Board of Managers
Antiracism Accountability and Advancement Group
The Antiracism Accountability and Advancement Group (AAAG), which was chartered by the Board of Managers at the end of 2020 to independently review and verify progress in racial equity goals and commitments, includes two current students chosen by Students' Council, two faculty members chosen by Academic Council, and two staff members selected by the Staff Association Executive Committee; four members of the Board and four external experts were chosen by the Board’s Nominations and Governance Committee.
These members will serve AAAG for a two-year term that is renewable at the discretion of the representatives of each constituency.
- Willy Aguilar Montenegro '25
- Estrella Pacheco '25
- Benjamin Le, Associate Provost for Faculty Development and Professor of Psychology
- Faculty representative - vacancy
- Brian Cuzzolina, Director of the Office of Academic Resources and Associate Dean for Student Academic Success and Persistence
- Kevin Iglesias, Interim Director of Institutional Research
- Jerry Williams '73, Manager
- Charley Beever '72, Chair, Board of Managers (ex officio)
- David Wertheimer '77, Manager
- Garry Jenkins '92, Vice Chair, Board of Managers (ex officio)
- Candace Dodson-Reed, Chief of Staff to the President and Executive Director, Office of Equity and Inclusion at the University of Maryland, Baltimore County
- Anita Foeman, Professor of Communication and Media at West Chester University
- Maurice Hall, Provost, Bennington College
- Gregory Vincent, President of Talladega College
- Staffed by Thelathia "Nikki" Young and Elana Wolff
Definitions Used by AAAG
- An obligation, commitment and willingness to ensure the structures are in place to promote the core values of equity and inclusion across all Haverford’s constituencies. This commitment includes both the universal principles of justice and the responses to the needs related to the recent Haverford strike, today and in the future.
- A belief or practice that recognizes pervasive racism in society, and actively combats racial prejudice and discrimination in order to promote racial justice and equality.
- The condition of having or being composed of differing, heterogeneous elements of identity, experience and ability, resulting in a multi-dimensional community that values and promotes true intersectionality. Diversity pertains to, but is not necessarily limited to, race, ethnicity, gender, sexual orientation, gender identity, religion, age, socio-economic status, ability, perspectives and opinions. We recognize these differences may be visible or invisible.
- The fundamental right to be free from bias and favoritism, in a fashion that eliminates barriers and ensures that each individual has access to the specific, individualized, and requisite resources and supports that are required to thrive and flourish while taking full advantage of the opportunities of a liberal arts education. (Targeted Universalism)
- Ensuring that everyone experiences a sense of welcoming, belonging and agency as a full member of the community, sharing the power to speak, be heard, and act in ways that promote the health and well-being of the entire community.
- Everyone at the College experiences and engages in an impartial, fair and transparent community that conforms to truth, facts and reason, without hidden agendas that favor the activities or outcomes of one constituency over another.
- The complex, emergent ways in which the impacts of multiple forms of difference of identity (that are often related to oppression), combine, overlap or intersect, especially in the experiences of marginalized individuals or groups.
Diversity, Equity, Inclusion, and Antiracism Standing Committee (DEIA)
The Diversity, Equity, Inclusion, and Antiracism Standing Committee (DEIA) of the Board of Managers was created in 2020. It was initially empaneled as a Task Force of the Board, but the Board of Managers agreed at its February 2021 meeting that the group should become a formal Standing Committee of the Board. The Committee is staffed by the Chief Diversity Officer.
The primary purpose of the Committee is to promote the engagement of the Board of Managers in defining, exploring, and acting on the Board’s specific roles and responsibilities in supporting Haverford’s long-term goal of becoming an antiracist institution. This work is separate and distinct from the larger work of the College in this context, which is led by the Senior Leadership of the College, and will be monitored on an ongoing basis by the new College-wide Antiracism Accountability & Advancement Group (AAAG). The Clerk of the DEIA serves as a member of the AAAG to ensure full coordination and integration of the two distinct bodies of work assigned to each group.
To date, the DEIA has largely been focused on engaging the Board of Managers in exploration and discussion of what antiracism means, and the Board’s role and work in supporting the College and its senior leadership in the work of evolving its antiracist agenda. Over time, the DEIA will help equip the Board with:
- a deepening understanding of the overall role of the Board in supporting the College’s antiracism, diversity, equity, and inclusion goals;
- how the Board’s role will impact the work of the various Board committees and their specific areas of responsibility and oversight; and,
- how the Board and Board Committees can best support the President and senior leadership in furthering the College’s progress in this work at an institutional level.