The Daily Northwestern — May 28, 2019

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In rebuke of incoming Medill professor, NU says it ‘unequivocally rejects’ BDS

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Northwestern falls to Maryland in semifinals

Tuesday, May 28, 2019

By ANDREW GOLDEN

daily senior staffer @andrewcgolden

Editor’s note: When this article refers to Division I schools and their statistics, Historically Black Colleges and Universities are excluded from the numbers.

When former Northwestern assistant coach Pat Baldwin started playing basketball at six years old, his future career plans were different than most.

While many kids dream of making it to the NBA, Baldwin aspired to be a professional coach. Most young players grew up imitating Michael Jordan or Magic Johnson; Baldwin looked up to the all-time great coaches. He got his first experience coaching children as a high school student.

“I put the towel over my shoulder like John Thompson would back when I was watching the Georgetown days,” Baldwin said of the experience. “At that point, I was

Serving the University and Evanston since 1881

emulating coaches.”

After playing college basketball at Northwestern from 1990-1994, it took Baldwin seven years to get a coaching job. Unsure of the best way to break into the field, Baldwin worked in corporate America and played overseas instead.

Baldwin eventually got his first opportunity to coach professionally in 2001 as an assistant coach at Lincoln University in Missouri. He made four more stops as an assistant coach — including in Evanston for four years — before earning his first head coaching job in 2017 at Milwaukee.

The road to becoming a Division I coach can be a challenging one, especially for coaches of color.

Baldwin is one of 82 Division I head men’s basketball coaches of color in the NCAA, while the number of white head men’s basketball coaches is over three times higher at 249.

That disparity widens in women’s basketball, and in football, it’s even more stark: Just 24 of the 232 Division I head football coaches are people of color.

How the NCAA’s institutional barriers shut out black coaches

Despite a slight increase in representation over the past 10 years, college athletics as a whole still has a long way to go to provide equitable opportunities for coaches of color, specifically black ones. Even though black coaches have slowly been presented with more head coaching roles, those opportunities pale in comparison to what is afforded to white coaches across the country.

While Northwestern hired two black head coaches in 1981, there have only been three more at the University since 1985. Across 19 varsity sports, baseball coach Spencer Allen — who’s one of three black Division I head baseball coaches — is the only one the University has hired since the beginning of the 21st century.

Setting the standard

Almost 35 before the Wildcats’ only current black coach was hired, Northwestern hired their first black head coach. They were one of the first to provide a black coach with an opportunity to lead a team.

In December 1980, the

University hired Stanford’s Doug Single as the school’s new athletic director. As Single moved east, he brought a member of Stanford’s football staff with him, hiring thenoffensive coordinator Dennis Green to fill the Wildcats’ head coaching vacancy.

When he took over, Green became the second black head coach in Division I history, providing the country one of its first glimpses at how a top coaching role could be filled by a black candidate.

At Northwestern, he gave black student athletes — many of whom hadn’t had a head coach of color at the college level — a leader who looked like them.

“Typically, to have one black coach on the staff was the norm,” said former Wildcats offensive tackle Chris Hinton. “All of a sudden, Dennis Green comes in and I would think there was probably at least three black coaches.”

As Green started to change the look of the football program, » See IN FOCUS, page 6

INSIDE: Around Town 2 | On Campus 3 | Opinion 4 | Classifieds & Puzzles 6 | Sports 12

2 NEWS | THE DAILY NORTHWESTERN

TUESDAY, MAY 28, 2019

AROUND TOWN

Officials consider weakening clerk’s FOIA powers

By JULIA ESPARZA

daily senior staffer @juliaesparza10

Aldermen are considering a proposal that would strip the city clerk of his powers relating to public records requests, setting up a power struggle between the city’s elected officials.

Aldermen will discuss a proposal by Mayor Steve Hagerty to split up responsibilities granted under the Freedom of Information Act, which all currently fall under the city clerk’s office. The measure, to be considered by aldermen at Tuesday’s City Council meeting, would split the role between four officers, effectively depriving city clerk Devon Reid of his independent power related to FOIA requests.

The proposal comes about two weeks after Reid filed a suit against the city to determine his rights as a FOIA officer. In the suit, he claims he has been denied access to unedited information requested by the public. Reid is currently the sole FOIA officer for the city.

The measure would weaken Reid’s power as the FOIA officer, a responsibility he assumed after being elected city clerk — first unofficially, following in the footsteps of his predecessor, who had been named the city’s FOIA officer.

In October 2017, aldermen voted to officially

State bill would mandate education on LGBTQ history in public schools

A new state bill would require public schools to educate students on contributions made by the LGBTQ community to Illinois and the United States history.

The bill, which passed the House and Senate and now awaits Gov. J.B. Pritzker’s signature, was introduced by State Senator Heather Steans (D-Chicago).

It would amend the state’s School Code, and require

Daily file photo by Katie Pach

City clerk Devon Reid. Aldermen will discuss splitting up Reid’s FOIA responsibilities at Tuesday’s city council.

designate the city clerk as Evanston’s FOIA officer.

Since then, Reid has clashed with city officials on numerous occasions.

Aldermen voted in 2017 to discontinue an online system Reid had used to publish all FOIA requests. They expressed concerns that the

published documents revealed too much private and sensitive information.

But Reid says he’s been “diligent” about protecting people’s privacy, and argues the system, NextRequest, is necessary to increase government transparency and trust with residents.

that all history textbooks authorized for purchase include the “roles and contributions of all people protected by the Illinois Human Rights Act,” according to an Illinois General Assembly synopsis.

Additionally, the law would require public school history teaching of state and country contributions of LGBT individuals.

“One of the best ways to overcome intolerance is through education and exposure to different people and viewpoints,” Steans said in a news release. “An inclusive curriculum will not only teach an accurate version of history but also promote acceptance of the LGBTQ community.”

According to a 2017 survey from the Gay, Lesbian & Straight Education Network, Illinois schools are not safe for most LGBTQ secondary school students.

Eighty percent of LGBTQ students reported hearing homophobic remarks at school, including 16 percent of students who reported school staff making homophobic comments.

A majority of students also report discriminatory practices or policies at their school, according to the survey. These practices include being disciplined for public displays of affection similar to those made by non-LGBTQ students who are not disciplined, not being able to use the bathroom aligned with their

Under the structure Hagerty suggests, FOIA requests for police department records would go through an Evanston Police Department records manager and requests involving Law Department records would be processed through the assistant city attorney. All other FOIA requests would go through the city clerk with a customer service representative from the city assisting “if necessary.”

Reid said he’s been getting redacted video from the police department, instead of the unedited footage. As FOIA officer, Reid says he should make the decisions over what to redact, but Hagerty said in an interview earlier this month that only police officers should see the full footage.

“The way the state law is written, our belief is that the only person that sees this is the person putting it together from the police department, and the person requesting it, no one else,” Hagerty said.

A petition began circulating Saturday among residents that asked City Council to keep all FOIA responsibilities in the city clerk’s office. Over 200 people have signed the petition as of Monday night.

“The proposed change will put information that could potentially reveal unethical/illegal activity by city staff or elected officials, under the authority of an individual who either reports to elected officials or directly to the city manager,” the petition states. juliainesesparza2020@u.northwestern.edu gender and being unable to bring a same-gender date to a school dance.

“It is my hope that teaching students about the valuable contributions LGBTQ individuals have made throughout history will create a safer environment with fewer incidents of harassment,” Steans said in a release. “LGBTQ children and teenagers will also be able to gain new role models who share life experiences with them.”

The law, if signed by Pritzker, would go into effect July 1, 2020.

— Emma Edmund

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THE DAILY NORTHWESTERN | NEWS 3

TUESDAY, MAY 28, 2019

ON CAMPUS

In rebuke, Northwestern opposes BDS

By ALAN PEREZ

daily senior staffer @_perezalan_

The Daily Northwestern www.dailynorthwestern.com Editor in Chief Alan Perez

eic@dailynorthwestern.com

General Manager Stacia Campbell

stacia@dailynorthwestern.com

Northwestern entered the political fray of the Israel boycott movement Friday, rebuking a professor who praised supporters of the boycott and taking the opportunity to voice its opposition.

University President Morton Schapiro and Provost Jonathan Holloway criticized incoming Medill Prof. Steven Thrasher and comments he made during a commencement speech earlier this week commending supporters of the Boycott, Divestment and Sanctions movement. The two said they support Thrasher’s academic freedom, but rejected his support for BDS. “We do not share all of his views, nor do we feel commencement was the appropriate venue to express them,” they said in a statement. “However, academic freedom assures his right to hold them.”

“Northwestern as an institution unequivocally rejects BDS,” the statement continued. “To the contrary, we value our many relationships with a variety of universities and research centers in Israel.”

The statement puts University leadership at odds with many of its students, including the Northwestern chapter of Students for Justice in Palestine, a national organization that supports BDS. This also isn’t the first time NU has entered the public political debate. Most recently, it’s been a critic of Trump immigration policies restricting travel and and visa policies increasing regulations for international students.

Thrasher drew condemnation after he praised student groups at New York University for supporting the BDS movement during a speech at the school’s graduation ceremony Monday. He said the NYU community was “called to” support BDS “against the apartheid state government in Israel.”

“This is our NYU legacy, that we are connected in radical love, and we have a duty and a privilege in this position to protect not the most popular amongst us but the most vulnerable amongst us…in every place that we work,” he said.

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Northwestern President Morton Schapiro rejected an incoming professor’s support for the Boycott, Divestment and Sanctions movement. In a statement, he said Northwestern ‘unequivocally rejects’ the movement.

In his speech, Thrasher also called U.S. President Donald Trump a “fascist” and called on attendees to “stand together to vanquish racism and Islamophobia and anti-Semitism and injustice and attacks on women.” Northwestern did not respond to those comments.

Thrasher did not respond to a request for comment on Twitter over the weekend.

Thrasher will join Northwestern this June as a professor focusing on issues related to social justice and focused on the LGBTQ community at the Medill School of Journalism, Media, Integrated Marketing Communications.

BDS is a Palestinian-led effort to end international support for Israel by promoting various forms of boycotts of the government. They oppose Israel’s

occupation of the West Bank and other territory and says it is in violation of international law.

Under Schapiro’s leadership, Northwestern has gone on record opposing the BDS movement, most notably in 2013 after the American Studies Association approved a resolution calling for a boycott of Israeli higher education institutions.

Two years later, Schapiro said he disagreed with an Associated Student Government resolution urging the University to divest from corporations sponsors said violate Palestinians’ human rights.

“The students of Northwestern, the elected representatives, did a vote that I might not agree with — don’t agree with,” he told The Daily. aperez@u.northwestern.edu

The Daily Northwestern is published Monday through Friday during the academic year, except vacation periods and two weeks preceding them and once during August, by Students Publishing Co., Inc. of Northwestern University, 1999 Campus Drive, Evanston, IL 60208; 847-491-7206.

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May 28 - June 2

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OPINION

Join the online conversation at www.dailynorthwestern.com Page 4

Tuesday, May 28, 2019

Behind the new role of The Daily’s diversity and inclusion editor

In this series, Daily staff members hope to provide more transparency about how we operate. If you would like to submit a question to be answered here, please send an email to eic@dailynorthwestern.com.

When I joined The Daily, I honestly don’t know what demographic breakdown I was expecting.

Coming from my high school paper, where I was one of the only black or Latinx editors-in-chief in its history, I was a little surprised to see similar patterns play out in my college paper. But I wanted the structure and clips The Daily could provide, so I completed the new writer process and became an assistant opinion editor by the winter of my first year.

Over the course of that year, however, The Daily committed a variety of errors — some were normal in scope, and others were incredibly frustrating, offensive and wrong. Individually, they may have chalked up to personal error, but combined, they reflected poorly on our staff, coverage and publication. Rightfully so, many questioned the integrity of our paper and our ability to write about Northwestern students, especially those with marginalized identities.

One of the many problems with the way The Daily handled these mistakes was the lack of an ability to articulate the errors, why they were a problem, how they occurred and what we as a staff

could do to fix them. That stemmed from a lack of widespread discussion about our prejudices, biases and shortcomings as a collective staff and editorial board.

This made me just as upset as the mistakes themselves.

A few other staffers and I had been vocal about our frustrations with The Daily’s less-than-inclusive coverage and roster for a while, but there were no formal talks surrounding potential solutions. This burden particularly fell on students of color and other marginalized members of the paper, who spoke openly about their concerns to a seemingly uninterested staff.

So I petitioned for the position of Diversity and Inclusion editor to be created the summer before my sophomore year. The then-editor-in-chief said such a role was not necessary, and should be included in upper management’s responsibilities, but no formal efforts were made to start important conversations beyond holding one all-staff meeting.

When Alan Perez was selected as the new editor, I asked to create the position again, and formulated the role with the help of other staffers.

Much of what I do as D&I editor is not necessarily seen by the rest of campus. I compile weekly newsletters about diversity in journalism, lead staff discussions about inclusivity (and the lack thereof ) in newsrooms, and work with section editors to come up with pitches that include more segments of NU’s and Evanston’s marginalized populations.

In other words, beyond improving internal staff relations, I am trying to get other staffers to recognize the large gaps that have existed in our coverage for generations.

This is no easy task. While I work with some of the most thoughtful and caring people at The Daily, most of them are not used to talking about diversity and the ways identity affects our coverage, through no fault of their own — Medill and Northwestern do not teach us these things. Life experience does, and that’s something impossible to give.

I am still willing to try to bridge that gap. Other members of the D&I team and I have noticed some improvement in covering marginalized communities on campus and in Evanston, partially due to the consistent conversations we’ve held as a staff. However, many of those ideas and eventual articles come from members of those same groups — improving the range of stories we produce is important, but should not solely rest on the shoulders of staffers already underrepresented in our newsroom. It’s an unfortunate and frustrating burden that occurs not only on college newspapers, but publications across the country.

As editor, I want to prepare our staffers, particularly ones about to enter professional newsrooms, to not rely on the vocal few marginalized people around them. I hope to equip them with the analytical skills necessary to evaluate past coverage and make tangible steps toward improving future stories. Throughout discussions, I have seen staffers of a variety of identities make really critical points, proving that the potential is there — it just needs to be cultivated and challenged.

We still have so far to go as a staff. Our coverage of people of color; first-generation, low-income students; religious minorities; people with disabilities and other underrepresented communities has slightly improved in various sections. But we

have failed these groups before in our coverage and will continue to do so unless we keep making concerted efforts to overcome our personal biases as a collective staff.

My position as D&I editor is a stepping stone on a long, long path toward inclusivity. It is in no way a permanent fix for our problems, past and present, and the fact that it took so long to create such a role and make it a paid position is indicative of many things. Further, the job falls mostly on me, a woman of color. I know this will be typical of much of my career, but it’s still an uncomfortable power dynamic. Women of color, particularly black women, are often relegated to the educator role when it comes to diversity and inclusion work. I’ll admit — engaging my fellow staffers has felt difficult and almost impossible sometimes, especially considering the power dynamics of race and gender.

But the role is an important stepping stone nonetheless. As much as I have been frustrated this quarter, I have also had little moments of joy when staffers ask important questions during meetings, challenge themselves to research and report on complicated topics, and teach me new ways of looking at things.

The Daily will always hold a set of unique privileges and problems on this campus and in this city.

As we continue to examine ourselves and hold each other accountable, this editor position plays a crucial role in exposing staff members, privileged or not, to new points of view. Only through self-reflection and critical analysis will we grow as a publication and begin to represent our campus and city well.

— Marissa Martinez

‘Curvy Wife Guy’ is a display of false body positivity KATHRYN AUGUSTINE

DAILY COLUMNIST

Robbie Tripp, dubbed “Curvy Wife Guy,” rose to viral prominence in 2017 with a singular Instagram post. The photo simply depicts Tripp warmly embracing his wife, Sarah Tripp. In the caption, though, Tripp declares his love for Sarah and admiration for curvy women in a lengthy paragraph attempting to promote body positivity.

Last Friday, he posted a music video to a song he wrote titled “Chubby Sexy.”

Tripp’s intentions can be initially viewed as positive. But both his Instagram post and recent music video directly undermine body positivity and feminism.

At the beginning of his post, Tripp writes that he was teased throughout his teenage years for his attraction to curvier girls the “average… bro” might perceive as fat. This self-congratulatory phrase sends the message that loving curvy women is revolutionary and heroic. It implies that plus-sized women are hard to love, and that it is uncommon for them to be viewed as people.

Loving a woman without fixating on her size,

however, is not a grand gesture — that is a given for any genuinely respectful person. Being a decent human certainly does not warrant a round of applause.

This illustrates a larger issue of the painfully low standards men are held to. Respect and acceptance toward a woman’s body is the bare minimum, and yet, many women fawned over Tripp’s caption. This is particularly apparent in an article authored by a female senior reporter for HuffPost, titled “Husband’s Love Note to His ‘Curvy’ Wife Should Be Required Reading.” The standards for men need to be raised because respect and acceptance are not bonuses, they are requirements.

In addition, Tripp portrays himself as a victim of the female beauty standards that are so deeply embedded in American society. Since when are men suffering from society’s mold of the ideal woman? Being teased for falling for “fat” women pales in comparison to the pain women experience when they look in the mirror after being fed the harmful message that they are not skinny enough.

By attracting attention to his own experience of teasing due to his taste in women, he shifts the focus of body positivity in the wrong direction.

Given Tripp’s recent release of “Chubby Sexy,” he’s clearly failed to learn his lesson from that post. Rather than attempting to promote acceptance at each and every size, he prescribes a new

mold for women and objectifies the women in the video.

In the video, Tripp raps, “She like a dude who’s woke, we like a girl who’s weighty.” The objective of body positivity is that regardless of your weight, your size or your body shape, you are beautiful and loveable. It’s ironic that Tripp has the audacity to classify himself as woke and socially aware when he is not promoting body positivity, but rather crafting an alternative ideal for women to conform to.

Additionally, this crude lyric implies that a woman’s likability is entirely dependent on her weight — not other characteristics, such as personality. Thin, curvy or somewhere in between, women deserve compliments on factors other than weight. They deserve compliments on their intelligence, their personality and their character.

A slew of Tripp’s other lyrics similarly reinforce that men are attracted to curvy women and find their features sexy. Why, though, is Tripp supporting the notion that a woman’s sense of beauty depends on what men think of her? His definition of body confidence is conditional — loving your body because of how men view your level of attractiveness. In reality, body confidence means loving your body because internally, you are at peace with your appearance, without any ties to men. This is the type of body confidence

we need to instill in the next generation of women.

Another blatant flaw with Tripp’s video is his overt objectification. Tripp raps, “I’mma dunk that donk like I’m Andrew Wiggins.” Drawing a connection between sexual relations and scoring points is entirely inappropriate. This connection suggests women are simply bodies for men to use for bragging rights. The music video is supposedly about body positivity, yet this lyric shares no overarching message on self-love.

Body positivity is not solely praising women with curves, nor is it not loving yourself because society and men regard you as sexually attractive. It’s not congratulating yourself for romantic relationships with women who are not rail thin.

Rather, body positivity is unconditional love of your own body and non-judgment toward the bodies of others. It means looking beyond someone’s weight — because ultimately, that does not define a person.

Kathryn Augustine is a Medill first-year. She can be contacted at kathrynaugustine2022@u.northwestern.edu. If you would like to respond publicly to this column, send a Letter to the Editor to opinion@ dailynorthwestern.com. The views expressed in this piece do not necessarily reflect the views of all staff members of The Daily Northwestern.

The Daily Northwestern Volume 139, Issue 124 Editor in Chief Alan Perez

Managing Editors Kristina Karsich Marissa Martinez Peter Warren

LETTERS TO THE EDITOR may be sent to 1999 Campus Drive, Evanston, IL 60208, via fax at 847-491-9905, via e-mail to opinion@dailynorthwestern.com or by dropping a letter in the box outside The Daily office.

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Letters, columns and cartoons contain the opinion of the authors, not Students Publishing Co. Inc. Submissions signed by more than three people must include at least one and no more than three names designated to represent the group.

Editorials reflect the majority opinion of The Daily’s student editorial board and not the opinions of either Northwestern University or Students Publishing Co. Inc.

THE DAILY NORTHWESTERN | NEWS 5

TUESDAY, MAY 28, 2019

Theater students emphasize minority representation

By NEYA THANIKACHALAM

daily senior staffer @neyachalam

Spectrum Theatre Company’s annual production, Project NU, is a student-run theatrical work that focuses on bringing the voices of the Northwestern community to the stage, oftentimes centering around certain underrepresented groups on campus. This spring’s production, “Blessings in Disguise,” which ran in May, was no different.

The show focused on the experiences of Asian and Asian-American students navigating college life and the intersection of their identities and mental health, which director Allison Zanolli said was an exciting premise. Zanolli said she had never seen a completely Asian-American cast in any campus production before, and while the Communication junior said she thought directing the show would be “a challenge,” she was willing to take it on.

However, Zanolli, who was selected following an extensive, multi-step process in which she petitioned to be the production’s director to the student board of Spectrum, is white.

She said the fact that she was directing a production that revolved around the lives of Asians and Asian Americans — a group she does not identify with — was something she had to be constantly aware of.

Asians and Asian Americans’ portrayal in the entertainment industry has often been tokenizing, or relied on stereotypes that are both offensive and inaccurate. But this issue is not limited to a certain demographic of people — tokenization and stereotyping have played into depictions of people of color throughout the entertainment industry.

Communication first-year Mariana Reyes, who is currently workshopping an original play that will feature an all-Latinx cast, said she wants to change that. She said she has noticed that while performance groups on campus try to be inclusive, it’s really the production team’s choices and biases that affect the way casting and minorities are represented.

“A lot of the time when there are casting notices sent out, the directors and the producers have an idea of an ethnicity they want in their head and will choose someone depending on that,” Reyes

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Project NU cast members rehearse for their show. Head writer Janet Lee said it was focused on Asian and Asian American experiences in college.

said. “They just put the label ‘open ethnicity’ in order to not be attacked by students or by other people on campus.”

Janet Lee, who is this year’s Project NU head writer and also a Spectrum board member, said when problems regarding representation of minorities arise on campus, the theater community tends to leave them “unresolved.”

For instance, in early 2017, Arts Alliance, a student-run arts group at Northwestern, came under fire for being “racially irresponsible” during the casting of its fall mainstage show, “The 25th Annual Putnam County Spelling Bee,” according to an open letter written by two Communication students.

One of the play’s main characters is traditionally played by an East Asian actor, but none of the

actors who received a callback were Asian or Asian American, prompting backlash from students. Lee said even though the University and student organizations promise improvements when issues like this arise, the responsibility largely and unfairly falls on people of color, when it should be a priority for the entirety of student theater.

“We try to assume best intentions, but sometimes, people may be unaware of their microaggressions that may be hurting other people in a way that they may not have necessarily intended to do so,” the Medill junior said. “That places a lot of burden on the people of color or the person calling out to correct and speak to that experience.”

Despite this, problems still emerge when the production crew or playwrights are being

deliberately careful with casting. In her introductory playwriting class, Reyes was tasked with writing a 30-page full-length play. She chose to write about underrepresented communities — specifically gay men — in Colombia, her home country.

Reyes said she plans on sending her play to different student theater coalition groups, and hopes that one of them will put it on stage. However, if her play gets approved, she said she expects she’ll run into problems with casting.

Reyes is worried she’ll be limited by the need for her play to have cast members be fluent in Spanish — her script has Spanish words in it and she wants people to think her play is situated in Colombia, not the United States.

“You want to be able to do colorblind casting, where you’re like, ‘Oh I’m just going to choose the person that’s best because of their talent,’” Reyes said. “It would definitely prove a challenge because I want to be able to both have the best actors that are also Latino, and I have to conform to one or the other.”

Project NU did not end up running into this problem; its entire cast was Asian American. However, Zanolli said she knew it was her responsibility as the director to have a deep understanding of the story and make the characters as “rich and real” as possible — especially because there were certain experiences that she couldn’t identify with.

“It was like a challenge that I was willing and excited to take on because if you’re unwilling as a director to take on roles that you don’t completely identify with or that don’t match your personal experiences, you’re only going to end up making art that looks like you,” Zanolli said. “That, to me, is kind of boring.”

Lee said she knew Zanolli couldn’t identify with certain aspects of the production’s narrative.

However, they were still able to work well together, something she attributes to Zanolli’s view of her role as director. Zanolli was “present” throughout the entire process, Lee said.

“That collaboration of not coming in directly being ‘Oh, this is a story I can tell,’ but constantly working towards understanding different narratives and being very respectful of that is what made it work,” Lee said. neyathanikachalam2022@u.northwestern.edu

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6 IN FOCUS| THE DAILY NORTHWESTERN

IN FOCUS From page1

Northwestern also brought in a new face for its track and field program. In 1981, Delores “Dee” Todd was hired, becoming the first black female coach in school history.

Todd coached various high school sports in Maryland and Illinois, but her passion was always track and field. After getting married and moving to Chicago, she heard about the Northwestern

ern.

Green left Northwestern during that year to become assistant coach for the San Francisco 49ers and Todd left after the 1984 season to coach Georgia Tech’s cross country and track teams. However, Todd said she has nothing but fond memories of her time in Evanston.

“I never felt at all out of place or unwanted or anything at Northwestern,” Todd said. “I can definitely appreciate that school and that conference. They will always be very near and dear to my heart.”

25%

TUESDAY, MAY 28, 2019

of Division I men’s basketball head coaches are people of color

Representation in the Big Ten

opening from the Illinois track and field coach and applied for the position.

When Todd was hired, she took over a program that had finished in 10th place in the Big Ten in back-to-back campaigns. After finishing in the same position during Todd’s first year, the Wildcats saw modest progress in her second season.

“When we went to Big Ten Championships in cross country and finished ninth, you would’ve thought we had won the Big Ten,” Todd said.

And soon those improvements gained momentum: Over the next two years, Todd collected a conference Coach of the Year award and led the Northwestern to back-to-back 5th place finishes at the Big Ten Championships.

In the same timeframe, Green had already begun to leave his mark on the football program. In his second season, Green won Big Ten Coach of the Year after improving the team’s win total by three games.

But by 1986, both coaches were no longer at Northwest-

While Northwestern might’ve set the bar for hiring black head coaches 35 years ago, the University hasn’t made significant strides since.

Aside from Allen, the Wildcats’ only other black head coaches since 1986 have been Francis Peay and Ricky Byrdsong. Peay was the defensive coordinator under Green and was promoted immediately after Green’s departure. In six seasons, Peay led Northwestern to a 13-51 record before he was fired.

Byrdsong, who took over as the men’s basketball team head coach in 1993, led the Wildcats to a winning record and a berth in the National Invitation Tournament in his first year. But he’d only coach three more seasons before being fired in 1997.

Though some older coaches like Todd view the Big Ten as progressive, data show that recently, the conference has dropped the ball when it comes to hiring black coaches.

Last season, the Big Ten had 14 men’s basketball coaches. All 14 were white men. Prior to Juwan Howard’s hiring at Michigan last week, the conference hadn’t seen a black men’s basketball head coach since 2015. The last time there were two or more in a single season was over 10 years ago. In addition, since 2008, the Big Ten’s number of black head coaches in women’s basketball has declined from three to one.

In 2018, three of the Big Ten’s 14 head football coaches were coaches of color and two, Illinois’ Lovie Smith and Penn State’s James Franklin, are black. They have been joined by former Alabama offensive coordinator, Mike Locksley, who was hired by Maryland during the offseason.

Franklin, Locksley and Smith all declined to be interviewed for this story.

Richard Lapchick, the director of The Institute for Diversity and Ethics in Sport, said he believes that the country’s “culture” of segregating minorities leads to unfair hiring practices — and it also applies to coaching.

“Persistent acts of racism and discrimination make it much more difficult to develop and maintain a diverse ‘pipeline’ for minorities to obtain the education, skills and mentorship necessary to be promoted into these leadership positions,” Lapchick wrote in an email to The Daily.

“This is especially true of the very visible and highly coveted positions, such as the football and basketball head coaching positions.”

More than a recruiter

While Green and other black coaches emerged in head coaching ranks in the ‘80s, that didn’t change the fact that coaching staffs often remained predominantly white.

Years before Green was hired, black coaches were seen by some coaching staffs

75%

of Division I men’s basketball players are people of color

Source: Northwestern Archives

Former Northwestern basketball player Tavaras Hardy dribbles the ball. Hardy returned to Evanston as an assistant coach from 2007-2013 and is now the head coach at Loyola Maryland.

Source: Northwestern Archives

Dennis Green (left) stands at the lectern after being hired in 1980 by athletic director Doug Single (right).

as the primary recruiters of black student athletes.

Northwestern was no exception.

As Northwestern began to diversify its football team in the late 1970s, then-head coach Rick Venturi hired Johnny Cooks, a former Wildcats running back who became the only black coach on staff. During Cooks’ time at Northwestern, one of the players he recruited was Hinton.

A highly-touted recruit from Chicago, Hinton went to the predominantly-black Wendell Phillips Academy High School.

While he formed many bonds with Northwestern players and coaches during his recruitment, Hinton said he kept in touch with Cooks more than any other coach.

He added that Cooks was seen by the coaching staff as the primary recruiter of black athletes and said that acting as the “liaison” between black players was an unspoken part of a black coach’s job description. Hinton said he was once told by a former coach that black assistants were often sought out to fill that role.

“He said, ‘When a new coach is hired, one of his first hirings was a black coach,’” Hinton said.

“You had to have one.”

More recently, some black assistant coaches have had greater opportunities to contribute outside of recruiting.

When current Loyola Maryland head men’s basketball coach Tavaras Hardy accepted an assistant coaching job for the Wildcats in 2007, he felt confident. The Joliet native grew up just an hour away from Northwestern, where he committed to play basketball about 10 years prior.

After four seasons at Northwestern from 19982002, Hardy found his way back to Evanston as an assistant coach under Bill Carmody after coaching in the AAU circuit. Hardy said he believed his experience as a former athlete would help him recruit players from all backgrounds.

But he also understood the roles black coaches had been relegated to in the past.

“Coach Carmody made it clear to me that he was never going to put me in a bubble,” Hardy said. “(It wasn’t) like, ‘You’re the black assistant, you gotta be the recruiter.’ He said from the getgo, ‘I want you to be a complete basketball coach.

I want you to learn how to do everything.’”

Carrie Banks, a former Northwestern women’s basketball assistant coach, said she has also been fortunate enough to not be restricted to recruiting.

Banks coached in Evanston for three seasons before leaving to take an assistant coach position at Ohio State. She said sometimes younger hires do get confined to a recruiting role, but she believes all assistant coaches should be used to impart their knowledge on student athletes in a multitude of areas, beyond just recruiting.

“I hate that,” Banks said about black coaches being seen as solely recruiters. “You just hope that you’re with a program where all of your talents and knowledge are utilized.”

The intersection of race and gender

Some black coaches say there’s another layer to the challenges they face: gender inequality. Many athletic departments also don’t place enough value on gender diversity when bringing in potential candidates for coaches and higher administrative positions. And as a result, the intersection of multiple marginalized identities can often lead to deeper barriers for black women.

Former Wildcats women’s basketball player Anucha Browne has held various high-ranking positions throughout collegiate and professional sports.

She worked at Buffalo, in the NCAA and eventually for the New York Knicks, where she served as the senior vice president of marketing and business operations from 2002-2006. This made her one of the highest-ranking black female executives in professional sports.

During her time working at the NCAA and NBA, Browne said she has seen male administrators who had women’s coaching applications for positions in male sports come across their desks, only to not evaluate them.

And that shows up quantitatively: Only 4 percent of Division I head coaches in men’s sports last season were women, and even fewer were women

of color.

With an increased number of female administrators, Browne believes that change in hiring practices would start to occur, giving women more chances for positions in and outside of women’s sports.

“The playing field needs to be leveled,” Browne said. “We need to start having the same conversation about women coaching men, women sitting in the athletic director chairs, women sitting in Division I conference commissioners’ chairs. And strong women in those chairs… That’s when you start to see change.”

Of the 130 athletic directors who oversee FBS football programs, there are 100 white men, 11 black men and one black woman. Carla Williams, the athletic director at Virginia, was hired in 2017, becoming the first black woman to lead an FBS athletic department.

At the NCAA headquarters, only five women of color held positions of vice president, senior

THE DAILY NORTHWESTERN | IN FOCUS 7

TUESDAY, MAY 28, 2019 vice president or executive vice president of their respective departments.

Black women have historically been left out of coaching roles in men’s sports. For example, Maine’s assistant Edniesha Curry is the only black female Division I men’s basketball coach. There has never been a black female head coach in Division I college football and, in the 20172018 season, only 15 women held assistant coaching roles — none were women of color.

Even in women’s sports, black female coaches struggle with underrepresentation.

In women’s basketball last season, there were only 56 black coaches, of which 39 were women.

One of those was former Wildcats assistant coach Tasha Pointer, who was hired as IllinoisChicago’s head coach in 2018.

Pointer, who has also been an assistant coach at Rutgers and St. John’s, believes increasing diversity starts at the top. While people know about the low number of black women in coaching, she said it’s important the NCAA recognizes that and takes tangible steps forward.

“With a naked eye, you can almost figure out the stats,” Pointer said. “But then it becomes a matter of ‘How do we make sure that we have diversity?’ How do we make sure that we’re not just hiring for the sake of hiring because ‘I’m hiring a friend’ or ‘I’m hiring, not the most qualified candidate, but I’m hiring from comfort so I hire somebody that looks like me.’”

During her short time at UIC, Pointer said she has tried to make improving diversity a priority. She said she learned from Northwestern athletic director Jim Phillips that diversity and inclusion only comes through intentionality and actively working to make positions accessible for everyone.

“That’s what most people want: a voice and an opportunity to be represented,” Pointer said.

“I’m now cognizant of that and not just looking for someone to be a token, but being very intentional about making sure that diversity lives.”

Barriers for young coaches

Pointer said she tries to make a concerted effort to ensure her coaching staff is racially diverse, but institutional barriers make the process more complicated than it may seem.

One way teams attain young coaches is by hiring graduate assistants, but to many, getting there isn’t an easy or accessible path.

Graduate assistants can only coach for two years unless they complete 24 semester hours during that time, which allows them to coach for a third year.

They must also have received a bachelor’s degree and finished their college athletic careers — whichever comes last — and continue to take graduate classes while holding the position.

This system can prove effective for some aspiring coaches out of college, but some say the lengthy requirements also create barriers for those who hold marginalized identities.

Lapchick, the TIDES director, said accessible education is vital to improving diversity in coaching.

However, he added that he believes many people of color lack access to quality education in public schools — without that, they face obstacles getting coaching opportunities.

“Removing this barrier provides more people of color with an opportunity to go to college, receive a degree and begin a career that provides focused mentorship and the skills required to be a leader,” Lapchick said.

Even for aspiring coaches with a bachelor’s degree, the challenges during the hiring process don’t disappear.

Growing up, Wildcats running backs coach Louis Ayeni said his parents stressed the importance of education, forcing him to choose Northwestern over other schools because of its academic reputation.

Ayeni made his way to the NFL, where he played for two years as a member of the Indianapolis Colts and the St. Louis Rams, before returning to Northwestern as a graduate assistant.

But for some athletes who want to both play in the NFL and have a future coaching career, serving as a graduate assistant often isn’t a possible route: one is only eligible for the role within a seven-year window of getting their bachelor’s degree or finishing their college careers. “(It’s) how a number of guys start,” Ayeni said. “If you play in the NFL for seven-plus years or whatnot, you can’t be a GA. Not saying your seven years of experience isn’t enough to get you a job, but that’s kind of how it works.”

Young coaches and graduates can also run into roadblocks because of the lack of money provided for graduate assistant jobs. NCAA rules mandate that an “individual may not receive compensation or remuneration in excess of the value of a full grant-in-aid for a full-time student.”

While there is a wide range of graduate assistant salaries, the average pay is $7,500 and most colleges don’t offer health insurance.

Hardy said those who want to immediately become coaches tend to take entry-level, lowpaying jobs, but he didn’t have that luxury because of his financial situation. After Hardy finished his four years of college basketball for the Wildcats, he played professionally in Finland for a season and then looked for a well-paying job.

“I couldn’t have called my mom and said, ‘Can

you pay my rent for the next 10 months while I chase this dream of becoming a college basketball coach?’” he said. “That wasn’t going to happen.”

Instead of going down a low-paying route, Hardy starting working at J.P. Morgan. Around the same time Hardy accepted the position, Big Ten commissioner Jim Delany was looking for a coach on his son’s AAU team and asked him to fill the position.

But what he didn’t realize was that “side job” would eventually spark a passion for coaching.

Through the AAU system, Hardy eventually took a job under Carmody. Despite not following a typical route to become a coach, Hardy was still able to quickly climb the ranks.

The NCAA has recently come up with a new rule change that went into effect April 1, reducing access to view AAU events in July from three weekends to one. While this would affect the number of players Hardy and his staff can scout, it also impacts the number of coaches he can evaluate. Without access to AAU events, personnel looking to fill their staffs aren’t able to see potential coaches in action.

Hardy said the AAU track isn’t a traditional one, and young black coaches — a position he was in more than 10 years ago — are going to get left behind.

“As a head coach, I want to see guys in an element that’s similar to what we do on a dayto-day basis,” Hardy said.

“To be able to watch guys at the grassroots level coach their teams is important to me, and, with the new NCAA rules, we’re going to lose that opportunity.”

Getting the big break

Despite barriers preventing access to head coaching jobs, there are a high number of black assistant coaches across the country.

Across Division I in 2018, there were 599 black assistant football coaches, along with 464 black assistant men’s basketball coaches and 413 black assistant women’s basketball coaches.

Hardy said he doesn’t believe there’s a lack of diversity when it comes to assistants but definitely sees a disparity when it comes to head coaches. In each of the three sports, data shows the pipeline for black coaches shrinks disproportionately compared to that of white coaches.

“If you look at the coaching carousel this season, the number of black assistants that are getting jobs is down from last year,” he said, “especially in relation to the number of black coaches that... resigned or (were) let go.”

In football, the most desirable assistant coaching positions are offensive and defensive coordinator, positions that were filled by 24 and 45 black coaches respectively last season, compared to 428 white offensive and defensive coordinators.

The majority of prospective head coaches are chosen from defensive, offensive or special teams coordinators spots, like Green was in 1980.

When it comes to women’s basketball at Northwestern, there has been turnover on the coaching staff over the past few seasons. The program has had five black assistants in the past five years.

Assistant coach Tangela Smith, who just finished her first season with the women’s basketball team, is Northwestern’s sole black female coach and declined to be interviewed for the story.

None of the other four coaches stayed with the program for more than five years — with two taking

90%

of Division I head football coaches are white

7%

Photo Sources: Peter Warren/Daily Senior Staffer, Northwestern Archives

of Division I head football coaches are black

8 IN FOCUS| THE DAILY NORTHWESTERN

0%

TUESDAY, MAY 28, 2019

of Division I football assistant coaches are women of color

Source: Northwestern Archives

Northwestern’s 1986 coaching staff. Francis Peay (bottom row, center) was the second black football coach in Northwestern’s history.

IN FOCUS From page 7

head coaching jobs and two moving on to assistant coaching jobs elsewhere. Pointer and Nebraska Wesleyan head coach Sam Dixon are now leading programs.

Pointer said it often takes women of color longer to get head coaching jobs, a process that starts in administrative positions in the NCAA and has a trickle down effect. She cited St. Francis (PA) head coach Keila Whittington who worked in various lower-level positions for 39 years before getting a chance to lead a team.

“It should never take that long,” Pointer said.

“Sometimes that happens with us women of color, we always are in a position where we know that it may take longer, but you can’t give up on your journey.”

Banks, along with Hardy and Pointer, acknowledged that black coaches also don’t get second chances as often as other coaches.

“That second chance is even harder to come by if you’re not successful at your first stop,” Banks said. “There are a lot of qualified black females in our profession and I would love to see us get more opportunities.”

Staying within your comfort zone

Ultimately, the decision-makers when it comes to who gets hired and who gets second chances are athletic directors and others in higher administrative positions. Lapchick believes athletic directors are leaders on their campuses and having diverse opinions will allow for more representation of racial minorities.

But the lack of diversity isn’t limited to coaching, and it extends into the highest levels of athletic departments.

Last season, 84.3 percent of all Division I

athletics directors were white, according to TIDES’ 2018 Racial and Gender Report Card. In terms of gender diversity, the percentage of female athletic directors decreased from 11.2 percent to 10.5 percent from 2017 to 2018.

Hardy said he thinks athletic directors hire who they feel comfortable with, which leads to an undiverse coaching pool. Banks believes that the lack of gender diversity among athletic directors specifically leads to fewer female coaches in women’s basketball.

“I’m a strong advocate of having different voices in the room because I think that they are valuable,” Banks said. “I would like to see more females in coaching, I would like to see more females in administration in all those athletic director roles.”

In football, Hinton said Green’s hiring at Northwestern opened more doors for black applicants.

Ayeni believes by putting people of color in close proximity to decision-makers like athletic directors, those coaches get more exposure.

“A lot of these guys don’t want to hire people they don’t know (because) there’s too much at stake,” Ayeni said. “The more (black coaches) can be around people who are in the position to make the decisions, the better.”

NU has taken some progressive steps toward fixing the imbalance — Phillips was honored by the NCAA Minority Opportunities and Interests Committee as a Champion of Diversity and Inclusion.

During his tenure, Phillips created a senior staff position focused on improving diversity and inclusion within Northwestern athletics, which is held

by Maria Sanchez. Of the athletic department’s executive staff, 60 percent are women or people of color — in addition to about half of the department’s senior staff.

To improve diversity among coach staffs, Hardy said athletic directors and presidents need to establish authentic relationships with coaches they don’t typically see. Hardy — along with Ayeni and Baldwin — said Phillips does a great job of establishing relationships with his staff, even assistant coaches.

Phillips said earlier this year in an NCAA article that creating a diverse pool is a priority of his, even if it means extra work on his end.

“That may mean making some additional phone calls,” he said. “That may mean working a little bit harder to find those candidates. If you think you’re going to find the right person by just letting people apply for the opening, then you’re mistaken. You have to actively recruit and educate yourself on the market and who’s out there.”

Gaining exposure

While Phillips has made a concerted effort to improve diversity at Northwestern, some hope more structural changes take place in Evanston and across the country.

Similar to official guidelines like the NFL’s Rooney Rule, which requires that every NFL team interviews one minority candidate for head coaching and general manager positions, Lapchick has been a public proponent of incorporating similar bylaws like the “Eddie Robinson Rule” and the “Judy Sweet Rule” into college hiring.

“Both are designed to improve and diversify the

racial and gender hiring practices in college sports,” Lapchick said. “Incorporating these rules would put the NCAA at the forefront of diversity and inclusion.”

This could be an effective method to improve diversity; however, while the Rooney Rule has brought in black coaches, it hasn’t helped to keep them around long term, as there are currently only

Ayeni will have more opportunities to gain exposure as he will head to the NCAA Champion Forum for Football in June.

This forum brings together coaches of color from the NCAA “with a focus on providing tailored education to talented rising stars who will lead the next generation of college head coaches.”

Along with the minority coaches, athletic direc-

60%

two in the NFL. While small steps have been made to improve representation in some areas, Pointer said it can be hard to determine what marginalized identity is causing the root of the problem.

“There are challenges in terms of black women are not as represented from a head coaching statistical standpoint for NCAA women’s basketball,” Pointer said. “However, there are challenges for everyone. It’s hard to decipher what’s the difference between: What’s difficult for someone else or is it difficult because of being an African American woman.”

The NCAA is working on mentorship programs that create more opportunities for minority coaches to get exposure.

Ayeni had the opportunity to participate in the Bill Walsh Diversity Coaching Fellowship, which allowed him to make connections in the industry.

Through this program, Ayeni met former Bears’ head coaches Lovie Smith and Marc Trestman.

The program allows coaches to gain experience by shadowing other coaches, learning more about the NFL system and receiving tips on how to improve their coaching.

“It’s a chance to get yourself in front of a bunch of coaches who not only are good teachers and you can learn some good stuff,” Ayeni said. “But they get to see you work and see you coach and see if there’s anything that you can do to help them or they can do to help you.”

of Division I football players are people of color

tors, conference executives and university presidents also participate in these events.

Many of the networking possibilities currently presented to Ayeni would not have been available to other black coaches like Cooks or even Green.

However, being a black head coach in the NCAA is still not seen as a norm, despite the percentage of black assistant coaches that exist in the college athletics.

Unlike the majority of black coaches, Baldwin, Hardy and Pointer have ascended the coaching ranks to become leaders of their respective teams.

As Baldwin continues to live out his dream as head coach at Milwaukee, he believes he has a responsibility to be a role model and represent himself and his family.

But when Baldwin looks back on his career, he doesn’t want to be seen a black coach — he wants to be seen as the best coach. The Northwestern alumnus believes that as long as coaches have a love for the profession, it shouldn’t matter what race they are.

“When it comes to diversity, if you have a passion for this and you love it and you truly care about the student-athlete experience and what is really means to be a coach, it doesn’t matter if you’re a minority or non-minority,” Baldwin said. “There are some really good people that recognize that and they’ll find you.” andrewgolden2021@u.northwestern.edu

THE DAILY NORTHWESTERN | SPORTS 9

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SOFTBALL

Quiet ending does not reflect NU’s great season

BENJAMIN ROSENBERG

SPORTS COLUMNIST

Each time Northwestern took the field at home this season, Imagine Dragons’ “Machine” blared over the loudspeakers at Sharon J. Drysdale Field.

The song was appropriate. The chorus includes the lyric “I’m not a part of your machine,” indicating that the Wildcats wanted to create their own identity, regardless of what they had done in years past.

Did they ever. NU finished 47-13, its best record since 2007, and the Cats’ 21 Big Ten wins were their most in program history. They had a 20-game winning streak that lasted from late March to early May and won their first 21 games in conference play.

Along the way, NU put itself back in the national softball spotlight and created a palpable buzz on campus.

The story of the 2005-08 teams has been told time and time again — the Cats went to the NCAA Super Regionals four times during that span, won two Big Ten championships and went to the Women’s College World Series twice.

After that, the program stagnated. NU was a regular participant in the NCAA Tournament, with six regional appearances in 10 years, but never had the pieces to make a deep postseason run.

That changed this year. Freshman pitcher Danielle Williams gave the Cats a bona fide ace the likes of which they had not seen in at least a decade. Between 2012 and 2018, NU’s team ERA was never better than 3.41. This season, the Cats pitched to a 1.96 mark, thanks in large part to Williams, who threw 230 of NU’s 397.1 innings and struck out nearly seven batters for every walk.

But Williams was only part of the resurgence.

Coach Kate Drohan repeatedly talked about how this team’s story started with the 2018 senior class, which included four-time all-Big

Ten honoree Sabrina Rabin and a steady presence behind the plate in Sammy Nettling. Drohan said that class set the course — and their legacy is now coming to fruition.

Complement that with impact freshmen filling in at key positions — including Jordyn Rudd at catcher, Maeve Nelson at shortstop and Skyler Shellmyer in center field — and you get a team that is ready to do more than just make the postseason.

By no means did NU achieve all of its goals this year. The Cats were foiled twice by Minnesota, in both the final regular-season series and the Big Ten Tournament semifinal, and were ultimately eliminated in the Super Regionals by an otherworldly Oklahoma team.

But this season will be remembered for the highs, and the returning feeling that something special was happening at “The J.” It was felt during a dramatic sweep of Wisconsin in mid-April that gave NU sole possession of first place in the Big Ten. It was felt during a Senior Day comeback win over Purdue on a warm, sunny Sunday afternoon. And it was certainly felt at the Evanston Regional, when the Cats overcame a loss to Louisville in the first-round winners’ game to beat the Cardinals twice a day later and extend their season another week.

And the future could be even brighter. Just two starters graduate from this year’s team, and the returners will be joined by a top-25 incoming class that includes the nation’s No. 10 overall recruit in Sydney Supple.

This year, NU’s season was ended by a machine. It might not be long before the Cats become a machine themselves.

Benjamin Rosenberg is a Medill sophomore. He can be contacted at benjaminrosenberg2021@u.northwestern.edu. If you would like to respond publicly to this column, send a Letter to the Editor to opinion@ dailynorthwestern.com. The views expressed in this piece do not necessarily reflect the views of all staff members of The Daily Northwestern.

10 NEWS | THE DAILY NORTHWESTERN

TUESDAY, MAY 28, 2019

FMO brings black artists to Dillo Day second stage

By GABBY BIRENBAUM

daily senior staffer @birenbomb

Months ago, historical co-sponsor WNUR pulled out of running Dillo Day’s second stage and For Members Only, NU’s black student alliance, was looking for a concert co-sponsor after their Associated Student Government funding contract with A&O Productions expired.

Both Dillo’s Executive Producer Rocco Palermo and Mari Gashaw, co-chair of FMO’s Dillo Committe, said the situation caused a “perfect opportunity” for collaboration.

With Dillo Day around the corner, the new cosponsorship pairing has yielded a slate of five black artists who will perform on the second stage June 1.

FMO had “free reign” to find and land the artists, Palermo said, subject to Mayfest approval. Bay Area rapper Caleborate, New York drag queen Monique Heart, Chicago rapper Dfree Da Vinci, singer-songwriter Amindi and Brooklyn artist KOTA The Friend can all be seen on the Lakefill in front of Northwestern students this weekend.

Ayana Davis, the other co-chair of FMO’s Dillo Committee, said black students should have a hand in selecting black artists.

“We don’t really think it’s right for (Mayfest) to be picking these black artists,” Davis said, “and so we formed a committee to somewhat try and represent what black students might want to hear at Dillo Day.”

Mayfest announces Teyana Taylor as Dillo Day daytime headliner

R&B singer Teyana Taylor will be the daytime headliner at Dillo Day, according to a Mayfest release.

Taylor, the ‘First Lady’ of Kanye West’s G.O.O.D. Music record label, has wide range of talents, having served as a choreographer for Beyoncé, model in New York Fashion Week and star of her own reality television series “Teyana and Iman”. Musically, the soulful singer released her debut album “VII”in 2014 and followed it up with “K.T.S.E.”, which stands for “Keep That Same Energy”, in 2018.

Like nighttime headliner A$AP Ferg,Taylor is also from Harlem. Mayfest concerts committee member Amirah Ford said the artists’ similarities make them an ideal pair for a festival.

“Ferg’s trap vibe and Teyana’s soulful R&B sound complement one another, sharing a common struggle and dedication to their culturally rich hometown,” Ford said in the release. “Together, the two make a perfect headliner and daytime headliner combination.”

Source: VH1

Monique Heart, one of the performers at Dillo Day’s second stage. While previously co-sponsored by WNUR,

Davis said FMO made an active effort to represent marginalized communities — FMO intentionally selected Heart, who appeared on “RuPaul’s Drag Race,” to represent queer people of color on campus and pay homage to the influence of queer black musicians in popular music, Gashaw said.

In finding artists, Gashaw said the goal was to create a space where black students could attend and feel that the music was made for them. Many

black students felt that inclusion and joy at rapper CupcakKe’s performance in 2018, Gashaw said, so artists like Heart were selected to attempt to “recreate” that moment.

“We were just thinking of artists that we love and appreciate and music that we felt like we’d never get to hear performed or seen at productions like A&O and Dillo, and to create a space where people could go and feel that was music that was meant

for them, and that they were seen and heard and appreciated,” Gashaw said. “In the past, that doesn’t really happen.”

Gashaw said creating a place for black students like the second stage is especially important in the face of racist events on campus that have kept black students from feeling “joyous,” from the “It’s okay to be white” stickers to the noose found in Henry Crown Sports Pavilion.

Dillo Day has historically featured white male artists, so FMO’s inclusion brings a different and valuable perspective, Palermo said. The collaboration has been really fruitful, and Mayfest has been continually impressed with the caliber of artists they’ve landed, he said.

“They would tell us the artists they were considering, and each time we’d be like, ‘Those are so cool, we hope you get them,’” Palermo said. “That’s generally been the attitude throughout.”

Palermo said he is particularly enthusiastic about Heart’s performance as a fan of “Drag Race.”

Davis said she’s received positive feedback from members of the black community on campus. It’s important FMO chose artists, rather than students who don’t identify as black or “live the black experience at Northwestern,” she said.

“They were happy to know that we are the ones picking black artists,” Davis said. “We are the ones understanding black culture at this school and listening to what the black students want here.” gbirenbaum21@u.northwestern.edu

Joining Ferg, EDM artist Anna Lunoe, indie rock band Hippo Campus and pop singer Daya, Taylor rounds out the group of 2019 main stage artists.

Ford said Taylor is part of a long lineage of female R&B singers “from Whitney Houston to Lauryn Hill”, and like those who came before her, Taylor’s music has moved the genre forward while remaining grounded in its distinctive roots.

On “K.T.S.E”, Ford recommended songs including “3 Way”, where Taylor explores her sexuality, “Issues”, where she examines her insecurities, and “Rose in Harlem”, where the artist considers her Harlem roots and the challenges she faced. Overall, Ford said the album, though short, reaches incredible depths in its vulnerability.

Taylor’s rich discography and performing chops make Ford excited for Dillo attendees to attend her set.

“Teyana has proven herself as not only an artist, but a performer; she captivates her audience through her sweet, yet slightly-raspy voice and provocative choreography,” Ford said in the release. “Thus, we are so psyched to see Teyana work the stage. Get ready and get hype, because New York is in the house!”

— Gabby Birenbaum

Source: ICM Partners

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Los Angeles Times Daily Crossword Puzzle DAILY CROSSWORD Edited by Rich Norris and Joyce Lewis

ACROSS 1 Long sails 8 Interrupt, with “in” 12 Unsightly sight 13 Christens with oil 17 Frigid 18 Game that’s pointless for one team?

19 Director Howard 20 Sighs of pleasure 22 Like dad jokes 23 Aberdeen resident 25 Symbol on Nike stores 27 Put a strain on 28 1980s sitcom ET 29 Junior in the Pro Football Hall of Fame 30 “Love __ reason, reason none”: Shak.

32 Volleyball court divider 33 Half a matched set 34 Disturbed state 37 Google alternative 39 MBA or Ph.D. 41 Villainous Vader 42 Combo in the ring 44 Jagged rock 46 Neither companion 47 Pawn 48 Aviation prefix 49 It’s not true 50 “Now I get it!”

52 Leaves confused 54 Sushi ingredient 55 Tangle behind many a desktop 57 Type 58 Circle div.

59 Teach bit by bit 61 “Here’s the best part” 65 Lasting forever 66 In plain sight 67 Like hollandaise sauce 68 Removed from power

Edited by Rich Norris and Joyce Nichols Lewis

5/28/19

By Craig Stowe

5 Cross the threshold 6 Stat for Jacob deGrom 7 Actress who won a Golden Globe and an Emmy for “Once and Again” 8 Low opera voice 9 Granite State sch.

10 *Iffy 11 Jackson 5 brother 14 Arctic spectacle ... and what the answers to starred clues have?

15 Sushi ingredient 16 “Come Sail Away” rock band 21 *Rare medical service these days 23 Japanese electronics giant 24 Concealing no DOWN weapons 1 Chill (out) 25 Drop in on 2 Olive or Castor of 26 Moo __ pork toondom 29 *Exhibiting 3 *The next one 31 Song syllable 35 Hard to read, starts in 2026 facially 4 Natty neckwear

Monday’s Puzzle Solved Friday’s Puzzle Solved

©2019 Tribune Content Agency, LLC

36 Number of Chicago Cubs’ World Series wins 38 Platte River native 40 Zeus or Ares 43 Authorized, briefly 45 Horace’s “__ Poetica” 50 Boo-boo 51 Help for a stumped solver

5/28/19

53 Lulu 54 Back in style 56 Raison d’__ 58 Escalator part 60 Internet connectivity annoyance 62 “Killing __”: TV thriller starring Sandra Oh 63 Land in l’eau 64 Australian airport code

THE DAILY NORTHWESTERN | PHOTOS 11

TUESDAY, MAY 28, 2019

BLACK BOY JOY

This past week, The Collective, a community empowering black men on campus, hosted a week of programming dedicated to black boy joy. Events included a barbecue, listening party, basketball game and more. The week served as a reminder of the bonds

built in the black community and as a celebration of life. Check out some of our photographer’s best shots from the week.

— Cassidy Jackson

Cassidy Jackson/Daily Senior Staffer

Digitized pages of The Daily Northwestern now available through 2018!

Northwestern students, faculty, staff & alumni can search digitzed print archives of The Daily all the way back to 1881, courtesy of NewsBank Inc. and Northwestern University Libraries.

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ON THE RECORD

You really need everyone to step up — your role players, everyone — in order to win a game like this. And we just didn’t do that today.

— Kelly Amonte Hiller, coach

Football NU at Stanford, Time TBA Saturday

@DailyNU_Sports

Tuesday, May 28, 2019

LACROSSE

NU’s season ends with semifinal loss to Maryland

By ANDREW GOLDEN and ELLA BROCKWAY daily senior staffers @ellabrockway @andrewcgolden

BALTIMORE — At around 8:40 p.m.

Eastern Time on Friday, No. 4 Northwestern’s and No. 1 Maryland’s players jogged out onto Johns Hopkins’ Homewood Field and took their positions, primed for their highly-anticipated third matchup of the season in front of a soldout, Final Four crowd.

A few minutes later, they jogged straight back to their sidelines because a shot clock wasn’t functioning properly, and it would be another 30 minutes before they would take the field again.

An already-late start — the semifinal before between North Carolina and Boston College ran into two overtimes — was pushed even later.

This was déjà vu for both teams. In their first meeting this season in April, an hour-long delay due to weather gave the Terrapins new life and allowed them to pull away from the Wildcats. Friday was no different.

NU (16-5) kept the deficit within an arm’s reach for the first 40 minutes of the game, but the Terrapins (22-1) scored nine straight second-half goals and topped the Cats 25-13, ending NU’s attempt to reach its first championship game since 2012.

“It really stings to lose at this point, because we had high hopes for us down the stretch, but Maryland was the better team tonight,” coach Kelly Amonte Hiller said. “It’s unfortunate,

but it doesn’t define us. I’m really, really proud.”

The Cats didn’t look like the same team that had defeated the Terrapins on the same field less than three weeks ago to win the Big Ten Tournament.

The 25 goals Maryland scored were the most an NU team has allowed in the program’s 34-year history. “(The Terrapins) were really firing on all cylinders, and they obviously were very motivated,” Amonte Hiller said.

“They’re a tough team to beat when everyone shows up.”

In their two previous tournament games, the Cats got out to early leads, going on runs of eight and six unanswered goals, respectively, against Notre Dame in the second round and Syracuse in the quarterfinals.

But on Friday, NU never had the lead, as Maryland jumped out to a 3-0 advantage in the first five minutes of the game. Led by rookie attacker Izzy Scane, the Cats battled back and went on a 4-1 scoring run, The Big Ten Freshman of the Year collected a hat trick in the game’s opening 10 minutes.

The Cats had their chances in the first half — they took 16 shots to Maryland’s 18 and out-drew the Terrapins 11-8 in the circle — but sloppiness on short passes and ground balls inside the 8-meter arc led to 10 turnovers in that span.

“We didn’t really do a great job with the fundamentals, and it was a little bit uncharacteristic of us,” Amonte Hiller said. “You really need everyone to step up — your role players, everyone — in

order to win a game like this. And we just didn’t do that today, and they really did that.”

Maryland only held a four-goal advantage at the half, and while NU came out firing with four quick goals in the second, it didn’t have enough to stop the Terrapins’ multi-pronged offense. Eight different Maryland players scored at least two goals on the night, and attacker Brindi Griffin exploded to record five of her six goals in the second half.

As the Cats struggled after the break, Maryland goalkeeper Megan Taylor anchored her own team’s defense, making eight of her 14 saves in the second half. Taylor also forced NU into going 1-for-7 on its free-position attempts and held the Cats scoreless for the game’s last 19 minutes.

With three turnovers and only three goals on seven shots, it wasn’t the exit she’d hoped for, but senior attacker Selena Lasota cemented her place as one of the best players in team history. She finished with 85 goals this season and a program-best 287 career goals.

After leading the Cats to their firstever conference title and their first Final Four in five years, Lasota’s legacy on the program will last long after this weekend, but she was quick to deflect the credit away from herself.

“I didn’t get this program back,” Lasota said through tears after the loss.

“This team did.” andrewgolden2021@u.northwestern.edu

Andrew Golden/Daily Senior Staffer

Selena Lasota advances toward the goal. The senior scored three goals in her final game with the Wildcats on Friday.

CROSS COUNTRY

SOFTBALL

Cats fall to Oklahoma in Supers Roberts falls short at

By SOPHIA SCANLAN

the daily northwestern

All good things must come to an end.

After achieving a 20-game win streak, claiming the 600th win for coaches Kate and Caryl Drohan, and embarking on its deepest run in the NCAA Tournament since 2008, Northwestern’s 2019 season reached that end this weekend with two losses to No. 1 Oklahoma in the Norman Super Regional.

The Sooners (54-3, 18-0 Big 12) had just a 1-0 lead over the Wildcats (47-13, 21-2 Big Ten) for much of the game Friday before Oklahoma piled on a pair of runs to push the score to 3-0, which NU couldn’t touch. The

Sooners blew out the Cats on Saturday in an 8-0 victory, smacking five homers and allowing only two NU hits.

“Oklahoma’s the number one seed in this tournament because they’re so deep,” coach Kate Drohan said.

“Offensively — I mean, even their pinch hitters are tough. There’s no drop off there. From the pitcher’s (circle), all three pitchers are tough.”

Sooners pitcher Giselle Juarez dominated Friday’s game as she struck out 11 Cats and allowed only two hits — a first-inning single to freshman Nikki Cuchran and a sixth-inning double to sophomore Rachel Lewis.

Though the hits may have sparked some energy in NU’s dugout, the Cats couldn’t eke out any more to drive in their teammates.

“I think our hitters got a little big

Kathryn Stacy/OU Daily

Danielle Williams delivers a pitch. The freshman pitcher started in both of NU’s Super Regional losses in Oklahoma.

— tried to do too much,” Drohan said.

Freshman Danielle Williams gave up a double in the first inning of the Super Regional’s opener to Falepolima Aviu, which scored Sydney Romero. Romero scored again in the fifth, and Caleigh Clifton followed after an error from Cats third baseman Mac Dunlap.

Saturday’s game started out similarly, with Oklahoma scoring a run early off Williams. The game broke open in the third when Romero blasted a solo shot and Jocelyn Alo cracked a two-run homer. Grace Green then trotted home after an RBI single from Nicole Mendes.

NU replaced Williams with sophomore Kenna Wilkey, and she gave up the remaining three runs — all on solo homers — in her 4.2 innings of work.

“For our pitchers, it’s just worrying about being sharp, and today we weren’t completely sharp,” freshman catcher Jordyn Rudd said. “I think it’s something our pitchers need to keep being better at.”

Drohan added that walks and home runs hurt the Cats during Saturday’s game, and Oklahoma’s powerful lineup posed a challenge to NU’s pitching staff.

“You face a team like Oklahoma, you want to keep the ball in the park,” she said. “I don’t think we saw our best stuff out there today, (but) we’ll learn from it — we’ll get better from it.”

Despite the outcome this weekend, Drohan said she was proud of her team for their growth this season, and she is optimistic about next season.

Not only does she think the incoming freshman class will “inject even more energy” into the team, but she thinks the returners will be pumped as well.

“They’re hungry for it,” Drohan said. “And I’m excited about our work ahead.” sophiascanlan2022@u.northwestern.edu

NCAA preliminaries

By TROY CLOSSON

daily senior staffer @troy_closson

After landing All-American nods in both the cross country and indoor track seasons, junior Aubrey Roberts won’t have the opportunity to go for a three-peat.

The Wisconsin native narrowly missed out on qualifying for the outdoor track championships at this weekend’s NCAA West Preliminaries. She was the only Northwestern runner to qualify for the regional meet.

During Saturday’s 5,000-meter race, Roberts finished 17th overall and 8th in her heat with a time of 16:03. The top five runners from each heat — along with the next two fastest finishers — qualified for June’s NCAA Outdoor Track & Field Championships in Austin, Texas.

Through the first eight laps, Roberts stayed within a second of the lead pack — made up of New Mexico sophomore Weini Kelati, Arkansas junior Taylor Werner and Oklahoma freshman Haley Herberg. After the 3K mark, her 1:17 400-meter split was the fastest of the field.

With two laps left in the race, Kelati and Werner had separated from the pack, but Roberts still sat toward the back of a

group of six runners. But after running speedy 1:13 and 1:14 splits for the two previous 400s, Roberts began to taper off, falling four seconds behind seventh-place Oklahoma junior Carmela Cardama Baez by the 4600-meter mark.

After five runners kicked in the last 400 meters to post splits under 1:10, Roberts steady effort wasn’t enough to bring her up into the top five.

Though coach ‘A Havahla Haynes said last month that Roberts had qualifying for NCAA Championships “on her radar” since the end of the indoor season, the two-time All-American will yet again have to wait for another shot at Austin.

At last year’s NCAA West Regional Preliminary, Roberts posted a 5K time of 15:53, good for 14th place overall, but two spots out of a trip to NCAAs. This time around, Minnesota redshirt sophomore Bethany Hasz — crossing the line in 15:47 — was the only Big Ten runner from the meet to qualify.

The weekend caps off a history-making year for Roberts, who became the first two-time All-American in program history and set school records in the mile, 3000-meter race and 5K during her junior year campaign. troyclosson2020@u.northwestern.edu

Daily file photo by Alison Albelda

Aubrey Roberts finished in 17th place overall in the 5K race at NCAA West Preliminaries.