Beyond bid day

Fraternities and sororities at USD claim to be striving for more diversity and inclusion, but the current recruitment process undermines that goal

Hallie Wiltshire  / Assistant Opinion Editor 

When thinking of the college experience, one of the first ideas that comes to mind is Greek life. Across the United States, nine million college students are members of Greek organizations. However, for many, the words “sorority” and “fraternity” hold a negative connotation. The portrayal of sororities and fraternities in popular culture is of, at their best, party- and social-based organizations, and at their worst, racist and elitist organizations that promote alcoholism and sexual violence. 

With 26% of USD’s student body participating in Fraternity & Sorority Life (FSL), the presence of such organizations is ubiquitous. It is nearly impossible to scroll through Instagram without seeing at least one post about a Greek life event. Despite the significant levels of participation, most members of FSL claim that USD’s Greek system is different from other larger universities. Although this may be true on some level — as USD does not have FSL housing, which often acts as the epicenter of deplorable behavior — the toxicity that is ingrained in the Greek system at large still persists.The FSL community at USD is composed of 18 fraternities and sororities within three councils. Primary recruitment is done in early spring before the semester begins. For the Panhellenic sororities, it is a three-day process in which Potential New Members (PNMs) meet a number of current members to learn more about sorority life on campus. 

The document outlining the Panhellenic recruitment rules is 17 pages long, with every possible detail accounted for. Section IX describes the expected attire for each day of recruitment, which is both demanding and limiting. Although this attire is not technically described as ‘required,’ it is anticipated that all PNMs will dress in the prescribed manner.  Additionally, it assumes that PNMs have the resources or means to purchase the required clothing in order to fit in or look the part. Four completely different outfits ranging from “snappy casual” to “formal” do not come cheap, particularly considering the high standards set by a relatively wealthy student body.

This is a common criticism of FSL: the financial burden imposed upon members. Across all seven Panhellenic sororities, the average new membership cost is $819. Before the pandemic, the average cost of Fall and Spring active dues was $543 and $490 respectively. They have since been lowered due to COVID-19. 

At its core, FSL is too focused on image to be inclusive. PNMs are expected to dress and act a certain way during recruitment in order to stand a chance of being accepted. The recruitment process lends itself to judgements based on surface-level visual characteristics. Current members meet hundreds of PNMs in only a handful of days, leaving little time to actually get to know them on an individual level.If sororities and fraternities don’t really know their PNMs, how do they choose who gets a bid and who doesn’t if not based on appearance? Focusing on people’s unique personalities and interests should not be the exception, it should be the norm. If the typical recruitment process is not centered on PNMs as people and instead is about choosing those who fit the cookie-cutter mold, it is inherently based on image.By being judged based on looks, PNMs are by extension being judged by race and social class, since having more money means more access to the clothes and accessories that make a more appealing PNM. Further, the model individual for Greek life has, historically, looked one way: rich and white. Unconscious bias pushes those selecting PNMs to choose individuals who fit that model of the classic-looking sorority girl. 

Greek life in the United States has always been very white and exclusive. Many BIPOC report that they feel excluded. The first Greek life organization in the United States, Phi Beta Kappa, was founded at the College of William and Mary in 1776. During the next following centuries, Greek organizations continued to expand to college campuses across the country. White students, through both formal and informal racist practices, more readily had access to higher education, and thus to the clubs and organizations on campus. When BIPOC students were able to attend majority white universities, they were specifically excluded from sororities and fraternities. 

USD is not a diverse university in terms of race and ethnicity. 52% of USD students are white. Striving for more diversity and inclusion within FSL is a worthy goal. Particularly in our current social and political environment, not fighting for diversity is a grave error. However, the history of racist and discriminatory practices by Greek life cannot be ignored, as they continue to influence the perceptions of those both within and outside FSL. 

Perhaps the root issues don’t lie with FSL as a whole, but with the recruitment process. How can we expect sororities and fraternities to be diverse and inclusive if the path to join said organizations is based almost purely on looks and appearance?

Virtual recruitment this year was reportedly less formal and more conversation-based, allowing PNMs to shine as individuals — a silver lining of the pandemic continuing to force all activity online. This should be the new standard. Spend more one-on-one time with PNMs and talk to them as people. Abolish the strict dress code and allow PNMs to dress as they please. For an even more drastic proposal, follow the model of “The Voice” TV show and don’t look at PNMs at all until after they receive their bids. 

Until the recruitment process is no longer heavily based on image, FSL will continue to lack  diversity and inclusion. 

The views expressed in the editorial and op-ed sections are not necessarily those of The USD Vista staff, the University of San Diego, or its student body.