A Message on Diversity, Equity, and Inclusion
Phillips Exeter Model United Nations stands firmly against anti-Black racism and its many manifestations in the American landscape. Black Lives Matter. But those words are not enough. The process of anti-racist action requires looking within our own club and Model UN as a whole. To that end, our club leadership has had and will continue to have deliberate conversations about how to continue the work it takes to build an inclusive club and conference. For resources and educational material, check out this document created by the Exeter Student Service Organization.
Having said that, we know painfully well that words are toothless if not backed up by concrete, and tangible actions. To that end, we wanted to use this space to briefly outline the steps we are taking towards these goals:
1. We are redrafting the PEAMUN Code of Conduct to expand on both its depth and breadth. It will specifically mention cultural and racial sensitivity, expand on the bounds of acceptable speech in committee, draw a clearer in-character/out-of-character line, and address cultural attire. We will also require thorough training for all staffers on the enforcement of this Code of Conduct.
2. We will establish clearer protocols concerning inappropriate comments made in club meetings and at conferences. Racial slurs and epithets, in our club or at PEAMUN, are quite obviously matters that will provoke formal expulsion from PEAMUN and an adviser response if outside of PEAMUN. We will have a zero-tolerance policy in this regard; slurs, epithets, and other forms of racial (or any other form of) harassment will not be dismissed as jokes, nor will any "passes" be offered. All chairs will be instructed clearly and thoroughly how to respond to racist incidents. These instances, in our club or our conference, will be reported to the advisers and to the Dean’s Office in line with pages 49 and 50 of the E-Book, which classify them as forms of harassment.
3. We are currently reviewing our curriculum and the way in which it currently enforces cultural stereotypes and generalizations. We far too often draw the line between “developed” and “developing” nations, and make assumptions about cultures without adequate research. We’ll explicitly:
4. We will hold discussions as a club before we leave for any conferences about the bounds of acceptable behavior and the line between in-character and out-of-character actions. By no means is anti-Black racism, or any racism for that matter, acceptable, either in or out-of-character.
5. We will repeatedly solicit feedback and check in with one another about our culture as a club and the progress we are making, or are failing to make, in combating all forms of dehumanizing behavior in our club.
Having said that, we know painfully well that words are toothless if not backed up by concrete, and tangible actions. To that end, we wanted to use this space to briefly outline the steps we are taking towards these goals:
1. We are redrafting the PEAMUN Code of Conduct to expand on both its depth and breadth. It will specifically mention cultural and racial sensitivity, expand on the bounds of acceptable speech in committee, draw a clearer in-character/out-of-character line, and address cultural attire. We will also require thorough training for all staffers on the enforcement of this Code of Conduct.
2. We will establish clearer protocols concerning inappropriate comments made in club meetings and at conferences. Racial slurs and epithets, in our club or at PEAMUN, are quite obviously matters that will provoke formal expulsion from PEAMUN and an adviser response if outside of PEAMUN. We will have a zero-tolerance policy in this regard; slurs, epithets, and other forms of racial (or any other form of) harassment will not be dismissed as jokes, nor will any "passes" be offered. All chairs will be instructed clearly and thoroughly how to respond to racist incidents. These instances, in our club or our conference, will be reported to the advisers and to the Dean’s Office in line with pages 49 and 50 of the E-Book, which classify them as forms of harassment.
3. We are currently reviewing our curriculum and the way in which it currently enforces cultural stereotypes and generalizations. We far too often draw the line between “developed” and “developing” nations, and make assumptions about cultures without adequate research. We’ll explicitly:
- explore how to approach scenarios in MUN that are charged along racial, religious, and gender lines (see: FGM, Israel-Palestine, etc.) without devolving into dehumanizing speech,
- highlight specific and creative policy solutions that do not treat Africa as a monolithic bloc, but that honestly grapple with the unique circumstances of its countries and peoples,
- compile a set of resources that avoid generalizations, explore nuance, and give proportionate coverage to non-Western countries and provide perspectives that differ from that of the “colonizer”, and
- require members to specifically consider inclusion at every step of their decision-making processes at conferences, reminding them to be sensitive towards the feelings and experiences of their fellow delegates;
4. We will hold discussions as a club before we leave for any conferences about the bounds of acceptable behavior and the line between in-character and out-of-character actions. By no means is anti-Black racism, or any racism for that matter, acceptable, either in or out-of-character.
5. We will repeatedly solicit feedback and check in with one another about our culture as a club and the progress we are making, or are failing to make, in combating all forms of dehumanizing behavior in our club.
These steps alone are not enough. In a world where racism is embedded into practically every institution in the country, it takes continued and deliberate anti-racist action to make change. No action plan in one club can eradicate racism, but we pledge to continue doing the best we can to make Model UN at Exeter and PEAMUN the most inclusive places they can be.