The Orion Vol. 75, Issue 11

Page 1

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John Domogma/The Orion

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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@theorion_news on Twitter.

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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