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Position Statement on CCCC Standards for Ethical Conduct Regarding Sexual Violence, Sexual Harassment, and Workplace Bullying

Conference on College Composition and Communication
November 2016; Revised March 2020

Executive Summary

The goal of this position statement is to outline expectations of ethical conduct by CCCC members as they relate to sexual violence, sexual harassment, and workplace bullying, building upon NCTE’s Mutual Respect and Anti-Harassment Policy applied to all NCTE events. This position statement is meant to facilitate a greater understanding of ethical conduct as it pertains to sexual violence, sexual harassment, and workplace bullying as they occur in a range of contexts among postsecondary teachers and researchers in the profession as well as students and other stakeholders served by CCCC members. CCCC condemns sexual violence, sexual harassment, and workplace bullying in any form and seeks to foster a sense of responsibility among members as they combat these forms of ethical misconduct. This statement offers a glossary for understanding such misconduct, as well as resources on reporting sexual misconduct and workplace bullying, and resources on professional ethics.

Introduction

Given histories of sexual misconduct and workplace bullying within academia broadly and our profession specifically, CCCC forwards this statement on sexual violence, sexual harassment, and workplace bullying to help protect vulnerable or subordinate populations from harm incurred, knowingly or unknowingly, by teachers, researchers, and administrators. This document aligns with long-held positions of numerous prominent scholarly organizations (see Resources: Professional Ethics below) and builds upon the foundation laid by NCTE’s Mutual Respect and Anti-Harassment Policy to address sexual harassment, sexual intimidation, and unwelcome sexual attention, with the addition of workplace bullying, as these behaviors apply specifically to postsecondary teachers, researchers, and administrators in the profession.

CCCC is committed to protecting the rights, safety, dignity, and well-being of those involved in our research, our teaching, and in the range of professional training environments that occur within the field of writing studies/rhetoric and composition. CCCC further has a commitment to creating conditions supportive of professional competence, honesty and fairness, professional and scholarly responsibility, and contributing to the public good. Thus, CCCC condemns sexual violence, sexual harassment, and workplace bullying in any form.

To behave ethically within national organizations necessitates an awareness of power differentials among students, teachers, administrators, researchers, research assistants and associates, research participants, peers, mentors, and mentees. Teachers and researchers are responsible for implementing ethical research and professional practices in association with institutional ethics review bodies such as departments, faculties, universities, colleges, community organizations, and funding agencies, as well as regional and national federations of faculty members.

This statement is intended to inform members’ ethical judgments as they consider asymmetric and sometimes shifting power relations—in relation to position titles, identity politics, institutional norms, etc.—among themselves and others they work with in professional roles. The role of CCCC as a professional organization is to serve as a forum for working through problems of research ethics, teaching practices, writing assessment, working with students, and for educating the public about literacy. Its powers of enforcement are limited to moral persuasion, public discussion, and the recommendation of resources for conflict resolution. We recognize that this statement’s strength and requisite influence depend on its circulation, discussion, reflection, and use by CCCC members.

Sexual Misconduct and Harassment

CCCC does not condone sexual harassment, nor does it condone the disregard of complaints of sexual harassment from students, staff, or colleagues. While relationships between faculty and student, mentor and mentee are in some ways unequal, in some circumstances they might raise actual or perceived conflicts of interest. Such conflicts may arise when personal and professional relationships are mixed, and care should be exercised under those circumstances to protect the interests of less powerful parties. Use of asymmetric power by members of the profession resulting in sexual harassment of a student, a colleague, or a staff member is seen as unacceptable and unethical behavior by CCCC (a conference of NCTE).

Intent and Impact
Intentionality is of central importance when considering instances of sexual harassment, sexual misconduct, and discrimination, but the lack of intentionality should not be used or accepted as a blanket excuse for harassment or discrimination. The question of the impact of one’s behavior is more important than the intent behind it. Conduct that impacts a member negatively as unwelcome, coercive, or nonconsensual is determined by the recipient of the behavior rather than the initiator. Sexual, racial, homophobic, transphobic, and other such harassment are abuses of power that negate both the principle of equal opportunity and the possibilities of a good working and meeting environment.

Asymmetrical Power Relations and Exploitation
Ethical behavior by CCCC is recognized as that which recognizes asymmetries in power that are distinguishable between members and does not exploit asymmetric power for personal gain. Asymmetric relationships might include relationships between teachers and undergraduate, graduate, and research students, as well as relationships that place an individual in a position to evaluate their colleagues or allocate resources to them. We define exploitation as engaging in conduct in order to obtain personal, sexual, economic, or professional advantages. CCCC members should be aware that such inequalities of power pertain not only in cases of overt sexual harassment, but also in relationships that involve consent and an attendant hierarchy. Members should take care to ensure that personal or sexual relationships entered into at work on a consensual and reciprocal basis do not exploit those inequalities of power and do not disadvantage or unfairly advantage the less powerful.

Decisions and circumstances involving professional ethical obligations often extend past an individual moment of contact: peer and senior members of the field may be positioned in varied ways in the future beyond a direct supervisory/advisory role. In thinking through situations of professional ethics, it is thus important to remember that the colleagues one encounters today may in the future be department chairs, colleagues with oversight responsibilities, committee members who hire faculty or award grants, reviewers for manuscripts, editors of professional journals, leaders in professional organizations, and writers of support letters for employment, tenure, and promotion cases.

Workplace Bullying

Workplace bullying is bullying that occurs in any setting in which work-related activities happen and consists of a pattern of behavior or behaviors that persist over a period of time. These behaviors negatively impact the target of the bullying, interfering with the target’s ability to do their job. While many behaviors can make up bullying—ranging from rumors and criticism to verbal abuse—research on bullying in the WPA workplace has shown that bullying behaviors often work to exclude and isolate, to undermine individuals and writing programs, to exert control over individuals and writing programs, and to intimidate through verbal or physical actions or attacks (see Defining, Locating, and Addressing Bullying in the WPA Workplace). For a list of 22 workplace bullying behaviors as identified by the NAQ-R (Negative Acts Questionnaire-Revised), see the link below under Resources for Workplace Bullying. For a more thorough exploration of bullying specific to writing programs, see the CWPA Statement on Bullying in the Workplace (also below).

CCCC does not condone bullying in the workplace, nor does it condone the disregard of complaints of workplace bullying from students, staff, or colleagues. While relationships between administrators and faculty, faculty and faculty, faculty and student, as well as mentor and mentee are in some ways unequal, power relations are often complicated and shifting. Care should be exercised to protect the interests of less-powerful parties. Use of asymmetric power by members of the profession resulting in workplace bullying is seen as unacceptable and unethical behavior by CCCC.

Intent and Impact
As with sexual harassment and misconduct, workplace bullying may be intentional or unintentional, and it is the impact of the behavior that is at issue, not the intent. In fact, bullies often do not recognize their behavior as bullying. Many scholars of workplace bullying assert that it is the target who decides when bullying has occurred, while others suggest that behaviors can be deemed bullying when a reasonable person identifies abusive behaviors as such. Because workplace bullying can negatively impact the target’s ability to do their work, the impact is more important than the intent.

Structural Risk Factors and Power Differentials
Major risk factors that contribute to the widespread presence of workplace bullying in higher education include the size of higher education institutions, the tenure structure, a ubiquitous lack of resources, and perceptions of unfair practices. Most important to this position statement is the risk that comes along with the hierarchical environment in most postsecondary institutions. For example, the strict reporting lines of tenure structures and departments can make it difficult to report bullying, particularly when one’s supervisor is the bully or one’s supervisor chooses not to address a colleague’s bullying behavior. However, having a higher status in the tenure hierarchy does not necessarily protect one from being the target of bullying, particularly as power relations can change multiple times over the course of one’s career and are affected by identity politics, disciplinary affiliation, mobbing, and other factors. Structural risk factors are typically outside the control of individuals, and targets are not to be blamed for being bullied. Therefore, we emphasize the professional ethical obligation for CCCC members to be aware of their own conduct and to respond as allies when they witness bullying as referenced in the following section.

Professional Ethical Obligations

Implicit in the idea of professionalism is for those in positions of authority to recognize that their relationships with others always involve elements of power, particularly in circumstances where they might be in a position to evaluate and endorse subordinates’ work or to respond to sexual violence, sexual harassment, and workplace bullying they witness or to evaluate their own behaviors for elements of these destructive actions. It is incumbent upon members of the profession not to abuse the power with which they are entrusted.

CCCC recognizes that student members of the profession (whether undergraduate or graduate) as well as contingent and untenured faculty and faculty of color or from underrepresented groups may be particularly vulnerable in the power structure of the academy. For this reason, CCCC supports the position that all members of CCCC feel secure while at CCCC-sponsored events, and that members know that CCCC is concerned with their safety, dignity, and well-being as it relates to their professional lives.

Sexual Misconduct and Harassment
CCCC expects members to recognize and avoid exploitive behavior that manifests as coercive sexual contact or harassment and to be familiar with affirmative consent. Exploitive and nonconsensual sexual relationships undermine the atmosphere of trust among students, staff, and faculty on which the educational process depends and constitute unprofessional and unethical behavior. CCCC encourages in all members a sense of care and responsibility in making decisions in situations that invoke sexual ethics and to know, use, and promote training they’ve received in Title IX and Equity offices in their home institutions. CCCC expects members to be familiar with the NCTE Mutual Respect and Anti-Harassment Policy, which prohibits sexual harassment, sexual intimidation, and unwelcome sexual contact in all venues and events. CCCC supports in all members those reporting obligations set by Title IX, specifically, the expectation that members report witnessed instances of sexual violence and sexual harassment in off-campus education activities. CCCC also acknowledges, however, recommendations offered by the AAUP for colleges and universities to avoid making faculty mandatory reporters. CCCC encourages members to be aware of the ways individual administrations and institutions elect to implement Title IX policy. (See “The History, Uses, and Abuses of Title IX” linked below.) 

Workplace Bullying
CCCC expects members to recognize and avoid exploitive behavior that manifests as workplace bullying. CCCC encourages in all members a sense of responsibility in making decisions in situations that invoke professional workplace ethics and to identify and address workplace bullying they’ve witnessed or been told about. For suggested responses to workplace bullying, see the link below to the CWPA Position Statement on Bullying in the Workplace.

Appendix: Additional Resources

Definitions/Terms

Below is a glossary of terms used to talk about sexual violence, sexual harassment, and hostile environments. The glossary is informed by terms and definitions in Unveiling the Silence: No!: The Rape Documentary Study Guide (2007), edited by Salamishah Tillet, Rachel Afi Quinn, and Aishah Shahidah Simmons.

  • Accountability: a willingness for one to have their behavior critiqued by others. If applicable, accountability can also mean taking responsibility for behaviors, actions, and errors that are unjust and accepting and acting on the need for a change to occur in recognition of this new understanding of a matter learned from the response of others.
  • Bullying: As defined by the Workplace Bullying Institute, “workplace bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is:
  • Consent: explicit words or actions that express a choice to participate in mutually agreed-upon sexual activity. It is imperative to note that affirmative or positive consent is not guaranteed when drugs, alcohol, medication, or any substance or circumstance that could impair someone has been used.
  • Harassment: whether verbal, psychological, or physical, behavior that may discriminate or disempower others based on another person’s race/ethnicity, gender identification, religious status, nationality or national origin, age, marital status, sexual orientation, disability status, political beliefs or affiliation, chosen research or teaching area, or employment status. Harassment creates a hostile environment that compromises the professional freedoms, development, and performance of its victims and undermines the atmosphere of trust essential to the academic enterprise. Members of the CCCC are expected to create professional settings that foster respect for the rights of others.
  • NAQ-R (Negative Acts Questionnaire-Revised): a 22-item survey instrument used to measure exposure to workplace bullying.
  • Perpetrator: one who commits or has committed a crime against another. Assailant and Offender are also often used in this statement and elsewhere to refer to a perpetrator.
  • Rape: a crime of forced, manipulated, or coerced sexual intercourse.
  • Rape Culture: an environment in which attitudes, ideologies, and gender socialization justify (or do not challenge) nonconsensual sexual activity.
  • Sexual Harassment: behavior in the context of a professional and educational environment in which one person is sexualized and objectified. Examples of such harassment include sexual comments or remarks upon another individual’s body or sexuality; a quid pro quo in which sexual advances or acquiescence is accompanied by the threat of retaliation or a reward. Such behavior is illegal in the United States under Title VII of the 1964 Civil Rights Act and Title IX of the 1972 Educational Amendments.
  • Sexual Violence: unwanted or coercive sexual behavior, which can range from sexual bullying to rape. The terms rape, sexual assault, and sexual abuse can be used interchangeably and refer to coercive, forced sexual contact.
  • Victim Blaming: holding the victim of a harm or assault, including sexually based crimes, responsible for having been assaulted.

Resources: Reporting Sexual Assault

Reporting Sexual Assault to Law Enforcement

How to File a Title IX Complaint

The History, Uses, and Abuses of Title IX

Bystanders: Help Prevent Sexual Assault

How to Respond to a Survivor

What Consent Looks Like

No-Contact Orders

Intersections of Race and Sexual Assault

Resources: Professional Ethics

MLA Statement of Professional Ethics

AAUP Statement of Professional Ethics

Canadian Sociological Association Statement of Professional Ethics

Canadian Association of University Teachers Policy Statement on Freedom from Harassment

Canadian Association of University Teachers Policy Statement on Professional on Professional Rights and Responsibilities

American Association of Geographers Statement on Professional Ethics

American Association of Physical Anthropologists Code of Ethics

National Communication Association Code of Professional Ethics

American Sociological Association Code of Ethics

Organization of American Historians Code of Ethics

American Musicological Association Guidelines for Ethical Conduct

American Political Science Association Guide to Professional Ethics

Resources: Teaching and Learning

Unveiling the Silence: No!: The Rape Documentary Study Guide

Resources: Workplace Bullying

Defining, Locating, and Addressing Bullying in the WPA Workplace

CWPA Position Statement on Bullying in the Workplace

NAQ-R (Negative Acts Questionnaire-Revised)

Workplace Bullying in Higher Education

Workplace Bullying Institute

This position statement may be printed, copied, and disseminated without permission from NCTE.

Electronic Portfolios: Principles and Practices

As e-portfolios assume a greater role in institutional assessment, First-Year Composition (FYC) will most likely serve as the course that introduces them to students. Therefore, FYC faculty may have a particular, invested interest in identifying the principles and practices of e-portfolio development that prioritize student learning. Such principles and best practices, based on the theoretical knowledge that classroom evidence substantiates, enable composition faculty to provide students with experiences that help them expand and specialize their writing skills for a variety of cross-disciplinary programs and professional contexts beyond FYC.

Read the full statement, Principles and Practices in Electronic Portfolios (November 2007, Revised March 2015)

CCC Podcasts–D. Alexis Hart and Roger Thompson

D. Alexis Hart and Roger Thompson
A conversation with D. Alexis Hart and Roger Thompson, coauthors of “Veterans in the Writing Classroom: Three Programmatic Approaches to Facilitate the Transition from the Military to Higher Education” (14:50).

D. Alexis Hart is associate professor of English and director of writing at Allegheny College in Meadville, Pennsylvania. A US Navy veteran, she has published and edited scholarly work on veterans’ issues and was the co-recipient, with Roger Thompson, of a 2010 Conference on College Composition and Communication Research Initiative Grant to study veterans returning to college writing classrooms. She is co-chair of the CCCC Task Force on Veterans and an NCTE Policy Analyst for Higher Education in Pennsylvania.

 

 

Roger Thompson is associate professor in the Program in Writing and Rhetoric at Stony Brook University and serves as senior fellow at Syracuse University’s Institute for Veterans and Military Families. He is coauthor of Beyond Duty: Life on the Frontline of Iraq and is author of two forthcoming books: Emerson and the History of Rhetoric and The Last Bears of Abruzzo.

 

 

 

CCCC Guideline on the National Language Policy

Conference on College Composition and Communication (CCCC), March 1988, Updated 1992, Revised March 2015

Background

The National Language Policy is a response to efforts to make English the “official” language of the United States. This policy recognizes the historical reality that, even though English has become the language of wider communication, we are a multilingual society. All people in a democratic society have the right to education, to employment, to social services, and to equal protection under the law. No one should be denied these or any civil rights because of linguistic differences. This policy enables everyone to participate in the life of this multicultural nation by ensuring continued respect both for English, our common language, and for the many other languages that contribute to our rich cultural heritage.

CCCC National Language Policy

Be it resolved that CCCC members promote the National Language Policy adopted at the Executive Committee meeting on March 16, 1988. This policy has three inseparable parts:

  1. To provide resources to enable native and nonnative speakers to achieve oral and literate competence in English, the language of wider communication.
  2. To support programs that assert the legitimacy of native languages and dialects and ensure that proficiency in one’s mother tongue will not be lost.
  3. To foster the teaching of languages other than English so that native speakers of English can rediscover the language of their heritage or learn a second language.

Passed unanimously by both the Executive Committee and the membership at the CCCC Annual Meeting in March 1988, the National Language Policy is now the official policy of the CCCC.

Why Do We Need a National Language Policy?

Debates about declaring English the official language of the United States are centuries old. Those who established this nation opposed attempts to designate an official language in order to accommodate diverse colonizers and to maintain their declaration of freedom. However, in the nineteenth century, the government established off-reservation “boarding schools” for Native American children, forcibly removing them from their families and communities, and routinely inflicting severe abuse on Native children for speaking their languages. The explicit mission of the boarding schools was to eradicate Native cultures through forced assimilation. As a result of this U.S. educational policy, Native American languages in the United States are endangered; many are dormant.

Efforts to make English the official language surface during economic downturns or when the threat of war and/or increased immigration triggers widespread fears. During the World War I era, Nebraska passed an “English-Only” law at the height of European immigration. The most recent attempts surfaced in response to the influx of Asian and Latin American immigrants in the late twentieth century. In 1981, the late Senator S.I. Hayakawa sponsored a Constitutional amendment to make English the official language of the United States, which did not pass. In 1983, he founded “U.S. English” to promote national and statewide efforts. (Some accounts also cite John Tanton as a co-founder and driving force in that movement, which was a spinoff from the Federation for American Immigration Reform, also founded by him.) The latest federal proposal, which has been re-introduced in several sessions of Congress, is the English Language Unity Act (H.R. 997). In declaring English the official language of the U.S., this bill would remove the requirement for federal agencies to operate in languages other than English. H.R. 997 is currently before the House Judiciary Committee.

As of January 2015, twenty-eight states have declared English their sole official language. These laws declare that official government business must be conducted only in the English language; some include other restrictions, e.g., against bilingual education. Many Americans mistakenly believe that these laws give citizens the right to insist on “English-Only” everywhere. There has been an increase in the number of court cases in which parents who are not raising their child(ren) in English are threatened with loss of custody; in the re-assignment of teachers who speak accented English; and in the firing of workers who speak a language other than English on the job—including those who were hired to speak Spanish to customers and then ironically fired for speaking Spanish to each other.

Furthermore, throughout the U.S., the belief that “real” Americans speak only English has contributed to increased violence against speakers of other languages. More than 1,000 hate groups now exist in the U.S.; in 2010, the FBI reported that 67 percent of the victims of reported hate crimes were targeted because they were Latinas and Latinos.

In contrast, several states have taken stands against English language protectionism. In 1989, New Mexico, Washington, and Oregon passed “English-Plus” laws that protect the use of languages other than English and encourage the study of foreign languages. In Hawai`i and Alaska, Native languages are co-official with English, and French has special status in Louisiana.  Indigenous languages under United States occupation have a particular legal status at the federal level, in part because federally-recognized Native nations have a nation-to-nation legal relationship with the United States government. In addition, in 1990 the Native American Languages Act was signed. It includes Native Hawaiians as well as other Indigenous people of the Pacific under U.S. control.

Many civic, religious and professional organizations also have passed resolutions and issued statements opposing the English-Only movement. These include the American Civil Liberties Union, Linguistic Society of America, National Education Association, Teachers of English to Speakers of Other Languages, Modern Language Association, National Council for Black Studies, American Council of Teachers of Foreign Languages, Center for Applied Linguistics, American Anthropological Association and American Psychological Association.

While the CCCC National Language Policy supports English as the language of wider communication, it protects the civil rights of speakers of all languages and language varieties, in the hope of contributing to greater linguistic, ethnic, and racial respect and justice in our multiethnic multicultural society.

What’s Wrong with English Only?

  • It’s unnecessary.

    English, the global lingua franca and the language of wider communication in this country, is not threatened. For two centuries, most immigrants learned English within a generation without any laws compelling them. Current immigrants are doing the same. The 2013 American Community Survey, a national survey conducted by the U.S. Census Bureau every year, found that 79% of the U.S. population speaks only English at home. And the majority of the 21% that speak a language other than English at home also speak English “well” or “very well.”

  • It’s dangerous and unfair.

    When we pass laws that forbid health and safety information, street signs, court trials, and marriage ceremonies in languages people can understand, we deny them legal protection and social services. Further, it can deny individuals employment opportunities. U.S. workers should not be denied employment if they speak languages other than English on the job while competently performing their job duties, especially considering that approximately 61 million people in the U.S. speak a language other than English in the home.

  • It’s ineffective.

    Laws making English the official language do nothing to increase the number of English classes, nor do they teach a single person English. Instead of promoting English-Only policies, Congress needs to focus on expanding adult literacy and English as a Second Language classes nationwide, since millions of non-English speakers are eager to learn English.

  • It’s educationally unsound.

    English-Only opposes bilingual and similar programs that help students build on their linguistic skills.  When students cannot use their strengths, they experience alienation and failure. Prohibiting or discouraging linguistic diversity limits rather than expands learning opportunities.

  • It’s counterproductive.

    As members of the global community, we need more, not fewer speakers of different languages. It’s shortsighted, anti-immigrant, and racist to demean and destroy the competencies of multilingual people.

  • It’s oppressive and dehumanizing.

    English-Only policies both reflect and promote language prejudice. This dehumanizes people and creates a hostile climate that can, in turn, promote further violence. In a recent example, police in Alabama accosted a non-English-speaking grandfather visiting from India, scoffing at his inability to speak English and manhandling him, causing the man to become partially paralyzed and involving the FBI and Embassy of India.

  • It’s unconstitutional.

    The First Amendment guarantees freedom of speech. The Fourteenth Amendment forbids abridging the privileges and immunities of naturalized citizens. English-Only policies violate these Constitutional rights, especially when the public mistakenly believes that an official English law requires that English be spoken at all times. When Filipino hospital employees are told that they cannot speak Tagalog in the lounge, or when a college employee is told he must not speak Spanish during his lunch break, they are denied freedom of speech.

Support the National Language Policy: What You Can Do

  • Strive to include all citizens of all language communities in the positive development of our daily activities.
  • Teach children and others—in schools, communities, and workplaces—that language differences are opportunities to learn and benefit from each other in a global society.
  • Advocate education, social services, legal services, medical services, and protective signing for linguistic minorities in their own languages so that basic human rights are preserved.
  • Emphasize the importance of all Americans learning second and third languages so that we can participate more effectively in worldwide activities, unify diverse U.S. communities, and enlarge our view of what is human.
  • Recognize that people learning English need time and encouragement to learn, and that their ability to prosper over the long term requires facility in the dominant American language.
  • Encourage immigrants to retain their first languages, to pass them on to their children, and to celebrate the life-supporting customs of their parents in the company of other Americans of differing backgrounds.
  • Remain vigilant and united to protect the civil rights of all language minorities in the United States.

Selected References

Adams, K. L., & Brink, D. T. (Eds). (1990). Perspectives on Official English: The Campaign for English as the Official Language in the USA. New York: Mouton de Gruyter.

Alim, H. S. (2013). “What if We Occupied Language?” IN Grusky, D. et al. (Eds.), Occupy the Future. Cambridge, MA: MIT Press. pps. 222–242.

Bailey, R. (2004). American English: Its Origins and History. IN Finegan, C. & Rickford, J. (Eds.) Language in the USA: Themes for the Twenty-first Century. Cambridge, UK: Cambridge University Press. pps. 3–38.

Baron, D. E. (1990). The English Only Question. New Haven: Yale University Press.

Baugh, J. (2003). “Linguistic Profiling.” IN Makoni, S., Smitherman, G., Ball, A. F., Spears, A. K. (Eds.) Black Linguistics: Language, Politics and Society in Africa and the Americas. New York & London: Routledge. pps. 155–168.

Bayley, R., & Bonnici, L. (2009). “Recent Research on Latinos in the USA & Canada, Part I: Language Maintenance and Shift and English Varieties.” Language and Linguistics Compass, 3(5), pps. 1300–1313.

Butler, M. A., chair, and the Committee on CCCC Language Statement. (1974). “Students’ Right to Their Own Language.” Special Issue of College Composition and Communication 25 (Fall): pps. 1–32.

Crawford, J. (2008). Advocating for English Learners: Selected Essays. Clevedon, UK & Buffalo: Multilingual Matters.

Crawford, J. (2008). Language Legislation in the U. S. A. Available at: http://www.languagepolicy.net

Crawford, J. (Ed.) (1992). Language Loyalties: A Source Book on the Official English Controversy. Chicago: The University of Chicago Press.

Daniels, H. A. (Ed.) (1990). Not Only English: Affirming America’s Multicultural Heritage. Urbana, IL: NCTE.

Fasold, R. (2006). The Politics of Language. IN Fasold, R. W., & Connor-Linton, J. (Eds.) An Introduction to Language and Linguistics. Cambridge, UK: Cambridge University Press.  pps. 373–400.

Fishman, J. (2004). “Multilingualism and Non-English Mother Tongues.” IN Finegan, C. & Rickford, J. (Eds.) Language in the USA: Themes for the Twenty-first Century. Cambridge, UK: Cambridge University Press. pps. 116–132.

Freeman, D., & Freeman, Y. (2004). Essential Linguistics: What You Need to Know to Teach Reading, ESL, Spelling, Phonics, Grammar. Portsmouth, NH: Heinemann.

Grant, R. et al. (2007). “Developing Literacy in Second-Language Learners: Critique from a

Heteroglossic, Sociocultural, and Multidimensional Framework.” Reading Research Quarterly 42(4): pps. 598–609.

Gunderson, L. (2007). English-Only Instruction and Immigrant Students in Secondary Schools: A Critical Examination. Mahwah, NJ: Lawrence Erlbaum Associates.

Hinton, L. et al. (2013). The Green Book of Language Revitalization in Practice. Leiden, Netherlands: Brill.

Hinton, L. (2001). How to Keep Your Language Alive: A Commonsense Approach to One-On-One Language Learning. Berkley, CA: Heyday.

Horner, B. et al. (Eds.) (2010). Cross-Language Relations in Composition. Carbondale and Edwardsville, IL: Southern Illinois University Press.

Klug, K.  (2012). Native American Languages Act: Twenty Years Later, Has It Made a Difference?  Available at http://www.culturalsurvival.org/news/native-american-languages-act-twenty-years-later-has-it-made-difference

Kroskrity, P. et al. (2009). Native American Language Ideologies: Beliefs, Practices, and Struggles in Indian Country. Tucson, AZ: University of Arizona Press.

Lomawaima, Tsianina K. et al. (2006). To Remain an Indian: Lessons in Democracy from a Century of Native American Education. New York, NY: Teachers College.

Linguistic Society of America (1996). Statement on Language Rights.  Available at http://www.linguisticsociety.org/files/lsa-stmt-language-rights.pdf

Linguistic Society of America (1987). Resolution: English Only. Available at http:www.linguisticsociety.org/resource/resolution-english-only

Lippi-Green, R. (2011). English with an Accent: Language, Ideology and Discrimination in the United States. New York & London: Routledge. 2nd Edition.

Lipski, J. (2008). Varieties of Spanish in the United States. Washington, D.C.: Georgetown University Press.

Matsuda, P. K. (2006). “The Myth of Linguistic Homogeneity in U.S. College Composition.” College English, 68(6), pps. 637–651.

Mizumura, M. (2015). The Fall of Language in the Age of English. New York, NY: Columbia University Press.

Padilla, A. et al. (1991). “The English Only Movement: Myths, Reality, and Implications for Psychology.” American Psychologist, 46(2), pps. 120–130. Available at http://www.apa.org/pi/oema/resources/english-only.aspx

Pavlenko, A. (2002). “‘We Have Room for but One Language Here’: Language and National Identity in The U.S. at the Turn of The 20th Century.” Multilingua 21, pps. 163–196.

Piatt, B. (1990). Only English? Law and Language Policy in the United States. Albuquerque: University of New Mexico Press.

Reyner, J. (1993). “American Indian Language Policy and School Success.” Journal of Educational Issues of Language Minority Students, 12(Special Issue III), Summer pps. 35–59. Available at Teaching Indigenous Languages http://www2.nau.edu/~jar/BOISE.html

Richardson, E. (1998). “The Anti-Ebonics Movement: ‘Standard’ English Only.” Journal of English Linguistics, 26(2), pps. 156–169.

Rosa, J. D. (2012). “Contesting Representations of Immigration: Drop the I-Word Campaign from the Perspective of Linguistic Anthropology.” Anthropology News, 53(8).

Smitherman, G., & Baugh, J. (2002). “The Shot Heard from Ann Arbor: Language Research and Public Policy in African America.” Howard Journal of Communication, Jan–Mar, 2002, 13(1), pps. 5–24.

Smitherman­Donaldson, G. (1987). “Toward a National Public Policy on Language.” College English, 49.1, pps. 29–36.

Southern Poverty Law Center, 2011: 12 EL LATINO, 25 Feb. 2011.

Teachers of English to Speakers of Other Languages, Inc. (TESOL) (2005). Position Paper on English-Only Legislation in the United States. Available at http://www/tesol.org

Teaching Indigenous Languages (list of resources/books). Available at http://www2.nau.edu/~jar/books.html

Trasvina, J. (1988). Official English/English Only: More than Meets the Eye. Prepared for the National Education Association. Washington, DC: National Education Association.

Trimbur, H. (2010). “Linguistic Memory and the Uneasy Settlement of U. S. English.” IN Horner, B. et al (Eds.), Cross Language Relations in Composition. Carbondale: Southern Illinois UP. pps. 21–41.

Zentella, A.C. (2014). “TWB (Talking while Bilingual): Linguistic Profiling of Latin@s, and other Linguistic Torquemadas.” LATINO STUDIES, 12 (4): pps. 620–635.

Zentella, A. C. (Ed.) 2005. Building on Strength: Language and Literacy in Latino Families and Communities. New York: Teachers College Press.

http://www.cnn.com/2011/US/02/23/splc.hate.groups/index.html?_s=PM:US

http://www.myfoxhouston.com/dpps/news/national/tbi-hate-crimes-against-hispanics-on-the-rise-11-15-2011_15967596#ixzzlm837P5mJ

This position statement may be printed, copied, and disseminated without permission from NCTE.

Information for CCCC 2017 Program Presenters

Congratulations on your acceptance onto the 2017 CCCC Annual Convention program!

 

To ensure your place on the program, you will need to do the following:

  1. Log into the Program Proposal System and click “Accept” to accept your invitation to present. Please accept or decline your speaking role(s) by Dec. 1, 2016.

  2. Check your personal information, including your affiliation, to ensure accuracy.

  3. If you need to make edits to your session title or annotation, please email that information to cccc2017@ncte.org. All updates to personal information and session information need to be completed by Dec. 1, 2016.

  4. Pay the appropriate convention registration fee by Dec. 31, 2016, to ensure that you are listed in the program. Click here to register online for the 2017 CCCC Convention.

 

Considerations As You Prepare

Accessibility

Regardless of session type, please prepare your presentation with accessibility in mind; for instance, bring a transcript of prepared remarks (to aid transcription and interpretive services), create materials in accessible formats (e.g., html), ensure text and images are large and easy-to-read from a distance, and include captioning for audio and video materials.

Additional Resources:

Creating Accessible Presentations by the Disability Studies SIG and the Committee on Disability Issues in College Composition

Composing Access by the Committee on Disability Issues in College Composition and the Computers & Composition Digital Press

 

Room Set-Up

All Sessions will take place in the Oregon Convention Center.  Session rooms will be equipped with:

  • microphone
  • LCD projector
  • screen
  • sound capabilities

Presenters are responsible for supplying their one laptop for device, as well as their own dongle to connect to the LCD.

 

Considerations by Session Type

Roundtable Sessions

Please keep in mind that speakers should limit their remarks to approximately 5 minutes to allow ample time for audience participation.

Individual Proposals Accepted As Constructed Panels

Please limit your total speaking time to 15 minutes per proposal to enable all panelists sufficient speaking time as well as to allow time for audience interaction.

Concurrent Sessions

Please plan to include at least 30 minutes of audience interaction or participation.

Cultivate Sessions

Please prepare your presentation with audience engagement in mind; the goal of the new Cultivate sessions is to provide a participatory space in which members can develop their capacity in particular areas.

Poster Sessions

Please design your printed poster with a viewing audience in mind, considering content and design choices that will make information clear, easy-to-follow, and accessible to viewers/readers without additional commentary.  You will have a scheduled time to present your poster to any poster session attendees, but your poster will be on display during the entire Convention.

Workshops

Workshop enrollment is typically capped at 50; all attendees must register and pay workshop registration fees in advance to be admitted. Because participation in preconvention workshops requires preregistration and additional fees, workshops should be designed in ways that maximize audience engagement and interaction and offer clear and tangible take-aways for attendees.

CCCC/NCTE Editor "Office Hours" at the CCCC Convention

The editorial staff of several CCCC/NCTE journals and the Studies in Writing & Rhetoric book series will be holding “office hours” during the CCCC Annual Convention in Houston. Got an idea for an article or book proposal? Stop by booth #108 in the Exhibit Hall during the following times:

Thursday, 4/7

 
10:00 am–Noon: Amy Lynch-Biniek, FORUM: Issues about Part-Time and Contingent Faculty

 

 

 

 

 

Noon–1:00 pm and 3:00-4:00 pm: Steve Parks, Studies in Writing & Rhetoric book series

 

 

 

 

 

Friday, 4/8

 
12:30–3:15 pm: Holly Hassel, Teaching English in the Two-Year College

 

 

 

 

 

3:30–5:00 pm: Jonathan Alexander and Jasmine Lee, College Composition and Communication

 

 

 

 

 

Local Outreach Activities in Kansas City

To encourage and support local outreach during CCCC conventions, three Standing Groups have received funding from CCCC to host local outreach activities during the 2018 CCCC Annual Convention in Kansas City Please see the details of these events below.

W.11 – Isolated Languages and Out of Sync Labors: A Transformative Exchange between Military and Civilian Higher Education Faculty at the Army Command and General Staff College in Ft. Leavenworth, Kansas
Wednesday, March 14, 2018 – 9:00 a.m.-5:00 p.m.

The US military and higher education have a long history of deeply influencing each other. The end of World War II and the first GI Bill drove innovation and change across higher education, and led to a significant transformation of composition praxis and pedagogy. The social unrest of the 1960s and ‘70s caused a schism between the two institutions. One byproduct of this schism was the isolating of Professional Military Education (PME) from higher education. (The term PME describes the entirety of the military education and training system that includes vocational training, undergraduate, graduate, and postgraduate instruction.) This division hobbled collaborative research and limited exchanges between the two academic communities, butmost important,it constrained opportunities to prepare students for transitioning into or out of the military. Just as the aftermath of World War II and the GI Bill triggered an influx of students into higher education, however, the 9/11 attacks, conflicts in Iraq and Afghanistan, and post-9/11 GI Bill have renewed an interest in working with student veterans and students on active duty. Faculty in higher education and PME have begun to reexamine their areas of mutual interest and initiate the building of institutional relationships reflective of the vital role both higher education and PME play in shaping students and national culture.

This workshop aims to facilitate and hasten the transformative development of more systematic relationships between civilian specialists in writing studies and PME faculty by promoting an immersive exchange. The leadership of the Command and General Staff College (CGSC) has agreed to host the workshop and believes that the immersion of workshop participants in an academic military environment willpresent opportunities to find deeper, mutual connections, and allow participants of 4C18 to gain a more complete understanding of the goals and practices of the PME system. The need for this understanding is particularly urgent, given that most specialists in writing studies have little knowledge of, and even less access to, the PME system and its stakeholders despite a rise in students aspiring to join the military or veterans matriculating into civilian higher education. This workshop will serve as the initial scaffolding for greater future interaction and collaborative research by civilian specialists in writing sudies and PME faculty.

Visit the CCCC all-day workshop descriptions for further details. You can register for this workshop online via the CCCC Convention registration form.

 

Activist or Educator: Rethinking the Transformative Potential of Education in Prison
Wednesday, March 14, 2018 – 3:30-5:30 p.m.
Teaching in Prison: Pedagogy, Research, and Literacies Collective, a CCCC Standing Group, will facilitate a symposium at a Kansas City correctional facility with Leigh Lynch, executive director of Arts in Prison. Arts in Prison provides opportunities for inmates to prove that they are more than the sum of their crimes. By providing arts education and experiences—including a wide range of writing and literacy based activities—for inmates in Kansas state prisons and detention centers, these members of society, who have been locked away and often forgotten, are given a chance for self-reflection and an opportunity to create a range of writing for themselves and the public.

Approximately 5-6 Standing Group members will join Lynch and students in the Arts in Prison writing and poetry program for a dialogical symposium/workshop on the power of writing to build connections between writers behind bars and communities on the outside.
 
The goal is to create a space for incarcerated students to share and discuss their work. Students’ work will be  featured on the CCCC Standing Group’s website, Prison Writing Networks. Such publications can be useful to educators and activists in cultivating connections both inside and outside of prison and might also prove useful in college classrooms as well as in secondary schools.
 
Each of the incarcerated students who participates in the workshop will receive books and writing materials.

 

Writing with Current, Former, and Future Members of the Military and Caregivers on the Homefront Workshop
Saturday, March 17, 2018  – 5:30-8:30 p.m. – The Kansas City, MO Police Academy

 

Members of the Writing with Current, Former, and Future Members of the Military, a CCCC Standing Group, will work with a nonprofit in Kansas City, Missouri, Caregivers on the Homefront, to offer a three-hour workshop for 20 military, veteran, and first responder caregivers focusing on building individual capacity for storytelling with applications to five areas:

 

  • Admittance and scholarship essays/interviews for postsecondary or graduate programs;
  • Employment cover letters and interviews;
  • Media, fundraising, resources;
  • Grant writing; and
  • Blogs, vlogs, and social media.

Nearly 5.5 million people in the United States care for an injured, ill, or disabled military service member or veteran, and no study has calculated the number of those caring for injured, ill, or disabled first responders (Ramchand et al., 2014). Caregivers provide daily living support for care recipients, often in sacrifice of their own goals. Caregivers face distinct challenges in their pursuit of a postsecondary education, suitable employment, and adequate health care. Additionally, many caregivers suffer from caregiver fatigue and elevated stress levels, and they frequently lack supportive social and employment networks (Ramchand et al., 2014). To combat these concerns, most caregivers rely on the services and programs of veteran and caregiver nonprofit organizations. As they seek out resources or employment, caregivers face the daunting task of telling potential employers, media outlets, higher education administrators, or even the public their stories. The work of a caregiver is difficult, isolating, stressful, and nearly indescribable to those who haven’t experience it; however, caregivers can learn to leverage their stories to reach their goals.

Caregivers on the Homefront is a nonprofit organization founded by Shawn Moore (a military caregiver, Elizabeth Dole Foundation fellow, and Kansas City police officer) and her husband, Bryan Moore – an Army veteran. Uniquely, the organization brings together veteran and first responder caregivers. Caregivers on the Homefront is one of the few nonprofit organizations to support veteran families from any military service era.

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