Since the new associate vice chancellor for diversity and climate position was conceived last semester, and even more so since Bernice Durand was named in mid-January, the position has received a chorus of support and criticism. As with any unprecedented role, the job has the potential to live up to expectations for success or failure. Durand can move along the university’s efforts toward a more diverse campus and a better educational atmosphere, or she can jeopardize a productive and responsible climate by hindering debate and understanding. Here are The Badger Herald’s recommendations to avoid the latter:

Post near Bernice Durand’s desk: Diversity and Climate “To Do” Checklist

Take the discussion of campus climate beyond vague strictures like “improvement” and “advancement” and establish recognizable procedures so it becomes clear what your office is doing and it can act effectively.

Stick with your statement that you will combat prejudice rather than perpetrators. After all, climate is about larger issues of ignorance and acceptance more than interpretation or accusation.

Look beyond the state borders in efforts to bolster minority recruitment. A large reason the university is so homogeneous is because Wisconsin is, and out-of-state recruitment will help bring diversity of experience along with diversity of color to the student body.

In keeping with Plan 2008’s seventh goal, your position establishes accountability for the administration’s diversity programs, so stand up as the point-person by refusing to pass the buck up, down or around.

Make sure your conception of campus climate includes protection of free speech and dissent — don’t stifle demonstrations or ideas that depart from a particular view of “diversity” in the interest of some singular interpretation of that word.

Ensure that focus on sensitivity during “diversity and climate” training sessions does not come at the expense of such valuable inquiry.

Take care not to interfere with the academic process. “Aligning academic programs with campus diversity goals” does not mean pushing professors or curricula into line with a singular administrative agenda.

The recommendations by the Campus Climate Network Group are responsibly cautious, but that also leaves them rather vague. Since part of your job is implementing those suggestions, take special note of the advice to make programs concrete and actively communicate with faculty and students.

Be visible. Serving as an ombudsman for the campus community means more than standing by any affected party. Strengthen the legitimacy of your position by being critical about what causes you assume, then take your efforts public so individuals are confident someone is working in their interest (Hint: Talk to the student press).

Do not be afraid to butt heads with other administrators. You were chosen because your perspective and experience make you a good leader for campus diversity efforts. Drive your programs and leave politics to others.

Finally, the best programs for “insuring campus climate issues are addressed” involve dialogue and education. Initiatives should enable students to talk freely and knowingly about different cultures, experiences and conflicts. That means opening windows into those other perspectives by providing opportunities, venues and incentives for discussion.