NBTS Anti-Racism Team

ARTT Action Plan 2011

Our commitment to confront racism in the Seminary, church, and society will equip our graduates for ministries that foster racial justice, equality, and reconciliation.

a) Student Stakeholder Action Team is working in several areas. Contact: Chris Brennan

Library: Analyze all aspects of the Library—building, staff, policies, collection and services—to determine if there is any advantage to whites or disadvantage to persons of color.

SWOT Analysis: The ARTT team conducted an analysis of the work of the institution, beginning with the Library. Such an analysis entails an examination of the Strengths, Weaknesses, Opportunities and Threats affecting the program being examined (in this case the Library). While some facets examined are not easily fixable (e.g., issues regarding accessibility or air conditioning), others may be.

The Student Stakeholders group examined the list and determined that one practical issue needing to be addressed was the monocultural nature of the reading room; that is, all the portraiture and art work are of white persons. Ideas were generated as to how this could be addressed, and the matter was referred to the Library Committee for consideration, which is currently examining the issue.

Outcome: The Library will more fully reflect and serve the needs of all constituents; It will become recognized as a vital resource for equipping students, graduates, faculty and the entire Church for global and cross-cultural ministries;

The Library makes the acquisition of works on multi-cultural and anti-racist approaches to ministry an ordering priority. A Library staff member continues to alert the community to new titles that may be of interest.

Expense: no additional expense

Measurement:

Student Body: Introduce and expand student understanding of anti-racism, ARTT, and the rationale for NBTS and the entire Church to engage in becoming anti-racist institutions.

Outcome: At least 3 students will join ARTT each year; Students will select courses that provide the opportunity to examine their own complicity in institutional racism, to develop their capacity to identify and challenge institutional racism; Students will graduate with a new anti-racist view.

Expense: no additional expense

Measurement:

b) RCA Action Team is working in several areas. Contact: John Coakley

RCA recognition and affirmation of NBTS’ strength as a multicultural anti-racist seminary and the leadership it provides in addressing institutional racism in the Church.

Outcome: Approval, by the RCA General Synod in 2009, of the revision of the identity and mission statement in the NBTS constitution—a revision proposed in the strategic plan of the seminary, which in turn was heavily influenced by the anti-racism initiative. The change positions us to bring our anti-racist commitments to our partnership with the RCA as it moves toward a multicultural lifestyle that includes unity, justice and reconciliation (see also (c) below).

Expense: None.

Measurement: Number of RCA staff and clergy attending anti-racism training; Continued financial support by the RCA; The number of RCA students matriculating at NBTS will increase.

Partnership with RCA: Collaborate with RCA to plan and execute a three-part Panel Discussion on the Belhar Confession and its relation to anti-racism, as well as to daily Christian life and a vision of non-violent action for justice. All sessions will be held with an audience that will include NBTS students, staff and faculty, as well as others. The events scheduled for the spring semester of 2010, and will be video-recorded, produced and distributed in partnership with the Office of Multiracial Initiatives and Social Justice of the RCA. . Outcome: Students and the broader NBTS community will be engaged in biblical, theological discussions and reflection on multicultural anti-racism and its relationship to Christian ministry;

Expense: The RCA Office of Multiracial Initiatives and Social Justice will contribute $2000; other outside funding is also being arranged; a budget will be established once that funding is secure.

Measurement: Questions of the theological basis for anti-racism will enter the broader conversation of members of the NBTS community; NBTS’s witness on matters of anti-racism will receive wider exposure in the RCA, demonstrably through the distribution and use of the DVD within the denomination.

c) Association of Theological Seminaries (ATS)—Exhibit leadership within the ATS by participating in the work of the Committee on Race and Ethnicity (CORE). Contact: Renee House

Outcome:

Expense:

Measurement:

d) Training: The ARTT Team will make formal training in the understanding and analysis of systemic racism available to the entire seminary community (students, staff, faculty, administration, alumnae and the Board), as well as to congregations and denominations in the region. Contact: Leadership Team

Outcome: Participants will better understand the impact of institutional racism on their own lives and on the lives of the institutions in which they are involved. Staff will be more receptive to and better able to pursue anti-racism in their own areas of the seminary. Students will begin to participate with the various seminary constituencies to help NBTS become an anti-racist institution, and then take that same understanding and skill set into their post-graduate ministries. Board members will be trained no later than their third year on the board.

Expense: approximately $10,000 (included in 2010-11 budget)

Measurement: Percentage of students receiving training increases annually; Additional students, staff and board members will join ARTT. Analysis to identify systemic racism in NBTS will broaden to, and be initiated by, all departments and seminary constituencies. The board will consistently apply this training by engaging in analysis and reflection to ensure that NBTS policies and actions move the institution in the direction of becoming an anti-racist institution, and do not advantage whites or disadvantage people of color .

e) Curriculum: The ARTT Team will work with the Dean and the Curriculum Committee of the Faculty to incorporate anti-racism training into graduation requirements. Contact: Leadership Team

Outcome: Graduation requirements over the next 5 years will reflect the seminary’s commitment to anti-racism by gradually incorporating anti-racism training; Graduates will be equipped to identify and begin the dismantling of systemic racism in their various ministry settings, in the Church, and in our society; NBTS leadership will be visible as graduates help the Church judicatories to become anti-racist.

Expense: no additional expense

Measurement: NBTS will benefit financially through tuition income; Student transcripts will specify the anti-racism training that was received;

f) Anti-Racism Institute: The ARTT Team will initiate the establishment of an Anti-Racism Institute that will: 1) offer opportunities for participants to expand their understanding of, and capacity to dismantle, institutional racism; 2) advance research with regard to the impact and possible responses to institutional racism; 3) impact the way courses are taught and what courses are developed in all departments within theological institutions and the Church as a whole; and 4) facilitate the transformation of existing institutions, including the Church, toward becoming anti-racist institutions. Contact: Warren Dennis

Outcome: Independent study electives for institute participation will result in tuition income; Curriculum will be adapted to incorporate knowledge gained regarding institutional racism; Research in the area of institutional racism and its impact on ministry will be increased and provide recognition for NBTS; Partnerships will be established with organizations having similar interests.

Expense: Tuition income and partnerships with other organizations would be expected to offset most of the costs. Initial start-up costs ??????????????????

Measurement: Students seeking advanced degrees will focus on the impact of racism and of ministries promoting anti-racism. Institute will be at least 80% self-supporting within 4 years????????. Students attending the institute will receive credit toward their degree program. Between 40-60% of the participants will already be involved in ministries within the Church????. Over the next 4 years, the Institute will receive partnership support from at least three different organizations?????.

g) Seminary Policies: The ARTT Team will continue to analyze seminary policies as changes are proposed to assist the seminary in making decisions consistent with becoming an anti-racist institution.

Contact: Leadership Team

Outcome: Policies will be affirmed by the appropriate decision-making boards, including the Board of Trustees, Administrative and Faculty Councils, and student organizations, and will become part of the employee, faculty and student handbooks;

To date:

• Board has adopted the revised mandate for ARTT
• Policy on Staff Multi-cultural Competency will be adopted by the Board, included in the Faculty and Employee Handbooks. (Proposed policy has already been reviewed by the Faculty and Administrative Councils.)
• Principals of anti-racism have been inserted into the Land Use negotiating process.

Expense: no additional expense

Measurement: New and modified policies and practices move the institution in the direction of becoming an increasingly anti-racist institution are incorporated into the appropriate handbooks and practice; Seminary constituent groups are willing to work through the uncomfortable transformation process.

Outcome: The Library will more fully reflect and serve the needs of all constituents.

Expense: no additional expense

Measurement: using analysis tools provided by ARTT training

New Brunswick Theological Seminary Anti-Racism Plan

I. Background and Philosophy of the Plan

A. New Brunswick Theological Seminary’s Constitutional Purpose Statement Called in Jesus Christ, empowered by the Holy Spirit, New Brunswick Theological Seminary participates in God’s own laboring to fulfill God’s reign on earth. The Seminary, centered in the Reformed tradition, is an inter-cultural, ecumenical school of Christian faith, learning, and scholarship committed to its metro-urban and global contexts.

Our mission is to educate persons and strengthen communities for transformational, public ministries in church and society. We fulfill this mission through creative, contextual, and critical engagement with texts, traditions, and practices.

B. Background to the Anti-Racism Plan

The seeds of racism are deeply embedded in the intellectual history of Christian theological education in North America, and NBTS claims no immunity. Founded by the Reformed Church in America in 1784 as “the first in theological education,” the Seminary did not enroll its first African-American male until 1876, its first Asian until 1882, its first woman until 1969, and its first Hispanic until 1974. Confessing this bleak history, it is only fitting that we take the lead to reverse the racism that is our inheritance by working to fulfill the institutional identity statement above as we continue to provide theological training to a more richly diverse student body.

Given that each person’s understanding of racism is different, a common definition for the purposes of this plan is essential. For this document and the processes it initiates, racism is to be understood in the American context as the misuse of institutional power (whether intentional or not) to support white privilege. It is within this context that the New Brunswick Anti-Racism Transformation Team understands its call, mission and values.

C. Call of the New Brunswick Anti-Racism Transformation Team (ARTT) As a community that has been reconciled with God and with one another in Christ, through the Spirit, we are called to manifest God’s ministry of reconciliation.

D. Mission Statement

Our mission is

• To discern, recognize and dismantle systemic racism in every aspect of NBTS’ life
• To confess and repent of our individual and collective complicity in racism, and to give and receive forgiveness
• To embrace curricular practices that celebrate, explore, and sustain the Christian traditions, experiences, perspectives, and cultures of our constituencies
• To educate persons and strengthen communities for anti-racist public leadership and ministry and
• To enable the Seminary to embody and bear public witness as God’s beloved community.

E. Values Statement In fulfillment of our mission, we commit ourselves to these values

• We value the abundant human and material resources that God provides and commit ourselves to be thankful and to use these resources carefully and wisely
• We value the gifts God has given to every person who participates in the life and work of the Seminary and commit ourselves to be a safe learning institution in which the gifts, critiques and other contributions of students, faculty, administration and staff are encouraged and received, whatever their institutional power, roles and responsibilities
• We value our common call to serve God together, as groups and individuals, and commit ourselves to cooperation and collaboration in our institutional life so as to nurture creativity and foster new ideas and perspectives
• We value God’s call to grow in understanding differences, confronting our prejudices, and committing ourselves to engage in difficult conversations with intentionality, respect, openness and transparency
• We value the many ways of knowing and forms of wisdom—received and emerging—that God grants to humankind, and commit ourselves to engage in critical, appreciative, and creative inquiry and praxis
• We value our cultural diversity as a gift from God, and embrace God’s shattering of socio-cultural hierarchies in Jesus Christ. Therefore, given our history as an institution shaped by white privilege, we commit ourselves to be a community in which individual and institutional accountability to all people, especially people of color, is intrinsic to our life and work
• We value the hope that is ours because God’s reign has already begun on earth; and commit ourselves to fostering visionary, compassionate and faithful leadership.

II. The Anti-Racism Transformation Team A. Composition The Anti-Racism Transformation Team will represent the broad diversity of NBTS’ community and constituencies, and will include at least the following

• 4 members of the regular teaching faculty (full or part time.
• 3 administrators
• 2 staff members
• 2 current board members
• 3 current students
• 3 alumni/ae
• 2 Seminary supporters not included in the categories above.

B. Terms of Membership The term of team membership will be for 3 years, renewable for a second term. Members’ terms will be staggered so that roughly one-third will rotate off each year. C. Recruitment of Members The Leadership Team will identify and solicit new members who share the Seminary’s commitment to becoming an anti-racist institution. 1. Responsibilities

• Organize itself for the work required for the Seminary to become an anti-racist institution
• Participate in regular meetings to facilitate team reflection (see page 5.
• At the request of the seminary community, respond to situations in which there may be tensions or problems related to race
• Provide guidance and consultation to the seminary community in matters of race and power in its efforts to be an anti-racist institution
• Develop in-house training to support new members, and facilitate opportunities to participate in formal training in: understanding and analyzing systemic racism; and organizing and planning strategically (e.g., such as that provided by Crossroads at the Team’s inception)
• Oversee implementation of the ARTT action plan (see pages 6-11..

D. Communication Communication and a common vision are essential to the effectiveness and transparency of the Team, as well as to the building of trust. All decisions and plans are to be communicated to the entire Team via email, meetings, and posting to the institution’s website. F. Support The Team seeks to encourage and care for its members. The means by which this is done varies, but may include

• Worshipping together
• Socializing together
• Learning about the self-interests of “the other” (one-on-ones)
• Praying for one another, the work of the Team, and for the Seminary as a whole
• Raising and discussing the feelings and conflicts that arise within the Team, and how to address the related “chaos” that is likely to occur within the seminary community during the transformation process.

• Planning team meetings
• Preparing the annual budget
• Facilitating and advancing the work of the Team between meetings.

Develop and proliferate the Board’s understanding of the meaning and impact of institutional racism, and the ways in which racism exists within the institution Conduct one-on-ones with members of the Board, and encourage board members to do one on-ones with one another in order to identify an anti-racist interest of members and to promote further understanding of anti-racism

• Assist the Board in identifying and addressing the ways in which its composition and processes perpetuate institutional racism
• Examine and adjust existing policies and programs, and scrutinize new ones, to ensure that they do not advantage those who are white and/or disadvantage people of color
• Establish means by which it can be better aware of the ways in which various constituencies of the seminary community experience institutional racism
• Develop and implement the means by which to measure, evaluate, and ensure the progress of NBTS in becoming an anti-racist institution
• Lead the broader church and society with whom we interact in the direction of being anti-racist
• Facilitate formal training of Board members from each new class of Board members
• Report to the full Board at each meeting through a standing committee of the Board concerning progress on this action plan.

Students ARTT’s Student Stakeholder group will encourage continued involvement of students in our work of anti-racism, in order that they may become advocates for constructive anti-racist activity in the community. Toward this end, the Anti-Racism Transformation Team will work with the student body over the next two years (2009-2010) to

• Engage NBTS students in open forums to discuss some of the key concepts underlying anti-racism and what that means for the Seminary
• Engage NBTS students in activities associated with anti-racism work
• Expose students to a multicultural worship model and engage them in a discussion concerning multi-cultural worship
• Engage students in an examination of the diversity already present at the Seminary.

To achieve these ends, the Team formulates the following plan of action

• Address NBTS anti-racism efforts during Orientation

Student Orientation: Led ARTT portion of new student orientation in Spring and Fall 2010, which included students from the New York and New Brunswick campuses. The effort included an Appreciative Inquiry exercise to introduce the concept of multiculturalism, provided background information on the Seminary’s anti-racism initiative, introducing basic concepts (like the agreed definition of racism) and answering questions.

• Host two forums each at the New Brunswick and New York campuses (Term A and Term B)

Scheduled all-school forums on both campuses raising issues of race within the context of NBTS. We began by sharing the multicultural continuum used in the Crossroads training, and asked students to consider where NBTS is on the continuum. Using the video supplied to us by Crossroads, we introduced the definition of racism, shared the history of the anti-racism initiative at NBTS, and encouraged discussion of the issue. Through such we are able to answer student questions about ARTT, and identify students who are interested in the topic and potential members of the ARTT team. %%

• Schedule focus groups with leaders of student organizations on campus (i.e., AOBS, KOSAN and SSI expected in 2011 )
• Identify interested students to engage in focus group discussions ( expected in 2011 )
• With the Director of Chapel plan and present four worship services that models multi-cultural approaches to worship

Multicultural Worship: Led a multi-cultural worship service for both campuses during Fall 2010, as well as sponsoring a week of worship in Term B where student groups (e.g., Euro-American, Latino/a, Asian and Hispanic) led worship in their own traditions. Also conducted and analyzed a survey of students on their reaction to previous multicultural worship, to identify areas for improvement.

• Engage with the Introduction to Worship (WP301) class on the strengths and weaknesses of the approaches taken at these worship services

We have done that in the past, but did not do so this year. During Spring 2011 expect to initiate discussion within the Worship Committee (Chaired by the Intro to Worship professor) encouraging a more broadly multicultural dimension to all Seminary worship.

• With the Dean of Students schedule, plan and implement cross-cultural meals.

As a consequence of the efforts of the Student Stakeholder team, the students themselves initiated a multi-cultural meal component of the 2010 Christmas Celebration at the Seminary. They also included multi-cultural components of the worship service that preceded the celebration.

Other Activities: Board Statement: Posted a bulletin board-sized copy of the Board's anti-racism resolution, so the community is aware of the institution’s commitment, permitting community discussion of the issue.

SWOT Analysis: The ARTT team conducted an analysis of the work of the institution, beginning with the Library. Such an analysis entails an examination of the Strengths, Weaknesses, Opportunities and Threats affecting the program being examined (in this case the Library). While some facets examined are not easily fixable (e.g., issues regarding accessibility or air conditioning), others may be.

The Student Stakeholders group examined the list and determined that one practical issue needing to be addressed was the monocultural nature of the reading room; that is, all the portraiture and art work are of white persons. Ideas were generated as to how this could be addressed, and the matter was referred to the Library Committee for consideration, which is currently examining the issue.

Newsletter: Produced and distributed a newsletter, as a mean of keeping students apprised of our work. Articles were written describing our activities and the thinking behind them.

The activities would be repeated as needed each semester and academic year.

Faculty There are five distinct faculty groups at NBTS: 1. Resident faculty; 2. Affiliated Faculty; 3. Adjunct Faculty; 4. Supervisors in the Field; and 5. the St. John’s Faculty teaching courses taken by NBTS students. Each of these groups has different roles and identities and investment in the institution and teaching. All share an interest in teaching and helping to shape the theological landscape in the present and future. The Anti-Racism Transformation Team will work with the faculty over the next three years (2009-2011. to

• Commit to training one to two members of our faculty in each subsequent class of team members
• Add an ARTT agenda item to the regular Faculty Council meeting docket so that the work of ARTT is always before the decision makers
• Engage the affiliated and adjunct faculty in multiple educational experiences each year around topics relevant to an anti-racist identity
• Provide both initial anti-racism training in the supervisor’s course, Foundations in Supervision, and one continuing education event per year at no charge for all supervisors in the field
• Pursue grant opportunities through the Wabash Center and other organizations for the purpose of faculty education and discussion
• Institute an annual summer meeting for all faculty and engage the faculty around pressing pedagogical issues, beginning in summer 2009
• Meet biannually with the St. John’s faculty concerning our shared visions of teaching in an anti-racist NBTS.

To achieve these ends, the Team formulates the following plan of action to work with distinct faculty groups

• Provide Anti-Racism Training for the new Director of Supervised Ministry as soon as possible
• Hold two colloquies per year and a portion of the Fall Faculty Retreat to be dedicated to ongoing full Faculty Council discussions concerning racism in America and especially as a pedagogical focus at NBTS
• Add ARTT to the Faculty Council agenda so monthly updates can be given to all of the curricular decision makers
• Conduct annual summer meeting of all faculty for the purpose of introducing and reflecting on the work of ARTT. Resources will be discussed and “swapped” via the web. In future years, we will engage in more in-depth sharing about our pedagogical strategies and techniques further strengthening our bonds as educators at NBTS
• Pursue grant opportunities for this program from the Wabash Center
• Meet with St. John’s faculty, establishing biannual contact. The initial meeting will include a program of shared presentations or a presentation by the New Brunswick campus faculty concerning the work of anti-racism
• Develop (with the Director of Supervised Ministry) a training course for supervisors in the field on issues of anti-racism
• Provide a Continuing Education event focused on an anti-racism learning. This event will provide CEUs (Continuing Education Units). The fee will be waived for supervisors.

2. With data in hand, meet with the leaders of the Tributary Churches. It is expected that the conversations will be coordinated by the President, the Dean of the Seminary, the Romeyn Professor of Metro-Urban Ministry, and the Director of Development (such conversations are to be held by March 2009). The focus of such meetings will be to

• Share the data with them so they will know the impact the Seminary has had on their church and denomination through the preparation of their ministers
• Ask each of the key churches and groups how the Seminary can be more accountable to them and to their denomination; and
• Convey that our serious commitment to anti-racism makes NBTS the Seminary of choice for leadership development for their members who seek quality theological education and skills to implement anti-racism programs in their ministries.

3. Establish an Advisory Committee to the Board of Trustees, comprised of members of the Tributary Churches and Groups to enlarge the NBTS community and to empower participation in the Seminary’s decision-making and initiatives. The Advisory Committee will assess our progress as an anti-racist institution and will hold us accountable to our anti-racism goals. Toward that end, ARTT will

• Write a description for the Advisory Committee that includes its charge, goal, role, responsibilities and tenure
• Revise or re-evaluate the role and responsibility of the Advisory Committee and refine as needed.

• In preparation for the 2009 General Synod’s consideration of revisions to the NBTS constitution, conduct one-on-one interviews with the following RCA leaders: Carol Bechtel (General Synod President), James Seawood (General Synod Vice-President), and Earl James (RCA Coordinator of Multiracial Initiatives and Social Justice.
• Invite the RCA’s Commission on Race and Ethnicity to hold one of its 2008-2009 meetings at NBTS. We will ask for some time with the commission, to share with them the proposed constitutional changes, in the light of the RCA’s own commitments regarding racism and multiculturalism, which are now part of Our Call
• Request a place on the agenda of the General Synod Council at some point during 2008-2009, likewise to share the proposed changes in the light of the RCA’s commitments regarding racism and multiculturalism, which are now part of Our Call

Schedule a series of gatherings of groups of RCA almuni/ae of NBTS, to share the proposed constitutional changes and other developments at NBTS, to reaffirm our mutual connection and to cultivate support.