Ashby Draws Connection Between Diversity, Leadership and Excellence

In the aftermath of more than a semester of student concerns on diversity and worker issues, Trinity College Dean Valerie Ashby feels a responsibility to ensure college staff and students feel supported.

“Part of my role as Trinity dean is to weigh in and make sure Trinity College staff are appreciated and treated in a way that’s fair,” said Ashby, speaking at a recent meeting of the Arts and Sciences Council. “This includes how we address and support staff who work in the college but who aren’t in the professional ranks.  That issue is concerning to me.  The university is built on their backs.” 

She added that she appreciated that Duke students were supporting staff but wanted to be sure workers can speak directly with administrators.

“If the staff can’t talk to us, they’ll talk with students,” she said. “We know that.  It’s important to give voice to the people who are less powerful. We must think about how Trinity can support them.”

She said this position was consistent with the college’s strategic plan, which is based on three connected goals of excellence; leadership & mentoring; and diversity.

“Diversity is the very definition of liberal arts,” she said. “It’s how we educate our students and show the value of a wide breath of thinking. In that way it’s directly linked to excellence.”

But while the initiatives predate any student protests, Ashby said they also speak to many of the concerns students have raised. A faculty and staff panel is meeting every other week to discuss the topic and will come forward with recommendations shortly.

Some initiatives have already started. Implicit bias training has been held for all Trinity faculty members serving on search committees and for most of the more than 90 professional staff in the school.

Ashby added that administrators have held more than a half-dozen meetings with student leaders who organized a series of community meetings in Page Auditorium this past semester. 

“Discussions are moving forward in a positive way.  We’ve told them that the things you’re talking about are our priorities.”

Ashby also cited progress in providing greater and more consistent support and leadership development for department chairs and faculty at all levels, something she said was inconsistent when she arrived at Duke.

There should be consistency,” she said. “For example, we make this first investment and hire young faculty members and then tell them we’ll come back in a few years and check in on you. That’s not how hiring should be done.”

The range of initiatives include division-wide faculty meetings and efforts targeting newly tenured associate professors.

“What I don’t want is to grow great people and have them decide the only way for them to do great things is go somewhere else,” Ashby said.