External Review of Title VI Compliance and Next Steps

Dear Members of the Drexel Community,

I am writing to share the steps we are taking to restructure the operations of our Office for Institutional Equity and Inclusive Culture (EIC) in order to sustain our academic mission, to better serve our community, and to ensure full compliance with federal civil rights protections against discrimination. This restructuring is guided by the findings and recommendations of a yearlong external review, led by the law firm Cozen O’Connor, which examined our non-discrimination policies, procedures and practices and their intersection with academic freedom and free speech.   

This transition also comes at a time in which universities have been tasked by the federal government to reexamine their policies and procedures involving diversity, equity and inclusion. While Drexel initiated its review process prior to recent executive order mandates and directives, including a letter from the Department of Education issued last week, I can assure you that we will continue to uphold our shared values as we create a more effective structure that ensures every member of our community feels welcomed, included, supported and valued, while fulfilling our legal requirements.

Findings and Recommendations

The external review reflects invaluable contributions from a broad cross-section of Drexel community members, including a senior operations group and members of the Advisory Committee and Community Engagement Group. In addition, data from the Higher Education Data Service (HEDS) Diversity and Equity Campus Climate Survey, information from more than a dozen constituent focus groups, an anonymous survey, and multiple engagements with members of the faculty and the Faculty Senate Steering Committee helped inform the recommendations. I appreciate the thoughtful and diligent efforts of all who participated in this review process.

The summary report identifies areas where we have an opportunity to provide additional support to promote inclusion and belonging on campus by establishing a clearer process for accessing the systems we have in place to protect the civil rights of our community members.

Based on these recommendations, we are making the following changes:

Strengthening Civil Rights Compliance

The Office of the Executive Vice President, Treasurer & Chief Operating Officer will now oversee the University’s civil rights compliance office. This change, which also strengthens Drexel’s compliance with our voluntary resolution agreement with the U.S. Department of Education’s Office of Civil Rights, will improve the process of reporting conduct that violates our policies while also safeguarding the independence and authority necessary to carry out these duties and legal obligations. It will promote greater understanding of conduct that violates our policies and federal laws against discrimination, as well as awareness of individual reporting options and obligations. And it will reinforce the University’s commitment to foster an inclusive community free from discrimination and harassment. All contact information and links to resources will remain accessible on the EIC website during the transition.  

Integrating Inclusion & Belonging Initiatives

The University’s inclusive culture and belonging efforts will now be housed within:

• Division of Student Success (for student-focused initiatives)
• Office of Faculty Advancement and Inclusion (faculty support)
• Department of Human Resources (professional staff engagement)

This restructuring will promote greater collaboration and enhance the University’s ability to tailor its focus to the needs of the community members served by each of these areas. The leaders of these units will work together in coordination, informed by the University’s values and evidence-based practices, to ensure that all members of the Drexel community — students, faculty and professional staff — experience a sense of belonging that enables them to thrive. We are engaging with internal and external experts as we formalize a plan in order to provide appropriate resources, structure, accountability measures, and oversight for this model.

Gratitude and Appreciation

I am grateful to our dedicated professional staff, who lead and support these areas on a daily basis, for their deep commitment to making Drexel a place where our students, faculty and professional staff feel safe and welcome. I’m confident their expertise and dedication will ensure a smooth and efficient transition as part of a concerted University-wide effort to uphold our shared values and nurture a safe and inclusive learning environment.

I want to thank Kim Gholston both for her leadership and service to Drexel as its Vice President of Human Resources and Chief Diversity Officer since 2019, and for all her contributions to our University since arriving here in 2016 as Assistant Vice President of Human Resources. While Kim has decided to pursue new opportunities outside of Drexel, her meaningful contributions to the University’s mission will endure.

I would also like to thank the University leaders who will be overseeing this important transition — Executive Vice President, Treasurer and Chief Operating Officer Helen Bowman, Executive Vice President and Nina Henderson Provost Paul Jensen, Senior Vice President for Student Success Subir Sahu and Senior Vice President and Chief Human Resources Officer Megan Weyler. These leaders will provide the University with more information and regular updates as this process moves forward.

As I stated in my message on Feb. 3 regarding our interim Policy on Prohibited Discrimination, Harassment and Retaliation, our efforts to prevent, combat and effectively respond to allegations of discrimination, harassment and retaliation will be rigorous and ongoing. This commitment is essential to ensuring our University is a community where everyone feels safe, welcomed and respected. More information about the findings of Drexel’s external review, as well as the University’s actions to address them, will be shared with the community in the coming months.

Sincerely,

Denis P. O’Brien
Interim President