Building Name FAQs

Who makes decisions regarding building names at Meredith?
The Meredith College Board of Trustees is the exclusive authority on renaming decisions.

When will the Joyner name be removed? What will be the new name of the building? 
As a first step, the portrait of Joyner that hangs in the building has been removed. The Joyner name will be removed over the coming months, as we edit our maps, handbooks, registration materials, signs, websites, and more. The building will be referred to as Lux Hall until the board endorses a new name.  

What information did the Board consider in making its decision?
The Board considered information from a number of sources, including the dates of the person’s life, when the building was established, the relationship with Meredith, the reasons for honor, sources of dishonor, and whether there were any redemptive actions or lasting impact on the College’s establishment, reputation, or sustainability.

What was the process used? How were the buildings decided?
A Task Force on Historical Context and Naming at Meredith, co-chaired by the Board of Trustees Chair and Vice-Chair, was created to develop the process. The committee included trustees, alumnae, and employees and was diverse by race, gender, and age. Meetings were facilitated by an external consultant.

The task force developed criteria for the Board to discuss the history and context of the naming and make decisions about the potential renaming of buildings at Meredith College. 

When will the QR code signage be installed on buildings?
In addition to installing braille signage on buildings, we are working on commissioning this historical signage and updating web pages with more information about the namesakes of each of Meredith’s buildings.

Is Meredith doing anything besides considering building names to make the College more diverse, inclusive, and welcoming?
Yes. Since the launch of the Collegewide Anti-Racism Initiative, our primary focus related to diversity, equity, and inclusion has been guided by students, employees, and alumnae, focusing on making Meredith more inclusive and welcoming for current students and employees. Progress has included increased diversity training for students, faculty, and staff; changes to processes to make them more inclusive; and the adoption of a diversity statement.  The Year 1 progress report is available here.

These efforts took a further step forward with hiring the College’s first DEI coordinator in January 2022, and the Student Government Association has created its first position for a student DEI officer. A Year 2 progress report will be released soon.

Anti-Racism Initiative

What is the timeline for Meredith’s initiative on anti-racism?
Formally launched in Summer 2020, Meredith’s initiative on anti-racism is a comprehensive, long-term commitment. Our work is grounded in cultural humility, meaning we must acknowledge how our experiences differ and to what effect. A Fall 2020 campus climate survey gave students, alumnae/i, faculty, and staff an opportunity to share their experiences in a safe manner, and shaped the job description for a diversity, equity, and inclusion (DEI) staff person. In January 2022, a DEI officer who reports directly to the president was hired to establish Meredith’s first DEI office. 

We continue reviewing and modifying practices and policies that disadvantage BIPOC members of our community. The College’s anti-racism work is thoughtful, well-informed, and ongoing, and will be incorporated intentionally throughout the next iteration of the Strategic Plan, which guides every aspect of the College’s work.

What is Meredith’s initiative on anti-racism addressing?
Through the initiative on anti-racism, the College is

  • reviewing collected data from various surveys and reports to more fully understand the experiences of students, alumnae, and employees regarding race;
  • reviewing the student and employee handbooks for clear expectations of behavior regarding race and consequences for violations of those expectations;
  • incorporating the lessons of race and contributions of diverse populations throughout the curriculum;
  • providing anti-racism and microaggression training for faculty and staff;
  • establishing guidelines for the equitable treatment of all students in the classroom and through the honor code, traditions, recruiting, financial aid, housing, and more;
  • reviewing HR policies and practices for recruiting, hiring, evaluating, and dismissal;
  • remaining open to other aspects of the College that need to be addressed. 

Opportunities for involvement

How can I be a part of this effort?
Thank you for your interest in participating in this important initiative. We are called to be thoughtful in assessing our history, action, and ongoing work. Feedback can be emailed to As our work unfolds, we will share additional ways to get involved as opportunities arise. We thank you for your interest, patience, and support for this critical work.