Voices from Our Leaders

Opportunity for leadership comes in many forms, but with certain leadership roles, there exists an elevated level of responsibility and influence. 

Our campus leaders face challenges and opportunities with the daily goal of creating and sustaining educational environments in which students, faculty, and staff develop and thrive. Leadership matters and given this, campus and community leaders offered their replies when asked the following question: 

Based on your perspective, what can we do, as a campus and community, to enhance inclusivity within the University of Wisconsin-Stevens Point?

Understanding each other is the essential component with enhancing inclusivity. It is important to have authentic conversations that allows and respects the various voices throughout the campus. We should not be quick to concede on perceived beliefs but move toward a fierce principle of genuine practice of listening to divergent thoughts. The reflection of diverse beliefs propels our community toward embracing inclusivity as a focal point for our campus climate.​

Al S. Thompson, Jr., Senior Diversity Officer; Vice Chancellor for Student Affairs

It’s not enough for each of us as individuals to commit to the value of inclusivity, although that is a crucial first step. We also need to change the structures and norms that leave some people feeling less a part of the community or less valued than others and to educate each other (faculty, staff, and students, as well as the wider community) about why this matters. Members of marginalized groups need to be seen and heard and have their concerns responded to, especially when that means something needs to change—whether that’s what we teach, how we teach, or how we do our business. We’ve made progress in recent years creating spaces for this to happen: the Diversity Council became a part of Common Council, the Diversity Corridor has taken shape in the DUC, and faculty and staff are learning through the Toward a More Inclusive Campus training. We need to maintain and build on that work.

Mary Bowman, Chair, Common Council

As chancellor, I am committed to a campus environment where all students succeed. Respecting diversity and inclusion is a critical element of this, and leadership carries a special obligation to create a culture where this environment thrives. Each of us has a role in ensuring every student, employee, alumna, community member and guest who visits one of our campuses feels safe and welcome.  Please join me in embracing diversity. Together, let’s demonstrate determination and courage to put our words into action.

Bernie L. Patterson, Chancellor Emeritus 

I think one of the most important things we can do is to come from a place of humility by recognizing the limitations of our own perspectives and experiences, as well as the value of others’. Recognizing this and proceeding from a place of genuine empathy and curiosity can be so powerful! I think we all also need to be open to continuously learning—to having a growth mindset, if you will—about our individual journeys as citizens in an inclusive community. There will always be more to learn, more perspectives to explore, more angles to consider. If we see this ever-receding horizon as an opportunity for ever-evolving exploration, rather than a reason to stop engaging, we will all be better for it. 

Lindsay Bernhagen, Director, Center for Inclusive Teaching and Learning (CITL)

 Building and maintaining public trust is the cornerstone of successful community policing.  UWSP Police and Security Services maintains and promulgates policies prohibiting any form of bias or discrimination in the performance of law enforcement duties or delivery of police services.  Our belief is that persons, irrespective of race or other distinctions, shall be treated in a fair, impartial, equitable, and objective manner, in accordance with law, and without consideration of their individual demographics. UWSP Police and Security Services employees receive basic and periodic in-service training on subjects related to police ethics, cultural diversity, police-citizen interaction, standards of conduct, conducting motor vehicle stops, implicit bias, and related topics suitable for preventing incidents of biased based policing

Tony Babl​, UWSP Police and Security Services Director; Police Chief

Everyone needs to understand that they play a role in helping others feel welcome. Regardless of where you grew up, a place without a lot of diversity or a more diverse community, you have things to learn about yourself and others. It is your responsibility to understand how your upbringing has shaped how you view others and your responsibility to understand the needs of your fellow Pointers.                                                                                                                                   

​Troy Seppelt, Dean of Students

 A seat at the table is not enough; amplifying and empowering diverse voices is what we must strive for. We must challenge existing systems that contribute to oppression, root out racism and bigotry, and elevate a new generation of diverse leaders from every corner of our community. Partnering with organizations and people across the campus and community to build new systems centered on justice, equity, and fairness should be every leader's mandate if we want to live in a community that truly embraces each member. 

Katrina Shankland​, 71st District Representative

In order to be more inclusive, we need to have the hard conversations. We need to promote on our social media that we are a welcoming community. There needs to be more conversation on marginalized groups, we need to be welcoming to all genders and identities, and we need to hire more people of color. As a university we need to promote and utilize all of our resources that we have.


Colin J. Nygren, President, Student Government Association (SGA)

The best thing we can all do is to take an active role in constantly reminding everyone that we choose inclusiveness, we embrace diversity, we welcome differences. We also need to stand firm on denouncing any acts to the contrary. We have passed resolutions and made very public statements condemning hate, bias, and bigotry. Our actions need to reflect those principals.                        

Mike Wiza​, Mayor, City of Stevens Point

At UW-Stevens Point’s Convocation each year, we urge first-year students to spend their time on campus by listening carefully to others, by empathizing with the different perspectives they encounter, and when they disagree with these perspectives, by having faith enough in their own beliefs and values to challenge what they think they already know. I imagine a better prescription for creating a learning community that is both enriching and truly inclusive.

Greg Summers, Provost; Vice Chancellor for Academic Affairs

I think we should purchase or develop a diversity and inclusion training/program that the campus can make it a culture. For example, John and Patty Noel adapted the 7 Habits of Highly Successful People by Stephen Covey. Every new employee went through this two series training and over time, living by these habits became the company's culture. It changed employee interactions and even their private lives. I am sure universities out there might have something that we can emulate. 

Sam Dinga, Director, Diversity and College Access (DCA)

We have to be willing to listen and learn from each other, to engage in sometimes uncomfortable conversations, and to confront our own implicit biases. We must be intentional about interacting with people who are different from us by engaging in things such as group projects and committee work to social events and shared meals. Finally, as someone who interacts with and advocates for people with disabilities, we have to keep disability as part of the inclusivity conversation, which includes “invisible disabilities” such as learning disabilities, cardiac/respiratory problems, mental health issues, and neurodiversity. People with disabilities should have a seat at the time and should have academic and social accommodations so that they can fully participate in and add to our vibrant campus life. 

Pam Terrell​, Professor - Communication Sciences & Disorders

We are all different. Such diversity can be seen, some unseen. It is when our differences are brought together and used to strengthen our University that we can fully understand how we become part of the chemistry of one another in such a way that our characters are able to show their full beauty. We become one elegant tapestry weaved through the process of inclusivity and acceptance.                                                                                                                                    

Eric Roesler, Affirmative Action Officer; ADA Officer; Chief Human Resources Officer