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Helena Robinson's avatar

The issue is how to operationalise open inquiry and viewpoint diversity at the level of classroom interactions between students and academics. I agree that discussing the 'gender unicorn' shouldn't be grounds for dismissal, but I also question how the professor framed that discussion and whether there was genuinely room for students to vocalise dissent from her position.

Replacing one mandatory belief with another is obviously not the answer, but we haven't really figured out a way to disentangle ourselves from the allure of orthodoxies in higher ed. To me that's the more fundamental challenge.

Dave Porter's avatar

Many of us recognize the value of institutional neutrality. This notion of a level playing field and fair play reflects Oliver Wendell Holmes famous “marketplace of ideas” in his great dissent of 1919. Might such neutrality also be applied to academic departments, courses and even each individual classroom assignment?

Our answers are less important than the process by which they are garnered. Open inquiry requires listening to understand – listening even to those views we perceive to be noxious. This is not easy. Because it is challenging, it requires support. Support not for approved solutions but for a common process. Support from politicians, administrators, colleagues, and students.

I served as a rescue helicopter pilot in the Air Force. Two of my first, of many, additional duties were as a Squadron Equal Opportunity and Treatment Officer and Base Race Relations Instructor at Hickam AFB, Hawaii. This was something new to the AirForce in the early 70’s, but racial strife had become a significant barrier to unit readiness and mission accomplishment.

The initial institutional response was adamant and punitive: “those who could not conduct themselves in a manner that was free of discrimination, whether by act or inference, were not fit to supervise or command.” Potentially, heads were going to roll. Initially, the Race Relation Program adopted a strategy of direct assault on racism and all its many ugly manifestations.

A commander of a transportation squadron insisted it was his right to display a confederate battle flag behind his desk despite it offending and intimidating most of his African American subordinates. An elite unit of highly decorated paramedical jumpers decided the best way to welcome the first African American to earn this hallowed specialty code was by telling “nigger jokes.” The fact that he participated by telling “honky jokes” was all the evidence they needed to conclude their brazen strategy was working.

Initial mandatory base Race Relations classes were three days of harangues about the ugliness and injuries caused by white racists and the assertion that all whites were inherently racists and that punishment was the only way to improve the system. After several months, surveys showed that this approach was causing more harm than good. Past participants were more polarized and less supportive of Equal Opportunity and Treatment programs than those who had not attended.

Using scenarios based on actual events such as the ones mentioned above, surveys revealed profound differences in perception and judgment based on individual’s identity and beliefs. Might such scenarios not only a means of identifying our problem but a method for addressing it?

We learned that breaking classes into heterogeneous groups of 8-10 individuals and asking them to consider these scenarios and agree on an appropriate institutional response was a very engaging activity. We also discovered that participants, even those that could not reach consensus on an appropriate institutional response, expressed less extreme views after working through the problems. Participants learned that multiple perspectives, even those of individuals with whom they differed and adamantly disagreed, showed that each situation was more complicated than they had first assumed.

Many years later I tried a similar approach in dealing with the rancor surrounding Title IX hostile environment and discrimination prohibitions at my private liberal arts college. The campus community (at least several of its most ideologically strident members and a duplicitous dean) were outraged. After 10 weeks of suspension, survey suppression, and banishment, I was dismissed for cause. I have been pursuing legal remedies for over seven years. It’s complicated.

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