In my first message to you as president, I focused on belonging and the way we treat one another and our students. These themes, along with a commitment to improving our culture, have been part of our discussions from Coordination Day through a series of Restorative Practices events and MATC Day earlier this month. At these events, team meetings, coffee sessions and more, I have heard about the growth and improvement already taking place and your thoughts on areas in which we have an opportunity to grow.
You may have read a Milwaukee Journal Sentinel story published this week that focused on concerns expressed by former and current employees and recalling several incidents that have happened in the last five years. As I approach the 100-day mark as your president, I write to speak to you directly about the story and also reinforce my steadfast commitment of support for you and our students.
One aspect of the story was the time it takes from when a complaint is filed to when it is resolved. Indeed, there have been instances when the time it takes to communicate an ultimate resolution to complainants and respondents reduced the level of confidence in the process. As noted briefly in the story, the college has significantly improved its complaint process to resolve and communicate resolutions on matters more quickly whenever possible. This work was led by Human Resource Vice President Elle Bonds-Jones and General Counsel Sherry Terrell-Webb prior to my arrival, and I want to thank them for their leadership in this effort. Ms. Bonds-Jones also conducted a pay parity and equity review that led to needed salary adjustments. And as we have shared, the college launched affinity groups, anti-bias workshops for all employees, training for hiring panelists, an employee ombudsperson's office and a leadership academy to grow diverse talent.
In my experience leading at other higher education institutions, these are strong signs of growth in our culture. The college's continuing commitment to becoming a more equitable and inclusive institution is part of what drew me to my role here at MATC.
It is also important to note there were aspects of the story that could lead to inaccurate conclusions. As a matter of practice, we, like other employers, do not publicly discuss individual personnel matters. We believe situations with our employees are better handled confidentially than in the news media. For this reason, it is difficult to tell a fair and complete story about any individual incident through the news.
While I will not speak to any specific cases, anyone who is terminated from the college goes through a documented process. Multiple factors are considered and that person receives a detailed explanation of the factors and findings that generated the outcome. No terminated employee is denied an appeal in accordance with our grievance procedures. No employee is terminated for raising a concern or filing a complaint. In addition, our investigative process includes a determination as to whether discrimination or harassment occurred, and no one on the college's executive leadership team has been found to have engaged in discrimination or harassment.
I am confident in both our processes and the leaders who guide them.
At the same time, we do continue to have room to grow as an institution as we seek to be more equitable and inclusive. This includes updating the Diversity, Equity and Inclusion (DEI) Plan led by Interim Vice President Michael Rogers through town hall sessions this fall to inform the process. It also includes the Restorative Practices work led by Mr. Rogers and Ms. Bonds-Jones. Our growth will also be fueled by efforts led by Executive Vice President Dr. Phillip King to bring together academic and student service teams to strengthen supports for student success. These elements and others will shape our next strategic plan and lead us to be a stronger college.
A healthy culture is vital to the success of any organization, especially one as diverse as ours, where inclusion, equity and social mobility are at the forefront of our work. Embracing inclusivity and shared goals promotes unity, stronger relationships, and a more effective approach to problem-solving and community building. How we treat each other sets the tone for our students. I am committed to serving you, our employees, so you can better serve our students and help fulfill our mission.
MATC President
