Connections Fall 2013

CONNECTIONS the MAGAZINE

of AFLV

I KNOW THERE IS

STRENGTH IN THE DIFFERENCES BETWEEN US. I KNOW THERE IS

COMFORT WHERE WE OVERLAP. •ANI DIFRANCO•

VOL. 5 / ISSUE 033 / FALL 2013

04 BOXES!

JESSICA PETTITT · I AM SOCIAL JUSTICE

Save & Earn.

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When we think about inclusivity, we think about social justice. When we think about social justice – especially related to sorority and fraternity life – we think about Jessica Pettitt. Using stories from her own life and students she has advised, Jessica shares some simple advice about stereotyping; how it can be useful; and more importantly, how stereotyping does not tell the whole story.

08 CREATING INCLUSIVE SOCIAL ENVIRONMENTS: IT BEGINS WITH YOU

LARRY D. LONG · MICHIGAN STATE UNIVERSITY Developing our fraternal organizations to be more inclusive may seem like a daunting task.

After all, we’ve said it many times – change is not easy. But it’s possible. Larry realized that he was capable of making change. He shares personal advice and strategies for making our social environments more inclusive.

12 GET OUT OF YOUR BOX AND STAY THERE!

THOMAS WHITCHER · UNIVERSITY OF CALIFORNIA, DAVIS ELYSE GAMBARDELLA · PHI MU FRATERNITY If you know your fraternal history, you know some of the reasons fraternities and sororities were founded: to fill emotional voids while away at college and to find supportive, familial environments. Not much different than today is it? New organizations that exist to support varying identities are founded every year. Thomas and Elyse explain the evolution of fraternal organizations and steps you can take to ensure sororities and fraternities remain relevant as campus dynamics change.

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COLUMNS

002 // Letter from the Editor 018 // From the Road 020 // Taking Action 022 // Facilitation 411: Creating Inclusive Environments 025 // Sorry, We’re Not Sorry 026 // Busted!

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CONTRIBUTORS THOMAS WHITCHER UNIVERSITY OF CALIFORNIA, DAVIS • TEWHITCHER@UCDAVIS.EDU Thomas currently serves as a Sorority and Fraternity Life Coordinator at the University of California, Davis where he works with the 35 cultural, professional and service-based fraternal organizations on campus. In his spare time, he enjoys skiing, running and the outdoors when he is not doing coursework for his doctorate degree. Thomas lives in Sacramento, CA and holds a bachelor’s in history and a master’s in higher education administration.

Sororities and fraternities are not exactly inclusive environments. That’s not easy for me to say because I wish I could say the exact opposite.

Unfortunately, it seems every year some of our organizations falter in one way or another–a racist party theme, homophobic comments, sexist behavior. And that adds to the slew of negative press that follows fraternal organizations for life.

Letter from the Editor

It’s ironic that we sometimes forget our history, because fact is, many of our organizations were founded because members were not allowed to join other collegiate groups. The first sororities were founded because women were restricted from joining fraternities, men’s literary societies, and other organizations. The first historically Black fraternity, Alpha Phi Alpha Fraternity, Inc., was founded because black students were not permitted to join predominantly white organizations. The same rings true for many other culturally-based sororities and fraternities.

Fortunately there are several examples of organizations making significant changes to become more inclusive and setting the example for inclusive membership practices, social activities, and more. On the inter/ national fraternity and sorority level, board members are discussing changes to policy to serve transgender students that join or are considering joining. Local house corporations are making accommodations for students with disabilities. Councils are welcoming less traditional organizations to their ranks–fraternities and sororities for commuters, nontraditional students, veterans, and more. Chapters are revising recruitment practices and providing stronger membership education to focus more on returning and transfer students.

This issue is dedicated to creating inclusive environments. Sororities and fraternities are making progress every day. The articles and resources in this article can help your chapter or council become a more inclusive environment for all members and prospective members.

Editor Connections Magazine @CarolNickoson 002 // connections // 2013 • FALL

Elyse Gambardella Phi Mu Fraternity • egambardella@phimu.org Elyse Gambardella is the Director of Leadership & Curriculum Development at Phi Mu Fraternity. Prior to her work at Phi Mu, she worked at Old Dominion University as the Coordinator for Leadership and the University of Houston as the Greek Housing Coordinator. Elyse served as a volunteer for her sorority, Delta Delta Delta, and is currently active in the Atlanta Alumnae chapter. She attended the University of Vermont and received a bachelor’s degree in psychology and women & gender studies. Elyse holds a master’s degree in student affairs in higher education from Miami University. While at Miami University, Elyse became an intergroup dialogue facilitator and continues to use these skills to engage in social justice dialogue with collegians and colleagues. In her free time, she enjoys traveling, baking, and spinning.

JESSICA PETTITT I AM SOCIAL JUSTICE • CONTACTME@IAMSOCIALJUSTICE.COM • @JESSPETTITT Jessica Pettitt is the “diversity educator” your family warned you about. Through teaching, writing, and facilitating tough conversations, she has figured out how to BE the change she wants to BE. Now it is your turn! As she travels around the country, you can catch up with Jessica on Facebook (www.facebook.com/iamsocialjustice), YouTube (http://www.youtube. com/user/pettittjess), LinkedIn (http://www.linkedin.com/in/iamsocialjustice), and Twitter (https://twitter.com/jesspettitt).

LARRY LONG MICHIGAN STATE UNIVERSITY • LARRYDLONG@GMAIL.COM Larry Long serves as the Management Analyst for Student Success Initiatives at Michigan State University. He is passionate about fraternity/sorority life and has contributed to the fraternal movement by researching and presenting on fraternities and sororities as learning environments, leadership development, values congruence, and the experience of lesbian, gay, bisexual, and unsure/questioning members. He is a member of Alpha Tau Omega Fraternity and the Recruitment Advisor for the Michigan State University colony of the Beta Theta Pi Fraternity.

BOXES! OR, WHAT ELVIS CHAPELS, BEING “RIGHTER,” & NOTE CARD STEREOTYPES CAN TELL US ABOUT INCLUSIVITY.

By Jessica Pettitt • I Am Social Justice

In social justice educator speak, I use and often hear “both/and” to describe a complicated situation where there isn’t a clear answer.

Perhaps there are two answers or two things, experiences, feelings, realities, can be held true at once.

For example, today is my seventh wedding anniversary; better stated – our seventh wedding anniversary.

Over breakfast, we were retelling the adventure of our meeting, dating, and “getting hitched” at the Elvis Chapel in Las Vegas. We both remember different things and have forgotten bits and pieces of the story. Together, everything is true even though it doesn’t fit nicely into a box. I listen to my partner’s stories and I tell mine – we leave enough space for each other’s memories and perspectives to fit into what may or may not have actually happened seven years ago.

This is an important reminder that we like our boxes to be firm definitions of a reality. We want truth, and I argue that we want to be right or “righter” than others.

This comes to fruition when we also talk about our fraternal and/or sorority affiliations. As I was trying to learn the different councils and organizations, I often “boiled them down” to something I could remember.

I would lean on these clues to jog my memory and so that I could differentiate between different organizations that I had not personally experienced. I reduced the long histories or organizations to key alumni, professions, colors, style or presentation, and symbols. I then found myself feeling “righter” when I could share these organizational reductions with others that didn’t know what I was talking about. An Alpha or a Kappa would be black men, Alpha being gold and black, Kappa being red and should not be confused with Alpha Phi or a Kappa Alpha or an Alpha Kappa Alpha. I am a lifelong member of a women’s organization that is called a fraternity instead of a sorority. Our “note cards” so to speak of other organizations are both useful and truncated, if not offensive. It is important to be respectful of the histories and details of the many different organizations on our campuses while also being realistic that there are A LOT of details to remember and even more that are private to that particular membership. The same applies with different councils and leadership positions. Your organization; your council; your perspective is valid and only one, but not the only one.

This summer I was honored to speak at the 10th anniversary Gamma Rho Lambda convention hosted

by Arizona State University in Tempe. Gamma Rho Lambda is a national women’s sorority that strives to be inclusive of all members – lesbian, bisexual, ally, transgender, questioning, straight, or with no label.

The Alpha Chapter started the year before I worked on campus where I served as one of their advisors.

I am now an honorary member and a national advisor to the young and growing organization. As GRL grows, opening new chapters across the country every semester, an interesting and persistent challenge still exists. Who are we? How do we fit in with the other organizations? How do we differentiate ourselves from the others to be ourselves? These are questions I hear across many different campuses, councils, and organizations. This is a both/and question. How do we both fit in and stand out? How can others include us while also holding our complicated realities?

I challenge you as a student, mentor, advisor, leader, professional - roles that every reader will hold at some point - to determine how you write your “note cards” for other organizations and if you leave room for complications. To be inclusive isn’t to be “righter” – to be inclusive is to be open to being wrong.

I asked members of the GRL Council to share as an example how their interactions with other councils and organizations included and excluded them on campus and found very common experiences as when I work with other chapters such as Delta Gamma. The pattern is that there is a stereotype of who is in the organization that isn’t always accurate. This stereotype funnels a certain “type” of potential new member to

the organization while also drawing others away. GRL often is referred to as the “lesbian sorority” while DGs are often the “brunettes.”

“As a member of GRL, I think the biggest thing we wanted other Greeks, our advisor, and people in general to understand was that we weren’t just a bunch of lesbians. In fact, there was a point in my undergrad that only one person out of all of us identified as a lesbian. Yet, every year we heard from potential new members that other Greeks suggested they rush the “lesbian” sorority. We spent a lot of time educating Greek life about the spectrum of identities and how none of us fit in one big, gay box. I am in a sorority with brothers and sisters and siblings and that is okay.”

“I am not rich or a snob,” said one sister of DG. “I am not sure how we as a chapter can over come this stereotype to be more open to other women that don’t want to be seen as a rich snob when there are also women that really want to be associated with that stereotype lining up at our door. We both need the numbers for recruitment to fill our house and I wish, as recruitment chair, I could leave beds empty in exchange for real women that want to serve the world – not go shopping.”

Kristen Hadeed NEW SPEAKER 2013

www.campuspeak.com/hadeed

To dispel stereotypes – we would need to engage in a real conversation with one another. Most importantly, we need to listen to the other person and leave room to be wrong. Ideally, the values of each organization could and maybe should inform our stereotypes or note cards of each group. What if Delta Gamma was known for “Doing Good” instead of the way we dress or the vehicles we drive? What if we engaged in a conversation and asked questions? A GRL Council member reflected and stated, “I would rather explain my own identity and my own view, than have you hear it through other people because you don’t want to offend me by asking. It’s not offensive, just ask!” This isn’t just for the queer community, but for all of us when engaging in someone from a different organization. Bonus round: perhaps this can even be a discussion opener with your own chapter members.

The differences in each of us is as important as the commonalities in our values.

What if you took the time to invite someone that you haven’t spent a lot of time with (in your class, chapter, council, or not!) and really got to know them. Much like non-affiliated people have a stereotype of us “Greeks, ” we have them for each other. We both need to stick together and support one another and differentiate ourselves from one another. As we meet non-affiliated people, we can recommend our chapter and/or other organizations to help them feel connected to something bigger. We can sit down with someone we don’t know and share our story and listen to theirs.

Much like my partner today, seven years after walking down a short aisle for our three minute wedding with Elvis’s Dad, we still learn and listen to each other – not being “righter” than the other and leaving space inside of each other’s boxes for the other.

FROM HITTING THE BAR TO SETTING THE BAR In 2009, when she was just 20 years old, Kristen founded Student Maid™, a unique house-cleaning and concierge enterprise that solely employs college students who maintain a GPA of 3.5 or higher. On top of regularly speaking on college campuses, Kristen employs over 350 students and devotes much of her time to mentoring Student Maid™ team members. Kristen knows that there are many college students

Scan this QR code to watch a promotional video of Kristen.

who are eager to start making their mark. In her inspiring leadership keynote, Kristen shares the most intimate details of her journey from college student to the owner of a cleaning empire, and recounts valuable lessons learned from neardisasters and complete failures. Kristen empowers students to become leaders worth following, on campus, in their organizations, in their communities or in the business world.

For more information about Kristen and her keynotes, contact CAMPUSPEAK at (303) 745-5545 or e-mail us at info@campuspeak.

CREATING INCLUSIVE SOCIAL ENVIRONMENTS: IT BEGINS WITH YOU

By Larry D. Long • Community Director • Michigan State University

WHAT DOES BEING INCLUSIVE REALLY MEAN?

Many of us automatically think about race when we think about inclusion or diversity, but it goes so much farther than that. Think about inclusion in a different context and you will find that inclusion means being all-embracing, holistic, integral, and universal. This includes sexuality, political beliefs, age, and more. Is it welcoming for a staunch conservative to walk into a house full of Obama posters?

When chapter members use the f word or say “that’s so gay,” does that embrace and include all sexualities? If all your recruitment events involve athletic events, are you welcoming students with physical disabilities?

Recruitment is all about social excellence, so creating an inclusive social environment in your chapter and community often begins with your recruitment practices. Think about your recruitment marketing materials. This is the very first impression for people who want to know about your community. Do your marketing materials honestly represent all the members of your community? While it’s nearly impossible to capture the diversity of hundreds or thousands of members, it is important that all potential members know they can participate in recruitment and join a chapter.

On the other hand, many argue it’s inauthentic for publications and promotional materials to falsely represent a community’s diversity by putting an equal number of men and women of color in publications for a community that has few racially diverse members. But think of it this way: if these same publications didn’t include images of all types of people, would heterogeneous students feel welcomed to participate in recruitment?

As we move beyond how we display ourselves in print and media, let’s think about the initial impressions we give to non-members and/or potential members, oftentimes within the recruitment process. What type of language do we use? What type of humor is acceptable? Are we friendly and willing to meet anyone who displays an interest in our organizations?

Try it, you will notice a change in others (and in yourself) if you stick with it. At the beginning, some may abstain from making racist/sexist/etc. jokes simply because they know you’ll address it. It’s not the ideal reason to refrain non-inclusive behavior, but it’s certainly a start. Eventually those with whom you communicate regularly will change their beliefs in addition to their behavior.

One of the unfortunate realities for fraternities and sororities is that we’re often the butt of people’s jokes and sweeping assumptions.

So, we can relate to members of underrepresented groups in this way: we’re not all the same, and are jokes and stereotypes that insinuate we are funny? No.

Aside from supporting inclusivity, speaking up has had a secondary effect of improving my relationship with others. I became an ally for people who might have been offended by a remark, but did not feel comfortable speaking up. I challenge you to do the same. Will you speak up when you hear prejudice or observe problematic behavior?

As an undergraduate, it always bothered me when people made heedless or bigoted remarks, such as “that’s so gay,” “retarded,” and expressions that denigrated women and other groups. Despite my feelings toward the expressions, I had the false belief that as long as I refrained from using those expressions I was behaving in a culturally sensitive manner. My perspective changed as a graduate student when I attended the Response Ability Project, a bystander intervention program. Refraining from using non-inclusive and offensive language is not enough. I learned that by remaining silent I enabled the harmful behavior to persist. Moreover, I missed opportunities to actively create inclusive environments and educate others on the potential impact of those expressions. I challenged myself to speak up.

STRATEGIES FOR SUCCESS: Prepare yourself. Educate yourself on bystander behavior and ways to intervene when you observe problematic behaviors. A great resource is Speak Up!, which gives examples of how to confront friends, other students, and family members. Practice what you would say and challenge yourself to intervene the next time an issue arises.

Choosing to speak up and call others out was challenging at first.

When something triggered me, my heart began to race and my mind thought of all of the possible reactions from speaking up to remaining silent. “Do I ask the person to pick up the litter he threw on the ground?” “Do I challenge my classmate’s assertion that the professor’s grading system is gay?” “Do I challenge my student for making a culturally insensitive joke?” What I learned is that speaking up and standing for ones values gets easier with practice. The more you do it, the more naturally it will come to you.

Confronting non-inclusive behavior and language doesn’t have to feel aggressive or uncomfortable. I started small. I first began to speak up during one-on-one interactions. My response might have been correcting someone’s expression, challenging the person’s belief, or simply stating that I do not share the same belief. If I did not feel comfortable speaking up in the moment, I followed up with the offender or affected individuals later. Soon I began speaking up in small social settings and eventually in larger groups and the anxiety I experienced when speaking up began to subside.

One thing that becomes apparent when people begin to speak up non-inclusive language or behavior is the high level of vulnerability one shows by doing so. The more you speak up and call others out on their behavior, the more conscious you become of your own. Oftentimes, people don’t realize their own racism or tendency for a double standard until they notice it in another. While this can be a tough reality to face, it’s a learning and growing process that improves and aligns your own behavior.

This type of reflection forces most to examine on a deeper level their commit toward inclusivity and equality and allows them to more fully understand why they want to fight racism, sexism, homophobia, and more. This type of reflection is important for anyone to experience.

Initially, I challenged myself to speak up in order to align my actions with my values. Since taking the challenge, I have sought more active approaches for developing inclusive environments. As a community director and a fraternity advisor at Michigan State University, I have facilitated conversations on masculinity, conducted safe zone training sessions on supporting LGBTQ students, and organized cultural immersion programs.

010 // CONNECTIONS // 2013 • FALL

Examine your beliefs. Know where you stand and why. Be ready to thoughtfully and kindly answer the questions, “Why/how do you believe that?” All human beings, even members of underrepresented groups, can have negative beliefs about other groups of people. Do you engage in group homogeneity, which is assuming that all the members of a certain group act, look, and think exactly alike? Do you secretly believe that some groups of people are bad or inferior? Do you assume that everyone of another group will dislike you automatically before meeting you?

Know when to pass. I encourage you to speak up when you observe situations of bias or problematic behavior, but you should also know your limits and consider your safety. If speaking up does not seem appropriate in the moment, you can follow-up later. If possible, you can approach the offender at a later point in time and describe how the situation made you felt. You can also approach someone who might have been negatively affected and share your thoughts on what you observed.

JUSTIN JONESFOSU EXPERIENCE HUMOR, ENERGY, BUT MOST IMPORTANTLY, PRACTICAL STRATEGIES ON BECOMING MORE COLLABORATIVE!

Educate others. As you learn about being an active bystander and speaking up against biased speech, take the time to educate others about bystander behavior and encourage them to speak up, as well.

Verbal confrontation doesn’t always work, nor is it always necessary.

Sometimes simply speaking intelligently and thoughtfully about your own beliefs can deeply influence another’s behavior and beliefs.

Assume the best in others. Even when you hear another saying something offensive, don’t assume they’re purposefully being hateful. Some don’t fully understand the joke they just told is offensive while others may use offensive language just to fit in. For example, if a fraternity man tells a homophobic joke, he may be saying it to feel more included in a hyper masculinized group rather than actually feel negatively toward LGBT people. Consider the possibility that your action of speaking up will make that person feel more confident being an Ally.

RESOURCES: Speak Up! / Speak Up! is a resource tolerance.org that describes how to speak up when observing bias incidents. http://www.tolerance.org/publication/speak The Response Ability Project / This is an educational program on bystander behavior. You can also go to the website to take a pledge to be an “every day hero” and stand up to problematic behaviors. http://www.raproject.org/

Unhealthy competition among fraternities and sororities should never erode the progress of effective collaboration!

In his newest keynote, BEyond yOURself: Building Collaboration in the Greater Campus Community, Justin reveals how fraternities and sororities may get along on the surface, but behind closed doors (and sometimes not so behind), there are divisive rivalries and unhealthy competition. His keynote is the first step in helping them be more collaborative than competitive.

Also, ask us about Justin’s other keynotes for college student leaders, diversity, starting off college right and achieving healthy relationships.

With Justin’s humor, wisdom and motivation, chapter leaders and members will leave his keynote inspired and knowing how to avoid bad collaboration to achieve collaboration that has a positive impact on their campus, and how to create a shared vision that is bigger than just one chapter or council.

For more information about Justin and his keynotes, contact CAMPUSPEAK at (303) 745-5545 or e-mail us at info@campuspeak.com. See a promotional video of Justin at www.campuspeak.com/jones-fosu.

Get out of your box& sta there!

Social justice and diversity education remains a priority on college and university campuses across North America. In recent years, there has been a push to encourage students to expose themselves to those who are different from them. Seems effective, right? To some extent, yes. However, this approach has not changed the campus environment and oppressive behaviors still exist (Torres, 2009). In recent months, our Facebook timelines and Twitter feeds have been flooded with news headlines that include examples of how fraternity and sorority students have contributed to this type of environment by engaging in racist, homophobic, and hypermasculine behaviors.

by Thomas Whitcher University of California, Davis & Elyse Gambardella Phi Mu Fraternity

012 // CONNECTIONS // 2013 • FALL

Get out of your box & stay there!

Some individuals may find it ironic that a magazine for fraternity and sorority leaders decided to do an issue on inclusion given the expressed lack of sensitivity by a select few. However, we’ve become really good as a community at separating ourselves by our social identities: men/women, AfricanAmerican/Arab/Asian/Latino/White, lesbian/ gay/bisexual and Christian/Jewish/Muslim to name a few. Putting people into boxes is almost second nature to what we do and to a certain degree, commonly accepted when you look at how the fraternal movement has evolved over time. However, we have gravely missed the mark in understanding how diversity is in the foundational composition of our organizations. By examining the role diversity has played in the shared history of all fraternal organizations, we can understand our challenges and focus on solutions.

DIVERSITY & THE ORIGINS OF THE FRATERNAL MOVEMENT When looking back at the founding of the first fraternal organizations in North America, it is important to understand what the student experience was like circa 1800. Individuals who had the opportunity to attend an institution of higher learning were white males from affluent families. Students often traveled for numerous days via horse to get to their respective institutions where they would often stay on campus in boarding houses for a number of years until they completed their schooling. Their daily activities were structured starting with prayer before the sun rose and ending in the same manner long after it fell back behind the horizon.

This mundane routine was exacerbated by unheated dormitories, ill tasting meals, and a lack of privacy.

014 // CONNECTIONS // 2013 • FALL

As higher education progressed and new populations gained access, students found themselves in environments that did not reflect their own identities. Women commonly found themselves sitting in all-male classrooms with all-male faculty where they were often questioned about the intellectual ability to compete with their male peers. This alienation by the dominant male c u l - ture coupled with the emotional void in the absence of family and a supportive environment provided fertile ground for the establishment of women’s fraternal organizations. African-American “students formed the National Pan-Hellenic Council groups in response to formal racial exclusionary politics and pervasive racial segregation on American college campuses” (Brown, Parks, & Phillips as cited in Park, 2012, p. 2).

Homesickness a n d the desire to e s c a p e the oppressive regimen of academia remained rampant among students.

Students longed to engage in discourse over the pressing issues of the day or anything other than Ancient Rome, Latin and the Bible. It is out of this emotional need of students that the first fraternal organizations were born, filling the emptiness left by family, friends, and a familiar community and the craving to engage in conversations on poli- As the fraternal movement grew, fraternities tics, new theories, and the starting of a new and sororities filled the emotional needs of country (Rudolf, 1990). students that were neglected by colleges It is here at the start, where we see the dy- and universities. They provided camaraderie namics of dominant and subordinate iden- amongst their members providing a sense tities come into play. The faculty in the for- of belonging and comfort of home that was mative years of higher education used their missing. For others, fraternal organizations dominant power to set the curriculum that helped members navigate unchartered terwould be studied by students and structure ritory as populations of underrepresented the day providing for little time to oneself. students increased. We see this same patFrom this oppressive culture, students used tern repeat itself numerous times with Asian what little power they had to form literary so- & Pacific Islander; Latino; and lesbian, gay, cieties as an outlet to learn about “science, bisexual, and transgender based organizaEnglish literature, history, music, and art” tions emerging to fill the emotional void and which were left out of many college curricu- provide a sense of comfort in environments lums (Rudolf, 1990, p. 144). It was out of this that have not fully embraced them. neglect for the student experience that Phi Beta Kappa, the first Greek-letter fraternity, was born in 1776. Colleges reacted to these first forms of student activism by broadening their curriculum, expanding book collections and opening libraries for multiple days during the week. However, they failed to offer an escape from the dreary monotony of college life from which the first social Greek-letter fraternities were established as a means “to bring together the most urbane young men on the campus into small groups [and] fill the vacuum left by removal from the family and the home community” (Rudolf, 1990, p. 146).

IDENTIFYING A CYCLICAL PROBLEM While many would look at this evolution and think how great it is that there is a fraternity or sorority for everyone, there is an inherit problem with this model. As Park (2012) suggests, intersecting social identities can “shape students’ sense of belonging, or lack thereof, in college, as well as their perceptions of peers” (p. 1). From a sociological perspective, individuals gravitate towards those who look like them and share similar viewpoints and life experiences. This gravitation by today’s college students is strikingly similar to those who founded the first fraternal organizations as they tried to fill the emotional void left by the comforts of home.

This natural student cocooning in environments that are most comfortable for themselves has been a great retention tool for colleges and universities but has also provided a barrier in helping students understand differences. White students are more likely than any other student demographic to affiliate with a fraternity or sorority and (Sidanius, Levin, van Laar, & Sears as cited in Park, 2012), “are less likely to have close friends of other races during college” (Park, as cited in Park, 2012). Similarly, fraternities and sororities historically serving underrepresented students provide equal barriers to developing friendships outside of their self-selected social identity groups while concurrently supporting their personal social identity development. Most importantly, these groups provide a strong sense of belonging and develop cultural capitol in navigating campus life.

However, this dynamic runs contrary to the mission of our host institutions who are working to prepare students (and our members) as productive individuals of a global society. If we’re to remain relevant in preparing our members to meet this need, then we too need to prepare them for the increasingly interconnected world they’re about to enter.

NO MORE EXCUSES, TIME TO ACT How many times have we heard these phrases come from our brothers or sisters: “I don’t see color,” “My best friend is gay,” “We have a Black/Gay/Asian/insert other minority here in our chapter,” “What’s the big deal?” This type of colorblind language is often used by individuals to defend their actions by using the social identities of friends, brothers or sisters as an excuse not to foster an inclusive environment. As our communities begin to cultivate more inclusive atmospheres, we need to stop accepting excuses and starting owning our mistakes. From here, we can begin to understand the impact and messages the everyday language and behaviors of our members send to those on campus.

Developing inclusive communities is a process that many students start and never see the fruit of their efforts. To help you begin your journey, use the following check lists as an opportunity to reflect and think critically on how you can begin transforming your community.

Do’s & Don’ts of Creating an Inclusive Community

DO THINK ABOUT THE IMPACT OF SOCIAL EVENTS & T-SHIRTS. Degrading social events and t-shirts have become entertainment for many fraternities and sororities. When planning events, consider the following: 1) Would our founders be proud of the theme? 2) Does the theme make fun of oppressed groups? 3) Would all members in our community feel welcomed at the event? 4) Is this the best representation of our chapter and community? 5) Does the theme contradict our values?

DON’T ASK PEOPLE TO SPEAK FOR AN ENTIRE GROUP OR COUNCIL. On the college campus, many students with marginalized identities report feeling invisible or sticking out like a sore thumb. This experience is heightened when they are addressed as spokespeople for their whole group. Refrain from making generalized statements about populations of people. When speaking about personal experiences, be specific and use “I” statements.

DO MAKE AN EFFORT TO GET TO KNOW YOUR COMMUNITY. It can be very easy to remain in our comfort zones. Create relationships with other chapters and councils. Create a culture of collaboration and meaningful relationships by attending events, socializing, and co-sponsoring educational and social programs on campus and in your local community.

DON’T BE AFRAID TO SPEAK UP AND CREATE CHANGE. Recent literature suggests college students are involved in efforts to create inclusive communities and many college students continue to challenge oppression and injustice.

When put in uncomfortable situations, silence can be just as impactful as words. Find your allies in your chapter and community. Together, develop a plan for accountability.

Challenge yourself to address offensive language and hold yourself accountable as well to creating a space where members feel welcomed. Reach out to faculty, staff, and community members. They can help you develop the skills to confront an inappropriate joke, present a new perspective to your peers, or get your chapter on board to broaden their relationships on campus.

DO EDUCATE YOURSELF. Involve yourself inside and outside the classroom. Learn about the experiences of others and also take the time to reflect upon your own identities and experiences with diversity.

You can gain new perspectives by creating relationships with peers, attending campus events, taking a class on social issues, and studying abroad. Many college campuses offer an ally training for faculty, staff, and students. Consider registering for this training to engage in critical dialogue, gain new skills, and learn how to create positive change.

DON’T MAKE EXCUSES. It is all too common to hear students defend their actions and behaviors with statements such as “it was only a joke!” or “it was just a party. What’s the big deal?” If you, your chapter, or community engage in behaviors that may be offensive, take the time to listen to other perspectives. Allow time for learning and reach out to campus resources to help educate on identities and social issues.

Understanding Impact versus Intent Can you step for me?

As innocent as this phrase sounds, it creates an assumption that stepping is the sole purpose of culturally-based groups. The phrase can also devalue the rich history, values, and mission of the organization. Instead of asking a culturally-based group to step, inquire about their founding, educational programs on campus, service and philanthropy, and their values.

That [insert degrading theme] party was just a joke.

I don’t understand why people are freaking out.

The marginalization of identities and cultures through theme parties, t-shirts, and other actions is a concern students should take seriously. When planning social events or ordering t-shirts, consider the impact you can have on a social group.

My chapter definitely doesn’t discriminate and I don’t either.

Some of my best friends are [insert social identity].

Just because you have some friends who are different from you or identify with a marginalized group, does not mean your actions or behaviors are always inclusive. Be careful not to tokenize your friends or acquaintances and use their background to defend your thoughts, actions, and behaviors.

December is coming up. Time to plan our Christmas social.

While holiday socials are fun, not everyone celebrates Christmas.

Holiday events typically center on dominant religions and can ostracize individuals. When planning holiday events, consider all religions, faiths, beliefs, and backgrounds.

I can’t believe that person is interested in our chapter.

They are like 30 and much too old.

We all need to show up to intramural games to show chapter unity.

Intramurals are fun and can create healthy camaraderie throughout the community. However, sometimes we celebrate unhealthy competition and promote a hypermasculine ideal for our physicallyabled brothers and sisters. Yes, support your brothers and sisters on the field, but also consider other ways to create brotherhood and sisterhood.

This year, we are going to partner with [insert council] for Homecoming. There’s no need to pair with any other council on campus. If we keep winning, why mix things up?

Collaboration with chapters and councils is awesome and encouraged! However, a great way to get to know your community is to form relationships with multiple chapters and councils. Participation in campus events should be fun, exciting, and a great avenue to meet new people.

How does that chapter even function with 10 members?

I just don’t get how you can have brotherhood or sisterhood in a chapter that size.

A few years ago, I facilitated at a campus leadership institute. I attempted to compliment the participants by recognizing their leadership in chapters ranging from 30-70 plus members. There were leaders in the room from chapters much smaller than 30. This statement created a space where these members felt excluded, devalued, and not recognized as a leader.

Often times, we as fraternity and sorority members, create this ideal potential new member. This ideal member is typically between the ages of 18-20. This age limitation can deny many talented, intelligent, and dependable individuals who can contribute a great deal to the organization. Get to know all members who are interested in your organization. Ask them what kind of experience they are looking for by joining a fraternal organization.

REFERENCES: Park, J.J. (2012). Asian American women’s perspectives on historically white sorority life: A critical race theory and cultural capital analysis. Oracle: The Research Journal of the Association of Fraternity/Sorority Advisors, 7(2), 1-18.

Ugh! That event is so gay.

Our chapter is definitely not participating.

Rudolf, F. (1990). The American College & University: A History. Athens, GA: The University of Georgia Press.

First of all, we didn’t realize that event had a sexual orientation. Secondly, this phrase can make people feel isolated and conveys that there is something wrong with being gay. The use of this phrase creates a hostile environment.

Don’t worry about dues. Just have your parents pay.

Many of us will agree that money is a hard topic to discuss. Even college students worry about finances and bills. Try not to assume that members have parents who financially support them with fraternity and sorority bills.

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Torres, V. (2009). The developmental dimensions of recognizing racist thoughts.

Journal of College Student Development, 50(5), 504-520.

FR OM THE RO AD FRATERNITY PAVES ‘NEW PATH FOR MUSLIMS ON CAMPUS’ UNIVERSITY OF TEXAS AT DALLAS

A joke about starting a Muslim fraternity between student Ali Mahmoud and a friend has become a reality at the University of Texas at Dallas. Alpha Lambda Mu Fraternity is believed to be the first Muslim fraternity in the nation. Founded

by Mahmoud, who is the chapter’s president, and friends in February, the fraternity is in the process of expanding to several schools around the United States.

The organization’s Greek-lettered name comes from the phonetic equivalent to the Arabic letters, Alif Laam Meem, which appear throughout the Koran and are quickly recognized by Muslims. While most of the interest at UTD has been from Muslim students, Alpha Lambda Mu is open to any student that expresses an appreciation for Muslim values or an interest in learning about Islam.

In its short existence, Alpha Lambda Mu members have participated in a wide variety of activities that positively represent fraternities. Most of the members’ time spent with the fraternity is in the context of community engagement or service.

Members have volunteered time and resources at a local homeless shelter, spoken for women’s rights at a domestic violence prevention rally, assisted with cleanup after tornadoes hit Moore, Oklahoma, and even drove several hours to bring supplies to victims of the West, Texas plant explosion.

“Mahmoud said as someone who has mainly grown up in a post-September 11 nation, he has often felt defensive about being Muslim.

“Giving young Muslim men a safe space in a fraternity where they can naturally develop who they are … without the fear of being judged or attacked is something that I’ve seen as an urgent need for college-aged Muslims all around the country.”

YOU CAN READ MORE ABOUT ALPHA LAMBDA MU HERE:

http://www.today.com/news/fraternity-paves-new-path-muslims-campus-8C11144930

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AFLV // 019

Since its founding in 1918, Phi Mu Delta has taken pride in its inclusive roots. It is the first men’s fraternity to admit men from any race, faith, or socio-economic position. Additionally, Phi Mu Delta was the first on many campuses to welcome and initiate African-American and Jewish members into the order.

In the late 1990’s the fraternity recommitted to these values by including sexual orientation into fraternity membership policies. These values and policies served the organization well when they were presented with the complex situation of transgender membership in the fall of 2011.

As a fraternity with deep roots in the Northeast, Phi Mu Delta was very excited to be invited to start their first southern chapter at Longwood University in Farmville, Virginia, in September 2011. This was the first fraternity to be invited to campus to start a group from scratch and there was considerable pressure to make sure that the organization was not only successful, but that it would also attract the very best and brightest members to the group. As it goes with most fraternity expansions, there was opportunity to meet with many outstanding campus leaders, scholars, and game-changers. During the colonization period, the team met with an excellent young man who was definitely a leader at Longwood. He was the president of several student organizations and was committed to making Longwood a more inclusive community. He was just the type of man the organization was looking for as a founding father! Soon after the second meeting with this individual an offer of membership was made.

Shortly after the offer of membership was made, Phi Mu Delta learned that the potential new member was not male, but was by definition of university records, female. Within a few hours, several meetings took place with university administration that had Phi Mu Delta once again revisiting its founding values.

The university was concerned that Phi Mu Delta would no longer honor the invitation to the potential new member. While this might seem like an easy decision to make on behalf of the Fraternity, there were Title IX implications for Phi Mu Delta and the decision could have some bearing on the ability to remain a single-sex organization. Phi Mu Delta took the position that they would honor the invitation, stand by its founding values, and, if faced with legal issues down the road, they would support the transgendered member.

Unfortunately, the student never accepted the invitation to join Phi Mu Delta. However, the organization recognized that this would not be the first or the last time that consideration of transgendered members would need to be addressed and the organization needed a policy that focused on transgender members. Phi Mu Delta also recognized that there are currently alumni members of the organization who have transitioned, and there is a need to continue to support and recognize them as members in good standing. After many conversations with Phi Mu Delta’s legal team and discussions within the National Council, the organization to passed a Position Statement on transgender membership in November 2011.

Phi Mu Delta’s policy on transgendered membership is a start.

It is just the beginning of a much larger conversation that needs to take place in all of our organizations. What is clear to the authors of this article is that lots more dialogue needs to take place to clarify and fully understand the implications of transgender membership in single sex organizations.

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TAKING ACTION

PHI MU DELTA:

STANDING BY THEIR FOUNDING VALUES THOMAS MURPHY Executive Director • Phi Mu Delta KATE PLANOW Former Assoc Director of Fraternity & Sorority Life • Longwood University Assistant Executive Director • Alpha Epsilon Phi KAYE SCHENDEL Director of Global Initiatives • Delta Upsilon National President • Sigma Sigma Sigma Sorority

1/4 PAGE AD

OUT & GREEK CONFERENCE FOR LGBT & ALLY FRATERNITY & SORORITY LEADERS

APRIL 10-13, 2014 / SAN DIEGO, CALIFORNIA FEATURED SPEAKERS Shane Windmeyer BEST-SELLING AUTHOR & NATIONAL LEADER CAMPUS PRIDE

KARA LARICKS

OUT LESBIAN, SORORITY WOMAN, & WINNER OF NBC FASHION STAR

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FACILITATION 411: PROMOTING INCLUSIVE ENVIRONMENTS PRIVILEGE IS “ WHEN YOU THINK SOMETHING IS NOT A PROBLEM BECAUSE IT’S NOT A PROBLEM TO YOU PERSONALLY.” DAVID GAIDER

UNDERSTANDING YOURSELF LEARNING OBJECTIVE Encouraging an increased level of respect and a better understanding of others from all areas of life. With this activity, students will be asked to think critically about themselves and the differences and similarities between themselves and others. Three key areas of understanding exist to promote inclusive environments. Participants are encouraged to first understand themselves, then understand their immediate/local community and finally expand their reach to understand the global community. Support students to recognize and appreciate the foundation and the importance of each level.

The goal of each of these activities is education, awareness and understanding. Students will learn through discussion, activities and takeaways about varied experiences and people. Students should become more aware of their actions and the effect on others as well as others effect on them. And students should gain a larger understanding of the tools necessary to build a more inclusive community during their collegiate years and beyond.

FACILITATOR CONSIDERATIONS HOT TIP! Promoting inclusive environments is a continual process. Encourage students to step out of their comfort zone with an attitude for learning and understanding. It is important to regularly work on strategies to proactively increase awareness, acceptance and respect.

Practice makes (almost) perfect. Regularly practicing inclusive concepts, both large and small, throughout the day changes a student’s threshold for understanding inclusivity and ultimately builds respect.

ROOM/GROUP SIZE Can be adjusted to fit the needs of the activity ACTIVITY SUPPLIES Computers for online quizzes or materials for printed assessment/activity supplies Each participant needs his or her own computer or a copy of the printed materials Writing instruments ACTIVITY TIMING Provide students with 5-10 minutes for computer quiz or each section of the printed assessment/ activity supplies WHAT TO DO Learn about yourself. Often, before students can begin to appreciate inclusion, they must first realize who they are. Students can complete Myers-Briggs Assessment or Color Spectrum Activities to learn more about who thewy are.

Free options available: humanmetrics.com/cgi-win/jtypes2.asp or similarminds.com/jung.html are sites that offer free Myers-Briggs-style assessments.

Encourage students to break into groups of similar profiles and encourage them to discuss similarities with questions like: > What are activities that you enjoy? > What frustrates you? > How do you react to new situations?

Learn about how you interact with others.

Once students have completed an assessment that helps them uncover who they are, they can use these results to learn more about how they interact with others.

Encourage students to partner up with someone that has a very different profile than them and encourage them to discuss differences and working together with questions like: > What are activities that you enjoy? How can I support you with these activities? > What frustrates you? How can someone like me work best with you? > How do you react to new situations? What can someone like me do to make this easier for you?

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UNDERSTANDING YOUR GLOBAL COMMUNITY UNDERSTANDING YOUR IMMEDIATE/LOCAL COMMUNITY ROOM/GROUP SIZE Comfort Zone activity needs change based on the type of the activity selected Wide-open space for Crossing the Line activity for the entire group to participate ACTIVITY SUPPLIES Comfort Zone activity may need additional supplies based on the activity selected ACTIVITY TIMING Encourage students to spend an hour for each activity, which could be divided between activity and discussion WHAT TO DO Step Outside Your Comfort Zone. Students should try small opportunities for promoting inclusive environments by putting themselves in new experiences that will broaden their horizon and help increase understanding and awareness. Encourage students to participate in activities like: > Ride the city bus > Attend a campus program hosted by the gay/straight alliance student group > Attend a church service of another denomination or culture > Participate in cross-council activities > Participate in an culture immersion activity like Global Gateway at Heifer Ranch www.heifer.org/site/c.edJRKQNiFiG/b.737833/ > Participate in a Disability Awareness Event After students have completed their new experience, ask them to discuss their experience, you can prompt them with questions like:

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Encourage students to participate in a global experience. Study Abroad trips sponsored through the University or AFLV's The Journey are great opportunities for students to expand their horizons and be immersed in a new culture. Encourage students with this opportunity to take advantage of these opportunities.

Volunteer. Service is the great equalizer; it brings people from all walks of life together and helps them focus on a common goal. Remember when participating in a service experience to come in with an open mind and learn as much as you can. The more we begin to work to help others, the more we understand the importance of a global community. And although any service experience is valuable, we recommend an ongoing service experience to really immerse yourself in this new learning experience.

PLAN FOR SUCCESS People get more out of experiences that they enjoy. When leading or participating in promoting inclusive environments--including understanding themselves--make sure it is an event that helps students change their perspective in a safe, beneficial way. Allow students to have the opportunity to do what they want with the information, it may take days or months or years for them to grasp the concept.

EVALUATION & ASSESSMENT After you’ve hosted or lead any event, assessment is essential for improvement. Consider distributing surveys to participants or sponsor a feedback meeting to gather successes, opportunities and goals for the next program.

“Stand up for what is right.”

It’s a phrase we throw around a lot when we talk about our values, but how often do we actually put it into action? Standing up for what is right is exactly what some members of the University of Alabama Panhellenic Association doing.

Three weeks after bid day, The Crimson White, the University’s student newspaper, broke a story that sparked conversation and coverage from large media outlets across the country. In this story, undergraduate members spoke out against racial prejudice in their chapters.

“Are we really not going to talk about the black girl?” Alpha Gamma Delta member Melanie Gotz asked at membership selection. Members of other chapters spoke to The Crimson White anonymously but called out their advisors and alumnae who run voting sessions.

“She would have been a dog fight between all the sororities if she were white,” one member told The Crimson White in reference to an African-American potential new member.

The fact that this is a contentious issue in a fraternity/sorority community in 2013 is mind boggling, but it sounds like a classic case of “this is the way we’ve always done it.” If chapters in places with a long history of discrimination have always gone along with the cultural norms, what would stop them from making a major change?

Civil rights legislation doesn’t apply to private organizations.

Well, it appears our generation has stepped up to create the change. We know it takes a lot of courage to challenge authority.

During Panhellenic formal recruitment, the recruitment advisors are the authorities in each chapter. We commend the undergraduate women for speaking out and challenging the alumnae to do what is right. Even if they were unsuccessful in the formal recruitment process, their persistence and dedication to their values eventually paid off.

> How did this experience make you feel? > What did you learn about others? > What did you learn about yourself? > How will you change based on this experience?

A lot of credit is given to the University President, Judy Bonner, but honestly, the changes she has implemented seem pretty reactionary. The real catalysts were undergraduate women with the courage to speak out and stand up for what is right.

Understand new perspectives. Sometimes we make the mistake of assuming everyone is just like us. An activity that can help increase a new perspective is Crossing the Line. In this activity, participants line up and walk forward or backward based on questions from the facilitator. This can be a sensitive activity for some participants, be sure to begin with standards for participation and encourage students to participate throughout the activity, if they feel comfortable. It will be a learning experience for them and their peers. A great, detailed version of the Crossing the Line activity can be found at: http://www.unc.edu/depts/ scale/programs/arfiles/crossing_the_line.pdf

Fighting blatant racism when all the odds are against you? THAT is #valuesinaction.

REFERENCE Crain, A. and Ford, M. (2013, September 11). The Final Barrier: 50 Years Later, Segregation Still Exists. The Crimson White. Retrieved September 27, 2013, from http:// cw.ua.edu/2013/09/11/the-final-barrier-50-years-later-segregation-still-exists/.

Sorry,

we’re not sorry!

This is a shout out to fraternal members, chapters, councils, or communities that have opted to do the right (albeit unpopular) thing. These people have stood for what they believe in - their fraternal values - despite the fear or reality of being ostracized or ridiculed. You’ve heard the saying “what’s popular is not always right and what’s right is not always popular.” It’s the truth.

These people have got guts; they’ve owned their values.

LSU FRATERNITY MAY FACE DISCIPLINARY ACTIONS AFTER BANNER MOCKS KENT STATE SHOOTINGS A fraternity at LSU displayed a banner Saturday mocking the 1970 fatal shootings of Kent State college students.

Now, that frat [sic] may face disciplinary actions from the university.

According to multiple media reports, members of the Delta Kappa Epsilon fraternity hung a sign that read “Getting Massacred Is Nothing New to Kent St.,” referring to the Kent State Massacre.

“LSU certainly does not condone this insensitive behavior and poor judgment by the Delta Kappa Epsilon fraternity,” Ernie Ballard, director of media at the university, said in a statement…. “LSU officials have spoken with the fraternity and believe that the students now understand the gravity of their actions. The students have issued a formal apology to Kent State University.

LSU is also working with local and national DKE leaders in an effort to prevent this type of behavior in the future.”

Members of the fraternity issued this apology.

“We, as young college students, did not grasp the full scope of the tragedy and its long-lasting effects,” the statement read.

“This is not how we would like to represent our fraternity as well as our school, and we certainly hope we did not put a negative light on your school’s visit to Louisiana State University.” … Eric Mansfield, executive director of media relations at Kent State, released a statement.

Busted!

Stupid Things That You Have Done Lately The goal of Busted! is to call attention to an event, situation, or practice that has actually occurred and utilize it as an experience that others can learn from. Actions such as these do nothing but reinforce the negative stereotypes of today’s fraternities and sororities.

Embarrassed? Then knock it off.

“We take offense to the actions of a few people last night who created an inappropriate sign and distracted from the athletic contest on the field…

“We would invite those who created the sign to visit our campus and learn more about the event which forever changed Kent State and America.”

REFERENCES: Addo, K. (2013, September 26). Fraternity faces discipline over Kent State sign. TheAdvocate.com. / Retrieved September 30, 2013 from: http://theadvocate.com/home/7074457125/lsu-could-discipline-fraternity-over Heim, M. (2013, September 18). LSU fraternity may face disciplinary actions after banner mocks Kent State shootings. AL.com. / Retrieved September 30, 2013 from: http://blog. al.com/wire/2013/09/lsu_fraternity_may_face_discip.html Hill, P. (2013, September 30). Former OSU student facing charges for hazing with a firearm. KFOR.com. / Retrieved September 30, 2013 from: http://kfor.com/2013/09/30/ former-osu-student-facing-charges-for-hazing-with-a-firearm/

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“May 4, 1970 was a watershed moment for the country and especially the Kent State family. We lost four students that day while nine others were wounded and countless others were changed forever.

... the fraternity has a history of controversial banners…

A history of controversial banners? We just had to know more, so we found another that added just a few more details:

FRATERNITY FACES DISCIPLINE OVER KENT STATE SIGN

FORMER OSU STUDENT FACING CHARGES FOR HAZING WITH A FIREARM

… The fraternity’s LSU chapter has a history of hanging controversial banners including a sign last year that read: “Like the Batman Premiere, We’re Starting Off With a Bang!” It was a reference to the July 20, 2012, mass shooting inside an Aurora, Colo., movie theater during a midnight screening of “The Dark Knight Rises” in which James Holmes is accused of killing 12 people.

STILLWATER, Okla. – Wednesday, Payne County District Attorney, Tom Lee filed charges against an OSU fraternity member for the use of a firearm while hazing.

The fraternity also has previously hung signs making light of the use of chemical weapons against civilians in Syria and the 2011 trial in which Florida woman Casey Anthony was acquitted of killing her 2-year-old daughter Caylee Anthony.

Members of the fraternity have since apologized for the Kent State banner in a statement calling the sign inappropriate and apologizing to the Kent State community and to the people who were personally affected by the shootings…

We understand that there may not be university or fraternity rules prohibiting this kind of behavior and that the members have a right to free speech (the ACLU is even looking at protecting the fraternity if the university disciplines the organization further). What we don’t see is any instance in which these actions align with Delta Kappa Epsilon Fraternity’s founding values: “The cultivation of general literature and social culture, the advancement and encouragement of intellectual excellence, the promotion of honorable friendship and useful citizenship, the development of a spirit of tolerance and respect for the rights and views of others, the maintenance of gentlemanly dignity, self-respect, and morality in all circumstances, and the union of stout hearts and kindred interests to secure, to merit its due reward.”

Okay, so some might argue that the LSU members were just exercising their rights, and maybe that little piece is in alignment with DKE’s values. But we have a hard time seeing how making light of several instances in which innocent people lost their lives represents the not-so-lofty phrase above.

And using another poorly-made banner to apologize? The intention might be there, but the execution … come on.

Next time DKE, a simple “Geaux Tigers!” banner will do the trick.

… Alpha Gamma Rho member 22-year-old, Owen Hossack was charged with two counts of pointing a firearm at an individual with the intent to threaten.

It was a scary ride for two freshmen at OSU on their way to an Alpha Gamma Rho initiation bonfire, when an upperclassman asked if they would take a bullet for their brother.

Now that fraternity member is facing two felony counts of pointing a firearm at another, with intent to threaten...

According to court documents the freshman said the night started with the upperclassmen just “yelling at them about what it means to be an AGR,” but quickly turned dangerous when 22-year-old Owen Hossack allegedly pointed a loaded gun to both of their heads asking them each if they “would take a bullet for their brother.”

The two freshmen told OSU police that 10 seconds after Hossack removed the gun from one of their necks they “saw a flash come from the end of the gun and saw the passenger’s side rear window explode.” … Hossack did not have anything to say in court, but he told police he was planning to shoot out the back window and was doing it to scare the pledges...

TIMELINE: September 6: OSU Office of Student Conduct contacted police after beginning an investigation into allegations of hazing involving a firearm at Alpha Gamma Rho. September 18: Owen Edward Hossack appeared at a student conduct hearing. He was suspended from the university for three years.

September 19: OSU Police investigators presented the case to the Payne County District Attorney’s office.

September 20: Student conduct hearing held with the fraternity. Alpha Gamma Rho is being sanctioned by the university and will be on partial social probation for the remainder of the school year and the fraternity must complete additional anti-hazing education and prevention training September 25: Owen Edward Hossack was formally charged with two felony counts of pointing firearm at another with intent to threaten…

You have GOT to be kidding. First we’re going to call B.S. on the idea that our brothers (or sisters) should ever take a bullet for another member.

There’s no reason for guns, loaded or unloaded, to be part of the new member education process.

Period. Three years suspension for the guy that pulled a gun on two people who trusted him?

That’s JV in our eyes.

But what we’re most fascinated by is the fraternity’s sanction from OSU: What in the world is “partial social probation”? Sounds almost as enticing as “double secret probation.” We’re still not sure what the point is behind social probation anyway, but if it’s only partial, which part – the social or the probation?

{ }

one more { thing we know you’re near the end, but we’d love to tell you

the real voyage of discovery consists not in seeking new landscapes, but in having new eyes.

–Marcel Proust

WHY DOES TITLE IX MATTER TO FRATERNITIES & SORORITIES?

before you go and look at the back cover of the mag.

Helping new fraternity & sorority leaders build a foundation for success

IW interactive workshops For more information about Building New Leaders, contact CAMPUSPEAK at (303) 745-5545 or e-mail swift@campuspeak.com.You can also visit www.campuspeak.com/emergingleaders.

Building New Leaders is an Interactive Workshop that gives your emerging leaders the opportunity to develop strong leadership skills before they take on a leadership role within your chapter. Your members will examine their values, explore different leadership styles and discuss common leadership challenges with other new leaders.

This Interactive Workshop will help your members identify their personal leadership style and prepare them to be a leader in your chapter. Building New Leaders is ideal for new members, students interested in a leadership position, newly elected officers and anyone interested in learning more about themselves as a leader!

Learning Outcomes •

Have a clear picture of values and how these values impact their effectiveness as a leader

•

Understand and identify with the qualities that make a leader

•

Develop skills to overcome challenges associated with being a leader

•

Demonstrate and practice leadership styles in order to understand the value and difference between each

Title IX is a piece of federal legislation that requires all institutions that receive federal funding (i.e. all public and private colleges and universities) to prohibit discrimination on the basis of sex in all activities and organizations. This means any organization recognized by a university cannot discriminate on the basis of sex.

However, an important exception allows social fraternities and sororities to stay single-sex organizations. Basically, this means a university can recognize social fraternities and sororities without losing its federal funding.

WHY ARE FRATERNITIES & SORORITIES EXEMPT FROM TITLE IX? Think about why you joined a fraternity or sorority. You and many, many others found worth in joining a single-sex organization. The NorthAmerican Interfraternity Conference’s Statement of Position Regarding Single-Gender Membership states the NIC’s belief that “single-gender organizations develop the character of an individual by: > Providing students with campus communities that provide an intimate, family-like structure; > Providing a focus on scholarship, personal development, trust, mutual assistance and friendships; > Offering full membership to men and women in their respective single-gender organizations; > Opening membership with no discriminatory clauses related to race, creed or national origin; > Allowing the chapter and candidate an opportunity for mutual agreement on membership; and > Allowing the members of these private organizations to identify their friends without restraint.”

WHY DOES THIS MATTER TODAY? Historically, sororities provided a source of support for women courageous enough to attend college, a bold move in late 1800s and early 1900s.

When women faced oppression and ridicule for pursuing higher education, it was important to band together and support one another. Fraternities also brought together like-minded men with the same values to support one another.

Today, after the enactment of Title IX, much of the conversation centers on whether or not fraternities and sororities are required to stay single-sex organizations. The Title IX exemption empowers fraternal organizations to determine their own membership selection practices.

When many of our reasons for joining together have to do with a single gender, some of today’s discussion indicates it is irresponsible to exclude transgender members. Including someone who identifies as the gender of your organization, regardless of his or her legal sex, will not jeopardize your organization’s exemption from Title IX.

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