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    Diversity Director Quits at Yale Nursing School Citing ‘Oppressive Status Quo’

    Diversity Director Quits at Yale Nursing School Citing ‘Oppressive Status Quo’

    “I stayed at Yale for black people, and I am leaving Yale because of the way black people are treated.”

    Listen to this article

    Her parting remarks are pretty harsh. It sounds like she is accusing Yale of being a racist institution.

    The College Fix reports:

    Yale nursing school diversity director quits due to ‘oppressive status quo’

    After only 15 months in the position, the director for diversity, equity and inclusion at the Yale School of Nursing has resigned, citing an “oppressive status quo.”

    In an email announcing her departure, the Yale Daily News reports, Raven Rodriguez also noted “a need to prioritize her ‘physical, emotional, and spiritual well-being.’”

    Rodriguez said “there is no title or salary imaginable” worth the discouragement of constant racist experiences.

    “Black people from all corners of this institution … regularly experience racism,” she said. “I stayed at Yale for black people, and I am leaving Yale because of the way black people are treated.

    “Since the murder of George Floyd and the movements of global unrest that have followed, it has become abundantly clear that Yale has always been a dangerous place for black people to learn and work, and an even more dangerous place for us to speak out.”

    Concluding her message, Rodriguez asked students and associates to remember the following “truths”:

    (1) Racism is the problem and you cannot fix a problem you refuse to name.

    (2) Equity is about decentralizing white power.

    (3) The factors that continue to cause poor health outcomes in BLACK/BROWN/INDIGENOUS people are SOCIAL and NOT biological.

    (4) You CANNOT do anti-racism work without a fundamental (historic AND scientific) understanding of race.

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    Comments



     
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    MajorWood | October 25, 2020 at 1:06 pm

    (2) Equity is about different rules for different people, except, different rules IS the core of racism. This is the Catch-22. You can’t eliminate racism without employing racism as a strategy.

    As a friend pointed out the other day:

    Before BLM, 77% of black households lacked a male figure.
    After BLM, 77% of black households lacked a male figure.

    So, exactly what of the core problem has been fixed in the last 4 years?

    I guess it is easier to march around with a sign rather than actually fix the problem.


       
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      fxdwg69 in reply to MajorWood. | October 26, 2020 at 6:42 pm

      “…it is easier to march around with a sign rather than actually fix the problem.”
      Or, it’s easier to get paid by George Soros to produce rioters on demand.


     
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    healthguyfsu | October 25, 2020 at 4:22 pm

    She only got one of 4 points even partially, and only half right: The factors that continue to cause poor health outcomes in BLACK/BROWN/INDIGENOUS people are SOCIAL and NOT biological.

    Poor intra-cultural decisions on freely available nutrition information and scientific literacy in general are the major root cause.

    However, there are unexplainable paradoxes. Like the fact that subcutaneous fat % is higher in Blacks than Whites (Whites have higher visceral fat%). This is a paradox because most data suggest that increased visceral adiposity is much more likely to be co-morbid with metabolic syndrome and Type 2 diabetes mellitus than increased subcutaneous adiposity.


     
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    Albigensian | October 25, 2020 at 5:12 pm

    Did I miss the part where she presents evidence to support these assertions?

    Or, perhaps, are we to accept “on faith” that disparate outcomes are “evidence” enough?

    Why bring up science anyway, hasn’t it been shown (by the same methods used to support her conclusions) to be nothing more (or less)than a white male way of knowing (and thus inherently and irredeemably racist)?


     
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    OldProf2 | October 26, 2020 at 11:54 am

    When you hire a “director of diversity,” the job description ensures the hire will be someone who looks hard for things to offend them. In most cases, the hire will come in with a chip on his/her shoulder, and cry “racism!” whenever the students, faculty, and administrators don’t accede to their wishes.

    Hiring a “director of diversity” wastes a fat administrative salary (plus the salaries of his/her entourage) on someone who does no teaching and produces no credit hours. It also exposes the University to grievance lawsuits when that person leaves.


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