Lance brings more than 18 years of university leadership and legal experience to the role, serving for the past five years as chief of staff to the provost at Seattle University. Prior to that role, Lance served as SU’s associate university counsel from 2017 to 2021 and assistant to the executive vice president and assistant university counsel from 2010 to 2017.

“David stood out not only for the depth and breadth of his experience as a university chief of staff, but for the incredible esteem in which he is held by all who have worked with him. In addition, his deep knowledge and understanding of the local higher education landscape makes him the ideal person to fill this important role,” said President Jones.

Before joining Seattle University, Lance was an associate attorney for Miller Nash, LLP where his practice focused on higher education. He holds a bachelor’s degree in political science from Marquette University, a juris doctorate from Seattle University School of Law and was an adjunct law professor from 2012 to 2016.

“Having been born and raised in Washington, I am honored to join the Husky family,” Lance said. “The 91̽��stands as a leading public research university and prominent member of the AAU and Big Ten Conference. I look forward to serving alongside President Jones, Provost Serio and the 91̽��community as we navigate the headwinds facing higher education, lead in this moment of change, and continue our work to educate students, care for patients, innovate and produce knowledge, and serve our communities, all for the common good.”

As chief of staff, Lance will serve as a senior advisor to the president, helping to drive strategic priorities and oversee the operations of the Executive Office of the President and Provost. He will work closely with campus and external partners to ensure alignment across the University, advance the institution’s strategic plan and strengthen collaboration among divisions. Lance will also support the administration’s engagement with the 91̽��Board of Regents and help ensure the ���Ծ�����������ٲ�’s mission and values are reflected in its leadership and decision making.

Lance is the youngest son of two Huskies — Stan Lance, who graduated with a master’s degree in 1972 and an MBA in 1975, and Nora Lance, who earned a bachelor’s degree in 1973.

Outside of work, Lance enjoys running and longs for more October baseball in Seattle. He also explores the Pacific Northwest’s trails, beaches and mountains with his wife, Christi, and three young kids.

Lance succeeds Hasoni Pratts, who served as chief of staff following the departure of Margaret Shepherd, who left the 91̽��in September after serving at the University for��16��years.

Pratts brings a distinguished record of leadership in higher education governance and national policy advocacy.��She currently serves on the New York State Board of Regents, with responsibility for the general supervision of all educational activities within the��state, the University of the State of New York, and the New York State Education Department.��She serves on several committees,��including the Higher Education and the Professional Practice Committees overseeing the licensing and discipline of��54��professions.��

In addition to her service on the��New York State��Board of Regents, Pratts serves as Senior Advisor to the CEO of the National Urban League, where she has��demonstrated��exceptional skills in public policy, education equity, workforce development, stakeholder engagement, and economic empowerment initiatives that��impact��communities across the nation.  ��

“Hasoni��Pratts brings an exceptional combination of governance expertise, strategic vision, and commitment to educational excellence,”��Jones��said. “Her experience navigating complex policy landscapes and her dedication to expanding access and opportunity in higher education make her ideally suited to help us achieve our strategic objectives and serve our diverse community.”��

Pratts holds a bachelor’s degree in accounting from North Carolina A&T State University and a master’s degree in public administration from Harvard University. This blend of financial acumen and public sector leadership expertise positions her to provide valuable counsel on the operational, strategic and policy dimensions of university administration.��

As chief of staff, Pratts will serve as key advisor to the President, manage strategic priorities, oversee operations of the Executive Office of the President and Provost, facilitate communication between leadership and key stakeholders, manage special projects, and ensure alignment of institutional efforts with the university’s mission and values. She will play a central role in advancing the university’s strategic plan, fostering collaboration across divisions, and strengthening connections between the administration and the 91̽��Board of Regents.��

“I am honored to join the 91̽�� at this transformative moment in higher education,” Pratts��said. “I am hopeful that my experience in advancing an institution’s strategic priorities in the ever-dynamic landscape of higher education will position me well as a partner with the 91̽��leadership, faculty, students and staff,” Pratts says.  “I’m excited about building new relationships and working alongside President Jones, the talented��leadership team, and the entire campus community to enhance the 91̽��’s impact regionally, nationally and internationally.”  ��

“Hasoni’s��appointment reflects��my��ongoing commitment to recruiting visionary leaders who can help navigate the evolving landscape of higher education��and��staying��true to the��institution’s��core mission of teaching,��research��and public service,” Jones said.��

Pratts succeeds Margaret Shepherd, who left the 91̽��in September after serving at the University for��16��years.��

��# # #

Contact Victor Balta: balta@uw.edu.

“Our student conduct policies and practices must ensure there is transparency about the expectations we all have for our students, as well as what happens if their actions run counter to those expectations by violating the Student Conduct Code.��We must also ensure a fair process and��appropriate accountability, reflecting the unique circumstances of each situation and the responsibility we each have as members of the 91̽��community,” said Jones, who became 91̽��President Aug. 1.����

The firm����will conduct the review.��It��will evaluate the Student Conduct Code () for its effectiveness in the modern University environment,��which includes��a number��of issues not foreseen when��the code��was last updated in 2021.��Student conduct policies and practices are��also��an important part of the ���Ծ�����������ٲ�’s commitment to��upholding��Title VI, Title��IX��and other civil rights laws.��

The review��will evaluate how those policies are implemented,��including��how different��forms��of misconduct��— including sexual and other non-academic misconduct — should be handled, with a goal of��continuing to��ensure��a fair��process and��promoting transparency and��appropriate��accountability.��It is not a review of individual cases, but rather of��student��policies and practices overall,��though��the review��may��be��informed by��the handling of specific cases to demonstrate trends or themes.����

The goal is for the review to be completed��in��winter��quarter��2026,��with recommendations implemented��after��its completion.��

Husch Blackwell’s higher education team has worked for hundreds of colleges and universities across the country.��They have��reviewed��student conduct codes��and��other matters of institutional policy and procedure��at dozens of public universities, including other institutions within the Big Ten, and bring decades of experience with and sensitivity to the unique aspects of life on campus.��

Contact Victor Balta: balta@uw.edu��

The 91̽�� condemns antisemitism, harassment and discrimination. Throughout the May 5th incident, the 91̽��was in contact with campus and Seattle Jewish community leaders. We value these partnerships and understand their deep concern. The Jewish Federation of Greater Seattle and clear denunciation of antisemitism.��

The 91̽�� fully complies with Title VI and other federal civil rights laws. We also recognize the need to continually improve and have for many months been taking concrete actions to improve the campus climate for Jewish students, faculty, staff and visitors. This includes the creation of a full-time Title VI coordinator position, training on preventing shared ancestry discrimination, a review of University policies and procedures, strengthening relationships with the Jewish community, improvement of bias incident reporting and response processes, and consolidation of anti-discrimination compliance in a new Civil Rights Compliance Office. And this March, the ���Ծ�����������ٲ�’s Board of Regents overwhelmingly rejected a proposal to divest from companies with ties to Israel.��

The University values its long-standing partnership with the federal government. We will cooperate with the Task Force’s review and are confident that an evaluation will find we are in compliance with federal civil rights laws.��

The 91̽��is committed to maintaining a secure learning and research environment, and strongly condemns this illegal building occupation and the antisemitic statement that was issued by a suspended student group Monday. The University will not be intimidated by this sort of offensive and destructive behavior and will continue to oppose antisemitism in all its forms.

Update: 4/25/25: The 91̽�� is heartened by the reports that the U.S. Department of Justice has announced a reversal of the unilateral and sweeping cancellation of many international students’ visas that began earlier this month. Given the rapidly changing situation, we can confirm as of late this morning (Friday) that many of the records of students and recent graduates across the UW’s Seattle, Tacoma and Bothell campuses have been restored. The 91̽��has not received any notification from the government of these changes or reason for the reversals, however we have verified in SEVIS the records are returned to active status and we are hopeful the remaining records will also be restored soon. The 91̽��will work students and recent graduates individually to understand what actions they have already taken and to discuss options for how to proceed with their studies and immigration status.

Update 4/24/25: We are heartened to share that eight students whose visas had been revoked have now had their SEVIS records reinstated. The 91̽��was not given any formal notification of these changes, however we have verified the reinstatements and know that at least one was due to litigation that the student pursued. We have not been given a reason for all of the reinstatements. Given the eight reinstatements, that leaves 15 individuals whose revoked status remains in place.��

Update 4/17/25: As of this update, 13 current 91̽��students and 10 recent graduates participating in post-graduation training have had their visas unilaterally cancelled by the federal government without prior notice to the University or the students. All other information regarding this situation as described below is unchanged.��

***

The 91̽�� has learned that, as of this posting, five current 91̽��students plus four recent graduates participating in post-graduation training have had their visas unilaterally cancelled by the federal government without prior notice to the University or the students. We are deeply concerned about the well-being of these students and graduates and are working to support them. International students and scholars are essential and valued members of our University and they contribute immensely to our community, state and nation. The 91̽��will continue to support them and provide the resources they need to be able to learn, teach and succeed here.

We became aware of these actions during recent checks of international student records in the federal government’s Student & Exchange Visitor Information System (SEVIS). The SEVIS record states the visa revocations were due to an immigration status violation. No additional information or details were provided, but we have no indication these actions are due to activism or other protected free speech. We are also not aware of any immigration officials coming to 91̽��campuses related to this situation.

In a situation like this, the relevant campus’ international student services office immediately reaches out to the affected individual to encourage them to contact the office as soon as possible so that we can connect them with information and resources. These resources include access to legal services available to students as part of their student fees, as well as mental health and academic support.

Our priority remains supporting our international students and scholars and we will continue to proactively communicate directly with them about these issues. Because the federal government is not notifying universities of status changes, we have been checking SEVIS records daily so that we can proactively contact students whose records have been changed.

We respect the privacy of the students and graduates affected by these actions and will follow their wishes on how and whether to share their names and information publicly. If a member of the 91̽��community learns of a 91̽��student or scholar who has been affected by a similar visa action, they are encouraged to have them contact their campus’ international student services office immediately.

# # #

The 91̽�� Board of Regents on Monday announced that Robert J. Jones, who is currently concluding a nine-year tenure as Chancellor of the University of Illinois Urbana-Champaign, has been selected as the 34th President of the UW. The Board had previously authorized Chair Blaine Tamaki to enter into contract negotiations with Jones and an agreement has been reached. Jones’ five-year contract will begin on August 1.

The 91̽��presidency will be Jones’ third time leading a public research university, as in addition to his current role he previously served as President of the University at Albany. He is a distinguished scholar, with his research focusing on crop physiology, and a leader in national academic organizations and the Big Ten Conference.

Jones will succeed President Ana Mari Cauce, who announced last year that she is stepping down from the role she will have held for 10 years at the end of the 2024-25 academic year in June. He will become the first African American to serve in the role.

“We are very happy to welcome Chancellor Jones to the 91̽��community and excited to accelerate the UW’s public mission of accessibly, preserving, advancing and disseminating knowledge under his experienced leadership,” Tamaki said. “His inspiring and barrier-breaking personal journey, highly regarded scholarship and decades of transformative leadership convinced us that Chancellor Jones is the ideal person to build upon President Ana Mari Cauce’s legacy. I believe he will lead us into our next chapter of providing educational excellence at scale, top-quality healthcare to all, regardless of need, transformative research, and public service to the state of Washington and the world. We welcome him and his wife, Dr. Lynn Hassan Jones, to Washington and the UW.”

“I am honored to be joining the 91̽�� and excited to lead this extraordinary public university in its mission serving students, families and communities across Washington and beyond,” Jones said. “The 91̽��is globally renowned as a home of outstanding teaching, research, innovation and patient care. I look forward to working with the UW’s talented and dedicated faculty and staff to support and accelerate their work, and to partnering with the UW’s supporters to advance students’ success, economic opportunity and discovery for the public good.”

As Chancellor of the University of Illinois Urbana-Champaign since 2016, Jones has prioritized providing a transformative learning experience to students with a focus on affordability for students of modest means. This includes making education accessible and affordable through the , a program that guarantees four years of free tuition to Illinois residents with family incomes less than $75,000. During his chancellorship, the university’s enrollment has grown, setting a record in fall 2024 with more than 59,000 students enrolled.

He has also emphasized the university’s community and public impact, launched innovative partnerships to catalyze scholarship, discovery and innovation, and prioritized fostering an inclusive and welcoming environment.

Under Jones’ leadership, Illinois opened the , the first engineering-based medical school in the world, in partnership with Carle Health. He has launched strategic “radical collaborations” such as the initiative, which is establishing Illinois as the center of quantum sciences and information in the nation in partnership with the University of Chicago. Another collaboration is the , a partnership with the University of Chicago and Northwestern University that is an unprecedented initiative seeking to redefine how we understand human biology.

Jones was selected by Illinois Governor J.B. Pritzker to serve as co-vice chair of the Innovate Illinois initiative to coordinate the state’s efforts to secure critical federal research investments, which sparked support for the . He has built industry partnerships through the university’s and its EnterpriseWorks incubator, elevated the university’s research and technology transfer capacity through participation in initiatives such as the , and expanded the university’s international reach.

In 2017, Jones and the university launched a $2.25 billion philanthropic campaign that reached its goal 15 months early, concluding in 2022 after raising $2.7 billion to support university priorities. And he launched and implemented , a multi-year, comprehensive, university-wide effort to reorganize and reimagine ways to deliver the university’s missions more efficiently and with the most impact.

“In selecting Robert as the next president of the 91̽��, the Board of Regents has chosen an inspiring and transformative leader to join our academic community and to advance our mission,” 91̽��President Ana Mari Cauce said. “Having known and worked with him within AAU, APLU and the Big Ten Conference, I know he will bring a deep and demonstrated commitment to scholarship, innovation, research and especially, access to excellence for students regardless of their means or background. His leadership is rooted in visionary and strategic thinking, informed by a deep commitment to our public mission, qualities we share as a community of educators, innovators and public servants. I am thrilled for our University to welcome him as our newest Husky.”

Prior to becoming Chancellor at Illinois, Jones was the 19th President of the University at Albany from 2013 to 2016. At UAlbany, Jones initiated the largest academic expansion in half a century, adding academic units and degree-granting programs, expanding opportunities for faculty research and student experiential learning, deepening the ���Ծ�����������ٲ�’s community engagement, and raising philanthropic support for his vision.

Jones is the child of sharecroppers from Georgia, which he says inspired him to enter the field of agronomy. Jones earned his bachelor’s degree in agronomy from Fort Valley State College in Georgia, master’s degree in crop physiology from the University of Georgia and a doctorate in crop physiology from the University of Missouri. His first academic position was as an assistant professor on the Twin Cities campus at the University of Minnesota in 1978, where he received tenure in 1983 and a full professorship in 1988.

His journey in academic leadership started in 1986, when the president at the University of Minnesota charged him with creating a mentoring program for high-achieving students of color. Jones later became an Associate Provost and Assistant Vice President, before becoming Vice Provost for Faculty and Academic Personnel from 1997 to 2002. During that time, he also served as Interim Vice President for Student Development in 2000-01 and Vice President for Campus Life in 2001-02. He later became Vice President and Executive Vice Provost for Faculty and Academic Programs on the Twin Cities campus from 2002-05. And in 2004 he became Senior Vice President for Academic Administration for the University of Minnesota system – the senior academic, administrative, and operating officer reporting to the system president.

Jones is a fellow of the American Academy of Arts and Sciences and a member of the Association of American Universities Board of Directors, the Association of Public Land Grant Universities Council of Presidents, and the Executive Committee of the Big Ten Conference Council of Presidents and Chancellors.

Jones is married to Dr. Lynn Hassan Jones, who is a muscular skeletal diagnostic radiologist, and together they have five children and a growing number of grandchildren.

The Board of Regents began its search for a new president after Cauce announced in June 2024 that the current academic would be her last in the role. SP&A Executive Search was hired to assist in the process and a Presidential Search Advisory Committee was formed, which included faculty, student, staff and alumni representation, including from the UW’s Seattle campus, 91̽��Bothell, 91̽��Tacoma, 91̽��Medicine and 91̽��Athletics. At special meetings in early January, the Regents spoke very highly of two finalists. The Board eventually authorized Tamaki to negotiate with both, and Tamaki agreed to terms with Jones.

“I sincerely thank everyone who contributed to the rigorous search process that led to the selection of Chancellor Jones as the 34th president of the 91̽��,” said 91̽��Regent David Zeeck, who served as Chair of the Presidential Search Advisory Committee. “The work of our presidential search advisory committee members, as well as input from numerous faculty, staff, students, alumni and community members, was invaluable in identifying and selecting an outstanding candidate to lead the UW. We are confident that he will both continue the ���Ծ�����������ٲ�’s vital work advancing education, discovery, health care and community engagement, as well as lead the 91̽��to new heights as one of the world’s great public research universities.”

SP&A contacted more than 500 prospective candidates, including sitting and former presidents, vice presidents and deans at AAU and R1 institutions, yielding a pool of 70 applicants, who were then ranked by the advisory committee. As the pool was determined, the advisory committee conducted listening sessions with faculty, students and staff on all three campuses to develop the leadership profile upon which the next level of review would be based. The candidate pool was first narrowed to 25, and later to 13 individuals who were interviewed over Zoom by the advisory committee. A subgroup of the advisory committee interviewed six finalists in person and the Board of Regents interviewed two finalists recommended by the committee.

# # #

Contact: Victor Balta at balta@uw.edu.

The Office of Civil Rights (OCR) began its investigation in December 2023, following a complaint that had been filed by a student. An additional complaint filed by a group unaffiliated with the 91̽��regarding the disruption of the Sept. 12, 2024, Board of Regents meeting was included as part of the resolution. ��

��“The 91̽�� is committed to the safety and well-being of all our community members – anti-Semitism, Islamophobia and discrimination of any kind have no place in our University,” 91̽��President Ana Mari Cauce said. “We take seriously the concerns that were raised, and we appreciate the opportunity to reach a resolution in this matter, including taking actions that will continue and strengthen our efforts to support a welcoming and safe environment for every member of the 91̽��community.”��

The 91̽��provided OCR approximately 140 reports alleging shared ancestry harassment or discrimination against students that were submitted to the University from August 2022 through December 2023, and for the months of March, April, May and September in 2024. ��

OCR’s investigation identified steps the 91̽��has taken to address such complaints, including the creation of task forces on antisemitism and Islamophobia to learn more about the degree to which Jewish, Palestinian, Muslim and Middle Eastern communities’ feel welcome on 91̽��campuses ; meaningful communication between administrators and Jewish student groups, and 10 posts on 91̽��President Ana Mari Cauce’s blog “in which the President condemned hateful actions on campus, shared resources, and encouraged University community members to report acts of hate.” ��

The investigation also revealed gaps in the UW’s response to bias incident complaints, which the 91̽��will address through the agreed-upon actions.��

“We are pleased to have reached this agreement, which reinforces our values and our commitment to upholding Title VI and protecting the civil rights of every member of our community,” 91̽��Provost Tricia Serio said. “I look forward to working with the ���Ծ�����������ٲ�’s leadership to implement the actions and commitments outlined in this agreement and to continually working to foster a campus community free of discrimination and welcoming to all.”��

The five actions agreed upon by OCR and the 91̽��include:��

• Review and update of policies and procedures: The University will review its policies and procedures to ensure that they adequately address the Title VI prohibition on discrimination based on race, color and national origin, including discrimination based on a student’s actual or perceived shared ancestry or ethnic characteristics. During its review, the University will identify the relevant policies and procedures currently in effect to ensure that they consistently provide that the University must assess whether incidents of reported shared ancestry discrimination or harassment have created a hostile environment.
  ��

• Regular reporting, review, investigation and response training for employees: By May 1, 2025, the University will provide regular training to all employees responsible for reviewing and/or investigating reports of discrimination, including harassment, based on shared ancestry or ethnic characteristics to ensure the investigators know how to identify relevant witnesses to interview and how to conduct interviews about such harassment. The training will also be provided to all employees involved in responding to reports of race, color and national origin discrimination and harassment in the ���Ծ�����������ٲ�’s senior executive leadership, Civil Rights Investigation Office/Civil Rights Compliance Office, Campus and Community Safety, Office of Minority Affairs and Diversity and Student Life.
  ��

• Regular anti-discrimination training for students and employees: By June 1, 2025, the University will provide training to all employees and students addressing discrimination based on race, color and national origin, including harassment based on shared ancestry and ethnic characteristics. The training will address an explanation that harassment is prohibited; examples of harassment; an explanation that harassment may occur on or off campus, or on social media; an explanation that employees and students who are aware of harassment should report it; a description of steps the University will take to address harassment; and notice of how to find the ���Ծ�����������ٲ�’s harassment policies.
  ��

• Climate assessment: The University will provide to OCR documentation sufficient to show its implementation of actions the University took in response to the results of the community survey and focus groups conducted for the ���Ծ�����������ٲ�’s already established Antisemitism Task Force and Islamophobia Task Force. The documentation will include a description of the actions and how they were implemented. Also, by spring quarter 2025, the University will develop and administer a climate assessment for students and employees in the University. The 91̽��is already preparing its 2025 Climate Survey in accordance with state law. The assessment will include questions to evaluate the climate with respect to shared ancestry and the extent to which students and/or employees are subjected to, or witness discrimination, including harassment, based on race, color and/or national origin, including shared ancestry.
  ��

• Prior report compilation and review: By June 1, 2025, the University will review its response to each report of discrimination and/or harassment on the basis of shared ancestry for the 2023-2024 academic year, to ensure that the University made a determination regarding whether the alleged conduct created a hostile environment, even where the conduct occurred off campus or on social media. If the ���Ծ�����������ٲ�’s review reveals that it did not complete a determination for any of the reports made during the 2023-2024 academic year, the University will promptly make a determination regarding whether the alleged conduct created a hostile environment and will provide the parties with notice of its determination. For each incident, the University will make a legal determination of whether the alleged conduct was unwelcome based on the totality of the circumstances, both subjectively and objectively offensive, and so severe or pervasive that it limited or denied a student’s ability to participate in or benefit from the ���Ծ�����������ٲ�’s program or activity.��

The , as is the .��

# # #

For more information, contact Victor Balta at balta@uw.edu.

“We are deeply appreciative of your excellent work and your leadership, especially in such challenging times,” Cauce and Serio wrote in the letter. “We have read the assessment and reports comprehensively and have considered your recommendations carefully.”��

The task forces conducted surveys and focus groups to gather information and perspectives to help leadership better understand the University community’s concerns and to inform potential actions.��

Ed Taylor, UW’s dean of Undergraduate Academic Affairs, served as co-chair of both task forces. The Islamophobia Task Force was co-chaired by Karam Dana, the Alyson McGregor Distinguished Professor of Excellence and Transformative Research in the School of Interdisciplinary Arts & Sciences at 91̽��Bothell. The Antisemitism Task Force was co-chaired by Janet Baseman, professor and acting chair in the Department of Epidemiology on the Seattle campus.��

Both task forces emphasized the need for better reporting, tracking and responses to incidents of bias, including antisemitism and Islamophobia. Cauce and Serio committed to the following steps to address these concerns comprehensively:��

• Creation of a Title VI Coordinator to oversee institutional compliance with Title VI and University Executive Order 31 to ensure complaints of discrimination based on race, religion and national origin receive appropriate review and follow-up.��
• Creation of a consolidated Civil Rights Compliance Office within Compliance and Risk Services that will include the Title VI Coordinator, the Title IX Coordinator and the Civil Rights Investigation Office to ensure consistent approach across these processes and better monitor, appropriately direct and resolve incoming complaints.��
• Establishing new policies to ensure consistent tracking and evaluation of trends identified in the ���Ծ�����������ٲ�’s bias reporting tools.

The President and Provost also committed to education and training support for faculty, university leaders and student-facing staff, and improved and ongoing engagement with leaders in the Arab, Muslim and Palestinian communities as well as Jewish community.��

“While we have already been engaged with leadership in the Jewish community and we will continue to stay in communication, we recognize the need for outreach to identify, cultivate and build connections with leadership in the Arab, Muslim and Palestinian communities,” Cauce and Serio wrote.����

In response to specific concerns raised by the Antisemitism Task Force, Cauce and Serio noted that the 91̽��is committed to upholding the law and University policies, reiterated that the UW’s freedom of expression and community standards are available on a that was highlighted for the 91̽��community at the start of the quarter, and that updates to the Use of University Facilities (UUF) process are underway to ensure that time, place and manner regulations are consistently applied. Additional commitments and examples of actions toward cultivating civil discourse and maintaining inclusive learning environments free from discrimination were noted.��

In response to specific concerns raised by the Islamophobia Task Force, the President and Provost shared existing resources that can be used to create inclusive spaces and affinity groups to support Arab, Muslim and Palestinian identities for students, faculty and staff, and committed to deepening UW’s expertise in academic areas related to Islamophobia. While agreeing with the task force that representation matters, Cauce and Serio also noted that the 91̽��has developed specific staff and faculty hiring guidance and toolkits to ensure equity and inclusion in hiring within state and federal laws and regulations. ��

“These actions and commitments represent a beginning not an end,” Cauce and Serio wrote. “It is also important to note that while we list responses to specific task forces, these responses apply to the broader community.”��

The work toward assessing the degree to which 91̽��community members feel the University is safe and welcoming will continue with the UW’s second comprehensive University Climate Assessment. The assessment is on a five-year cadence and the 2025 survey will follow the one conducted in 2020. ��

The full letter can be viewed at the task forces’ website.����

# # #��

The task forces conducted surveys and focus groups to gather information and perspectives and, while not initially requested, both included a set of recommended actions for University leadership’s consideration.

Ed Taylor, UW’s dean of undergraduate academic affairs, served as co-chair of both task forces. The Islamophobia task force was co-chaired by Karam Dana, the Alyson McGregor Distinguished Professor of Excellence and Transformative Research in the School of Interdisciplinary Arts & Sciences at 91̽��Bothell. The antisemitism task force was co-chaired by Janet Baseman, professor and acting chair in the Department of Epidemiology on the Seattle campus.

“The intent of this joint submission is not to equate antisemitism and Islamophobia,” the co-chairs write in the report’s introduction, “but to acknowledge that this particular moment puts into sharp relief the need to examine both in a shared context, as the present conflicts shine light on issues that impact members of our campus community who have experienced pain, isolation, fear and discrimination.”

Important additional context, the report introduction states, is that both task forces make clear that “antisemitism and Islamophobia have long histories that extend before the events of October 7, 2023. Antisemitism and Islamophobia are multi-layered and multifaceted prejudices that have different histories and present in different ways.” The survey and focus groups were also conducted primarily in May 2024, during the height of an encampment on the 91̽��campus and related protests, counterdemonstrations and increased tension.

The task forces were not expected to — nor did they — verify or confirm the information shared by survey and focus group participants. Instead, they focused on gathering feedback and gaining an understanding of the campus climate, although the results may be limited by the fact that some people declined to participate due to not having time, fearing retaliation or believing that their feedback would not make a difference.

Some broad findings include:

• Survey and focus group participants being distressed by growing signs of perceived antisemitism and anti-Israeli bias in protests, demonstrations and the encampment. These were perceived to have gone beyond the lines of argument and extended to advocating, implicitly or explicitly, for violence.
• Survey and focus group participants being distressed by perceived alienation and lack of support for Palestinian and Muslim community members, feeling that their message and concerns were not adequately heard or addressed.
• Participants in both assessments reported not knowing how to address their encounters of bigotry and not knowing how to have their concerns resolved. There were consistent concerns about enforcement of rules and policies.

Both reports note that the 91̽��“fell short on ensuring all members of our community experience and sense of welcome and belonging. We can and must do better.”

During the 2023-24 academic year, 60% of Jewish students and 92% of Israeli students surveyed said they felt unwelcome on campus at least once based on their Jewish and Israeli identities, with 28% of Jewish students and 75% of Israeli students reporting that this happened frequently. Some 65% of Jewish students and 95% of Israeli students said they felt the need to hide their identity at least once, with 42% of Jewish students and 81% of Israeli students reporting that this happened frequently. Roughly one-third of Jewish students and 70% of Israeli students reported being insulted and intimidated at some point in the year.

During the same timeframe, 80% of Muslim students, 72% of Arab or Middle Eastern/North African (MENA) students, and 78% of Palestinian students surveyed said they felt unwelcome based on their identities at least once, with 35% of Muslim students, 28% of Arab/MENA students, and 33% of Palestinian students reporting that this happened frequently. Some 74% of Muslim students, 69% of Arab/MENA students, and 77% of Palestinian students surveyed said they felt the need to hide their identity at least once, with 40% of Muslim students, 38% of Arab/MENA students, and 50% of Palestinian students reporting that this happened frequently. Roughly half to one-third of Muslim and Arab/MENA students, as well as nearly two-thirds of Palestinian students reported being insulted and intimidated at some point in the year.

A vast majority of students who experienced hostility during 2023-24 reported that it was more severe compared to previous years, including 82% among Palestinian students, 80% among Muslim students, 69% among Arab/MENA students, 74% among Jewish students, and 98% among Israeli students.

Additional survey data for students and employees can be found in the full report at .

While both task forces offered specific recommendations, some recommendations overlapped, including:

• Clarify and reinvigorate UW’s values: Islamophobia, antisemitism, and anti-Arab, anti-Israeli, anti-Muslim, and anti-Palestinian biases are forms of hatred that have no place within the 91̽��community.

• Review and make clear disciplinary procedures for antisemitic and Islamophobic behaviors.

• Expand learning and education through deep and broad equity, diversity, inclusion and belonging policies pertaining to Islamophobia and antisemitism. They also recommend that faculty, staff and students be provided curricular and co-curricular opportunities for bridging across divides that honors academic freedom, belonging, mutual respect and a pluralist framework that respects those from all backgrounds.

The antisemitism task force developed six recommendations for University leadership to consider, including:

• Establish a University Committee on Antisemitism and Campus Climate to monitor key performance indicators
• Swift and public communication and enforcement of Washington Administrative Codes (WACs)
• Enforce reasonable time, place, and manner restrictions to protect campus safety and academic integrity
• Commit to civil discourse and free exchange of ideas
• Clarify faculty responsibility in safeguarding an educational environment free from discrimination
• Develop antisemitism education for diversity, equity and inclusion professionals, Student Life staff, resident advisers and First-Year Program staff

The Islamophobia task force developed seven recommendations for University leadership to consider:

• Forming a Standing Committee on Islamophobia and Anti-Arab Racism
• Establish a Community Advisory Board to promote meaningful connections between 91̽��leadership and Arab, Muslim and Southwest Asian and North African communities in our region
• Create Spaces for Communities affected by Islamophobia and anti-Arab Racism at UW
• Establish a Liaison Role for Addressing Bias Incidents
• Encourage the formation of affinity groups to support Arab, Muslim and Palestinian identities.
• Development and enhancement of academic programs focused on Islamophobia, Arab politics, and Palestine; cultural awareness and sensitivity trainings
• Diversity through representation in leadership

The full report can be viewed at the task forces’ website.

Contact Victor Balta at balta@uw.edu.