yfufc I22.oo\
Debating the Use of Military Force, page 3
Power and Identity in the Workplace, page 5
Campus Compliance Officer's Report, page 7
Outlook
The University of Maryland at College Park Faculty and Staff Weekly Newspaper • Volume 11 Number 15 • January 28, 1997
Campus Police Earn
Coveted Accreditation
The University of Maryland
Police joins an elite group of inter-
national police forces with its
recent accreditation from the
Commission on Accreditation for
Law Enforcement Agencies
(CALEA). The University police
force received a unanimous vote,
making it one of 450 (out of
17,000) in the country to receive
this accreditation distinction. Only
16 other accredited forces are
departments at colleges and univer-
sities.
The voluntary accreditation
process involves an in-depth exami-
nation of the police force's adminis-
trations and operations. After a rig-
orous and comprehensive self-
assessment of the 436 standards
developed by CALEA, a team of
CALEA assessors verified compli-
ance with standards by checking its
proofs and interviewing operations
and management personnel. The
assessors also conducted a public
hearing to elicit citizens comments.
Chief Kenneth Krouse is quite
proud of his agency's achievement
and explains that this accreditation
is a coveted award that symbolizes
professionalism, excellence and
competence. "This accreditation
emphasizes that we have profes-
sional men and women dedicated to
providing the best in police services
to this community," Krouse says. "It
opens our door and the way we do
business to public scrutiny as well
as to the in-depth evaluation by the
Commission."
The standards address six major
law enforcement areas: 1) role,
responsibilities and relationships
with other agencies: 2) organiza-
tion, management and administra-
tion; 3) personnel administration; 4)
law enforcement operations, opera-
tional support and traffic law
enforcement; 5) prisoner and court-
related services; and 6) auxiliary
and technical services.
The department applied for
accreditation in April 1994 and
received a grant waiving the
process's administration fee of
$7,600. Only 12 grants were
awarded.
"In the scheme of things, $7,600
isn't a great deal of money," says
— continued on page 2
Gregory Geoffroy, Penn State
Science Dean, Named Provost
Gregory Geoffroy, of The Pennsylva-
nia State University, has been named
vice president for academic affairs and
provost at the University of Maryland.
In announcing the appointment,
President William E. Kirwan said, "The
university will be greatly enriched by
the addition of Gregory Geoffroy as its
top academic officer. He is a highly dis-
tinguished scholar-teacher and an inno-
vative administrator whose commit-
ment to quality in higher education is
certain to strengthen Maryland's posi-
tion as a preeminent research university."
Geoffroy, currently dean of Eberly
College of Science at Penn State, will
assume his new position June 1, taking
on responsibility for two-thirds of the
university's $725 million operating bud-
get and oversight of all academic-related
functions. He succeeds Daniel Fallon
who stepped down last July, after three
years as provost, to return to teaching
and research in the School of Public
Affairs. Nelson Markley, formerly acting
associate vice president for academic
affairs, has served as acting provost
since July.
"While I am sorry to be leaving Penn
State," Geoffroy said, "I very much look
forward to the exciting opportunities
the new position at the University of
Maryland at College Park represents."
Geoffroy has spent the past 22 years
at Penn State, having joined the faculty
in 1974 as an assistant professor in the
chemistry department. After serving as
department chair in 1988, he was cho-
sen to become dean of the college in
1 989, assuming responsibility for bud-
get, personnel and academic quality for
eight departments with more than 200
Gregory Geoffroy
tenure-track faculty. His tenure as dean
has been marked by significant
strengthening of each department with-
in the college, the establishment of sev-
eral cross-departments and cross-col-
lege research centers of excellence and
an initiative aimed at raising the quality
— continued on page 2
Kirwan Takes Action on Ethnic Task Force Report
Like the state it serves, the University
of Maryland boasts a diverse mix of eth-
nic minorities among its faculty, staff
and students. In the eyes and minds of
some of those minorities, however, the
university needs to do more to boost
their numbers and improve the campus
climate.
These were among the findings of a
1 995 report issued by the Asian,
Hispanic and Native American Task
Force, appointed by President William
E. Kirwan and Janet Helms, chair of the
President's Commission on Ethnic
Minority Issues, three years ago.
Last November, Kirwan responded
to those concerns with a 1 3-point
action plan that identified specific ini-
tiatives, individuals responsible for
those initiatives and a definitive time-
line for implementing them.
Since the 1970s, the university has
been committed to increasing the pres-
ence of ethnic minorities in both its stu-
dent body and workforce, says Kirwan.
Offices, programs and committees have
been established to recruit, retain and
graduate ethnic minority students, and
similarly to recruit, employ and train
ethnic minorities for the university's
workforce.
"We want this campus to be one that
truly reflects the diversity of our state,
region and nation," says Kirwan.
Many of the university's efforts, par-
— continued on page 6
President's Action Plan in Response to the Asian, Hispanic
and Native American Task Force Report
1. Establish hiring goals that double the 1996-2000 Affirmative Action Goals
for Asian American & Hispanic American associate staff by the year 2000.
2. Establish hiring goals that double the 1996-2000 Affirmative Action Goals
for Asian American & Hispanic American classified employees.
3. Increase the percentage of Asian, Hispanic and Native American academic
administrators to at least 10 percent by the year 2000.
4. Establish a protocol to ensure a diverse representation on key academic
committees.
5. Initiative a review of Asian American, Hispanic American and Native
American faculty salaries.
6. Review salary, promotion and tenure policies and practices to determine
whether or not they have an adverse impact on ethnic minorities.
7. Provide two additional full-time permanent positions to the Office of Multi-
Ethnic Student Education to support Asian American and Hsparic American student.
8. Conduct a study of current financial aid policies and practices to determine
whether or not ethnic minorities are treated fairly.
9. Establish parallel groups to develop courses on the Hispanic American and
Native American experiences as has been done for Asian Americans.
10. Develop a plan to assess ethnic minorities credentials, review current
employment procedures and create programs for preparing ethnic minorities for
supervisory roles.
11. Develop unit initiatives to improve the climate for ethnic minority emrJoyees.
12. Develop a diversity statement for the College Park campus.
13. Appoint an expanded committee to monitor the Action Plan in concert with
the Excellence through Diversity Action Plan and to provide an annual status
report to the campus community.
2 Outlook January 28, 1997
Outlook Publication Schedule
Spring 1997
Issue
Publication Date
Deadline/Copy Due
1
Tuesday, Jan. 28
Friday, Jan. 17
2
Tuesday, Feb. 4
Friday, Jan. 24
3
Tuesday, Feb. 11
Friday, Jan. 31
4
Tuesday, Feb. 18
Friday, Feb. 7
5
Tuesday, Feb. 25
Friday, Feb. 14
6
Tuesday, Mar. 4
Friday, Feb. 21
7
Tuesday, Mar. 11
Friday, Feb. 28
8
Tuesday, Mar. 18
Friday, Mar. 7
Spring Break
Outlook does not publish the week of March 24
9
Tuesday, Apr. 1
Wed., Mar. 19
10
Tuesday, Apr. 8
Friday, Mar. 28
11
Tuesday, Apr. 15
Friday, Apr. 4
12
Tuesday, Apr. 22
Friday, Apr. 11
13
Tuesday, Apr. 29
Friday, Apr. 18
14
Tuesday, May 6
Friday, Apr. 25
IS
Tuesday, May 13
Friday, May 2
16
Tuesday, June 17
Friday, June 6
17
Tuesday, July 15
Thursday, July 3
For Your Interest and other items for Outlook should be submitted
at least 10 days prior to publication date.
: • » * •
.
■
.
Arts and Humanities Dean to Leave
Geoff roy Accepts Provost's Post
continued from page 1
of undergraduate education programs
in the college.
"Greg Geoffroy has done a absolute-
ly superb job at Penn State," says Perm
State President Graham Spanier. "He
has implemented numerous initiatives
over the past seven years that have
helped to bring the Eberly College into
the top tier of science colleges in
America. We will greatly miss his
vision and leadership, but are very
pleased that he has the opportunity to
assume a post of even greater responsi-
bility."
"Before moving to primarily admin-
istrative posts at Penn State, Geoffroy
was a prolific researcher making many
important contributions to new knowl-
edge in organometallic chemistry. He
significantly advanced the develop-
ment of his field through his co-author-
ship (with Mark Wrighton of the
Massachusetts Institute of Technology)
of the book Organometallic
Photochem-istry which has become
the reference "bible" for those enter-
ing the field.
Geoffroy has received numerous
honors and awards including faculty
fellowships from the American
Association for the Advancement of
Science, the John Simon Guggenheim
Memorial Foundation and the Alfred P.
Sloan Foundation. He has also served
as a visiting professor at the Louis
Pasteur University in Strasbourg, France.
A graduate of the University of
Louisville, Geoffroy earned his doctor-
ate from the California Institute of
Technology. He serves on the board of
directors of the Association of
Universities for Research in Astronomy
and is past chairman of the American
Chemical Society, Division of
Inorganic Chemistry.
Keith Morrison, who joined the
University of Maryland at College Park
as dean of the College of Arts and
Humanities last summer, has chosen to
return to San Francisco State University
and resume the position of dean of the
College of Creative Arts. His resignation
is effective Jan. 30.
Morrison's departure centers on a
difference of opinion between the dean
and the university administration
regarding responsibility for overseeing
the public performance aspects of the
university's Maryland Center for the
Performing Arts now under construc-
tion and scheduled to open in 1999-
The Center, a joint venture of the
state, the university and Prince
George's County, has a broad-based
mission serving first and foremost the
performing arts programs at the univer-
sity but also serving as an important
regional performance center of the
Greater Washington area and the
Baltimore Washington corridor.
"The job I was given when I arrived
on campus was in large part not the job
for which I was interviewed," Morrison
said. "Further, the change would hurt
the College of Arts and Humanities and
probably the campus, and ultimately I
would have been blamed for it."
In accepting Morrison's resignation,
President William E. Kirwan said, "I
deeply regret Keith's decision. His
departure is both a personal and an
institutional setback because he is so
well suited to lead our College of Arts
and Humanities." Kirwan went on to
say, "the sad irony of this situation is
that it occurs just as I thought we were
reaching a mutually satisfactory agree-
ment on die management structure of
the performance halls in the Center."
Acting Provost Nelson Markley is
actively consulting with the leadership
and faculty of the College of Arts and
Humanities on the course of action fol-
lowing Morrison's departure. Options
being considered include appointment
of an interim dean for a multi-year peri-
od and a full scale national search for a
permanent replacement.
Four Agriculture Departments Merge
Merger for greater efficiency and
economies of scale is the watchword
as four departments were merged
into two in the College of Agriculture
and Natural Resource (AGNR). The
two new entities are the department
of natural resource sciences and land-
scape architecture and the depart-
ment of animal and avian sciences.
Their status was made official Jan.
1 upon approval by UMS Chancellor
Donald Langenberg.
The merger proposal previously
had been approved by President
William E. Kirwan, the College Park
Senate and Thomas Fretz , dean of
the College of Agriculture and
Natural Resources.
Fretz expects the merger will
result in greater collaboration by
AGNR faculty members on problems
and issues facing the Maryland agri-
cultural community. It also should
result in greater administrative effi-
ciency to permit working within bud-
getary constraints.
Fretz notes that the identity of the
four former departments will be
largely maintained, and most course
prefixes in the university catalogues
will be unchanged.
Former entities in the department
of natural resource sciences and land-
scape architecture were the depart-
ment of agronomy and the depart-
ment of horticulture and landscape
architecture. Richard Weismiller is
Campus Police Earn Coveted International Accreditation
continued from page I
Accreditation Manager Lt. Bruce
Robins, "but it's very prestigious to
know we got it, and we're the only
higher education department in the
nation to have received it. It puts us
under the microscope for the 2,000 or
so agencies currently in the process of
working toward accreditation."
As with other types of accreditation,
Robins explains, police force accredita-
tion is an ongoing, continuous process,
with reassessment after three years.
"Over the next three years we must
document that we're doing the things
we say we're doing," notes Robins.
Locally, police forces in Prince
George's, Montgomery, Anne Arundel
and Baltimore counties are accredited.
So, too, are the police forces in the
cities of Rockville. Gaithersburg,
Takoma Park, Salisbury, Hagerstown
and l.ainvl.
GALEA, a 21-member commission, is
the only law-enforcement accreditation
organization in the country and is made
up of members from four law-enforce-
ment organizations; the International
Association of Chiefs of Police, the
National Organization of Black Law
Enforcement Executives, the National
Sheriffs Association and the Police
Executive Research Forum.
Approximately 70 men and women
make up the University of Maryland
Police force, along with 1 25 student
police aides who perform a wide vari-
ety of security and related tasks such as
patrolling the campus on foot and bicy-
cle, providing walking escorts, working
contract security and providing traffic
direction and control at special events.
the acting chairperson.
Weismiller formerly served the
department of agronomy in a similar
capacity. He also was acting chairper-
son for horticulture and landscape
architecture. Last December, he and
most faculty and staff members of the
new department moved into state-of-
the-art administrative and research facil-
ities in the new Plant Sciences Building.
The former departments of poultry
science and animal sciences comprise
the new department of animal and
avian sciences. Dennis Westhoff is the
acting chairperson.
Westhoff formerly served as chair-
person of the department of animal sci-
ences and acting chairperson for poul-
try science. He also chaired the former
department of dairy science, which was
merged with animal science in 1992.
His entire faculty and staff is housed in
the Animal Science/Agricultural
Engineering building, completed in 1994.
UNIVERSITY OF MARYLAND AT COLLEGE PARK
Outlook
Outlook is the weekly faculty-staff newspaper
serving the College Park campus community.
Vice President for Institutional Advancement
Reid Crawford
Director of University Relations
Roland King
Editor
Jennifer Hawes
Assistant Editor
Londa Scott
Layout. Design & Production
Ginger Swiston
Letters to the editor, story suggestions and
campus information are welcome. Please
submit all material at least two weeks before
the Tuesday of publication. Send material to
Editor, Outlook, 2101 Turner Building,
through campus mail or to University of
Maryland, College Park, MD 20742. Our tele-
phone number is (301) 405-4629. Electronic
mall address is outlook@umdacc.umd.edu.
Fax number is (301) 314-9344.
C
January 28, 1997 Outlook 3
Fight against Eating Disorders Highlighted Feb. 3-9
A glamorous face stares out from the
cover of a fashion magazine. The latest
film features a stunning actress possess-
ing a practically perfect figure, com-
plete with a size 36-DD chest. Yet these
images often belie a lengthy list of cos-
metic surgeries, deft photographic air
brushing or film-friendly computer
enhancements.
That bit of know-how does little to
deter young women from starving or
bingeing and purging their way toward
achieving a similar look. In the process,
they damage their bodies and their self-
esteem. And the look many
achieve is more often
anorexic —
sought
for themselves.
While experts around the country
daily battle to lessen the number of eat-
ing disorder victims, this year Feb. 3-9
has been designated Eating Disorders
Awareness Week to highlight the prob-
lem. At the University of Maryland, a
special event takes place on Tuesday,
Feb. 4.
"Food Fright: A New Look at Body
Image and Disordered Eating," features
the showing of the much acclaimed
musical cabaret that takes a hard look at
a serious issue without sacrificing any
of its theatrical power. According to
Brenda Sigall, staff development coordi-
nator at the Counseling Center and
Maryland coordinator for eating disor-
ders and prevention, the film captures
the "funny, moving" performance of
four former off-Broadway actresses
"who all had eating disorders.
"Five or six years ago, they stopped
performing their cabaret show," says
Sigall. But they turned their effort into a
film. "It's a powerful, fast-moving
piece," she says, "featuring a series of
skits and songs." More importantiy, the
women deliver a message that Sigall
hopes students, faculty and staff can
relate to.
The free showing of the film takes
place at 7 p.m. at the Hoff Theatre
and the event is open to the public.
Following the movie, a panel discus-
sion featuring two professionals and
two students recovering from eating
disorders takes place. Panel experts
include David Roth, director of eating
disorders and obesity services at
Sheppard-Pratt Hospital and Claire
Moses, director of the women's studies
department, who Sigall hopes "will
offer the feminist perspective on socio-
cultural issues."
According to the latest statistics,
as many as 20 percent of college
age women will develop an eating
disorder.Men are also at risk, though
many fewer men are affected. Sigall also
notes that girls as young as 10 years old
are being treated for eating disorders.
On college campuses, eating disor-
ders can be an overwhelming problem
with athletes. "Many coaches and train-
ers believe that lower body fat leads to
better performance," says Sigall. "but
there are no studies to support that the-
ory." Wrestling, swimming and gymnas-
tics are just three sports where these
problems are most commonly seen.
Most eating disorders stem from
women dealing with self-esteem issues,
needing to have control of their lives,
says Sigall. "Ultimately, they end up
reducing their self-esteem."
In the early 1960s, when designer
Mary Quant discovered Twiggy, the
stick thin look took off, says Sigall.
"Over the next 20 years, we saw mod-
els and beauty contestants getting thin-
ner and thinner, yet the average
American woman was getting larger,"
she adds.
That increase in size was actually
related to improved healthcare for
women, she says. But as women com-
pared themselves to the Kate Moss's of
their day, it led to increased body
hatred for many women.
"As women, we're trained to think
thin is beautiful," says Sigall, "but it's
very anti-feminine for women who arc
then socialized into doing battle with
their bodies."
Anyone seeking more information
about, or help for an eating disorder
can obtain it from one of two locations
on campus, the University Health
Center and the Counseling Center.
Patricia Preston, coordina-
tor of the Eating
Program, is located at the health cen-
ter at 314-8184. Appointments can be
made with Sigall through the
Counseling Center at 314-7651
Goff Scholarships Reflect Namesake's Mission
More than 2,000 runners and walk-
ers turned out last May to raise money
at the Goff Memorial Scholarship Run in
Bethesda. Last month, four high-achiev-
ing students were the beneficiaries of
all that hard work as they accepted four
Goff Memorial Scholarships in honor of
David Goff and daughters Andrea, Sheri
and Alyse, who were slain in their
home July 1995.
Each scholarship reflects its name-
sake's mission in life. Amy Kaeufer of
East Patchogue, N.Y., received the Sheri
Goff Scholarship award for a student
majoring in nutrition. Kaeufer has a
grade-point average of 3-67. Millers-
ville's Amy Musk received the Alyse
Goff Scholarship award designated for a
student on the track or swim team.
Swim team member Musk is a biological
science major with a grade-point aver-
age of 385. Elementary education
major Juanita Sholes of Waldorf, has a
39 grad-pint average. She received the
Andrea Goff Scholarship award for a
student who wishes to teach or work
with inner-city children. Siamak
Moayedi received the David Goff
Scholarship award for a junior or senior
pursuing a career in the allied health
sciences. Moayedi is a biological sci-
ences major with a 4.0 grade-point aver-
age from Chevy Chase.
The scholarships will enable current
and future students to carry out the
legacies of the Goffs through their stud-
ies at the university, says Leonard Raley,
assistant vice president for university
advancement.
Plans are underway for another ben-
efit run to be held this year.
On-Call Contracts Offer Economical, Efficient Service
The department of architecture,
engineering and construction recently
announced two new procurement ini-
tiatives in a continuing effort to provide
better customer service to its users.
"On-Call Carpet Contracts" caters to
clients who are looking to upgrade the
look of an office suite, reception area or
other space through new floor cover-
ings. Procurement has selected three
companies with several grades of car-
pet in the most popular brands request-
ed by the university. The contracts are
set up with pre-established square yard
prices which include installation.
Through this service, clients are able
to select the color or grade of their
choice direct from the company with-
out having to go through the depart-
ment of architecture, engineering and
construction.
For more information on die on-call
carpet contract service, contact Kelly
Ryan at 405-5833-
"On-Call Construction Contracting"
is a recently-initiated system in which
the department has identified and pre-
approved five general contractors who
will bid against each other on campus
construction projects. The contractor
who provides the lowest fixed price for
a specific project is awarded the job.
The on-call contractor is responsible
for providing all trade skills necessary
to complete the job.
The department of architecture,
engineering and construction expects
to use the on-call construction contract-
ing system on most non-capital pro-
jects. The department also anticipates
that the new construction delivery sys-
tem will provide clients with the most
economical construction price for an
established scope, without significantly
impacting required design time or start
time of construction.
Computer Science
#1 in Publishing
The Association of Computing
Machinery's December issue of
Communications of the ACM mea-
sured, tabulated and assessed facul-
ty productivity in computing
research programs in the country
and placed the University of
Maryland first.
Following Maryland, in order,
were MIT, University of Illinois,
University of Michigan, University
of Texas, Carnegie Mellon
University and Stanford University.
John Gannon, chair of Maryland's
computer science department,
believes this prestigious ranking
reflects the excellence of the
department.
"I'm proud our department has
been able to balance its commit-
ment to high standards of teaching
as well as the equally important aca-
demic research that helps define
our university," Gannon says.
This quantitative evaluation of
research programs is based on con-
tributions to 17 representative
research journals between January
1990 and May 1995. The list
includes all of the research journals
of the two major computing soci-
eties, the ACM and the Institute for
Electric and Electrical Engineers
Computer Society. To compute the
rating on which the institutions
were ranked, each research article
in each journal issue was given a
total weight of 1 .0, which was then
apportioned equally among all coau-
thors.
In academics, Gannon says, one
measure of success is through the
number of leading journals in
which a faculty member's work is
published.
Labor Historian
Stuart Kaufman
Dies at 56
Stuart Kaufman, a labor historian who
served on the faculty since 1969, passed
away Jan. 19. Kaufman, 56, died of a
heart attack in his Garrett Park home.
At the university, Kaufman special-
ized in history of the American labor
movement. He was named a history
professor in 1992.
In addition to his teaching career, he
served as head of the George Meany
Memorial Archives and Historical
Center at the George Meany Center in
Silver Spring. He was also editor of the
"Samuel Gompers Papers" and "Samuel
Gompers and the Origins of the Ameri-
can Federation of Labor, 1848 to 1806."
Kaufman was the founder and editor
of a quarterly magazine, "Labor's Heri-
tage." He served as acting historian of
the Labor Department in 1974 and was
a member of the National Park System
Advisory Board from 1991 to 1994.
A New York native, Kaufman
received his bachelor's and master's
degree in history from the University of
Florida and a doctorate in history from
Emory University. He taught at Morris
Brown College and Texas A&M
University before coming to Maryland.
Survivors include his wife, Phyllis, of
Garrett Park and a son, David, of Ithaca.
4 Outlook January 28. 1997
Calendar of Events
January 28-February 6
Wednesday, Jan. 29
Entomology Colloquium:
"A Shifting Balance in Herbivore Population
Regulation: Varying Influences of Food and
Predators on Grasshoppers, in Time and
Space," Gary Bclovsky, Utah State University,
4 p.m., 1 140 Plant Sciences Bldg. 5-3959.
CPR Class: One-night class covering adult
CPR skills. Must register in advance in Room
21 18 of the University Health Center. 6-10
p.m., 3100 E University Health Center. 4S132.*
Thursday, Feb. 6
Thursday, Jan. 30
Meteorology Seminar: "Climate Response
to Various Rates of Increase in Greenhouse
Gasers," Ron Stouffer. NOAA/Geophysical
Fluid Dynamics Laboratory, 3:30 p.m., 2400
Computer & Space Sciences Bldg. 5-5392,
CPR Class: Two-night class covering adult
and pediatric CPR skills. Must register in
advance in room 2118 of the University Health
Center. 6-10 p.m., 3100 E University Health
Center. 4-8132."
Monday, Feb. 3
Women's Basketball: Faculty & Staff
Appreciation Night when Maryland Women's
Basketball hosts rival Virginia. 7 p.m.. Cole
Field House. 4-7071.*
Tuesday, Feb. 4
CPR Class: Two-night class covering adult
and pediatric CPR skills. Must register in
advance in room 21 18 of the University Health
Center. 6-10 p.m., 3100 E University Health
Center. 4-8132.'
Wednesday, Feb. 5
Language Lecture: "Linguistic Difference.
Culture Studies and Institutional Structure,"
Russell Berman, Stanford University, 4 p.m..
Multipurpose Room, St. Mary's. 5-4107.
Calendar Guide
Calendar phone numbers listed as 4-xxxx
or 5-xxxx stand for the prefix 314- or 405-
respectively. Events are free and open to
the public unless noted by an asterisk (*)
In the absence of a calendar editor, all
calendar information for Outlook is down-
loaded directly from inforM's master cal-
endar, located on the Internet. The editors
regret that we are unable to accept calen-
dar items at the Outlook office. However,
submissions to inforM can be made by e-
mail to: calendar@umail.umd.edu or by
mailing the information to the inforM
office at 2107 Stamp Student Union. To
reach the inforM calendar editors by
phone, call 4050825.
Please note that the inforM calendar
editors do not work for Outlook. They do,
however, graciously welcome items for
submission and input the information,
ensuring a comprehensive calendar for
both inforM and Outlook.
Listings highlighted in color have been
designated as Diversity Year events by
the Diversity Initiative Committee.
Explore the Roots of African-American
Culture with the Harlem Spiritual Ensemble
One of the world's premier interpreters of the American Negro spiritual,
the Harlem Spiritual Ensemble, comes to the University College Inn &
Conference Center in celebration of Black History Month Feb. 1 at 8 p.m. as
part of the Concert Society of Maryland's World Song series.
The event includes a pre-concert seminar at 6:30 p.m. with Francois
Clemmons, ensemble director; Otis Williams, director of the Nyumburu
Cultural Center and Carol
Robertson, ethnomusicolo-
gist with the School of
Music. The concert features
Linda Twine's cantata,
"Sisters of Freedom," with
text taken from the writings
of Sojourner Truth and
Harriet Tubman.
Tickets for the Harlem
Spiritual Ensemble are $23,
$9.50 for full-time students
and children over seven; 10
percent discount for univer-
sity faculty, staff and alumni
association members; $2.50
discount for senior citizens.
Pre-concert seminar tickets
are $5 each or $ 10 per family (up to four people).
For further information, call the Concert Society at 403-4240 or e-mail to
consocmd@wam.umd.edu.
Body Art: Six Women Artists in Dialogue with the Female Form
Six female American artists explore the relationship
between women, their bodies and society in a new
exhibition titled Terra Firma at the Art Gallery through
March 2. Curated by Art Gallery Director Terry Gips,
Terra Firma features work in a broad range of media
and stance: sculpture, painting, photography and
installation encompassing issues of identity, aspects of
the abject and strategies of humor, elegance, fantasy
and fact.
The artists include Susan Brenner, Nancy Fried,
Lorna Simpson, Kiki Smith, Faith Wilding and Barbara
Zucker. A central and unifying proposition of the exhi-
bition is that the body is not only familiar subject,
but firm territory, the solid ground to
which these women (and other artists)
repeatedly return.
Brenner is represented by two installa-
tions. "A Holdfast Floating" consists of five
large painted panels depicting female figures
floating in water combined with text.
"Exquisite Corpse" incorporates three six-foot
columns of photographs in steel boxes and
four vertical scrolls of text on tarpaper, each
eight feet long.
A series of terra cotta torsos of a woman
who has undergone a radical mastectomy are
the featured works of Fried. Based on the artist's
personal experience, these sculptures depict the
blunt realities of cancer at the same time that they
express the universal terror of loss. Through pow-
erful gestures of hands, the inclusion of masks and
the mythical revelation of life force within the
wounded torso, Fried asserts the enduring strength
of the material body.
Simpson's huge black and white images are com-
posed of photographs, photogravures, felt panels and
text. She uses the black female as a central pillar
against which she positions text and images. Through
provocative snippets of fact and fiction, Simpson
embeds her work with issues of race and gender and
summons the viewer to revisit history and stereo-
types.
Smith is represented by prints, drawings and small
sculptures which depict the body, its parts and its
functions. Using various modes of expression from
"Breast Jar" (glass and water) to "Hair Do" (cast
bronze) to "Worm" (cut paper, collage, intaglio) Smith
avows the frightening fragility and vulnerability of the
human body, and the parallel power of embracing
such qualities in one's quest for self-definition.
A new work titled "Embryo World,"
is offered by Wilding.
Her installation of drawings and objects addresses the
technologies, physiologies, mythologies and the repre-
sentations of human reproduction. Also on display are
three works from her life-sized dress series: "Raped
Dress," "Infected Dress" and "Forced Pregnancy
Dress."
Zucker takes a radically different approach in her
series of sculptures "for beauty's sake." She depicts
the woman's body as it has been simplistically
reduced by societal expectations and by the human
struggles of vanity and mortality. Her elegantly mini-
mal — even quiet and restrained — sculptures in steel,
bronze, rubber and other materials burst out of their
formal readings when matched with their titles such
as "Leg Shaving" and "Nose Job."
A series of lectures and discussions concern-
ing the exhibit will be held throughout February.
Brenner, Wilding, Fried and Zucker will discuss
their respective works along with the more broad
topics of critical theory and artists' survival tac-
tics.
The lectures, as well as the exhibition are free
and open to the public. An illustrated catalogue
featuring a critical essay on each artist will be
available.
New exhibition hours are Monday to Friday,
noon to 4 p.m., Thursday, noon to 9 p.m. and
Saturday, noon to 5.
In lieu of an opening reception. The
Art Gallery will host a "Finissage" Closing
Reception on Thursday, Feb. 27.
Nancy Fried's "Exposed Anger," from
the Terra Firma exhibit at The Art
Gallery, features a terra cotta torso
representing a women who has
undergone a radical mastectomy.
January 28, 1997 Outlook 5
Research Forum Focuses on Difference, Power, Identity in the Workplace
Polish up those research presenta-
tions, proposals, performances and dis-
plays. The Third Annual Diversity
Research Forum is fast approaching and
the call for papers has been issued.
The faculty relations committee of
the Diversity Initiative encourages facul-
ty, staff and students to submit works
for the forum, to be held on April 10.
This year's forum focuses on
"Renegotiating Workplace Culture:
Arenas of Struggle, Processes of
Change." The theme for the forum
draws on major events that have hap-
pened in the past year, says Gabriele
Strauch, co-chair of the Diversity
Initiative faculty relations committee.
This year, racism in the corporate
culture at Texaco, sexual harassment
cases at Mitsubishi and in the coal min-
ing industry and the undercutting of
affirmative action by proposition 209 in
California have dominated the news
agenda. The University of Maryland has
witnessed struggles over domestic part-
ner benefits and Banneker scholarships.
"It's really important — this whole
notion of what diversity means. There
are still a lot of people who think it's all
about race and gender.
It encompasses a large
range of things,"
Strauch says.
The forum provides
an opportunity to
explore the broad range
of diversity issues
underlying these recent
events, such as the
ongoing struggle over
difference, power and
identity in the work-
place. In turn, says
Strauch, the forum
allows participants to
tie these recent events
to academic research.
The committee is
looking for a variety of
presentations in an
effort to include staff
and students in the
forum, Strauch says.
Informal research, skits,
WERMY
AT l/MCP
MO VI NO
TOWARP
COMMUNITY
videos or discussions of diversity
events, such as the results from last
year's Electronic Town
Meeting organized by
the classified relations
committee of the
Diversity Initiative are
welcome. Any papers
that examine diversity
issues at the university
level are of particular
interest to the commit-
tee.
Strauch says anyone
interested in presenting
at the diversity research
forum should submit a
one-page abstract of the
proposed 20-minute pre-
sentation by March 10.
Any supporting audio or
visual material, or a
description of such,
should be included.
Send submissions to:
Paul Brown, Maryland
Fire and Rescue
Institute, Campus; Robert Steele, 2141
Tydings; or Gabriele Strauch. 1 102
Francis Scott Key.
The College of Behavioral and Social
Sciences created the first diversity
research forum, called the Research
Forum on Race, Gender and Identity,
three years ago. The Diversity Initiative
co-sponsored the event. Since then, the
faculty relations committee of the
Diversity Initiative has organized the
forum into an annual event and spon-
• sors it with other colleges.
Strauch says the committee is look-
ing for next year's co-sponsor and
hopes that each year another college
will take on the event. This year, the A.
James Clarke School of Engineering and
the Maryland Fire and Rescue Institute
are co-sponsoring the event.
The forum held last year was co-
sponsored by the College of Arts and
Humanities and centered around the
theme of diversity in the post-OJ.
Simpson and Nicole Brown Simpson
era.
— KIRBY DICKEN
Collaboration is Critical Key to Crisis Prevention
Given the subject and some of the
players involved, the event could have
been called a summit. But the discus-
sion of risk assessment and crisis early
warning systems took place during the
Center for International Development
and Conflict Management's (CIDCM)
three-day workshop held on campus
last November.
Sponsored by the Joint Warfare
Analysis Center of the U.S. Department
of Defense, the workshop brought
together leading public and private sec-
tor projects from several countries
developing, testing and applying mod-
els, indicators, data systems and related
methodologies for use in crisis early
warning. Over three days, 25 different
presenters discussed ethnic conflicts,
refugee flows, internal war, famine,
genocide, state collapse and other
crises.
"Representatives from both the pub-
lic and private sectors were able to talk
in plain language," says John Davies, co-
convener of the workshop with Ted
Robert Gurr, and research coordinator
at CIDCM. For many of the workshop
participants, says Davies, "it was the
first time they'd ever had a chance to
talk together with people in their field
from both sectors."
In addition to taking stock of rapid
developments in early warning systems,
the workshop was designed to promote
a dialogue that would ensure that ongo-
ing research and development is closely
linked to the needs of those responsible
for anticipating crises and planning and
initiating early responses to avert or
alleviate them.
Those involved in the dialogue
included not only academics but also
representatives from the United
Nations, the U.S. State Department, the
United States Agency for International
Development, the Organization for
Security and Cooperation in Europe and
the Swiss Peace Foundation, among
others. ("Even countries like
Switzerland get in the business of pre-
ventive diplomacy, and of being pre-
pared to provide relief services in
crises," says Davies.)
"There is no one country or body
that can handle all these crises," says
Davies. "Information exchange and col-
laboration is critical."
Even the ever-useful Internet is play-
ing a role in this area. A "relief web" is
currently being developed by the U.N.
Department of Humanitarian Affairs,
says Davies. Restricted access, he says,
means the early warning information
would only be for peacemaking organi-
zations and relief agencies.
During the workshop, the presenters
discussed macro-level structural indica-
tors, micro-level dynamic indicators,
environmental and economic factors,
"There is no one
country or body that
can handle all these
crises," says John
Davies. "Information
exchange and collabora-
tion is critical."
-John Davies, CIDCM
current and evolving early warning sys-
tems and future development, collabo-
ration and applications.
Early warnings are crucial to contain-
ing a conflict and keeping it from spiral-
ing out of control. "The key is to start
before shots are being fired," says
Davies.
"We need to get away from being
reactive fire brigades to being preven-
tive; or at least having someone there as
soon as it breaks out, to contain it."
Relief services, he says, can shift and
pre-organize their resources when pro-
vided with early warning.
Academics, says Davies, play a criti-
cal role in early warning systems as they
can develop formal models that can be
tested systematically. Because there are
different types of crises and different
ways of managing them are required, a
range of early warning systems is devel-
oped, says Davies.
Davies notes that structural indica-
tors and dynamic indicators are both
crucial to early warnings. Structural
indicators include: a history of reliance
on coercive methods to control dissatis-
fied groups, restricted access to infor-
mation, lack of checks and balances on
executive powers and chronic denial of
access to the political process. Dynamic
indicators, such as violent demonstra-
tions, new repressive policies or arms
transfers, enable experts to look at the
day-to-day developments in unstable
countries for signs of accelerating esca-
lation or de-escalation.
With enough warning, says Davies,
"you're able to shift your relief sources
and efforts toward diplomacy to see if
timely intervention can avert the crisis
or minimize its impact."
Davies admits there is no such thing
as 100 percent accuracy. "Even if you
have 50 percent accuracy, preventive
intervention is much less expensive
than reacting only after violent conflict
escalates," he says.
Since the end of the Cold War, says
Davies, there's been a drop in the num-
ber of international wars, yet there are
still plenty of deadly internal wars and
crises. "Managing these crises should be
the thrust of anyone looking to
strengthen world peace."
Workshop participants, says Davies,
were keen that such a conference
should take place more often. "Several
said it was the best they've attended,"
he notes. Davies says CIDCM hopes to
follow up on this workshop with anoth-
er in two years.
Papers from the conference will be
published as an edited volume.
—JENNIFER HAWES
Criminologists to
Investigate Prevention
Crime prevention. It has been on
nearly every candidates platform
over the past few years. But just how
well do crime prevention measures
work? University of Maryland crimi-
nologists plan to find out.
The United States Department of
Justice has selected the University of
Maryland to review the effectiveness
of crime prevention programs man-
dated by the U.S. Congress in the
1996 Crime Bill. The report recently
presented to Attorney General Janet
Reno will help guide all national poli-
cies on crime prevention, particularly
those programs funded by the U.S.
Office of Justice Programs.
"This study will provide legislators
witli solid evidence as to which
crime prevention programs work,
which are promising and which
should be scrapped," says Lawrence
Sherman, chair of the department of
criminology and criminal justice and
lead member of the review team.
The scientific review will examine
crime prevention in eight institution-
al settings: families, communities,
schools, labor markets, residential
and commercial facilities, police
agencies and courts and correctional
agencies. The report will attempt to
classify and evaluate all policies that
have possible crime prevention
effects, including the Head Start pro-
gram for children and the Three
Strikes program for repeat offenders.
Because not all studies are created
equal, the review team will evaluate
each program on the strength of the
scientific evidence for the conclu-
sions it reached, and the strength of
the crime prevention effects it may
have found.
The criteria for program success
will include measures of crime itself,
as well as risk and protective factors
shown to affect crime.
The report is due to be released to
the public in February or March.
6 Outlook January 28. 1997
Kirwan Responds to Task Force Report with 13- Point Action Plan
continued from page 1
ticularly with regard to African
Americans, can be deemed success-
ful, says Kirwan. But "periodic, com-
prehensive studies of the experi-
ences of ethnic minorities at College
Park are needed to help measure our
progress toward achieving our diver-
sity goals."
Co-chaired by professors Robert
Yuan and Pedro Barbosa, the task
force was asked to determine the
extent to which opportunities exist
for access, participation and success
of Asian, Hispanic and Native
American faculty, students and staff
at College Park.
The 1995 report issued by the task
force offered a critical assessment of
the state of the campus. Some of the
chief issues of concern were the lim-
ited presence of Asians, Hispanics
and Native Americans in the universi-
ty workforce, a perceived chilly cam-
pus climate, low enrollment of Native
American students, frustration with
the limited amount of staff support and
the limited number of courses that
focus on the Asian American, Hispanic
American and Native American experi-
ence.
"The task force did an excellent job
of assessing this campus and determin-
ing how we can improve the environ-
ment with regard to Asian, Hispanic
and Native American faculty, staff and
students," says Kirwan. "They had the
daunting task of trying to place the
goals of diversity in some perspective
and I want to express my appreciation
to all the members who contributed
their time and insights to develop this
report."
According to a study conducted at
the University of California at Berkeley,
institutions experience diversity in three
different phases. In Phase I. institutions
experience diversity as an option, in
Phase II as separate enclaves, and in
Phase HI as mutual enhancement.
According to Kirwan, "The report of the
Asian, Hispanic and Native American
Task force was designed to help College
Park move toward Phase in."
The task force identified as one of its
most critical issues, the limited number
of Asians, Hispanics and Native
Americans in the university workforce.
"We want this campus to be
one that truly reflects the
diversity of our state,
region and nation."
William E. Kirwan
both as faculty and staff. Though the
number of Asian American and Hispanic
American undergraduate students at
College Park increased significantly
between 1975 and 1995, the propor-
tion of these minorities in the work-
force has not kept pace. In addressing
this concern, the Task Force Report
calls for substantial increases in the
employment of faculty and staff with
special emphasis on increasing their
presence in leadership and supervisory
roles.
Comparison of Asian, Hispanic and Native American Task Force Goals
with the 1996-2000 Affirmative Action Goals
Task Force Recommendations/Goals
1996-2000 Affirmative Action Goals
Asian
American
Hispanic
American
Native
American
Asian
American
Hispanic-
American
Native
American
Task Force Employee Recommendations
1 . Double the number of Hispanic American
and Native American faculty members.
40'
5
44
1
10. Double the number of Asian American asso-
ciate staff and triple the number of Hispanic
American and Native American associate staff.
80 ''
50
2
9
11
1 1 . Double the number of Asian American and
triple the number of Hispanic American and
Native American classified employees.
107
196
24
20
20
Tenure and Non-Tenure Track
2 Includes employees at Executive/Administrative/Managerial and Professional Levels
According to Kirwan, the university's
current campus employment goals, the
1996-2000 Affirmative Action Goals (see
chart above), are based on federal
guidelines that use availability data.
"The difference between the task force
employment goals and the 1996-2000
Affirmative Action Goals are rather dra-
matic," says Kirwan, "except in the case
of goals for Hispanic American faculty
where the Affirmative Action goals
exceed the Task Force recommenda-
tion."
Because of their small numbers, the
case for Native Americans differs greatly
from that of Asian and Hispanic-
Americans. "The Native American popu-
lation is so small in this state that it's
very difficult to set numerical targets,"
says Kirwan. "But the report makes
clear our appreciation of the need for
attention to the Native American popu-
lation and our commitment to do what
we can to reach out to this community.
We certainly want the university to be a
place Native Americans see as a wel-
come environment where they can suc-
ceed."
The university, says Kirwan, will con-
tinue to make special efforts to meet its
employment goals for Native Americans
as established in the 1996-2000
Affirmative Action Plan.
The Hispanic American and Asian
American populations are rapidly
increasing in the nation, state and
region. "Just as we have facilitated pro-
viding a 'critical mass' of faculty and
staff to support our African American
students, we must now attempt to do
the same for Asian Americans and
Hispanic Americans," says Kirwan. "The
challenge we face is to develop mean-
ingful goals that combine our aspira-
tions for greater representation of eth-
nic minorities in our workforce with
the reality of the available pool of appli-
cants."
Ethnic minority staff members have
expressed concern about the campus
climate. Some believe that performance
evaluations and current career advance-
ment opportunities are more related to
ethnicity than to job performance.
Kirwan has asked the vice president
and deans to develop initiatives to
improve the climate for ethnic minority
employees in their units and to provide
annual status reports.
The task force report also suggests
that ethnic minorities are experiencing
difficulty in obtaining supervisory level
positions. Vice President for Adminis-
trative Affairs Charles Sturtz has been
asked to develop a plan that would help
increase the likelihood of a successful
experience and better prepare ethnic
minorities for supervisory roles.
The prevalence of ethnic minorities
on this campus is a relatively recent
"...periodic, comprehensive
studies of the experiences
of ethnic minorities at
College Park are needed to
help measure our progress
toward achieving our
diversity goals."
William E. Kirwan
development, says Kirwan. Although
African Americans were prohibited by
law from attending the university until
1954, other ethnic minorities were vir-
tually non-existent.
In the university's Minority
Achievement Plan submitted to the
Maryland Higher Education Commission
in 1991, the university established a
1998 enrollment goal of 6 percent for
Hispanic American students. The task
force recommends an increase in
Hispanic American enrollment of 2 per-
cent a year over the next five years. At
that pace, by the year 2000, Hispanic
Americans would comprise 14.2 per-
cent of the undergraduate student pop-
ulation.
"In light of the limited number of
Hispanic American students available
for admission," says Kirwan, "this is an
unrealistic goal." According to a recent
American Council on Education report,
the high school drop-out rate for
Latinos is 35 percent, compared with 9
percent for whites and 14 percent for
African Americans. Also, the College
Board 1996 Profile of College Bound
Seniors states that Hispanic American
students represented only 2.7 percent
of the SAT test takers in Maryland in
1996.
Based on these facts, the university
will not establish any new goals for the
enrollment of Hispanic American stu-
dents, but will work aggressively with
the high schools and community agen-
cies to help ensure that these students
will participate in higher education in
ever-increasing numbers, says Kirwan.
"As the university of the state of
Man-land, our demographics should
reflect those of the state," says Kirwan.
"If we met the goals of the task force
report, however, we would have a
greatly underrepresented white popula-
tion on our campus."
The task force's numbers were such,
says Kirwan, that only 50 percent of the
university's students would be white.
"But 75 percent of the Maryland popu-
lation is white. You can't really expect
to get up to numbers that are much
greater than the representative popula-
tion in the state."
While still in the final approval stage,
there is a diversity statement being
developed for the university at Kirwan's
request. The statement is intended to
describe as well as explain the universi-
ty's commitment to diversity.
One of the president's most signifi-
cant concerns is that there be a means
of monitoring the action plan to ensure
hill implementation. Kirwan has asked
the Acting Provost Nelson Markley to
expand the committee initially estab-
lished to advise the provost on the
implementation of the Excellence
through Diversity Action Plan.
—JENNIFER HAWES
January 28, 1997 Outlook
1996 Annual Report of the Campus Compliance Officer
"Because excellence knows no dis-
tinction of race, culture or gender, the
University of Maryland at College Park
has made the diversity of its human
resources and educational opportuni-
ties a distinguishing characteristic of its
institutional identity." These words
from the university's Mission Statement
set the rhetorical stage for successful
implementation of the university's
Human Relations Code.
The code, which has governed the
campus community since October
1976, was established to prevent and
eradicate discrimination on the basis of
race, color, creed, sex, sexual orienta-
tion, marital status, personal appear-
ance, age, national origin, political affili-
ation, physical or mental disability and
on the basis of the exercise of rights
secured by the First Amendment of the
United States Constitution. The Code
reflects the institutional recognition
that the campus must strive actively and
creatively to build a community in
which opportunity is equalized.
The Office of Human Relations
Programs plans, develops, gives direc-
tion to and coordinates the overall cam-
pus effort to prevent and eliminate dis-
crimination based on the factors listed
above. The office is directly responsible
to the President, and assists and coordi-
nates the human relations activities of
25 equity administrators representing
the various units of the campus. In addi-
tion, the office regularly receives advice
from the Senate Committee on Human
Relations, a campus-wide body which is
charged with fostering better human
relations among all individuals and
groups on campus; advising in the
development of positive and creative
human relations programs; advising in
the prevention and eradication of all
forms of discrimination prohibited by
the Code; and making regular assess-
ments of the state of human relations
within the purview of the campus.
As Campus Compliance officer in the
office of Human Relations Programs, I
investigate and work to resolve com-
plaints of discrimination under the
Human Relations Code. (The complete
text of the Code may be found at pages
245-49 of the 1996-97 Undergraduate
Catalogue and at pages 672-83 of the
Fall 1996 Graduate School Catalogue.)
Complaints under the Code may be
presented either to the office or to the
unit equity administrator. 1 also provide
assistance in connection with informal
inquiries and consultations involving
challenging interpersonal matters that
may or may not fall within the Code's
subject-matter jurisdiction.
In addition, each year my office
receives a number of referrals from the
university Police Department of matters
that are classified as Racial, Religious,
Ethnic or Sexual Orientation (RRES)
Incidents. From late November 1995,
when I started work as Campus
Compliance officer, to late November
1996, 1 gave attention to 156 such com-
plaints, consultations and referrals. This
total number represents an average rate
of three new matters per week over the
past year.
The 1 56 complaints, consultations
and referrals presented to the office
from late November 1 995 to late
November 1996 included expressions
of concern in the following substantive
areas: workplace issues such as job
duties and supervisors' behavior; grad-
ing (under Article II. D. 4. of the Code,
however, the Code does not apply to
grade disputes; rather, such matters are
to be addressed using the university's
procedures for review of alleged arbi-
trary and capricious grading, found at
page 265 of the 1996-97 Undergraduate
Laura Keohane
Catalogue, and at pages 685-87 of the
Fall 1996 Graduate School Catalogue);
graffiti or vandalism in Residence Halls
and in other campus buildings; for staff
members and academic administrators,
issues arising in the context of the
Performance Review and Development
(PRD) process; faculty compensation
issues; and questions arising in connec-
tion with requests for reasonable
accommodation by students, staff and
faculty members who identify them-
selves as disabled (all such requests for
reasonable accommodation are to be
coordinated by the campus's Disability
Support Service, located in Shoemaker
Hall). These selected examples provide
a concise overview of the nature of mat-
ters likely to be presented as Human
Relations concerns.
My work as Campus Compliance offi-
cer, and the work of the office of
Human Relations Programs in general,
reflects the university's commitment to
diversity as a guiding principle for every
facet of campus life — living, learning,
employment, recreation, public service
and personal growth. My office, like
other units and departments of the uni-
versity, works hard to continue to build
an equitable campus community,
where a diverse group of students, staff
and faculty members of every race,
color, religion, sexual orientation, mari-
tal status, appearance, national origin,
political affiliation, ability and of both
sexes and various ages, have an impor-
tant place in the fabric of the institu-
tion.
For more information about the uni-
versity's Human Relations Code, the
Code's enforcement procedures, the
office of Human Relations Programs and
its programs for preventing and elimi-
nating discrimination, please stop by
the office, located in 1 107 Hornbake
Library; call me at 405-2839; or e-mail
me at lkeohane@umdacc.umd.edu.
—LAURA KEOHANE
CAMPUS COMPLIANCE OFFICER
Campus Compliance Statistics
From November 1995-November 1996, the individuals who
brought 156 situations to the Office's attention were distrib-
uted among the following groups:
Undergraduate student
Classified Staff
Faculty member
Graduate student
Other/status unknown
Associate Staff
Academic administrator
Contract employee
Guest/visitor
Job applicant
Applicant for admission
During the same period, the differing contexts in which the
situations arose were distributed as follows:
Percent
66
42
31
20
16
10
14
9
11
7
9
6
2
1
2
1
2
1
2
1
1
<1
Percent
Employment
64
41
Education
37
23
Living
26
19
Other/context unclear
26
17
The 156 inquiries, consultations and complaints were dis-
tributed among the campus's five major units in the follow-
ing proportions:
Percent
Academic Affairs
87
56
Student Affairs
44
28
Administrative Affairs
11
7 .
University Advancement
2
1
Office of the President
2
1
Seventeen of 156 matters, or 1 1 percent, were presented
to the Office as formal complaints under the University's
Human Relations Code. These formal complaints were
resolved in the following manner:
Dismissed - no probable cause 4
(Article III. I. and J. of Code)
Investigated and resolved to parties'
mutual satisfaction (usually without
explicit findings) 3
(Article III.K. of Code)
Referred to President's Legal Office 3
Still in progress (as of December 1996) 2
Referred to Major Unit Equity 1
Administrator
(Article III.E. of Code)
Dismissed - no personal jurisdiction 1
(Article II. E. of Code)
Dismissed - no subject-matter jurisdiction 1
(Article III. I. of Code)
Referred to Staff Ombuds Officer 1
Withdrawn by complainant 1
8 Ouilook January 28. 1997
F o
Your Interest
Call for International Volunteers
The Maryland English Institute
seeks volunteers for its Speaking
Partners program, which matches
international students studying
English with American volunteers.
The program gives international
students the opportunity to practice
their English with an American in a
non-classroom, informal setting.
Students and volunteers meet once a
week for an hour of conversation.
Volunteers are also needed for the
Welcome Home to Maryland pro-
gram, which matches international
students with volunteers from the
university community. Volunteer fam-
ilies/individuals in this program meet
with students on a regular basis and
partake in activities that allow the stu-
dents to become familiar with
American culture.
For more information on either
program, contact Denise Burns or
Marcie McMahon at 405-0336 or stop
by 2140 Taliaferro Hall.
The Changing Perspective of
German Studies
Next month the department of
Germanic studies hosts its second
event in the ongoing German Lecture
Series.
Russell Berman of Stanford
University will speak Feb. 5 at 4 p.m.
on the topic "Linguistic Difference,
Cultural Studies and Institutional
Structure." Berman is the chair of the
German studies department at
Stanford and has published extensive-
ly in the areas of literature and soci-
ety, empire and colonialism and criti-
cal theory. His lecture will address
changing perspectives within the
field.
For more information, call Elke
Frederikscn at 405-4 107.
Korean Food and Security
"Food and Security on the Korean
Peninsula," is the topic of an upcom-
ing symposium taking place Feb. 18 in
the University College Inn &
Conference Center.
Co-sponsored by the American
Enterprise Institute, the Korea
Economic Institute, the Korea
Council and the Korea America
Friendship Society, the symposium
features several panel discussions
about Korean agriculture and security
issues.
The seminar is open to the public,
but a reservation fee of $1 5 is
required.
For more information, call Patrick
Parsons at 405-0351.
African-American Architecture
In recognition of African-American
History Month, the School of
Architecture is sponsoring a lecture
by architect Jack Travis of New York.
The lecture takes place Feb. 1 2 at
7 p.m. in the School of Architecture
Auditorium.
Travis is the head of the architec-
ture and interior design firm JTA and
has worked for film maker Spike Lee
and actor Robert DeNiro. He is also
the author of African American
Architects: In Current Practice.
In his lecture, Travis plans to dis-
cuss "Foundations and Accusations in
Our Work."
For more information, contact
Matthew Bell at 405-6301.
Professional Concepts Exchange
The 16th Annual Professional
Concepts Exchange conference,
sponsored by the President's
Commission on Women's Issues and
the Professional Concepts Exchange
Committee, is scheduled for May 28
in the Stamp Student Union.
The purpose of the all day confer-
ence is to promote the goals of pro-
fessionalism and excellence through
the examination of issues involved in
making the work environment more
effective, challenging and rewarding.
The conference is open to classi-
fied employees only.
Fore more information, contact
Erinn Joyner at 405-4520 or e-mail at
etl4@umail.umd.edu.
Lift Every Voice
If you have a passion for singing
gospels, spirituals and all kinds of
sacred and secular music, now is your
chance to audition for the university's
acclaimed Maryland Gospel Choir.
Director DeWayne Gregory will
hold open auditions Jan. 30 and Feb.
6 from 6 to 7:30 p.m. in room 2102
of Tawes Fine Arts Building.
Those who are interested in audi-
tioning should call 931-8801 and
leave their name, phone number and
voice style. Applicants should come
prepared to sing two songs of their
choice, one must be a hymn.
Spring into Art and Learning
Spring 1997 art and leisure classes
begin the week of Feb. 17 at the Art
& Learning Center. The classes are
non-credit courses designed for chil-
dren, teens, adults and senior citi-
zens. Areas of instruction include
painting, drawing, photography, pot-
tery, ballroom dancing, T'ai Chi
Chu'an, yoga, massage therapy and
aerobics. A discount is offered for
early registrations before Feb. 10.
For more information, or to
receive a brochure call 314-2787.
Diversity's Spring Focus
Plans are currently under way for
the Diversity Initiative's Spring Focus
Weeks, April 6-19. The initiative
would like tp focus on specific diver-
sity issues, such as age, class and sex-
ual orientation on various days. If
your organization is planning a diver-
sity-related event anytime between
April 6-19, contact Beth Workman at
405-4622 or Kimberly Gladfelter at
405-2763.
Interested in Europe?
Faculty, staff and students interest-
ed in Europe can subscribe to the
newly-established listserve -europe-.
To subscribe, contact Martin
Heisler at 405-4167 or e-mail to
mheisler@bss2.umd.edu.
Share your Terrapin Pride
Join students, parents, alumni, staff
and faculty to advocate for the inter-
ests of the University of Maryland by
attending the first annual "Terrapin
Pride Day: Advocates in Annapolis."
The event is planned for Feb. 5 in
Annapolis, starting at 3 p.m. with a
kick-off gathering, followed by infor-
mal legislative visits to senators and
congressional leaders.
The highlight of the day is the
Parents' Association's Fourth Annual
legislative Reception which is being
held at 5 p.m. in the Governor's
Reception Room of the State House.
"Terrapin Pride Day" will be capped
off by a Louis Goldstein-guided tour
of the State House.
Reservations for "Terrapin Pride
Day" are required.
For reservations or more informa-
tion, call Helen Rauscherat 405-7173
or Brooke Lecky at 314-8429.
Call for Proposals
"Black Scholars and Leaders:
Preparing Our Communities for the
21st Century" is the theme of an
upcoming conference taking place at
the university April 19.
The goal of the conference is to
facilitate the intellectual and cultural
development of African-American
high school and college leaders by
allowing them to analyze some of the
critical issues facing the community.
Conference organizers are current-
ly seeking conference proposals
which respond to topics such as com-
munity service and leadership, inter-
national partnership across the
African diaspora, affirming cultural
identity and political activism. The
deadline for submission is Jan. 31.
For more information, call Patricia
Thomas at 314-8366.
Recognizing Disabled Staff
In order to recognize the meritori-
ous efforts of members of the campus
community, the President's
Commission on Disability Issues is
asking for nominations of those per-
sons or groups who have worked to
improve the quality of life for dis-
abled persons at College Park.
The awards may be given to a
group or individual who has made
significant contributions to this area.
Historically there are three awards
given: Faculty Disability Achievement
Award. John W. King Staff Disability
Achievement Award and Student
Disability Achievement Award.
Deadline for nomination submissions
is March 7.
For more information, or to submit
a nomination, contact Lida Larsen at
405-2936 or e-mail to lidajarsen®
umail.umd.edu.
International Travel Fund
The next deadline for applications
for travel grants from the
International Travel Fund is Feb. 15.
Funds are available for university
faculty who are planning to conduct
research abroad. Awards cover air
fare only and applicants must have an
invitation from a host scholar or insti-
tution. Please note that travel to con-
ferences, conventions or other inter-
national meetings will not be sup-
ported.
For more information or to receive
an application, contact Valerie
Williams in the Office of International
Affairs at 405-4772.
Entrepreneurs Reception
The Dingman Center for
Entrepreneurship invites local entre-
preneurs to a business reception on
Feb. .4 from 5:45-8 p.m.
The reception is an opportunity
for entrepreneurs to meet local
providers of capital. The panel will
feature Chip Stellges of Allied Capital,
Jim Pastoriza of AT&T Venture Fund,
Frank Adams of Grotech Capital
Group and Stephen Rochereau of
Space Vest.
The event takes place at the
Tysons Corner Marriott in Vienna, Va.
General admission is $50 and $40 for
Dingman affiliates.
To register, or for more informa-
tion, call 405-1112.
Staff B-Ball Appreciation Night
University Athletics invites all fac-
ulty and staff to the Feb. 3 Faculty
and Staff Appreciation Night when
Maryland Women's Basketball hosts
rival Virginia. The game has a 7 p.m.
tip off and will be broadcast on Home
Team Sports.
Any faculty and staff member pre-
senting identification on game night
will receive $ 1 off each youth ticket
purchased.
Any department that has at least
five staff or faculty members present
receives scoreboard recognition for
their department.
In addition, four raffles will be
held throughout the game where
only faculty and staff may register and
win university merchandise.
For more information, call Rob
Butcher at 314-7071.
Unlocking Science with KEYS
On Feb. 8, from 9 a.m. to 4 p.m.,
the university's Society of Women
Engineers chapter in collaboration
with SWE chapters at Howard
University and Catholic University
will sponsor "Keys to Empowering
Youth," an engineering program for
1 1- to 13-year-old girls. The KEYS pro-
gram focuses on empowering activity
for girls such as breaking stereotypes,
problem solving and self-esteem
building, in addition to exposure to
the field of engineering through
hands-on lab experiments.
Enrollment for the program is lim-
ited to 25 girls. Registration fee is
$10.
For a brochure and application,
contact Jennifer Vest at
jvest@deans.umd.edu or call 405-
0315.
Live Music Archive
Librivox Free Audio
Metropolitan Museum
Cleveland Museum of Art
Internet Arcade
Console Living Room
Books to Borrow
Open Library
TV News
Understanding 9/11