An Interview with Carmaletta Williams
by Kami Day

Dr. Carmaletta M. Williams is the new Executive Assistant to the President, Diversity Initiatives at Johnson County Community College, where she is also a Professor of African American Studies. She has published work on Langston Hughes, Zora Neale Hurston, and on mixed race people, primarily Black and Indigenous. Her current projects are a study of enslaved Black women in the U. S., a children's book, and an urban lit novel that she is co-writing with her son, Jason. Kami has the privilege of serving as a Diversity Fellow, working with Dr. Williams in support the Office of Diversity Initiatives at JCCC. Both Kami and Carmaletta wanted to share with Kansas English readers their excitement about the progress JCCC is making.

KD: Please tell us about your new role as the first Executive Assistant to the President for Diversity Initiatives at Johnson County Community College.

CW: This position is very interesting and especially exciting because it is as diverse as the Office of Diversity Initiatives (ODI). The Diversity Committee did a very thorough job in developing the job description. I was on sabbatical at the time, so I had no input in the writing of this position, but they allowed for a very vast and interesting program. The job description in its entirety is available so I won't repeat it here and I'll speak about my duties in rather broad terms. I don't think there is any particular way to prioritize my role, so I'll discuss a few of my responsibilities.

Our president, Dr. Terry Calaway, has made it clear that all our efforts must be framed in how they will help students. Clarifying, defining, and illuminating diversity on our campus is critical to student success. ODI will continually work with faculty in curriculum development. JCCC already has a diversity requirement for graduation that will take effect in the fall of 2008. The Educational Affairs committee has given due diligence to assuring that courses addressing diversity are developed and approved. It is part of the ODI's responsibility to help any person who wants to develop a course. Also, it is important that people recognize that diversity goes far past the black/white racial binary. Diversity is as wide and interesting as the world. It is also extremely important that students see themselves and their interests reflected on this campus. In collaboration with faculty and student services, the ODI will work to assure that happens.

Within the institution, I am responsible, in part, for the development and administration of education programs that will illuminate the diversity of JCCC. I have met with many consultants who would like to bring their particular expertise to our campus, but I am more excited about the people within this institution who have approached me with their ideas for diversity programming. JCCC is very fortunate to have an incredibly gifted population of students, faculty, staff and administrators. Each one is diverse in his/her thinking, activities, and goals and brings something very special. It is exhilarating to be able to tap into that talent and share it with the rest of the JCCC community.

I am building an infrastructure for the Office of Diversity Initiatives that includes collaborating with Human Resources, Campus Safety, the Faculty Association; Student Senate and other student clubs and organizations such as the Organization of Black Collegians and Queers and Allies; Counseling, Financial Aid and other aspects of Student Services; administration; Campus Ledger; and others. My goal is to assure that any person who steps on our campus is treated with respect and feels safe. Part of that is rooted, of course, in having a strong campus safety organization which Wayne Brown does very effectively. Anther means of making that assurance is to eliminate any vestiges of discrimination for any reason. Our president, Dr. Terry Calaway, makes this aspect of my job very easy in that he has made it clear that he will not tolerate any discrimination or harassment on our campus. The problem is that sometimes people don't recognize what others perceive as discrimination or harassment; therefore, it is my job to clarify their actions and teach them to know the difference. JCCC is a very interesting place because the very large majority of people on this campus are bright, intelligent, moral, and humane. They do the right things for the right reasons. We will and do, for the most part, have a campus climate that fosters discussions and facilitates improvement of institutional diversity issues.

Human Resources, under the direction of Dr. Judy Korb, is committed to assuring that no discrimination of any kind is committed during the hiring or during the employment of any person on this campus. In collaboration with HR, if a complaint comes into ODI, I will investigate, process, and help to resolve any problems. But our collaboration also works on a very positive plane as we work to develop new instruments that give us important information as well as eliminate any semblance of discrimination.

Another means of assuring that everyone on our campus feels safe and respected is that they see themselves reflected here. We have diversity in our institution; of course, like most places we need more, and it is partially my responsibility to recruit a diverse population and to make sure that their needs are provided so they will stay. Sometimes, when people need it, I provide the leadership that helps them to recognize our shortfalls. To understand our shortfalls, we somehow need to measure where we are. I am working with our Diversity Fellows to develop an instrument to measure the climate of the institution. My well-informed guess would be that the large majority of our population thinks we are doing well in fostering diversity on our campus. I will make sure that we continue in a positive direction.

The JCCC Board of Directors is the governing body of this institution. It is essential that they be kept informed of the college's needs as well as its progress. It is also critical that the president be informed of issues and ideas that surface in the course of the ODI doing its work. I prepare and write reports to them that define and describe our work.

In addition to working with the President and Board, I act as a liaison between the institution and the community. I truly enjoy this work. JCCC is a Community's College to borrow from the title of Dr. Chuck Bishop's book on the history of this institution. Therefore, it is extremely important that we build bridges and stay connected in very meaningful ways to the community this institution serves. The Johnson County community is diverse racially, socially, economically, politically, in its religious affiliations, etc., so being a liaison allows me to enter the community in very exciting and important ways. I am not a stranger to this community. In addition to working at JCCC in a very public and open way, I also had the opportunity to work within this community through the auspices of the Kansas Humanities Council. For the KHC I traveled this community and state-wide giving lectures and facilitating book talks. I have made friends for myself and JCCC.

The college has an attorney with whom I strategize relative to laws, rules and regulations affecting JCCC. In instances where we may have fallen short in treating each person equally, I work with the president, Human Resources, and the College's attorney to assure that the infraction is resolved and that safeguards are put in place to prevent a re-occurrence.

It is also important that we make all administrators and faculty aware of the institution's Diversity Initiative, State and Federal laws and guidelines, as well as JCCC policies and procedures.

KD: Why do you think it is important that campuses create and support a position like yours?

CW: The large amount of activity in the ODI since we opened in late January demonstrates a need on our campus for the office and my position. We are not unique. I am sure that other campuses have comparable issues. We have become a clearinghouse for complaints. People who otherwise have no idea where to go to discuss their issues come to ODI. I help the ones I can and direct the others to places where they can get resolution of their problems. Conversely, it has been exciting to see that the ODI is recognized as a place to develop workshops and conferences and teaching tools. We are non-threatening. We are open and we are honest. Personally, I am a goal-oriented person and I have to reach conclusion on projects. So folk recognize that if they bring something to me it won't just languish in a "to-do" box somewhere. I take them seriously, tell them the truth, and work to completion.

KD: What qualifications/characteristics are essential for a person in your position?

CW: This is a difficult question because to answer it would sound like I'm bragging, but this is no time to be modest. I think that the Chief Diversity Officer in any setting needs to have an advanced if not terminal degree. I understand that this qualification is debatable, as it should be, but having a terminal degree adds legitimacy to the office. I can't take credit for this statement. Years ago, when we first considered having this office (it was to be called the Office for Special Populations then), Dr. Pat Long made the statement about "legitimacy." I have come to recognize the truth in that statement. The change in level of respect when people shift from calling you "Miss," or "Ms." to "Dr." is incredible. Not particularly in the academic community, although I have heard criticism of conference presentations, etc., that seem to center on the speaker's "authority" based on degrees, but certainly in the wider community. Having a doctorate speaks to the owner's academic preparation, commitment, and perseverance.

The Chief Diversity Officer should also be informed and aware of current laws, rules and regulations regarding discrimination and harassment. I would never suggest that the CDO be a lawyer as that would be cumbersome to the position, but certainly the CDO should be able to discuss issues intelligently with counsel.

The CDO should also be someone who has had varied life experiences and is by no means naive about issues of inequality or discrimination. The CDO should also be someone who is approachable, a person to whom others will talk openly and trust.

Being a skilled writer is also essential as many reports, resolutions, and guidelines will be developed by this person.

KD: What do you think you have accomplished so far in the few months you have been in your role? What has been the effect on the campus already?

CW: I think that in my short tenure in this position, I have already worked for change. I have provided a safe haven for people needing one, although I have had to make it clear that I am not here as a sounding board for their venting. Morally and ethically I have to act on their complaints. I have given a face to diversity, so that people who were "wondering" where to take their ideas for inclusion or diversity training know where to come. I am an alternative for students—someone they can trust to help them and guide them in the right direction for assistance and resolution of any issues they might have. In the same vein as providing a face of diversity for people on our campus, I provide the same between this institution and the community. I have also acted as an ombudsman for the president.

KD: What are the biggest challenges of your role?

CW: One of the challenges has been the shift from faculty to administration. For so long in my career, administrator has meant the "other." Now I am one of "them." The positive factor in this identity shift has been that I have been able to redefine my "classroom." I now see this institution and the community as my classrooms and diversity as my topic. This is exciting and exhilarating all at once. I have been gratified with the wide-spread acceptance of this role. I haven't had to spend any time at all "proving" myself. This institution and this community were already familiar with me and the caliber of my work, so my transition has been an easy one.

KD: What have been the biggest surprises in the work you are doing?

CW: The biggest surprise has probably been the large number of people who have sought my assistance in these past few months. I thought I would have a "honeymoon" period to just sit back, relax and contemplate and envision this office and the forthcoming Multicultural Center. That never happened. I buried my mother on January 22, 2008. I came back to work two days later on the 24th to start this office. Literally one minute after I got into my office my phone rang. The voice on the other end said, "Are you the person I am supposed to talk to about this?" It has been non-stop ever since. Some have been complaints like my first caller. Others have been high-energy discussions, fortifying positive issues. This position is proving to be more exciting than I could have hoped.

From Kansas English, Vol. 92 No. 2, Spring 2008