pedagogy training programs."

  • Resources

    University Life held an "Introduction to Anti-Racism" event. Participants defined "terms such as prejudice, racism, intersectionality and anti-racism" and learned "frameworks that explain systemic racism and stratification." They also gained "tools to further learning on systemic racism and anti-racist practice, creating action plans, and joining communities of support."

  • Program and Research Funding

    University Life has a "Racial Justice Mini-Grant Program." To receive funding, projects must, "Provide opportunities, such as workshops or training, to educate our student community to understand and unlearn racism, effectively act or advocate to address racism, and understand the intersectional dynamics of oppression," "Broaden the conversation on antiracism. One example would be hosting a panel discussion to highlight new or rising voices on this topic," or "Strengthen our campus culture of inclusion and belonging. An example would be a social media campaign or peer mentorship program."

Last updated January 8th, 2022