The Non-Exempt Staff Council functions in the interest of Trinity College Administrative Staff employees on the bi-weekly payroll. The Council serves as a liaison between the Administration of the College and Administrative Staff and makes recommendations designed to strengthen and improve communications, the working environment, and the Trinity community. On behalf of administrative staff, the committee brings forward concerns, issues and ideas to the attention of the appropriate College administrators via the Senior Officer Liaison as appointed by the President of the College.

We are here for YOU to address your questions, concerns or suggestions. Please feel free to contact any member of the committee directly.   If you choose, your communication may be kept confidential and/or anonymous by sending your concern in writing directly to the Chair of the NESC in an interoffice envelope marked    “NESC – Confidential”.

Joint Statement on Behalf of the Exempt and Non-Exempt Staff Councils of Trinity College on Anti-Racism

We would like to call your attention to the following statement on anti-racism jointly ratified by the Exempt and Non-Exempt Staff Councils. We intend to do our best to help make Trinity College a more just and inclusive community both as individuals as well as in our leadership roles on the staff councils. Feel free to reach out to any of us with any comments or suggestions. We acknowledge that the following statement may bring up uncomfortable feelings and memories for those who have experienced racism at Trinity and may be difficult to read.

As staff members of one of the leading liberal arts institutions in an urban setting, we recognize that supporting social justice is in service to the fundamental mission of our institution. Moreover, as staff of a predominately white institution, it is our responsibility to address the systemic inequities that have shaped our employer, and rectify those failures with concerted action. To that end, we offer our unqualified support to the Black Lives Matter movement, and unequivocally condemn white supremacy, police brutality, and hate in all its forms.

Staff of Trinity College are uniquely positioned to be agents of change. We live and work in and around Connecticut’s capitol, whose rich history and vibrant community are essential to Trinity’s identity. We can, and must, be a bridge between this college and the Hartford community.

As a learning institution, our reach is both local and global. We have the opportunity for immediate impact, and for lasting change as the students whose education we support do their part to transform the world.

We ask that the college consider its own role in perpetuating inequality and structural racism, and thoughtfully embark on new ways to contribute to positive change. In particular, we ask college administration to:

  • Examine our hiring practices to ensure that there are diverse candidates in the hiring pool for vacancies in all departments, and commit to hiring more people of color to work for Trinity.
  • Evaluate compensation, promotion, evaluation, and staff development procedures to consider how we can better support our colleagues of color and continue to foster a diverse, equitable, and inclusive work environment.
  • Redouble the college’s commitment to strong relationships with the Hartford community and its citizens.
  • Continue to support local and national advocates for social change.
  • Support the work of students, faculty, and staff who show concerted effort to effect change in the ways people of color are treated on our campus, and beyond.

Staff of this college serve a generation who will one day lead our nation. It is in their interest, as well as our own, that we urge our employer to commit to positive social change. We believe that investing in equity, justice, and compassion for all people is in service to the continued success of this institution. These principles should be at the forefront of our work, regardless of department or title.

As individuals, we commit to practicing those recommendations offered by the office of Diversity, Equity, and Inclusion, to dismantle the structures of white supremacy and racism in our daily lives.We also commit to evaluating how our leadership groups can further anti-racism action in our community. Those who work for Trinity College stand witness to the college’s triumphs and its shortcomings. With investment from the college leadership, we can be the engine for change.

The Exempt and Non-Exempt Staff Councils

NESC’s Action Plan to improve race relations in repsonse to President Berger-Sweeney’s “Call to Action” on 6/18/2020

Trinity as a whole:

  • NESC would like to suggest that training on racism be required for all staff and faculty (just like cyber security is) in the form of a video training that would then be followed up with in-person or virtual workshops or both.
  • NESC would like to suggest that we have weekly or monthly social “coffee breaks” for the sole purpose of coming together and discussing race relations and having some of those “uncomfortable conversations” – perhaps facilitated by one or more of the professors who teach race relation courses or some other qualified facilitator.
  • NESC would like to suggest that Trinity as a whole host an event during Black History Month where leaders of the community around our campus and state, both POC & Non-POC, come together in solidarity to discuss racial/religious/sexual equality on all levels.  This action if repeated yearly would open the door to Trinity being a fully inclusive body. During Black History month, most events are left to the students in the cultural organizations to organize and sponsor and that should not be. Trinity needs to step up and step out and commit itself firmly to provide this type of event.
  • NESC will request that the college officially recognize Juneteenth and request that some sort of activity or recognition occur on campus (email sent to HR the morning of 6/18/2020).
  • NESC will suggest that the college utilize some of its abundant cultural artwork to display some visual support across campus for students, faculty, staff, and visitors of color. The only portrait I can think of currently is John Simmons in LSC. This cannot be the only person of color depicted visually on our campus and display of cultural artwork should not be limited to the I-House and the Office of Diversity and Inclusion.
  • NESC also firmly agrees with the demand of Umoja that Trinity needs to institutionalize the budget for the Hip Hop Festival, Samba Fest, etc. They should not have to go around scraping together funding from dozens of sources to put on these important annual events. The college needs to take on the responsibility of funding and supporting these events that occur every year by creating them as a line item in the budget.
  • In the interest of being a good neighbor to our local Hartford community, NESC would like to suggest that we hold the students living just off campus to the same standards as those living on campus. Most of these properties are rented and leased out to students and organizations who have not been the best of neighbors to the surrounding community.  Holding them up to the same standards as if they lived on campus would benefit our Hartford neighbors significantly.

NESC specific:

  • NESC would like to sponsor an event or two bringing in a guest speaker, preferably from our local community, to speak on diversity and inclusion. This could be a common-hour event or one that staff is allowed to attend during the work day.
  • NESC commits to partnering with student groups and helping sponsor and attend student events revolving around diversity and equity. This would include advertising the events in the NESC newsletter.
  • NESC will commit to supporting the Umoja and International Houses, both in activities and monetarily when we are able. (UPDATE: NESC was able to donate $976 to Umoja House on 6/25/2020)
  • NESC will work on improving diversity in its membership, in both ethnicity and the departments represented, by reaching out to staff and management.
  • NESC will contact and work with a local Hartford organization to improve community service. Logan Singerman of SINA (Southside Institutions Neighborhood Alliance) will be attending our October meeting to introduce himself and his organization.
  • The NESC will talk with professors who oversee student urban research projects to recommend that they consider designing a research project about the impacts of faculty/staff local off-campus housing and its effects on the local community’s relationship with the college. We feel this is worthy of further inquiry. Exploring ways to have more and better housing for faculty and staff near campus has the potential to connect Trinity to the community in a more productive way.
  • NESC commits to adding an agenda item to each month’s meeting to revisit our progress on the above action plan.