The policy or practice of opposing racism and promoting racial appreciation and inclusivity.
For it was you who formed my inward parts;
you knit me together in my mother’s womb.
I praise you, for I am fearfully and wonderfully made.
Wonderful are your works;
that I know very well.
We declare there is no room for racism at Princeton Theological Seminary. We commit to educating the entire campus community and beyond within a biblical and theological framework to face this present crisis that impedes us from loving God and neighbor. As we continue this journey this website will evolve. We invite you to explore resources and stories as they become available. Meanwhile, here is some information about our history and a video about the community we aspire to be now.
We cannot move forward in reviewing the following report without first acknowledging certain realities in our midst. These past few weeks, we have experienced many situations at the national and regional levels of how structural racism is disproportionately segregating communities of color. From access to opportunity and upward mobility by making it more difficult for Black, Asian, Latinx, and Indigenous people to secure quality education, jobs, housing, healthcare, and equal treatment in the criminal justice system.
Dr. Ibram X. Kendi states the work of antiracism is to “Identify, Describe, and Dismantle.” Wherever you are in the continuum, the two pandemics demand that we reimagine our society, and indeed our Seminary, beyond our current structures and practices. As we move forward in implementing the Antiracism Formational Platforms, developing and designing a curriculum focusing on fostering relationships, increasing knowledge, and enhancing institutional capacity is paramount.
- Please review the mid-September Antiracism Implementation Team Review attachment which enumerates several implemented efforts since the Student Orientation and the first meeting of the Antiracism Implementation Team (AIT) of September 29.
- Please review a forecasted Timeline Overview. This attachment enumerates the past and projected outline of events leading to the Spring 2021 semester.
- An overview of our progress was submitted to the first meeting of the Faculty Advisory Committee on Diversity and the Historical Audit on Slavery Implementation Committee.
- Our colleague, Ann-Henley Nicholson, forwarded an alumni survey on Wednesday, September 30. In less than 24 hours, we have received 100 responses to our antiracism alumni survey (and counting). Ann-Henley has prepared a report and analysis to guide our subsequent conversations. We are encouraged by our alumni who have indicated their willingness to serve as an Alumni Partner.
- Michelle Majors, Laurie Carlsson, and I have met with the Communications Department and the Office of Digital Learning to develop a required asynchronous module for all Seminary constituencies with an expected rollout of October 30.
- On October 6, the Executive Council met with Dr. Majors and Ms. Carlsson. On November 9, the Executive Council will participate in an Implicit Bias Assessment as we forge ahead in creating a curriculum that will incorporate adult learning principles, actively elevates the voices of historically marginalized groups, and unpack implicit biases and assumptions and racialized behaviors. The Executive Council is the first constituency engaging in this process while forecasting the participation among students, faculty, administration, and alumni soon in this academic year.
- A meeting between Michelle Majors, Laurie Carlsson, and the Antiracism Coalition, a Seminary-wide student entity, took place on October 15, 2020.
- A meeting between Michelle Majors, Laurie Carlsson, and the Student Government Association’s leadership took place on October 22, 2020.
- The Antiracism Task Force identified regular and intentional partnership with the Chapel Office throughout the academic year. The purpose is to continue weaving the threads of antiracist reflection and racial healing into our community’s fabric. A cross-cultural cohort of students joined me in meeting with Jan Ammon, Martin Tel, and Melissa Haupt on Wednesday, October 14. Some of the possible ideas identified by the Student Platform Team included;
1. a weekly “Daily Bread” email centered on antiracism and faith,
2. hosting regular prayer gatherings after worship, and
3. inviting people to stay for prayer/reflection if they can offer support and creativity for worship leaders who seek to address race/racism in their services, etc.
- The AIT entered a direct approach to recognizing and understanding the team’s power dynamics while unpacking implicit biases, assumptions, and racialized behaviors. Before our scheduled meeting of October 26, 2020, the AIT’s functional cohorts (students, administrators/trustees, and faculty) met with Dr. Majors and Ms. Carlsson for an intentional engagement regarding power dynamics. These conversations aim for the AIT to develop and apply a racial equity lens to programmatic work. Building the AIT’s capacity is crucial, as the consistent development of intentionally antiracist practices is paramount to organizational transformation.
- The Antiracism Support Student Partners Cohort in the Office of Multicultural Relations will continue to explore and access information from marginalized groups that will enlarge our Resource Lists.
Princeton Theological Seminary stands against racism in any form. As leaders, we hold ourselves accountable to ensure that the Seminary is a place where all are welcomed and valued, and where learners from all backgrounds prosper. Today we are announcing the creation and composition of the Seminary’s Antiracism Implementation Team (AIT) to work on developing and deploying the Antiracism Formational Platforms created over the summer by the Antiracism Task Force in collaboration with students, administrators, and faculty. We have gathered students, faculty, administrators, and trustee membership to participate in the AIT this academic semester.
Our Antiracism Formational Platform(s) calls for boldness and inclusivity with the purpose of betterment for all! We must continue to seek ways to “practice what we preach and teach.” Now more than ever, we are admonished to model our Living Together statements and live into the Antiracism Design Principles for the entire Seminary community. Therefore, the primary roles of AIT will be:
- To focus on the successful execution of the Antiracism Formational Platforms across the Seminary
- Refine and improve the strategies delineated in the action plan through useful assessment tools
- Provide direction to the external consultants/trainers and receive their insights and expertise in the implementation of deliverables
- To be accountable to the Executive Council by providing weekly updates and for major decisions
I am honored to serve with the following members of the AIT:
Victor Aloyo, Jr. – Chair
Ruth Santana-Grace: Trustee
One key recommendation of the Antiracism Task Force (see attached) in implementing the action plan is to collaborate with an external consultant specializing in antiracism and transformational work. After a thorough analysis of minority-owned organizations specializing in antiracism training, capacity-building, consultation, and assessment, I am pleased to introduce Dr. Michelle Majors of Majors Leadership Group. Dr. Majors is the Principle and Lead Strategist at Majors Leadership Group, a national consulting firm based in Seattle, WA. As an alumna of Seattle University’s School of Theology and Ministry, there is a special place in her heart for the work that intersects at faith/spirituality and justice. Dr. Major’s approach to anti-racist formation is grounded in the motto: you can’t heal what you don’t reveal. With a Masters in Transformational Leadership and a Doctorate in Educational Leadership, Dr. Majors uses a multi-disciplinary approach to help organizations transform beliefs, behaviors, practices, structures, and cultural norms. Realizing that most often those who feel unvalued and do not belong are Black, Indigenous, and People of Color (BIPOC), Dr. Majors’ work deals specifically and strategically with race, racism, and inequities that play out in a racialized way in the workplace. She is dedicated to supporting social justice organizations in solving their office culture, internal structure, and equity challenges and exploring new models for success. Using the appreciative inquiry model and other transformational tools, Dr. Majors will assist us in doing heart-centered personal development work while incorporating head centered organizational structures and strategies.
Her partner in this work, Ms. Laurie Carlsson, founder and lead consultant of Reverb DEI, will join Dr. Majors. Laurie has spent more than a decade working toward social change, including extensive experience in gender, LGBTQIA, and racial justice. Drawing from change management principles and anti-oppression curricula best practices, Laurie’s facilitation brings participants together through engaging activities and facilitated discussion. She has led sessions for the University of Washington, the Pride Foundation, Brooks Running Company, Keyword Studios, and The National Conference on Race and Ethnicity in Higher Education. In addition to her work leading trainings and workshops, Laurie partners with organizations to develop DEI strategies that positively impact culture and center BIPOC (Black, Indigenous, and People of Color) voices.
The first meeting of the AIT will include Dr. Majors and Ms. Carlsson as we sequence and prioritize the order of required events throughout this academic semester. Your prayers and support for the AIT will be appreciated as we forge ahead, collaborating with every constituency of the Seminary. We welcome questions, insights, and recommendations at email@example.com.
The Antiracism and Educational Platforms Task Force was commissioned by the Seminary to develop substantive and sustainable antiracism training to address racial bias and practices. The task force was comprised of students, faculty, administrators, staff and a member of the Board of Trustees. Together, the task force created these design principles for antiracism formation. View this timeline of the taskforce’s antiracism journey this summer. Read the summary of the task force’s work in this report by Victor Aloyo, Jr., task force chair..
In an effort to establish a common language around antiracism, this glossary from Racial Equity Tools includes a current list of terms compiled from a variety of sources for meaningful and productive conversations.
As the Seminary community travels this journey we welcome your insights. Please accept this invitation to connect with us. We are particularly interested in knowing whether you:
- Would like to learn more about what it means to be antiracist
- Have resources or information to share that will advance the work of antiracism formation
- Are available to mentor a student or alum in their antiracism formation or help them survive and thrive in spite of discriminatory experiences
- Have a personal story to share related to racism or antiracism
Your responses will be sent to firstname.lastname@example.org and reviewed by Victor Aloyo, Jr., associate dean for institutional diversity and community engagement.