Responding to our Community

Beginning in 2016, various collective bodies of student leaders penned lists of demands which they wanted the university to address. The University of Arizona is committed to these ongoing efforts to create a diverse and inclusive campus community. The issues identified here are the most salient; consequently, noted with each student recommendation are the responsible Senior Vice President and Administrator. Advocating for “social justice, acknowledging the lived experiences of marginalized groups, creating and inciting institutional change” remains to be the focus. Students made recommendations for a campus response with the understanding that each will need to be reviewed with the responsible office(s). The process for review will be iterative, consultative, and will involve students, faculty and staff.  

The Office of Diversity and Inclusion has begun to investigate the status of the listed demands. We will continue to post updates to this site regularly as information is received. We are committed to the ongoing effort to make our Wildcat community strong. Harnessing the Power of Diversity, Every Wildcat, Everyday!


Last Updated July 10, 2021


2 Completed
14 Ongoing

Status Update: COBA's Student Demands

Coalition Of Black Students and Allies

On June 23, 2020, the Coalition of Black Students and Allies sent a letter to the University of Arizona administration with a list of 21 demands, including implementing an online tool to provide status updates and track progress. Through consultation with the appropriate University administrator, the demands made by COBA are below with dated updates. This page serves as a communication and accountable mechanism.  

Oversight: The hiring process for a Project Director for Diversity & Inclusion began in September 2020. This Project Director will report directly to the Associate Vice Provost for Diversity & Inclusion, and their job description specifically focused on managing and advancing progress on the planned actions. The Hiring Committee has a tentative start date of January 2021.

  • The interview process for the Project Director is currently in progress with an anticipated start date of January 2021. 
  • January 2021 - Denise TrimbleSmith was hired and began on January 11, 2021. 
  • Project Director Denise TrimbleSmith met with COBA Leadership on January 26th and February 20th. Additional communications have been sent weekly through April 27, 2021, seeking an opportunity to meet with the students and share updates. Although responses have yet to be received, Project Director TrimbleSmith continues to move forward, meeting with campus constituents and ensuring the demands remain a priority across the institution.

We demand a live and public streaming of President Robbins, Chief Brian Seastone, and their colleagues acknowledging and apologizing for the events that occurred at the “Celebration of Black Lives” event that happened on Saturday, June 6th, 2020, effective immediately. Regardless of whether the intentions were to “protect” the students by following “University protocol,” the heavy policing and intense interaction with all parties involved were not only violent and traumatizing but also unnecessary and preventable. Again, Black student organizers and Black Tucson organizers should not have been forced to experience such a triggering interaction with President Robbins, Chief Brian Seastone, and his officers as well as delegates from both of their teams. Lastly, this should not be a scripted broadcast because we are exacerbated by President Robbins’s lofty and ingenuine statements. (COBA, 2020) 

Responsible SVP: Lisa Rulney 

Responsible Administrator: Brian Seastone 

UPDATE: President Robbins, Chief Seastone, CFO Rulney, and other campus leaders met with COBA representatives on July 14 for a live-streamed conversation. The university leaders acknowledge that while the “Celebration of Black Lives” event was highly successful and impactful, and a credit to the organizers, the interactions with campus police immediately before the event caused alarm to some. (July 14, 2020) 


We demand the immediate divestment and budget reduction of the University of Arizona Police Department's (UAPD) 5.8 million budget and allocate 30% of the funds to support initiatives and goals of the Cultural and Resource Centers. The presence of any form of policing does not keep students safe, they promote fear and perpetuate harm for Black students on our campus. The funds need to be invested in the Cultural and Resource centers so that they can better serve the needs of the students who utilize the space. The long-term goal of this demand would be to create a police-free campus and replace all forms of policing with community-based accountability and transformative models of public safety. (COBA 2020) 

Responsible SVP: Lisa Rulney 

Responsible Administrator: Kathy Whisman & Garth Perry 

UPDATE: During the October 20, 2020 meeting with COBA and the Executive Leadership Team (ELT), the University stated that a review of UAPD by an external company under the 'Reimagining the Campus Safety Partnership' project would commence in November 2020. This review provides an opportunity to think innovatively about implementing community policing practices that support our most vulnerable populations. Various campus partners will be involved in the project, including the Executive Leadership Team, the Cultural Centers and COBA students. The University will use the information gathered to develop plans for immediate and long-term implementation. We have a continued need for policing on our campuses that cannot be met adequately with a reduced UAPD force. We are committed to increased training and better-policing practices, such as community-based models to reduce risks to Black, Indigenous, and People of Color (BIPOC) and those with mental illness.  (October 20, 2020)

UPDATE: The 'Reimagining the Campus Safety' project began in November 2020 with the external company. Various campus partners, including the leadership team, administrators, Cultural Centers and COBA students, participated in sessions to discuss the current role of the UAPD and ideas for a reimagined campus safety partnership. (December 2020)  

UPDATE: The 'Reimagining Campus Safety' report was released to campus by Vice President Rulney. The Margolis Healy team recommended several action items for the University. The University is currently reviewing and discussing how to proceed on the recommended action items/ (May 2021)

We demand the University of Arizona to sever its ties with Tucson Police Department, Border Patrol and ICE, and other local municipal police departments. (COBA 2020) 

Responsible SVP: Lisa Rulney 

Responsible Administrator: Brian Seastone 

UPDATE: The Tucson Police Department, Border Patrol, ICE, and other local municipal police departments provide services to many different populations of the campus community, including international students. The University continues to work with COBA, and other entities, to ensure that all members of the campus community are protected. 

We demand the funds allocated to the University of Arizona Police Department under the reasons for institutional support and operations to be redirected to relieve any furlough, permanent budget cuts associated with COVID-19. The furlough and budget cuts have disproportionately impacted not only Black and students of color but faculty and staff as well. The University of Arizona must reevaluate its priorities and responsibilities and start supporting community financial wellness caused by this public health crisis. The pandemic should not be used as an excuse to make inequitable budget cuts and cause further financial burdens. (COBA 2020) 

Responsible SVP: Lisa Rulney 

Responsible Administrator: Garth Perry 

UPDATE: CFO Rulney, President Robbins and Provost Folks are deeply committed to protecting the UArizona workforce and our students to the highest extent possible as we manage the institution through the pandemic-induced financial crisis and position it to thrive post-pandemic. The challenges that face the institution are profound, and the future remains unclear at this time, but prioritizing equitable outcomes remains a key consideration for all campus leaders.  

We demand specific funds to be created and allocated to expand the physical spaces in the Cultural and Resource Centers. It is very crucial for every Cultural and Resource Center to have the privilege to have a large space to create more programming for students. Some of the major centers that would reap the benefits of having more space include AASA, NASA, APASA, ISRC, etc. There are several other spaces on campus that thrive due to the amount of space accessible to them. Furthermore, the lack of operating space prevents the Cultural and Resource Centers from reaching the communities that they are meant to reach; there needs to be more equity in space. (COBA 2020) 

Responsible SVP: Lisa Rulney 

Responsible Administrator: Thomas McDonald & Jose Teran 

UPDATE: Ivy Banks, Associate Vice Provost of Diversity & Inclusion, began meeting with Jen Hoefle Olson, Interim Executive Director of Inclusion and Multicultural Engagement, Thomas McDonald, Chief of Staff of Business Affairs and Jose Teran, Assistant Director, Space Planning and Management, to discuss the space needs of each Cultural Center. The group has begun to identify plans.

UPDATE: The space planning team has met several times throughout the semester to discuss capital improvements. The group developed a tentative plan to present for estimates. AVP Banks is working with the Foundation to develop a D&I Development Plan that includes capital improvements. (May 2021)

We demand a community-based response to emergencies and crises that do not require the presence of UAPD or any form of police. Creating community-based crisis programs employs first responders that are not the police to handle disturbances where crimes are not being committed. For instance, if a student is having an anxiety attack or mental health crisis, someone from Campus Health and/or Counseling & Psych Services (CAPS) should be called. These programs take police out of the equation when someone is going through anything related to a mental crisis or lack of basic needs such as housing and transportation. When police are called, situations can easily escalate and the use of force can be disproportionate, especially towards Black people. It is time for the University of Arizona and its police department to reimagine what it could look like to have the right responders respond to the right situation. (COBA 2020) 

Responsible SVP: Liesl Folks 

Responsible Administrator: Amy Athey & Glenn Matchett-Morris 

UPDATE: CAPS is in conversations with Housing & Residential Life to modify current protocols that involve UAPD responding to mental health crises. To this end, CAPS has committed to serving as the first and primary contact in mental health crises. 

UPDATE: CAPS is engaged in conversation with Housing and Residential Life to modify current protocols which involve UAPD responding to mental health crises. To this end, CAPS has committed to serving as the first and primary contact in mental health crises. We have mental health providers available throughout the day and after-hours to provide support to students and Housing and Residential Life staff during these critical moments. This change will take effect in August 2020. We also commit to increasing, throughout Fall Semester and beyond, our efforts to educate the University community that CAPS remains available to respond to mental health crises. Through our existing Call and Consult service, any University community member can call CAPS when they are concerned about a student, to consult with a mental health provider. In addition, CAPS has reached out to our community partners in Pima County to collaborate with the community wide Mobile Crisis Team. Our goal is to provide on-site crisis services in addition to our 24- hour crisis line. (No Date Given for Update) 

We demand the integration of Cultural Competency training at the incoming freshman orientation as well as in the Housing and Residential Life that are more radical and centered on transformative justice. The Cultural and Resource centers do an excellent job of creating programming and events centered around educating student interns and staff members (Directors, Co-Directors, Counselors, etc) on social justice topics that explore intersectionality. We demand these types of teachings and programmings to extend outside of the Cultural and Resource Centers and other parts of the campus. For instance, the Cultural Competency trainings should cover the following intersectional topics: Power and Privilege, Microaggressions, How to be an Accomplice/Ally, Taking Space and Making Space, Social Justice topics focused on branches of White Supremacy, Intergenerational trauma amongst QT+BIPOC, Restorative Justice Circles, etc. The training and programming should be a paid position led by a queer and trans, Black, indigenous, person of Color. It is crucial that students, as well as staff and faculty, have an opportunity to explore these topics below the surface and extensively share dialogue focused on these discussions because it is not enough to just say “Inclusion: Harness the power of diversity.” (COBA 2020) 

Responsible SVP: Liesl Folks 

Responsible Administrator: Ivy Banks 

UPDATE: All new students at the Univerity of Arizona will be required to take an online diversity and inclusion training. A search is in progress for a Director of Training Initiatives to oversee campus-wide diversity and inclusion training efforts. The Director of Training will be part of the new Diversity and Inclusion Division under the Associate Vice Provost, Diversity and Inclusion. The position has been posted with an anticipated start date of January 2021. 

UPDATE:  The Director of Training interviews are currently in progress with the anticipated January 2021 start date (December 2020)  

UPDATE: All students that transferred or enrolled in Spring 2021 were required to complete the Diversity & Inclusion online training. The goal is to implement the training campus-wide in Fall 2021.  (January 2021)

UPDATE: Earl Lee began in February 2021 as the Director, Training Initiatives. (February 2021)

We demand the implementation of an online tool within the University of Arizona website that tracks the progress of the list of demands. One of the many reasons why the 2016 list of demands was not achieved is that there was no one appointed to keep track of its progress. As a result, there has been a lack of accountability as well as a mandated report of the progress of the list. With that being said, the list must be on the University of Arizona website, with an online program that indicates what the President and Administration have done to meet each demand. (COBA 2020) 

Responsible SVP: Liesl Folks 

Responsible Administrator: Ivy Banks 

  • UPDATE: The website will be maintained by the Project Director, Diversity and Inclusion. 

  • UPDATE: The website is maintained on a weekly basis. As information is received and meetings are conducted, demands will be updated. 

8a. Furthermore, in conjunction with this demand, we demand an advisory board made up of queer and trans, Black, indigenous, people of Color (QT+BIPOC) including students and staff/faculty members from the Cultural and Resource Centers to not only oversee but participate in making sure the demands are being met and prioritized. 

Responsible SVP: Liesl Folks 

Responsible Administrator: Ivy Banks 

UPDATE: Ongoing - Currently in the discussion phase. 

UPDATE: Feb 2021 - Discussing the development of the Diversity Student Advisory Board with input from ASAU. 

UPDATE: April 2021 - Call for recommendations of potential advisory board members: student, faculty and staff. 

UPDATE: June 2021 - Invitations sent out for the initial planning meeting to be held  July 2021 

We demand an accountability system for faculty/administrators who have said any overt racist, anti-Black, homophobic, transphobic comments. The only form of reporting set in place is on the Dean of Students website, where the form only has two options of reporting:  Academic integrity and Student Code of Conduct. There needs to be a greater, transparent system of accountability for faculty and Administrators. Most of the interactions where Black students experience racism or microaggression are in the classroom setting from their own professors and advisors, therefore, it is important that students have a clear option of addressing and reporting these incidences. (COBA 2020)

Responsible SVP: Liesl Folks 

Responsible Administrator: Andrea Romero and Kendal Washington White 

UPDATE: The Bias Education & Support Team (BEST) has been created to receive reports and support those impacted by bias incidents on campus. In addition to providing education and support, BEST is also committed to tracking bias reporting trends over time. Disaggregated data will inform campus leadership of ways campus climate can be proactively improved. The BEST team does not investigate or adjudicate but will refer incidents that violate the University's long-standing non-discrimination and anti-harassment policy to the appropriate University officials. BEST was formed in summer 2020 and began formally meeting to review incidents in September 2020. Incidents are being reported and addressed swiftly.  

We demand an increase in mental health resources and create mental health funds for queer and trans, Black, indigenous, people of Color (QT+BIPOC). Racial and ethnic students are harmed by microaggressions and other stereotypes that define their experience at the University of Arizona. As a result, these students are disproportionately represented among those seeking an increase in mental health resources. Yet, their academic success and achievements depend on being able to maintain and sustain their emotional and psychological health. The creation of diversity initiatives means that the University must develop resources that support the success of these students despite the unjust treatment and discrimination. We call for a renewed focus and initiative on the recruitment and retention of mental health professionals who better represent the diversity of our student body. This means recruiting and hiring more Queer and Trans, Black, Indigenous, People of Color such as mental health therapists, and counselors who can better represent and serve the students and their needs by having an understanding of how race, culture, gender, sexuality and other intersections affect how students navigate their life on campus. (COBA 2020) 

Responsible SVP: Liesl Folks 

Responsible Administrator: Glenn Matchett-Morris and Ivy Banks 

UPDATE: The funding was approved to hire four CAPS Embedded Mental Health Counselor positions reporting to CAPS and embedded in each Cultural Center. The CAPS Embedded Mental Health Counselor positions for each Cultural Center will post in November 2020 with an anticipated start date of February/March 2021.  

UPDATE: The Embedded Mental Health Counselor positions have been posted and recruitment efforts are underway. Candidates may apply using the following links: AASA Job PostingAPASA Job PostingGSC Job PostingNASA Job Posting. (December 2020)

UPDATE: Embedded Mental Health Counselor interviews have transitioned to the offer phase. (February 2021) 

UPDATE: The Guerrero Student Center Embedded Counselor, Hector Reyes began in April 2021 (April 2021)

UPDATE: In response to demands made in 2016 we committed to improving QT+BIPOC representation within CAPS. Over the course of the past year, CAPS has had the opportunity to hire nine additional staff, positions made possible by student advocacy efforts and institutional commitment to the mental health needs of University of Arizona students. Three of these positions were filled by people of color. We recognize that this falls short of even our own expectations and will continue to prioritize equitable and inclusive hiring practices to increase the representation of QT+BIPOC mental health providers. For the past several months, CAPS has been working with the Cultural Centers to establish a CAPS Cultural Center Liaison Program. The intent of this program is to place mental health providers in the Cultural Centers for a half-day every week. CAPS is working with the Cultural Centers to determine the details of how this time will be used, however, initial proposals include drop-in hours for students who are in need of resources and coaching, delivery of programming designed by and for QT+BIPOC students, and the development of support groups. We aim to fully implement this program in the fall of 2020. CAPS has also collaborated with the Cultural Centers to develop a need-based fund that gives QT+BIPOC students access to CAPS services free of charge. This fund has been available for the past several years and is funded directly by the Cultural Center budgets. Additionally, at the onset of COVID-19, CAPS worked to move access to CAPS services online within 48 hours. Since this change, we have learned that the ability to conduct counseling online has improved access for many University of Arizona students. This allows for continuity of care over the summer and does not require a student to travel to CAPS. CAPS triage is also now offered online in a drop-in format. It is our belief that this will positively impact many QT+BIPOC students, while also recognizing that some students face financial and technological barriers to online access. This Spring/Summer, we also developed two, online drop-in support groups for BIPOC students in the wake of the disproportionate impact of COVID and the Black Lives Matter protests. CAPS and Campus Health are also committed to serving the needs of Queer and Trans students. Several of our staff, including staff in leadership and supervisory positions, are members of the LGBTQPIA+ community. We are continually expanding our services to this community, many of which can be found here and here  (May 2021)

We demand the expansion of accessible all-gender bathrooms across the University of Arizona campus. The third floor of the Student Union and the dorms should not be the only accessible areas for all-gender bathrooms; that is inexcusable. Trans, non-binary, gender non-confirming, and anyone else should not feel forced to choose between men's and women's rooms; that is a form of policing that is an enactment of power that is upholding the gender binary. (COBA 2020)

Responsible SVP: Lisa Rulney

Responsible Administrator: Chris Kopach

  • UPDATE: The Campus Map updates include an 'All Gender Restroom' filter under the 'Health & Safety' feature which provides a complete listing of the more than 50 'All Gender Restroom' facilities around campus. The University remains committed to including at least one gender-neutral restroom in new buildings constructed on campus. The Associate Vice Provost, Diversity and Inclusion has called a group together to begin the review of current all gender restroom listings in conjunction with accessibility. The group will begin meeting in January 2020 and provide updates on this site. (No Date Given for Update)

We demand that all current staff of Counseling and Psychological Services (CAPS) undergo racial trauma training to improve their services for BIPOC communities. (COBA 2020)

Responsible SVP: Liesl Folks

Responsible Administrator: Glenn Matchett-Morris

  • UPDATE: CAPS is committed to seeking training to inform and improve their work with QT+BIPOC communities and aims to hold trainings for the entire staff every year. (No Date Given for Update)
  • UPDATE: Resulting from efforts to establish the Cultural Center Liaison Program, CAPS was challenged by the Cultural Centers to engage in trainings that increase our knowledge about marginalized communities, awareness of own biases and prejudices, and skills to work directly with students in QT+BIPOC communities. CAPS has committed to doing this work and began conversations with Native American Student Affairs and the Native American Research and Training Center to receive specialized training for engaging and working with Native American and Indigenous populations. The training is tentatively scheduled for Fall 2020, however, may be delayed due to the need to meet in person for the planned training. CAPS is committed to seeking similar trainings for our work with other QT+BIPOC communities. We aim to do 1-2 trainings for our entire staff each year. Moreover, as part of state licensure requirements, CAPS mental health providers are also required to engage in continuing education which includes specific requirements for education around diversity and clinical work with underrepresented groups. One example of our commitment to this learning is the “Hey, White Therapist” discussion group. This was formed this summer and meets weekly to discuss whiteness, white fragility, how this can show up in harmful ways in the therapy room, and how therapists can best treat clients of color. We are committed to ensuring that all CAPS mental health providers receive training that will help to improve the experience of QT+BIPOC students who engage with CAPS’ mental health resources. In the spring of 2019, Campus Health formally established the Diversity & Inclusion Committee. The committee was established, among other reasons, to ensure we continue our commitment to our Mission and Vision. It also gives us an opportunity to communicate our work towards inclusion within Campus Health to those we serve. The inaugural committee included 17 Campus Health staff members, of which four were from CAPS, and 6 student representatives. In the last 12 months, the committee has assumed the task of evaluating cultural responsiveness at Campus Health, developed action plans to address shortcomings, and have improved on the work already done by Campus Health. Here are just a few things the committee has been working on: • Facilitating opportunities, awareness, and access to training and education on diversity and inclusion for staff, both as employees of the organization and as healthcare providers in collaboration with our university partners • Currently working with the Thrive Center on First Generation College Student training for a healthcare setting • Established the Campus Health diversity statement: “The Campus Health Service is committed to positioning itself as an exceptional student health center by fostering an inclusive culture that encourages, supports, and celebrates the diverse backgrounds of our patients and employees.” • Evaluating procedures, processes, and ongoing efforts to promote diversity and inclusion • Ensuring care delivery that is inclusive and respectful of the community we serve through culturally responsive training • Enhanced recruitment of underrepresented candidates by connecting with and posting positions with organizations that focus on underrepresented groups • Modifying the use of our electronic medical record system to display preferred names • Ensuring all forms and surveys use the UA standard of ‘Inclusive and Functional Demographics Questions’ The recent events across the Nation highlight the need for committees like ours and the need for change. Now, more than ever, is the time to commit to real change and progress. Many departments across campus have recently put out statements on this issue, but the most important statement is one of action. (No Date Given for Update)

We demand an increase in scholarships and funds for Black students. One of the many reasons why Black students drop out is because of the lack of scholarship and funds offered by the University as well as the inaccessibility to these scholarships. There is no reason or justification for Black students to be feeling discouraged from continuing their education because the University failed to do its part by providing accessible financial aid and resources. (COBA 2020)

Responsible SVP: Liesl Folks

Responsible Administrator: Ivy Banks

  • UPDATE: Ongoing - Currently in discussion phase: Working with UA Foundation to develop more visibility for diversity scholarships and establish fundraising priorities in partnership with Office of Diversity & Inclusion. (No Date Given for Update)

Furthermore, we demand the hiring of Black financial advisors to find and distribute scholarships and financial aid geared towards Black students. (COBA 2020)

Responsible SVP: Liesl Folks

Responsible Administrator: Ivy Banks

  • UPDATE: Ongoing - Currently in discussion phase: Working with UA Foundation to develop more visibility for diversity scholarships and establish fundraising priorities in partnership with Office of Diversity & Inclusion. (No Date Given for Update)

We demand an immediate release of a report detailing all of the demands that the Administration was able to accomplish since the publication of the 2016 MSUA list of demands. (COBA 2020)

Responsible SVP: Liesl Folks

Responsible Administrator: Ivy Banks

  • UPDATE: MSUA and VOICE demands will be added to this webpage detailing accomplishments and areas of opportunity which remain. The tentative goal in publishing this information is the end of the Fall 2020 semester. (No Date Given for Update)
  • UPDATE: December 2020 - Meetings to review the MSUA demands and provide a transparent response are underway. Ivy Banks began hosting meetings in December 2020 and will publish information upon completion of the meetings and the subsequent gathering of data.
  • UPDATE: February 2021 - MSUA and VOICE demands added to the website. As information is received and meetings conducted, each page will be updated.

We demand that the University of Arizona increase the number of Black students to 10%. The demographic data on the Equity, Inclusion & Title IX homepage shows that there is only 4.1% of Black students at the University. Having 4.1% of Black students is absolutely unacceptable and inexcusable. (COBA 2020)

Responsible SVP: Liesl Folks

Responsible Administrator: Kasey Urquidez, Andrew Carnie

  • UPDATE: Funding was approved for an Outreach & Recruitment Coordinator position in Enrollment Management to focus specifically on serving Black students. Our goal is to have our Black student population be representative of that of Tucson and in Arizona. The website will be updated with a timeline which will include an anticipated start date once the search process begins. (No Date Given for Update)
  • UPDATE: December 2020: The new Outreach & Recruitment Coordinator position is scheduled to post on the HR website in December 2020 with an anticipated start date of early-mid Spring 2020.
  • UPDATE: March 2021: The new Outreach & Recruitment Coordinator will begin in March 2021.

Also, there needs to be more transparency with the demographic data and analytics on the Equity, Inclusion, and Title IX page home because the data is outdated and the numbers are from 5-10 years ago. (COBA 2020)

Responsible SVP: Liesl Folks

Responsible Administrator: Ivy Banks

  • UPDATE: Ongoing - Currently in discussion phase (No Date Given for Update)
  • UPDATE: May 2021 - The Office of Diversity & Inclusion and UAIR are working on the updated data as well as an improved website with a website launched planned for August 2021.

We demand to hire more Black faculty on tenure tracks, and the current percentage of Black faculty on tenure tracks must be increased by 10%. Based on the Faculty Tenure data on the University Analytics and Institutional Research, there is a total of 54 Black or African faculty in the whole university and only 17 Black or African American faculty that are on a tenure track. Having more Black professors allows the University to achieve intercultural competence, a critical aspect that would increase student classroom engagement, communication, academic success, and overall experience at the University. (COBA 2020)

Responsible SVP: Liesl Folks

Responsible Administrator: Andrea Romero

  • UPDATE: In July2020, Provost Folks asserted that funding for the Strategic Priorities Faculty Initiative (SPFI) for FY21 would be held constant, despite widespread budget cuts elsewhere, and funding was approved from President Robbins to expand SPFI support funding. SPFI funding was administered Faculty Affairs for use by academic departments to aid in the hiring of additional full-time, tenure -track faculty or continuing eligible academic professionals who will enhance the University’s strengths in diversity and inclusion. (No Date Given for Update)
  • Update - March 2021: Andrea Romero and Ivy Banks discussed with Senior Leadership, presented current plans, and requested input on future initiatives. The Sankofa Black Faculty & Staff affinity group has been revived and will begin meeting in late March 2021.

We demand more funds disbursed to create hiring for the Trans Study Research Cluster (TSRC) and intentionally hiring more Black Trans faculty. (COBA 2020)

Responsible SVP: Betsy Cantwell

Responsible Administrator: (No Admin Added)

  • Ongoing - Currently in discussion phase (No Date Given for Update)

We demand the removal of current administrators who have failed to uphold the safety of marginalized students and replace them with competent leaders who are more racially and consciously aware. We ask that you recognize that adding seats at the table does not work to solve the problems illustrated in the entirety of this document when your ranks are still filled with White Supremacists. (COBA 2020)

Responsible SVP: President Robbins & Provost Folks

Responsible Administrator: (No Admin Added)

  • UPDATE: The University is committed to our longstanding policies prohibiting discrimination and harassment. The University must work within the parameters of federal, state and local laws regarding the separation of individuals from their positions of employment. We will continue to review our policies and practices including hiring, annual reviews, transparency, and trainings to promote an inclusive environment. (No Date Given for Update)

We demand an institutional reeducation program specifically for students who have been racist. Liesel Folks has stated, “But I do defend the right for students to seek an education that might help them become better humans and to fulfill their human capacity for doing good in the world,” without detailing what this education would look like. Furthermore, the diversion program should not be used as a universal “punishment” or consequence for student misconduct; racism should not be taken lightly. Considering that the excuse of being a public University has been used to offer admission to racist students, when current or prospective students are known for being racist, the responsibility should fall on the University to address it accordingly. (COBA 2020)

Responsible SVP: Liesl Folks

Responsible Administrator: Kasey Urquidez, Kendal Washington White, Ivy Banks

  • UPDATE: The University incorporates diversity, equity, and inclusion into different facets of the curriculum including the Diversity Emphasis General Education programs and Diverse Degree programs. We will continue to evolve our trainings focused on diversity, equity and inclusion.
    • All incoming students will be required to complete an online Diversity & Inclusion training program beginning in Fall 2020.
    • The newly created Bias Education & Support Team (BEST) has been created for the purposes of receiving and responding to reports of bias. The University will use the information from our BEST team to improve conversations with individuals, with trainings and with campus policies on inclusion and discrimination.
    • Updates on the continued work to address this concern will be posted to this website. (No Date Given for Update)

We demand an increase in the number of Black Deans, Provost, University of Arizona Administrators across the spectrum of administration, not just in diversity, inclusion and equity positions and initiatives. (COBA 2020)

Responsible SVP: President Robbins, Liesl Folks

  • UPDATE: March 2021: Andrea Romero and Ivy Banks discussed with Senior Leadership, presented current plans, and requested input on future initiatives. The Sankofa Black Faculty & Staff affinity group has been revived and will begin meeting in late March 2021. The goal is to develop a leadership program that focuses on increasing diversity, including Black diversity, in leadership positions.

We demand for the majority of these lists of demands be completed and achieved by the 2021 fiscal year. These lists of demands are easily attainable and measurable, all they need is the right amount of commitment and prioritization from an administration level. (COBA 2020)

Responsible SVP: President Robbins & All

  • UPDATE: We agree with the need to move swiftly to improve the supports for Black student and faculty success at UArizona. (No Date Given for Update)