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Slide #1: My Professional Perspective/Audience/Topic 

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Slide #1: My Professional Perspective/Audience/Topic 

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For the purposes of this assignment, I will be using the perspective of a Student Affairs Administrator in Higher Education and more specifically, a student organization advisor. The topic that I will be covering will be in regards to the code of conduct for student organizations and with regard to discrimination in all senses. I chose this topic as some may think there isn't much that happens in student organizations but there is a lot that can occur behind the scenes. Student organizations have an advisor to ensure they stick to their guidelines but it takes that advisor being aware of all circumstances to ensure there are no infractions.

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Dr. Clint Havins is currently the Director of Student Life at Angelo State. Though he has served in this role for over 5 years, he was worked in multitude of capacities at Angelo State. One of those being an advisor for a student organization and has experience with handling conflict within a student organization.
1.) This topic is incredibly important for Higher Education professionals as we may be asked to serve in this role despite our overall job title. Student organizations are made up of a good portion of the student population and we must be sure the code of conduct is maintained in the organization. It impacts this field of education as this is another aspect of development for students and part of our responsibility overall as higher education professionals.
2.) 3 best practices for maintaining the code of conduct for students organizations are:
a.) Reviewing the code and your duty as a professional
b.) Instruct students and especially student leadership on the code of conduct and what is specifically it applies to
c.) Understand the hierarchy to know who to talk to if an infraction occurs

When asked, Dr. Havins said the two things he looks for and pays attention to are the most common issues of harassment, sexual misconduct, and just overall ensuring the organization stays anti-discrimination. Dr. Havins says it's hard not to pay attention to pending court cases and accusations made within organizations. The most notable law that is in place with regard to this is Title IX. An example that Dr. Havins provided me regarding any sort of harassment against students wasn't necessarily an entire situation but he was involved in a situation where a student was feeling discriminated against. He described it as a root of differences but that student was feeling it was due to her gender and race. Dr. Havins says this was an incredibly difficult situation and he had to have many conversations to determine what was really going on. Since then, Dr. Havins says he has made it a point to train his students on all aspects of discrimination. He ensures that everyone is aware of what potential violations could arise in that specific organization. Due to training the entire organization each time they finish recruiting, he has to to do much research to stay up to date with the policies of discrimination.

Havins, C. Personal Interview (2020).

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Slide #3: Professional Association - NASPA

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Slide #3: Professional Association - NASPA

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The National Association of Student Personnel Administrators has an initiative that they started called Culture of Respect: Ending Campus Sexual Violence. This is an initiative designed to assist institutions with educating their campuses about sexual violence.

Reference: Ending Campus Sexual Violence. Culture of Respect. https://cultureofrespect.org/.

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Texas Professors Could Be Criminally Charged if They Don't Report Sexual Violence discusses the passing of legislation that determines faculty members could face dismissal or prosecution for not filing report of sexual misconduct or for false reports.

Being that student organization advisors are any full-time members at a university, this is a very serious offense in regard to their careers.

This article also provides some insight for higher education professionals to be able to distinguish between fact from rumor so that there are very few false reports.

Reference: Mangan, K. (2020, July 22). Texas Professors Could Be Criminally Charged if They Don't Report Sexual Violence. CHE. https://www.chronicle.com/article/texas-professors-could-be-criminally-charged-if-they-dont-report-sexual-violence/?bc_nonce=x316cd6lh0gw28dwo4ihj.

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Coronavirus Is Prompting Alarm on American Campuses. Anti-Asian Discrimination Could Do More Harm is an article that is covering the suspected discrimination that Asian American students will face due to the global pandemic.

Unfortunately, this discrimination was feared not only in person but also on social media as courses began to transition to remote learning.

This article also covers the monitoring of how universities are responding to potential situations involving discrimination against Asian American students.

Reference: Dill, E. (2020, July 22). Coronavirus Is Prompting Alarm on American Campuses. Anti-Asian Discrimination Could Do More Harm. CHE. https://www.chronicle.com/article/coronavirus-is-prompting-alarm-on-american-campuses-anti-asian-discrimination-could-do-more-harm/.

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Title IX prevents discrimination based on sex in education programs or activities that receive Federal financial assistance.

This is statutory law that with university employees being mandatory reporters that are required to report any and all potential Title IX violations.

Citation: Education Amendments Act of 1972, 20 U.S.C. §§1681 - 1688

Link to full text: https://www.justice.gov/crt/title-ix-education-amendments-1972

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The Civil Rights Act of 1964 ended segregations in public places and banned employment discrimination on the basis of race, color, religion, sex or national origin.

This is an example of constitutional law that is required to be upheld. This act also forbid the use of federal funding for a discriminatory program.

Citation: Civil Rights Act, 42 USCS § 2000e (1964)

Link to full text: https://users.wfu.edu/zulick/341/civilrightsact1964.html

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Brown vs. Board of Education is quite a famous court decision. It was a decision in which the Supreme Court ruled that racial segregation of children in public schools was unconstitutional.

This is an example of judicial law as it was a decision made by the Supreme Court.

This decision also helped to slightly overturn a previous ruling of the concept of separate but equal as it was found that the facilities were in fact not equal at all.

Citation: Brown v. Board of Education, 347 U.S. 483 (1954)

Link to full text: https://www.ourdocuments.gov/doc.php?flash=false&doc=87&page=transcript

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Equal Employment Opportunity prevents the discrimination of any person from a company based on their race, color, disability, age, etc.

This is an example of administrative law in that is it a law that was created by a federal administrative agency.

Citation: United States. Equal Employment Opportunity Commission. (1992). EEOC compliance manual. [Washington, D.C.] :U.S. Equal Employment Opportunity Commission

Link to full text: https://www.govinfo.gov/content/pkg/CFR-2016-title29-vol4/xml/CFR-2016-title29-vol4-part1604.xml

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Title #10: Local Administrative Law/Policy/Rule

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Title #10: Local Administrative Law/Policy/Rule

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At Angelo State the Anti-Discrimination Policy states that ASU does not tolerate discrimination or harassment based on or related to legally protected characteristics.

Citation: Angelo State University Student Handbook. (2020)  pg. 97 - 98

Link to full text: https://www.angelo.edu/content/files/27603-student-handbook-2020-21

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According to the American College Personnel Association, there is one ethical principle called "Responsibility to Society".

This principle is the basis of what this entire padlet is about, not allowing discrimination to appear anywhere on a college campus. Students may experience it off campus but while on campus, we as educators have a duty to protect and speak up for them.

Citation: American College Personnel Association (n.d.) Statement of Ethical Principles & Standards.

Link to Full text: https://www.myacpa.org/sites/default/files/Ethical_Principles_Standards.pdf

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Divergent Paths to College is a book that depicts the different paths that can bring students to college based on their race, class and the inequalities they may face. This book helps higher education professionals see sides that they themselves may not have experienced growing up.

Citation: Holland, M. M. (2019). Divergent paths to college: race, class, and inequality in high schools. Rutgers University Press.

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Slide #13: List of Recommendations/Best Practices for Compliance

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Slide #13: List of Recommendations/Best Practices for Compliance

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1. Have a complete understanding of discrimination.

2. Know the policies of specific universities as all may handle infractions differently.

3. Educate students within student organizations about what may be cause for violations.

4. As an advisor, be involved in the planning of events to ensure discrimination does not unintentionally nor intentionally occur.

5. Identify the hierarchy of dealing with potential violations so there is no questions with who to turn to when there is suspected discrimination.

6. Protect yourself. As an employee, if you even question reporting something, report it.