RARE
RECRUITMENT, ACCEPTANCE,
RETENTION AND EDUCATION
ENDING PLEDGING AS WE KNOW IT
Report of Draft Recommendations: April 29, 2012
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An Imperative
3
Changing Greek Culture
35
Disclaimers
4
Solutions Not Adopted
36
Greek Life at Cornell
5
Raising the Bar
38
President Skorton’s Challenge
9
Minimum Standards
40
RARE Task Force
12
A Comprehensive Approach
41
RARE’s Mandate
13
DRAFT Recommendations
-
Phases One to Four
14
• Greek Community
42
Cornell’s History
15
• Alumni
52
Recent Hazing News
18
• Council by Council
54
Hazing Research
19
• PHC
55
Definition of Hazing
27
• IFC
62
Defining the Problem
29
• MGLC
64
Pledging and Hazing
32
Next Steps
73
Table of Contents
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Greek Life at Cornell,
after 144 years, is at a tipping point.
The Greek Community has a choice –
We can recognize and respond to threats
like dangerous hazing and
high risk drinking or –
We can cease to exist.
An Imperative
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RARE – Recruitment, Acceptance, Retention and Education –
is a task force focused on hazing prevention within Cornell’s
Greek community
•RARE is now sharing its draft recommendations
•Cornell has not approved these recommendations
•RARE’s dialogue with key stakeholders, to review and refine
these recommendations, will continue until final approvals are
received in October
Disclaimers
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• Established in 1868
• Successive administrations have reaffirmed support
• “Freedom with responsibility” and self-governance
provide a positive learning opportunity
• Importance of aligning fraternities and sororities with
academic values
• Greek members, at their best, symbolize leadership,
independence, scholastic achievement and service
• Greek life at Cornell must adapt and respond to
challenges to remain relevant and strong
Greek Life at Cornell
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Top Ten, Historic, Well Regarded, and Strong
64
3,647
26%
1,249
Chapters
Members
Undergrads that
are Greek
New Members
48
1,778
19,720
$176K
Houses
Housing
Capacity
Service &
Advocacy Hours
Funds for
Charity
Greek Life at Cornell
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Complaints Processed Through Greek Judiciary System
20102011
20092010
20082009
20062007
Social
45
69
50
49
Hazing
18
31
22
14
Expectations for
Membership
7
3
15
11
Sexual Assault
0
0
0
1
Greek Life at Cornell
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Current Initiatives
• Dartmouth Collaborative
• Recruitment, Acceptance, Retention and
Education (RARE)
• Four Quarter System
• Recognition Policy
Greek Life at Cornell
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National call
Eliminate hazing
Hazing defined as….
“End pledging as we know it….”
Create a better Greek system
Not providing all the answers
Challenge to Students, Alumni, University
President Skorton’s Challenge
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The question is
“What Should Greek
Life Look Like at
Cornell?”
Why focus on
Greeks? Sports
teams…even the
Band hazes new
members.
He’s not a
Greek…eliminating
pledging will
destroy tradition and
create “paper
members”
Students will drink
and hazing will
continue – as they
have for decades.
Pledging and
hazing are not
the same
thing!!
Take the right
step - eliminate
the Greek system
altogether.
President Skorton’s Challenge – First Glance
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• Re-examine recruiting and initiation new member
process
• “End pledging as we know it”
• Develop an appropriate process …welcome new
members….free of degradation, humiliation or any
other form of hazing.
• Promote the founding values…recognize each group
has unique information, positive traditions and rituals
• Base (new process) on mutual respect and dignity
President Skorton’s Challenge – The Charge
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• Launched in Fall 2011
• 24 members, representing undergraduate Greek
leaders, alumni Greek leaders, Greek national
presidents, subject matter experts, administrators
and faculty
• 13 members are current undergraduates, which is
essential to our mandate
• Graduations, implementation in second year, will
require reconstitution of members and leaders
RARE Task Force
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Name
Recruitment, Acceptance, Retention and Education (RARE)
Purpose
To deliver a unified response to President David Skorton’s
challenge to the Cornell Greek system to eliminate hazing and
“end pledging as we know it.”
Customer
Undergraduate and alumni members of the Cornell Greek system
Key Objectives
• Identify causes of and behaviors/traditions towards hazing
• Research history, best practice and experts for ideas
• Develop alternatives that welcome new members free of
degradation, humiliation and all other forms of hazing
• Enable and provide resources to chapters to create their own
unique, safe, and effective new member processes
Definition of a Win • Negative recruitment and membership activities are eliminated
• Mental anguish, physical injuries and deaths caused by hazing
and/or negative pledging activities end
• The Cornell Greek system thrives and grows
RARE’s Mandate
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One
Two
Three
Four
• Recruit Members for Task Force
• Examine Research, Best Practice, History,
Culture Change, Communications Using
an Online Collaboration Platform
• Develop Alternative Responses (Alpha, Beta, Gamma &
Delta)
• Assemble Best Ideas Into RARE Draft
Recommendations
• Engage Key Stakeholders, Experts and Community in
Conversation
• Present to FSAC, Trustee Committee on Student Life,
Alumni and Student Greek Leadership Groups, and Other
Stakeholders
• Reconstitute Task Force for Fall Outreach and
Implementation
• Winter/Spring IMMR (Implement, Measure, Monitor and
Refine) Process
RARE Phases One to Four
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Staunch anti-hazing stance from first students
• “Hazing is done away with at Cornell.” Cornell Era, 1870
1870
1899
• “Hazing has been branded and crushed out.” Cornell Era, 1874
• “Whatever may have been the custom…hazing is entirely unknown at Cornell
today.” from a student in the Cornell Daily Sun, 1884
Early recorded college deaths at Cornell due to hazing
• Mortimer Leggett, freshman, class of 1877, blindfolded and left in woods,
died after falling into Six Mile Gorge, Kappa Alpha, 1873
• Class hazing caused a local cook to die from chlorine fumes, 1894.
• Edward F. Berkeley III, freshman, class of 1903, fell in canal and drowned
while on a pledge errand, Kappa Alpha, 1899
“I believe that if our students could know and feel the
shame which these things bring on the University and on
everyone who cares for its honor, the practice of hazing
would be near its end.” Goldwin Smith in CDS, 1884
Cornell’s History
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Statement On Hazing At Cornell Over Time
1982
“Hazing goes against all the ideals of fraternities:
cooperation, trust and brotherhood. Let‟s work together
to eliminate it.”
1874
“We have strict rules against hazing.”
1904
“Hazing is the one offense in Cornell University for
which students are expelled, sent away never to return or
to go to any other college.”
1981
“Hazing is an immature, dangerous act that serves no
useful purpose…. Remember: hazing can kill”
Cornell’s History
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“Remarkable Comeback” of dangerous
hazing behavior reported by Sun, ‘61
•1968 – Phi Kappa Psi – hazing pledges
•1970 – Chi Psi – indecent student left in
sorority
•1973 – Zeta Psi pledge – 2nd degree burns
from branding ritual
Elimination of alcohol during initiation and use of
“repulsive food” for pledges, 1967
IFC reviews of initiation practices, 1968
NYS Anti-Hazing Law, 1980, 1983
IFC Legislation increases penalties to fines and
expulsion, exempts secret rituals, 1980
Numerous incidents reported - 80-90’s
Pledge Education Committee
•3/95 Beating and hospitalization of a freshman,
Alpha Phi Alpha, most serious
Updated Campus Code of Conduct, 2002
Sunshine Policy, hazing.cornell.edu, 2005
Avg of 3 reported serious incidents per yr
60% of fraternities believed to have hazed
PiKA, SAE, TKE lose recognition
Death of George Desdunes ‘13
Cornell’s History
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Dartmouth Collaborative, RARE, Cornell outdoor
Education program, 2011-12
Excerpts from “An Overview of HazingRelated Issues at Cornell University”
Compiled by Corey Ryan Earle ’07, 1/11
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• Death of Robert Champion, Florida A&M drum major on
November 19, 2011 ruled a homicide, creating a focus on an
“unsanctioned tradition of hazing.”
• Binghamton suspends pledging for all chapters and begins
investigation due to serious increase in hazing claims, April
2012.
• Duke launched a strong anti-hazing campaign, including
encouraging reporting from anyone with information.
Received 17 reports for 2011-12 year to date, compared to 7-9
the previous two academic years.
Recent Hazing News
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2008 National Collaborative Study on Hazing Research and Prevention:
•
•
•
•
55% of members of student clubs, teams and organizations experience hazing
95% of hazing that occurs goes unreported
73% of fraternity and sorority member had experienced one incident of hazing
74% of varsity athletes had experienced one incident of hazing
Dr. Susan Lipkins, insidehazing.com, from studies of fraternity and
sorority members
•
•
•
•
•
•
65% of respondents agree that the primary goal of an initiation is to bond.
57% of respondents agree that it is important to tolerate psychological stress.
31% of respondents agree that a significant element in an initiation rite is humiliation.
29% of respondents agree that extreme consumption is often part of an initiation.
29% of respondents agree that it is important to tolerate physical pain.
29% of respondents agree that they are concerned with the overuse of alcohol during
pledge activities.
• 25% of respondents agree that initiation usually involves the use of paddles
Hazing Research
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National Study of Student Hazing University of Maine,
2007
Drs. Elizabeth Allen & Mary Madden
•Sample: 1,482 full-time students aged 18 to 25 years, 53
universities/colleges
Key Findings:
•More than half (55%) of students report that they experienced a
specific behavior that is defined as hazing. However, 91% of these
students do not identify as having been hazed.
• 47% of students report they were hazed in high school.
Hazing Research
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National Study of Student Hazing (continued)
Common types of college hazing activities that participants
report:
Hazing Activity
Percent
Experiencing
Drinking games with alcohol
26%
Singing or chanting intending to humiliate
17%
Heavy consumption of alcohol leading one to
get sick or pass out
12%
Associating with certain people and not others
12%
Being yelled, screamed or cursed at
10%
Hazing Research
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National Survey: Initiation Rites and Athletics for NCAA Sports
Teams
Alfred University, August 1999 Dr. Nadine C. Hoover, Principal
Investigator
• Sample: 2,027 NCAA athletes across 224 colleges/universities
Key Findings:
• 79% of respondents reported experiencing some kind of hazing
activities
• 19% experienced a questionable hazing activity that was humiliating
or degrading
• 39% experienced an alcohol-related hazing activity
• 21% experienced an unacceptable hazing activity that was unsafe and
could result in injury or criminal violations
Hazing Research
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National Survey: Initiation Rites and Athletics for NCAA Sports
Teams (continued)
• When these data are projected to the national population, there
are estimates that over a quarter of a million NCAA athletes were
hazed.
• One in five athletes participated solely in non-hazing teambuilding
activities (e.g. ropes courses)
• 42% of the respondents indicated that they consumed alcohol when
they visited colleges or universities for team recruitment
• Nearly half of the athletes surveyed reported that they drank alcohol
as part of a team initiation
Hazing Research
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National Survey: Initiation Rites and Athletics for NCAA Sports
Teams (continued)
• The athletes who were at greatest risk of being hazed through a team
initiation met were males, non-fraternity members, soccer players,
lacrosse players and swimmers or divers.
• The athletes who are at greatest risk of being subjected to
unacceptable hazing behaviors that are unsafe and could result in
injury or criminal violations include males, swimmers or divers,
football players and water polo players.
• Female athletes were more likely to have been subjected to alcoholrelated hazing than to other forms of hazing, if they were hazed
Hazing Research
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No Single Theory, But Many Elements Explain Hazing Behavior
Evolutionary psychology – social
creatures with need for affiliation
Shared coping – highly stressful
experiences in groups create closeness
Lack of external constraints –
decrease constraints, standards
decrease
Cycles of abuse – hazed individuals
haze due to displaced desire for
revenge
Conformity and obedience to
authority –social context/willingness
to injure (Milgram, Zimbardo studies)
Masculinity beliefs – “real man”
being physically and mentally tough
(Allen, Nuwer)
Cognitive dissonance – smart,
reasonable people minimizing actions
Rites of passage – rituals, identity
formation in transition to adulthood
Groupthink – pressures in highly
cohesive groups produce faulty
decision making (Janis)
Sociopathy – individuals with antisocial tendencies, disregard safety,
lack of remorse
Excerpts from hazing.cornell.edu/hazing/issues/research.cfm
Hazing Research
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No Single Theory, But Many Elements Explain Hazing Behavior
Identification with aggressor – during
“breakdown” and “remolding”, begin
to admire “superior” aggressors, group
Need for esteem – surviving hazing,
garnering respect and “weeding out
the weak” may enhance esteem
Symbolic interactionism – symbols,
manipulated identities, and situations
in initiation rites shape choices and
actions (Sweet)
Need for intimacy – alchohol and
hazing may breakdown male aversion
to intimacy, enabling acts that are less
masculine like sharing feelings
Misperceived norms – mistaken belief
only minority dislike humiliation,
intimidation, physical abuse –
perpetuating the practices
Expression of power – may satisfy
individual’s desire for a sense of
power and control over others
Fear of reprisal – fear of disapproval,
rejection or retribution limit objections
Perceived lack of alternatives – lack
of credible alternatives to satisfy
underlying needs satisfied by hazing
Excerpts from hazing.cornell.edu/hazing/issues/research.cfm
Hazing Research
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Cornell Campus Code of Conduct (Article II.A.1.f) “To
haze another person, regardless of the person’s consent to participate.
…endangering the physical health of an individual or causing mental
distress…
President Skorton’s “A Call to Lead”, CDS,
8.29.2011 Hazing is any act that, as a condition for group
membership, humiliates, intimidates, abuses or endangers any person —
regardless of the person’s consent to participate.
New York State Law
§120.16 and §120.17 A person is guilty of hazing if…in the course
of initiation or affiliation with any organization…creates a substantial
risk of physical injury
Definition of Hazing
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• Hazing may be:
•Subtle - emphasizing a power imbalance between new and active
members
•Harassment - causing emotional anguish or physical discomfort,
confusing, frustrating or causing undue stress
•Violent – having the potential to cause physical, emotional and/or
psychological harm
•Voluntary or Involuntary – may occur with or without consent
• Examples of Hazing: use of alcohol; forced eating; paddling;
creation of excessive fatigue; physical and psychological shocks;
quests, treasure hunts, scavenger hunts, road trips; wearing of
inappropriate or degrading apparel; engaging in public stunts and
buffoonery; morally degrading or humiliating games and activities
Definition of Hazing
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• Hazing in history dates back centuries – to preindustrial societies (ie Germany in the 1400’s)
• Hazing occurs across many cultures and around the
world. It is an “equal opportunity disgrace” (Hank
Nuwer)
• Hazing begins early in life – not just at college
• Hazing occurs in many student organizations, not just
Greeks
• Hazing is “sticky and persistent” as a human behavior
(Aldo Cimino)
Defining the Problem
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• Hazing is driven by culture, tradition, group
behavior and power dynamics between
individuals
• Hazing escalates during certain behaviors, for
example drinking large amounts of alcohol to
join or maintain membership
• Over 80% of hazing deaths involve alcohol
• Students often recognize certain physical acts
as hazing, but less so non-physical activities
Defining the Problem
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• Efforts to eradicate hazing have failed for more
than a century
• Hazing is complex, making it difficult to
answer key questions with available studies:
•
•
•
•
Is hazing getting worse?
Are hazing-prevention initiatives effective?
Is hazing just receiving more press/attention?
Does social media or the internet increase hazing?
• It is clear rules, laws and enforcement alone
cannot prevent hazing – it is about culture
Defining the Problem
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Membership in Greek organization is a lifetime commitment – not to
be entered into lightly. Recruitment alone does not prepare the
chapter or the candidate for this commitment. Pledging enables a
candidate to reaffirm compatibility, learn the values and history of the
organization, and experience the expectations of membership. The
chapter too needs to confirm compatibility and to assess whether the
candidate will be a reliable and committed member.
Actions performed to
educate pre-initiates
on various aspects
deemed (justifiably)
important to the
chapter and/or the
organization.
Pledging is a promise, not a person.
Pledging is a series of activities designed to
educate new members, bond them together,
create cohesion with the chapter, and instill an
individual and collective feeling of
accomplishment through a rite of passage.
Pledging and Hazing – Positive Views
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Hazing practices have caused deaths and injuries after fraternity
leaders subjected pledges to dangerous tasks like binge drinking,
locking them in enclosed spaces or asking them to perform risky
physical stunts. Hazing practices are not only dangerous to the
individuals who must perform them, but they also compromise the
reputation and integrity of the fraternity as a whole. Mara Tyler, eHow
Pledging and hazing are synonymous. All of
the negative things associated with pledging
occur during the hazing process.
Hazing refers to the hazardous initiation rituals,
customs or traditions new pledges must endure in
order to be accepted into full membership.
Pledging and Hazing – Negative Views
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When is pledging in fact hazing?
• Does the activity add to the development of the new member
personally, academically or professionally?
• Does the activity exclude new members as “pledges” or include
them as brothers or sisters?
• What is being asked of new members and is it acceptable to you?
• Would it be acceptable if it was done to you?
• Is the activity healthy and related to the group you are joining?
• Is the activity questionable to you, your friends, your parents, the
University, police, or if read in tomorrow’s paper?
Pledging and Hazing
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• To change Greek culture, where hazing norms are integral to many rituals
and traditions, and embraced as a “rite of passage”, requires major change
• Change must occur at the individual, the interactional, and the organizational
levels
• Not a short term initiative or an incremental set of reforms but a long term
effort to enforce among Greek members that hazing is inappropriate behavior
• Change is possible by building upon the exceptional values of Greek life (i.e.
leadership, fellowship, scholarship, and philanthropy) and emphasizing that
hazing is not compatible with these values. This means:
•
•
•
Greek members refrain from hazing
Greek members are responsible for ensuring that their peers do not haze and report
hazing incidents when they do occur
Greek organizations strictly discipline members who do engage in hazing and
those who do not report it when it does occur
• The bandwidth of solutions must be broad and engage all stakeholders, as
there is no magic bullet…no rule or law that can be dictated or driven from
“the top”
Changing Greek Culture
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•
•
•
•
•
•
•
•
Close the Greek system
Lower drinking age to 18 for college students
Make Greek housing co-ed
Eliminate all conditional membership
Make Cornell a dry campus and/or a dry Greek system
Greek housing for juniors and seniors only
Eliminate all Greek residences; convert to social clubs
Convert all private Greek houses to university
ownership/control
• Defer membership to sophomore year
Solutions Not Adopted
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• Require alumni/national to supervise entire intake process
• Create separate Greek residential college (like freshmen
on North Campus)
• Prohibit all off campus membership intake activities
• Immediate Greek chapter and membership suspension for
any hospitalization; require program attendance by
involved parties and officers for reinstatement
• Establish faculty in residence in every house
• Harshly punish/expel chapter and individual hazers as an
example – zero tolerance
• No freshman access to Greek houses during social events
Solutions Not Adopted
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• To be Greek is to be a leader, a scholar, a person of
character, athletic and an inspiration to others
• Membership is and should remain a lifetime privilege
• Criteria for selection and retention should set a high
standard for membership
• Raising the bar builds a stronger community from the
ground up, and over time possibly a larger community
• A community that raises itself up is more likely to thrive
• Embracing the positive values, norms and beliefs that
define Greek culture – and establishing explicitly what is
and is not appropriate behavior – must be the personal
objective of each and every member of the community
Raising the Bar
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• To be Greek at Cornell is to:
• Accept and strive for a higher standard in all respects
• Promulgate and adhere to shared values, for example leadership,
scholarship, service and responsibility, befitting all Cornellians
• Develop and participate in a character building process, common for the
entire community
• Establish and adhere to self-governance standards that are best practice,
not minimum requirements
• Foster the belief that hazing is contrary to Greek life and unacceptable at
every level - individuals, leaders, chapters and the community
• Be a member of a community that emphasizes its basic values - free from
the dangers of hazing, excessive use of alcohol and other drugs, violence,
and sexual assault
• Accept the responsibility individually to act when hazing behavior occurs
and prevent harm to fellow Greek members
Raising the Bar
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• A community is only as strong as its weakest link
• A tragedy is a failure of the entire system, not just a failure of
an individual, a small group or one chapter
• Individuals who are predisposed, or conditioned, to haze others
will always attempt to join the community
• Alcohol and drug abuse, while prohibited, are ever present and
produce a toxic mix when combined with hazing
• The disconnect between national guidelines and local
“traditions” is a systemic flaw that can reappear
• The turnover of all participants – students, parents, alumni,
national representatives and administrators – produces short
term reactions and relapses
Minimum Standards
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• Research into hazing and cultural change demonstrate that these are
persistent and complex issues
• Cornell’s Greek community, like Cornell itself, is a diverse collection
of individuals, chapters and councils
• A comprehensive approach is needed to address the destructive,
corrosive and dangerous activities referred to by President Skorton in
his challenge to “end pledging as we know it”
• While we cannot transforms an entire culture, we can transform
certain parts of the culture. Greek life has some wonderful values and
those are critical for changing the norms surrounding hazing
• The critical and most important step we recommend taking is to build
the One Cornell Greek Community
• Further changes at the individual, chapter, council, alumni,
university, and community levels must also be made to effect real and
lasting results and to create a Greek community at Cornell that is a
national standard
A Comprehensive Approach
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Create the Cornell Lifelong Education & Membership (CLEM)
Program
Building One Cornell Greek Community
• Welcomes new members into one community (before individual
chapters create boundaries and introduce reckless and high-risk
behavior)
• Intensive education and social programs built around values
common to the Cornell Greek community, for example:
• Leadership, Scholarship, Service & Responsibility
Recruitment
Acceptance
Greek Community
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Retention
Education
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CLEM (continued)
Building One Cornell Greek Community
•Two weeks of compulsory classes and activities
•Attend as new members in cohorts (ie dorms, Greek letter “alpha”,
houses), including men and women, all councils
•All Greek active members participate in activities (not new classes)
alongside, without letters, and equal to new members
•Designed by students, alumni and professionals
•Coordinated by VP, Memberships of Councils
•Requires scaled back chapter new member process
Recruitment
Acceptance
Greek Community
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Retention
Education
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CLEM (continued)
Building One Cornell Greek Community
• Creates marketing opportunities for the community and councils
under four quarter system
• Integrate current activities like Greek Week, Greek 101, and
other programs now running independently
• Consider program activities like Greek Olympics, charities and
service projects, COE for entire audience
• Community demonstrates strong advocacy for the vast majority
of Greek members who are individuals of character
Recruitment
Acceptance
Greek Community
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Retention
Education
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Modifications to Existing New Member Process
•Eliminate the words “pledge”, “pledging”, and other derogatory
terms meant to separate new and active members
•Reduce new member intake process duration
•Written plan for new member process must be approved annually
by national and alumni reps
•Prospective members submit applications for membership –
academics, references, rationale
•Anti-hazing certificates earned annually by all members required to
complete education program
•Random interviews of new members and exit interviews of those
not completing new member process
Recruitment
Acceptance
Greek Community
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Retention
Education
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Focus on Academic Excellence
•New & existing members to maintain a minimum of 2.5 GPA
•Prospective members below 2.5 GPA are deferred
•Chapters to maintain a 3.0 GPA or better
•Greek “suspension” process for individuals or chapters falling
below GPA requirement
•Greek mentorship program and access to other academic resources
to encourage brothers and sisters to excel
•Develop a rewards program for highly performing academic
chapters
•Drop in GPA penalties changes from social probation to restricted
or reduced recruitment the following year
Recruitment
Acceptance
Greek Community
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Retention
Education
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Four Year Education Model
•New member education program for each chapter based on
national requirements
•Chapter-focused education for sophomores and juniors – i.e. officer
development, house management, budgeting, event planning,
communications, crisis and risk management
•Leadership, internship and career guidance for juniors and seniors,
i.e. networking, entrepreneurship, international markets, marketing,
social media, personal brand management, writing for business
•Chapters responsible for developing own education models
supported by council and university resources
Recruitment
Acceptance
Greek Community
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Retention
Education
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Live-In Advisors
•Required for new and “at risk” chapters
•Not effective or cost efficient for well performing chapters
•At risk chapters to be identified by low tier ratings, failure to address
audit findings, judicial incidents or other sources
•Minimum four year period for live-in advisory period
•Prefer Greek alumni as advisors but not mandatory
Recruitment
Acceptance
Greek Community
CONFIDENTIAL - DRAFT ONLY
Retention
Education
48
4/29/2012
Hire Hazing Specialist for All Campus Organizations/Teams
•Promote National Hazing Hotline
•Develop “Real Life, Real Hazing” film of Cornellians (students,
alumni, advisors, administrators etc.) in short stories about hazing
and its effects
•Create a “Bystanders Group” - members from each chapter to train
all members to educate, identify and intervene in hazing
•Develop a sophomore “Break the Cycle” program
•Develop other programs using PDSA methodology
•Promote adoption of national hazing legislation, improved state
law language
•Create a national anti-hazing campaign like DD&D
Recruitment
Acceptance
Greek Community
CONFIDENTIAL - DRAFT ONLY
Retention
Education
49
4/29/2012
University Standards Set for Greek Chapters
• Expand rating (EOY) system to four tiers to create more
meaningful measurement of chapter performance and success of
RARE initiatives
• Base Tier Ratings Criteria on core values, for example Academic, Leadership, Service, and Responsibility
• Quarterly self-reporting using tier ratings process
• Quarterly reviews undertaken by chapter officers, alumni
advisors and council officers; reported to OFSIL annually
• Underperforming chapters on a quarterly basis are subject to
audits initially by alumni advisors; more serious by RMC
Recruitment
Acceptance
Greek Community
CONFIDENTIAL - DRAFT ONLY
Retention
Education
50
4/29/2012
Create a Risk Management Council (RMC)
• Select Alumni, Council Leaders, Chapter Leaders & an OFSIL
representative to comprise the RMC (9 members)
• Review performance tier ratings, judicial reports, police reports,
housing and safety reports, financial status, and membership
numbers to identify at-risk chapters
• Engage in honest, challenging conversations with at-risk chapters
and alumni advisors, before serious incidents occur requiring
OFSIL, judicial or review board action
Recruitment
Acceptance
Greek Community
CONFIDENTIAL - DRAFT ONLY
Retention
Education
51
4/29/2012
Expand Self-Governance Concept to Include Alumni
• Alumni involvement a critical component of successful, safe
chapters
• Require a minimum of 3 active advisors per chapter
• One for small chapters or new interest groups
• Advisors meet regularly with undergraduate officers/boards
• Participate in risk management audits of chapters
• Serve on alumni advisory groups (AIFC, APAC, AMGLC) on a
rotating basis
• Develop close relationships with national advisors
• Participate in interviews of new chapter leaders and of
prospective members exiting the new member intake process
Recruitment
Acceptance
Alumni
CONFIDENTIAL - DRAFT ONLY
Retention
Education
52
4/29/2012
Provide Funding Necessary for Transformation
• Investing in the Greek community must be a priority
• Degree of change and number of new initiatives will require
funding
• Alternatives to hazing in new member processes requires
program development and funding
• Motivation can come from tragedy, but it can also come from
positive examples like programs, resources, rewards/awards and
leadership
• Funding to be generated from university, alumni and current
members in a shared manner
Recruitment
Acceptance
Alumni
CONFIDENTIAL - DRAFT ONLY
Retention
Education
53
4/29/2012
Preventing hazing is a cultural challenge,
requiring transformational change
Community-wide initiatives are a part
Changes at the council level – Panhellenic,
Intrafraternity and Multicultural – require a
deep understanding of what makes each
council, and sub-council, unique
Recruitment
Acceptance
Council by Council
CONFIDENTIAL - DRAFT ONLY
Retention
Education
54
4/29/2012
Hazing Within Chapters Of The Panhellenic Council Is Less
Common Than In The Intrafraternity Council
• Sororities face zero tolerance policies from nationals and
new recognition policy from Cornell
• Chapters and chapter leadership communicate regularly
about the risks of hazing to the chapter
• Past incidents and penalties still resonate, especially those
perceived to be related to minor incidents
• Hazing usually occurs outside the new member period
Recruitment
Acceptance
Panhellenic Council
CONFIDENTIAL - DRAFT ONLY
Retention
Education
55
4/29/2012
Where Hazing Does Exists Within Panhellenic
“Little Sister” Initiations
•Fraternities take “sweethearts” or “little sisters” periodically
•During their “initiation”, these women are subjected to hazing practices
involving alcohol, both by brothers and already initiated little sisters
Recommendations:
•All “little sister” events be registered with OFSIL, as some fraternities
have done, providing a safer environment for all
•Hosting chapter of “little sister” event where hazing occurs
immediately sent to review board
•Individuals who engage in hazing, or fails to seek help, may face also
judicial actions
Recruitment
Acceptance
Panhellenic Council
CONFIDENTIAL - DRAFT ONLY
Retention
Education
56
4/29/2012
Where Hazing Does Exists Within Panhel
Senior Chapter or Senior Wills
•Events where senior members “will” possessions to younger sisters –
may involve drinking practices deemed as hazing
Lineage or Rotational Dinners
•Events where seniors, coming from abroad, have younger, newer
sisters to apartments in collegetown for drinking practices that may be
deemed as hazing
Recommendation:
•Any chapter found engaging in the above will be put on immediate
interim suspension pending a review board hearing
Recruitment
Acceptance
Panhellenic Council
CONFIDENTIAL - DRAFT ONLY
Retention
Education
57
4/29/2012
Recommended Proactive Character Building Measures
Performance
•Tiers, audits, reporting, adjustments to tier ratings et.al.
•Monthly report sent to national representative
•Each month a “chapter of the month” will be chosen, awarded at a
Panhellenic general body meeting, and featured on the Panhellenic
website, providing enhanced visibility, positive publicity, and, as a
result, a key recruitment advantage
Service
•Service hours completed, philanthropy dollars raised, events
participated in (chapter/other chapters/tri-council)
Recruitment
Acceptance
Panhellenic Council
CONFIDENTIAL - DRAFT ONLY
Retention
Education
58
4/29/2012
Recommended Proactive Character Building Measures
Responsibility
•Each chapter must have a SHAG and/or Consent Ed presentation each
semester
•Report the topics and number of internal judicial matters resolved
Scholarship
•Report how many individuals fall below their required GPA
•How helped individuals
•Scholarship practices engaged in during past month
•Opportunities for scholarship activities – resume workships, practice
graduate exams, etc.
Recruitment
Acceptance
Panhellenic Council
CONFIDENTIAL - DRAFT ONLY
Retention
Education
59
4/29/2012
Recommended Proactive Character Building Measures
Leadership
•What leadership programs the chapter engaged in during the past
month
•Provide opportunities for chapter’s such as Emerging Leaders
programs, speakers, commitees, etc.
• How often had the chapter made contact with nationals? Chapter
advisors?
• How many chapter meetings had been held? Did an advisor
attend?
Recruitment
Acceptance
Panhellenic Council
CONFIDENTIAL - DRAFT ONLY
Retention
Education
60
4/29/2012
Recommended Proactive Character Building Measures
Panhellenic Interaction
•Recommend at least monthly meetings of chapter leadership with
Panhellenic leadership, as follows, to enhance communications:
•
•
•
•
•
•
•
•
Chapter and Panhellenic Presidents
Chapter Risk Managers/Standards chairs
New Member Educators with Panhellenic EVP
Recruitment Chairs with Panhellenic VP FMR
Philanthropy Chairs with Panhellenic VP UCR
Finance Chairs with Panhellenic VP Finance
Sisterhood/event/programming chairs with Panhel VP Programs
Website/communication/sec’y chairs with Panhel VP Comm.
Recruitment
Acceptance
Panhellenic Council
CONFIDENTIAL - DRAFT ONLY
Retention
Education
61
4/29/2012
Hazing Within The Intrafraternity Council
•Much of IFC hazing involves rituals and tradition
•Often involves alcohol, servitude and performance, such as clean my
house, drive me here, come over in the middle of the night, etc.
•Tend to take as long as they can for their new member processes
•Attitude of “it’s not part of the written program” or “they were told
they didn’t have to participate.”
Recruitment
Acceptance
Intrafraternity Council
CONFIDENTIAL - DRAFT ONLY
Retention
Education
62
4/29/2012
Recommendations
• Shorten the new member period to end before Spring Break
• Create the CLEM program for all Greek members, holding Greeks to
a higher standard through the program
• Alter GPA rule to have stricter penalties, for example drop in GPA
during rush week results in loss of rush days the following year
• Add OFSIL staff to oversee the new CLEM program
• Conduct new member interviews half way through process
• Conduct exit interviews of those not completing new member steps
• Identify new leaders during CLEM process
Recruitment
Acceptance
Intrafraternity Council
CONFIDENTIAL - DRAFT ONLY
Retention
Education
63
4/29/2012
Hazing Within The MGLC
•Tend to be secretive about their process; not want to lose traditions
•Much more involved national organizations in some respects
•Difficulty communicating across sub-councils lines
•Initiation deadline is always a challenge because they don’t start at the
traditional “rush time”
•Much more of a professional application process for new members
•Misunderstanding about what is allowed and not because some things
are viewed as ‘cultural’
Recruitment
Acceptance
Retention
Education
Multicultural Greek Letter Council
CONFIDENTIAL - DRAFT ONLY
64
4/29/2012
Increasing Transparency Will Improve MGLC
•Encourage chapters to conduct chapter and new member activities in a
haze-free manner
•Increase understanding about the Greek system so more people support
MGLC organizations and want to join
PR Campaign
•Inform incoming students, the Cornell community, administration and
fellow Greeks about the MGLC – what we do, what we stand for, and
why we’re relevant
•Send letters to incoming students, provide briefings, use websites,
address perceptions/stereotypes, host council events
Recruitment
Acceptance
Retention
Education
Multicultural Greek Letter Council
CONFIDENTIAL - DRAFT ONLY
65
4/29/2012
Restructure Recruitment Processes
• Increase system-wide membership by recruiting both as a council
and as individual organizations
• Educate potential applicants on how to apply to MGLC
• Post GPA requirements
• Increase recruitment process requiring transcripts, applications,
interviews, etc.
• Host Council-wide (Tri-Council, MGLC, and Asian-interest,
NALFO, and NPHC) events to recruit members
• Increase involvement in spring recruitment (infomationals,
presentations etc.)
Recruitment
Acceptance
Retention
Education
Multicultural Greek Letter Council
CONFIDENTIAL - DRAFT ONLY
66
4/29/2012
Restructure Recruitment Processes
Make minor changes to improve the four quarter system
• 1st Quarter: Allow Tri-Council and Sub-Council events on North
• 2nd Quarter: Organizations can publicize on North
• 3rd Quarter: Recruitment, intake and initiation period
• Reduce intake from 11-12 weeks to 8 weeks
• Add council-wide elements to recruiting
• 4th Quarter: Transitioning Period for New Members after Initiation
Recruitment
Acceptance
Retention
Education
Multicultural Greek Letter Council
CONFIDENTIAL - DRAFT ONLY
67
4/29/2012
Provide Support for Cultural Change
University Support
• University-staffed advisor who is an alum of an MGLC chapter
• An advisory-council to which student organizations can reach
• Fundraising effort to get money and name out there
• Host council-wide events to educate the Cornell community
Alumni
• Alumni council of support (sounding board, advocate, source of
knowledge)
• Alumni MGLC
• Respective chapter alumni associations
Recruitment
Acceptance
Retention
Education
Multicultural Greek Letter Council
CONFIDENTIAL - DRAFT ONLY
68
4/29/2012
Accepting and Respecting New Members as People
Welcome New Members Beyond Their Chapter – Into MGLC
•System-wide meetings and training
• Have chapter leaders undergo in-person risk management
raining the semester prior to intake semester
• Have all members receive online risk management certification
• New members attend spring training regarding hazing
• All MGLC new members coordinate their new member social
• Hold an MGLC pinning ceremony to unify syands
Recruitment
Acceptance
Retention
Education
Multicultural Greek Letter Council
CONFIDENTIAL - DRAFT ONLY
69
4/29/2012
University Support and Retention
Increase University Support
• Increase accountability for individual members; refer members to JA
when they step out of line
• Include new member program compliance in the EOY report
• Bar non-compliant organizations from cultural/philanthropy
programming funds
Retention
• Success in Recruitment and Acceptance phases will pre-emptively
address many root issues related to retention.
Recruitment
Acceptance
Retention
Education
Multicultural Greek Letter Council
CONFIDENTIAL - DRAFT ONLY
70
4/29/2012
Retention (continued)
Academic Standing
• Require those on academic probation to utilize the Learning
Strategies Center
• Have the University provide mid-semester progress reports for all
members so they can address academic issues in time
Excessive Programming
• Establish/reinforce the idea that academics take precedence
• Have chapters meet with an advisor for an external review of how
responsibilities are distributed across a chapter
• Encourage joint programming, negotiating with Nationals/Regionals
Recruitment
Acceptance
Retention
Education
Multicultural Greek Letter Council
CONFIDENTIAL - DRAFT ONLY
71
4/29/2012
Education
Cultural change requires continual education to remind our
communities, including alumni and governing bodies, what Greek life is
really about.
• Create alumni/governing board buy-in
•
•
Direct communications between University and alumni/governing
bodies
University-provided resources to enable chapter leaders to have
conversations with alumni and governing bodies
• Education funds
•
•
•
Creative new member programming fund
Set up and maintain risk management certification program
Budget for council-wide new member program elements
Recruitment
Acceptance
Retention
Education
Multicultural Greek Letter Council
CONFIDENTIAL - DRAFT ONLY
72
4/29/2012
Engaging Key Stakeholders in Process
• Parents
• New Undergraduate Greek Members
• Non-Greeks (they can be bystanders, too)
• Cornell Community (key partners DOS, OFSIL,
Gannett, CUPD, COE, Residential Programs)
• Inter/national organizations
• Alumni and alumni associations
• Subject matter experts
Next Steps – Outreach, Focus Groups
CONFIDENTIAL - DRAFT ONLY
73
4/29/2012
Academic Year 2012-2013
• Our focus changes from developing recommendations to
outreach and implementation
• Move from 2 co-chairs to a Steering Group, with
representatives from each of the tri-councils and an alum
• Assemble an Advisory Group with expertise relevant for
Year 2 (in addition to experts continuing from Year 1)
• In addition to replacing seniors, we may need more
members on specific initiatives.
Next Steps - RARE Year 2
CONFIDENTIAL - DRAFT ONLY
74
4/29/2012
AS A REMINDER….
•RARE’s recommendations are only in draft form
•Cornell has not approved these recommendations
•RARE’s dialogue with key stakeholders, to review and refine
these recommendations, will continue until final approvals are
received in October.
•Our thanks to the members of RARE for all of their efforts.
We look forward to year 2 of this important initiative.
Disclaimers
CONFIDENTIAL - DRAFT ONLY
75
4/29/2012
Our thanks to all of the participants
and supporters of RARE,
this year and in the future!
76
CONFIDENTIAL - DRAFT ONLY
4/29/2012
•
•
•
•
•
Phase One to Four – Next Steps
What Will Be Different
One Cornell Greek Community
Program Initiatives
Select RARE Reports
Addendums
CONFIDENTIAL - DRAFT ONLY
77
4/29/2012
One
• Recruit Members for Task Force
• Examine Research, Best Practice, History, Culture Change and
Communications – Using an Online Collaboration Platform
Two
• Develop Alternative Responses
• Assemble Best Ideas Into RARE Draft Recommendations
Three
Four
• Engage Key Stakeholders, Experts and Community
• Present to FSAC, Trustee Committee on Student Life, Alumni and
Student Greek Leadership Groups, and Other Stakeholders
• Reconstitute Task Force for Fall Outreach and Implementation
• Winter/Spring IMMR (Implement, Measure, Monitor and Refine)
Process
RARE Phases One to Four
DRAFT ONLY - NOT APPROVED
78
4/27/2012
• Engaging Key Stakeholders and Experts in Process
• Undergraduate Greek Members and Leaders
• Parents
• Non-Greek Cornell community
• Key Partners - DOS, OFSIL, Gannett, CUPD, COE,
Residential Programs
• Inter/national organizations
• Alumni and alumni associations
• Subject matter experts
Phase Three
DRAFT ONLY - NOT APPROVED
79
4/27/2012
Academic Year 2012-2013
• Our focus changes from developing recommendations to
outreach and implementation
• Move from 2 co-chairs to a Steering Group, with
representatives from each of the tri-councils and an alum
• Assemble an Advisory Group with expertise relevant for
Year 2 (in addition to experts continuing from Year 1)
• In addition to replacing seniors, we may need more
members on specific initiatives.
Phase Three and Four
DRAFT ONLY - NOT APPROVED
80
4/27/2012
Today
Future
Individuals join chapters
Individuals join the Cornell Greek
Community, then join chapters
Live-in advisors in sororities and
small number of fraternities
Live-in advisors also in new and
“at risk” chapters
Hazing prevention undertaken by
existing staff
University-wide hazing specialist
hired to benefit all organizations
Membership intake periods
Are shorter
Education ends with pledging
Four year education model to
encourage participation and
retention
What Will Be Different
DRAFT ONLY - NOT APPROVED
81
4/27/2012
• Welcome prospective members into One Cornell Greek Community
• Attract wider potential audience with exciting programs based on
shared values
• Educate prospective members on positive and negative aspects of
Greek Life
• Provide introduction to chapters outside pressures of new member
intake
• Create positive image of Greek Life for all participants, including
those who choose not to join
• Develop stronger ties with faculty, administration and Ithaca
community
One Cornell Greek Community
CONFIDENTIAL - DRAFT ONLY
82
4/29/2012
INITIATIVE/PROGRAM
SHARED VALUE(S)
CALENDAR
GREEK SHOWCASE
LEADERSHIP
FALL
Orientation a la Greek 101 leading to individual chapter
multimedia/performance presentations of no more than 30 minutes each
GREEK OLYMPICS
LEADERSHIP
FALL
Games and sporting events over two days involving all undergraduates
GREEK
LEADERSHIP
FALL
DECATHALON
Academic and arts contests – college/major based, college bowl, UIL model,
trivia, performances, debates, and even gaming over two days – involving
students, alums, faculty and staff
Programming Initiatives
CONFIDENTIAL - DRAFT ONLY
83
4/29/2012
INITIATIVE/PROGRAM
SHARED VALUE(S)
CALENDAR
DAY OF SERVICE
SERVICE
FALL
Greek members and prospective members “descend” on Ithaca and surrounding
communities for a “day of service” – making a difference, image enhancing
ADVENTURE DAY
LEADERSHIP
FALL
COE driven day of activities for all Greek members and prospective members,
based on leadership and team building – highlighting Greek and COE programs
LEADERSHIP
LEADERSHIP
SPRING
EXPERIENCE
New members assigned to shadow officers/mentors in other chapters for one
day – to learn leadership approaches and to encourage cross-chapter and council
interaction and networking
Programming Initiatives
CONFIDENTIAL - DRAFT ONLY
84
4/29/2012
INITIATIVE/PROGRAM
REASONING &
ETHICS
SHARED VALUE(S)
CALENDAR
SERVICE
FALL
Expand Phi Psi sponsored initiative – Professional Reasoning & Ethics Program
(PREP) for juniors and senior Greek members
BYSTANDERS GROUP
LEADERSHIP
FALL
Train one (or more) members of each chapter on how to educate other members
on identifying and intervening in hazing behavior – create Bystanders Group
BREAK THE CYCLE
LEADERSHIP
SPRING
Sophomores often repeat the hazing cycle – scenario/role playing approach
examines underlying motivations and conflict with values and personal beliefs
Programming Initiatives
CONFIDENTIAL - DRAFT ONLY
85
4/29/2012
INITIATIVE/PROGRAM
SHARED VALUE(S)
CALENDAR
BRAND & SOCIAL
MEDIA
SERVICE
FALL
Developing a personal brand of character
BYSTANDERS GROUP
LEADERSHIP
FALL
Train one (or more) members of each chapter on how to educate other members
on identifying and intervening in hazing behavior – create Bystanders Group
BREAK THE CYCLE
LEADERSHIP
SPRING
Sophomores often repeat the hazing cycle – scenario/role playing approach
examines underlying motivations and conflict with values and personal beliefs
Programming Initiatives
CONFIDENTIAL - DRAFT ONLY
86
4/29/2012
• Advocate for a lower drinking age
• Approach as an academic institution like Cornell, not emotionally
• Must address fundamental issues based on research and analysis
•
•
•
•
DWI, injury and death
High risk drinking
Addiction
Anti-social behavior
• Examine alternative solutions for 18-20 year olds
•
•
•
•
•
•
BAC monitors/shutoff technologies in cars
“Medical Psychological Assessments” (German model) for unfit drivers
Reduce BAC legal limit to 0.00 (0.02 tolerance)
Fines based on offender’s/family income
Any alcohol present results in loss of use; other penalties
Stiffer penalties for first, second and multiple offenses
• Lead campaign involving research, advocacy, lobbying, social media,
corporate and academic sponsorships
Lowering the Drinking Age
CONFIDENTIAL - DRAFT ONLY
87
4/29/2012