GSAPP is committed to addressing systemic racism and anti-Black racism across all its dimensions. Dedicating ourselves as a community to engaging in active anti-racist practices will enable new foundations from which to think through, engage with, and imagine the future of the built environment both more equitably and with more joy.
As a school of architecture and the built environment, it is imperative that we acknowledge the role our disciplines and practices have played in constructing and upholding racial inequities in the built environment. GSAPP is engaging every aspect of the School with a collective commitment to changing these approaches and through shared efforts is intensifying its focus in the advancement of diversity, equity, and inclusion as a community and across our disciplines and practices.
GSAPP’s strength lies in the diversity of its programs and positions as well as in the breadth of perspectives, backgrounds, and personal experiences that our students and faculty bring to the sustained and critical probing of our disciplines and practices, as a way to understand both what they are and what they can become. To better sustain and serve this breadth of approaches, we are committed to fostering environments that bring our community together across programs and forums to become an actively anti-racist institution.
At the start of the Fall 2020 semester, GSAPP hired Diversity Dimensions Consulting (DDC) to partner with the School in outlining ways to become an anti-racist institution. In parallel, the faculty-led GSAPP Anti-Racism Task Force was formed to engage in conversations with the GSAPP community and to work toward an anti-racist GSAPP through re-imagining pedagogical approaches, curricula transformation, and programming. Dean Andraos’s Fall letter to the School was also the result of ongoing conversations with students, faculty, and staff across the School.
The following Action Plan is the synthesis of those efforts and recommendations—Dean Andraos’s letter (December 2, 2020), DDC’s Executive Summary of Findings and Recommendations (December 21, 2020), and the Anti-Racism Task Force recommendations (December 21, 2020)—as a means to coordinate and render visible the ongoing work and progress across all of the School’s dimensions.
This living document will be updated as work evolves; last update May 25, 2021.
|a.||Shared school-wide readings and ongoing discussion groups to build relationships and community across programs and platforms||Launched Spring 2021||Ongoing|
|b.||Required cross-discipline orientation with a focus on timely, anti-racist and related themes relevant to the built environment||In Progress||Fall 2021|
|c.||Regular anti-racism training and faculty workshops||Launched Spring 2021||Ongoing|
|d.||Creation of a new administrative position dedicated to expanding student support and advancing the School’s work in anti-racism and diversity, equity, and inclusion||In Progress|
|e.||Continued implementation of Anti-Racism Task Force recommendations and goals through the formation of a School committee||In Progress||Fall 2021|
|a.||Targeted outreach to institutions that award the largest number of bachelor’s degrees in architecture and allied fields to underrepresented groups, with a focus on Historically Black Colleges and Universities (HBCUs), Hispanic Serving Institutions (HSIs), and universities in the Mid-Atlantic and Northeastern region of the U.S||In Progress|
|b.||Specific communications to better utilize videos and visual content on GSAPP’s social media platforms as part of targeted outreach efforts||In Progress|
|c.||Further support and explore collaborative and partnership efforts by adjunct faculty that support and attract BIPOC students to the School||Launched Fall 2020||Ongoing|
|d.||Implicit Bias training and resources to better support GSAPP’s holistic application review process||Launched Spring 2021||Ongoing|
|a.||GSAPP has committed $1 million to establish the Norma Merrick Sklarek Scholars Fund to support the recruitment of historically underrepresented groups at GSAPP through full-tuition scholarships||Launched Fall 2020||Ongoing|
|b.||Additional non-tuition financial aid was made available through the COVID-19 Emergency Fund to address unexpected financial hardships, and the School is committed to extending this support through the GSAPP Emergency Fund in the coming academic year||Launched Summer 2020||Ongoing|
|c.||In order to further reduce financial barriers, increase equity and access to education, and yield the highest caliber students, the School has made Financial Aid a Fundraising Campaign priority and is encouraging donations towards the endowment with a 1:1 match||In Progress|
The School is committing financial support to its faculty by establishing direct awards that will advance the field through research in anti-racist pedagogy, scholarship, and practice.
In addition to the Financial Aid commitments noted above, the School continues to support students by sponsoring attendance at conferences dedicated to equity and inclusion in the built environment as well as allocating resources to student organizations and events.
|a.||The Dean’s Unlearning Whiteness Research Award to advance the transformation of the field to become more diverse, equitable and inclusive. GSAPP is making a three-year commitment to provide up to three $10,000 grants each academic year for faculty-led initiatives, research, and new forms of practice including independent publications, exhibitions, and other projects to initiate and sustain efforts towards the project of unlearning Whiteness.||Launched Summer 2021||Ongoing|
|b.||The GSAPP Anti-Racism Curriculum Development Award will encourage GSAPP faculty to embrace anti-racism in their teaching by developing inclusive forms of knowledge, practice, and pedagogy and support anti-racist work, research and/or curriculum development. GSAPP is making a three-year commitment to provide up to three $10,000 grants each academic year for the development of new School-wide courses, or the revision of existing courses of this type, that address questions and material related to race, equity, and society in the built environment.||Launched Summer 2021||Ongoing|
|c.||Continued support of students through BIPOC and DEI-focused conference attendance and student group resources allocations||Launched Fall 2017||Ongoing|
GSAPP is committed to increasing diversity and representation for faculty and staff across the School through changes to the recruiting and hiring processes. The Dean and Program Directors commit to hiring more BIPOC faculty, research assistants, and teaching assistants, as well as to hiring and supporting more faculty dedicated to supporting under-represented voices and traditions from around the world.
GSAPP is committed to increasing the visibility of and to centering the work and contributions of its Black faculty. The School also commits to celebrating its administrative staff, highlighting their roles, contributions, and stories and sharing them with the GSAPP community at large.
|a.||Increase diversity in faculty, staff, and research assistants through changes to the recruiting and hiring processes||In Progress|
|b.||Increase the visibility of GSAPP faculty by centering the work and contributions of the School’s Black faculty||In Progress|
|c.||Increase the visibility of GSAPP’s administrative staff by celebrating and sharing their stories intentionally||In Progress|
|a.||Implement expansion of joint-studio pilots teaching to ensure integrated antiracist pedagogy||In Progress|
|b.||To address architecture studio culture issues, revise lottery system for more equity in studio assignments||In Progress|
|c.||Examine how more of the program-specific required courses / requirements can be fulfilled by interdisciplinary classes||In Progress|
|d.||Cross-cultural training for faculty, to recognize and better support the diversity of the GSAPP student body and its pedagogical needs||In Progress|
|e.||Sustaining and aligning the transformation of programs’ curricula through Program Director meetings||Launched Fall 2020||Ongoing|
GSAPP recognizes that its current curricular engagements with the Columbia Campus’ neighboring communities is not enough, and commits to identifying new meaningful community partnerships.
Dedicated Incubator Prizes will support initiatives from GSAPP alumni, while the Community Fellows Program proposed by the GSAPP Anti-Racism Task Force will invite local leaders to engage with the GSAPP community in a semester- or year-long part-time residency to further institutionalize the School’s commitment to anti-racist pedagogy and practice.
|a.||GSAPP Incubator Prizes dedicated to incentivizing alumni to critically engage and exchange with BIPOC communities, scholars, and makers including the Harlem community||In Progress||Summer 2021 / Summer 2022|
|b.||Develop a Community Fellowships Program to help institutionalize the School’s commitment to anti-racist pedagogy and practice and further develop relationships between GSAPP and NY-based communities of color||Launched Summer 2021||Ongoing|
The Dean and Program Directors commit to highlighting and amplifying BIPOC voices in the School’s public programming and in classes where guest lecturers are invited, and to continue to seek and support increases in under-represented voices in the disciplines and practices of the built environment.
GSAPP commits to supporting its BIPOC faculty who are also professionals in the field by providing a platform for increased visibility, and supporting and amplifying their careers however possible as a means to transform professional practice beyond the School.
|a.||Amplify BIPOC voices in the School’s public programming and dedicate ongoing public programming to a dialogue about Whiteness and its impact on our disciplines and practices||Launched Fall 2020||Ongoing|
|b.||Make the work of anti-racism and unlearning Whiteness visible through the website as well as supporting it through its internal and public communications||Launched Summer 2020||Ongoing|
|c.||Maintain an ongoing GSAPP anti-racism reading list||Launched Fall 2020||Ongoing|
|d.||Collaborate with the Avery Library to develop a resource representing event speakers and GSAPP faculty||In Progress||Spring 2021 / Ongoing|
|e.||Support BIPOC faculty who are also professionals in the field through increased visibility of their practice||In Progress|
|a.||The Alumni Conversations Series connects current students with alumni professionals in a small group format||Launched Summer 2020||Ongoing|
|b.||Student-Alumni Mentorship Program matching students with mentors who meet individual criteria||Launched Spring 2021||Ongoing|
|c.||Support and promote a strong professional network of Black alumni representing different generations||In Progress|
|d.||Increase presence and professional exposure to BIPOC-owned firms through GSAPP Career Services||In Progress||Spring 2021|
|a.||Continued partnership and support of NOMA||Launched Fall 2017||Ongoing|
|b.||MSRED program partnership with Project Destined||Launched 2018||Ongoing|
|c.||Collaborations with HBCUs and HSIs||Launched Fall 2020||Ongoing|
|d.||Outreach to High Schools in New York City, providing early exposure to architecture and related disciplines as an effective way to support the long-term transformation of the professions||In Progress|
|a.||Publish School data on the GSAPP website||In Progress||Spring 2021|
GSAPP Policies & Resources is now updated to clarify where to find University policies related to discrimination, harassment, sexual harassment, and gender-based misconduct and where to report prohibited conduct. The University’s confidential resources include Sexual Violence Response (SVR); Counseling Services; Medical Services; the Office of the University Chaplain; and the Ombuds Office, which can be reached at firstname.lastname@example.org or through an online appointment system.
As always, please reach out directly to Associate Dean of Students Danielle Smoller at email@example.com to discuss any concerns you may have.
|a.||Update Policies and Resources on the GSAPP website||Launched Fall 2020|
|b.||Share confidential reporting resources||Launched Fall 2020|