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theorion.com | Wednesday, November 4, 2015 | Vol. 75, Issue 11 | First copy free, additional copies 50¢
Zingg’s replacement to be kept confidential Cheyanne Burens
Staff Writer
Emergency responders pick up an overly intoxicated young woman on Rio Chico Way on Saturday night.
Emily Teague/The Orion
HALLOWEEN CRIME COUNT 911 calls made:
Gabriel Sandoval
Total citations:
1,125 76
Staff Writer Fewer students were arrested this year over the Halloween weekend, even though more total arrests, citations and calls to dispatch were made, according to Chico Police. On Friday night alone, there were five calls for alcohol overdoses within one hour at mostly different addresses. University Police teamed up with California State University’s Critical Response Unit to patrol areas in and around campus. There were approximately 150 law enforcement officers total,
with assistance from Chico Police, Paradise Police, California Highway Patrol and California Alcohol Beverage Control, said John Feeney, University Police chief. A report released by Chico Police shows the statistics for last Thursday, Friday and Saturday: • Total arrests: 58 • Total citations: 76 • Calls to dispatch: 1,125 Arrests and citations by University Police are not reflected in these numbers because they were not available by the time of publication. By comparison, in 2014 there were 41 arrests and 452 calls to
Total arrests:
58
dispatch, the report shows. Greg Keeney, a sergeant for Chico Police, said that the number of students arrested this year was unusually low. “There were only six Chico State students arrested, five Butte College students and five students from other universities,” he said. “That has significantly decreased from years past.” In past years, Chico State student arrests easily reached the double digit range. Feeney said that public intoxication and underage drinking were the most common problems his crew encountered, which was expected.
Some of the people who were intoxicated in public were transferred to Butte County Jail, while others were taken in ambulances to the hospital. University Police also broke up several fights. Feeney said his crew reported feeling appreciated by students. “Many received comments, thanking them for being there,” he said. Feeney said that after the eventful weekend, he’s just glad it’s over.
Elizabeth Castillo
Staff Writer As Chico State welcomes new fac-
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unconscious bias.
at Chico State. This led the UDC to
has attended a training along with
look into advancing workforce di-
other administration members on
versity on campus.
campus.
The council learned of Humboldt
“Some college deans have come,
State’s training program and it al-
so it’s really wonderful because it’s
lowed Chico State to use its mate-
about changing the culture on cam-
rials. The first training
pus,” Morris said.
program was held on
Creating a more di-
May 20 for unconscious
verse
and
inclusive
candidate based on shared similari-
When individuals on hiring com-
biases. Other programs
workforce increases the
ties and overlooks candidates based
mittees are assessing applicants,
took place on Oct. 7 and
quality of group work
on differences.
they may rush the process and
23.
and organizational per-
that’s when unconscious bias oc-
is scheduled for Nov.
formances,
curs.
5 and Morris hopes to
Having
ulty members this semester, one is-
Shared experiences often shape
sue the university hopes to address
perspectives and can influence deci-
for future hires is the possibility of
sions. While student demographics
“When we’re not mindful, we fall
unconscious biases in the hiring
are beginning to diversify, Morris
back on biases to guide our behav-
process.
said it’s important that faculty re-
iors,” Morris said.
“This training really gets at rais-
However, some members of the campus community do not think it is fair that it will be the only time the public will be directly involved in the search process, as voiced by CSU Chancellor Tim White at Sonoma State’s open forum last month. In 2011, the board followed a national trend in favor of closed presidential searches and adopted a new policy for the selection of presidents which states that a confidential search is the best way to attract a strong pool of candidates for the position. Many qualified candidates are already presidents at other universities and having a search process open to the public can compromise their reputations at the current campuses, said Laurie Weidner, Vice President of CSU Chancellor public affairs. “If they’re not chosen, that can cause long-term instability in that campus and also cause doubt in the minds of their
Gabriel Sandoval can be reached at newseditor@theorion.com or
Unconscious bias training to diversify faculty individual tends to prefer a certain
Since President Paul Zingg announced his plans to retire at the end of the academic year, the CSU Board of Trustees and Chico State administration have constructed an official committee for the selection of the president and a timeline for the search process. Campus constituents and the Board of Education are urging the community to attend an open forum that will be held in Laxson Auditorium on Nov. 10, according to a press release. The forum will initialize the selection process of President Zingg’s successor and is an opportunity for the public to come together and voice the desired traits of a president to the search committee.
flects the change.
Another
training
implement the program monthly. The program is man-
To ensure an equal hiring pro-
datory for the chairs
she
more
said.
diverse
faculty members can
MICHELLE MORRIS
Faculty diversity officer
help support students and provide them with better
critical
think-
ing awareness and allows people to
“Students are asking for faculty
cess, rubrics are often used as an
of tenure-track faculty
be more mindful [of the fact] that
members that have similar experi-
evaluation tool so every candidate
search
unconscious bias exists,” said Mi-
ences that they do as racial or eth-
is judged in the same way. Imple-
While the program is not mandato-
they’re in a more inclusive environ-
chelle Morris, faculty diversity of-
nic minorities,” she said.
menting standard interview ques-
ry for most faculty, administration
ment.
tions can also ensure applicants are
and staff on campus, some volun-
judged fairly.
tarily attend the programs.
ficer for the Office of the President.
In order to hire more diverse fac-
“There are certain strategies for
ulty, it’s important to implement
avoiding it in the hiring process.”
committees.
ing skills. It can also help students feel like
“Most of the faculty members I’ve had so far are either white women
diversity acceptance through all
A University Diversity Council
Thirty people attended the pro-
or men,” said Krista McMiller, first-
Morris has led trainings on cam-
stages of the hiring process. Slow-
was launched the fall of 2014. A
gram on Oct. 23. Members of the
year biological sciences major. “It
pus to combat these biases. An
ing down during the search process
major priority for the council was
president’s cabinet have attended as
unconscious bias occurs when an
is one factor to lessen the impact of
to advance inclusion and diversity
well. Susan Elrod, interim provost,
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