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When you start getting frustrated: find people to let it out with, join with others for motivation

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When you start getting frustrated: find people to let it out with, join with others for motivation

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Supporting/teaching with bipoc students
Engaging administration

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Call for suggestions for increasing DEI at a library?

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Non-tenure track faculty are worried about pushback for bringing up DEI issues.

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Think about future career as link to issues you may deal with

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Think about future career as link to issues you may deal with

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Integrate DEI throughout the semester so there isn't a 'day' or 'week' to push back against

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Integrate DEI throughout the semester so there isn't a 'day' or 'week' to push back against

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Student challenges: start with less contentious analogous topics (discrimination against older ppl), bring it back around

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Student challenges: start with less contentious analogous topics (discrimination against older ppl), bring it back around

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Concern about legislative restrictions.

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Student challenges: have strategies for if students all look the same; use food/personal history, use out-of-class experiences to make DEI real, 'hang a lampshade on it'

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Student challenges: have strategies for if students all look the same; use food/personal history, use out-of-class experiences to make DEI real, 'hang a lampshade on it'

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It helps having admin support to address DEI issues.

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Supporting DEI and ADA in online courses and the need for additional/possible online resources.

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Admin challenges: find people you can talk to openly (i.e. outside your program, outside academia)

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Admin challenges: find people you can talk to openly (i.e. outside your program, outside academia)

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Program-level awards that recognize DEI efforts

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Program-level awards that recognize DEI efforts

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Student challenges: Think of student pushback as an opportunity to teach and/or model

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Student challenges: Think of student pushback as an opportunity to teach and/or model

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student support: mentorship program/recruit unofficial mentees yourself

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student support: mentorship program/recruit unofficial mentees yourself

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University publications - content to address DEI and speak to this. Think about the photos, are they truly representative and how to do that better.   Be sure the students that are called upon for this work okay with it.

Advocating for ADA across campus.

Being straightforward and willing to talk about problematic aspects.  Give students information about the "heavier" topics and giving students space to respond.  Provide space for students from historically excluded populations to not participate in certain discussions.

Cultural competence is necessary.

The college with administrative support (i.e. individuals at higher levels) for DEI are making progress.  Programs with accreditation processes that require that, help too.

Some colleges are reviewing how to add DEI into annual reveiw.

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Concerns raised on focus on race and not other issues in DEI

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Use technology to bring in unrepresented voices

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Use technology to bring in unrepresented voices

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Comment on ADA compliance issues and the difficulties in getting administrative buy in

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Admin challenges: think about where you have power at this point in your career

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Admin challenges: think about where you have power at this point in your career

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admin challenges: Look for allies & mentors who will support you, remember you don't have to do it alone.

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admin challenges: Look for allies & mentors who will support you, remember you don't have to do it alone.

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Break Out 1: specific DEJI training for staff personnel. Often the first point of contact for students so removing potential biases on first contact. Support staff training in DEJI would improve support of students. Can present confirmation bias against underrepresented students. Support the limited representation that is present in staff and is overlooked by faculty/student focuses. 

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Break Out 1: specific DEJI training for staff personnel. Often the first point of contact for students so removing potential biases on first contact. Support staff training in DEJI would improve support of students. Can present confirmation bias against underrepresented students. Support the limited representation that is present in staff and is overlooked by faculty/student focuses. 

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Phrasing of surveys for inclusive surveys.
Support would require by-in from HR. Recording/Webinar for staff with improved representation in who is designing surveys and trainings. Feedback post-survey to improve survey success.

Anonymity for HR processes, more awareness of BERT programming.

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Student body is not diverse.  Recruitment is an issue, but the few students that represent historically excluded identities then get tokenized or expected to participate in everything.

Recruitment/retention hampered by funding model. Also scholarships, etc. GRE (for grad) can be a hurdle.

Programs that are helping - Auburn First, Pathway to the Plains, Dual-Enrollment.

Necessary to think and talk about "issues of diversity" because it is preparation for the wider world.

Find ways to connect with students - use the history of our disciplines to talk about who was excluded/included. Find examples that may be outside the hot-button issues

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appearance of doing the minimum needed to look like efforts are being made

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appearance of doing the minimum needed to look like efforts are being made

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With the lack of diversity among the undergraduate student body, it can feel like you are putting underrepresented students on the spot when teaching about DEI issues.

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With the lack of diversity among the undergraduate student body, it can feel like you are putting underrepresented students on the spot when teaching about DEI issues.

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Having the opportunity to attend a series like this has opened my eyes to ideas that I personally had not considered before.

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DEI training at the clerical and support levels.

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DEI training at the clerical and support levels.

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I think there is some level of effort towards expanding DEI among admin, student, faculty, and students at AU

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I think there is some level of effort towards expanding DEI among admin, student, faculty, and students at AU

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I believe many Auburn students have not been exposed to DEI issues, which affords the opportunity to change minds, which may not be the case at other universities.

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I believe many Auburn students have not been exposed to DEI issues, which affords the opportunity to change minds, which may not be the case at other universities.

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Lack of diverse representation at administrative level

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Lack of diverse representation at administrative level

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Apathy or resistance at higher levels (state leadership, BOT, donors)

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Apathy or resistance at higher levels (state leadership, BOT, donors)

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very specific example, but the idea that things/buildings/practices are "grandfathered in" so they don't need attention.

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very specific example, but the idea that things/buildings/practices are "grandfathered in" so they don't need attention.

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Too many old white men

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active pushback from AU administration against DEJI initiatives

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active pushback from AU administration against DEJI initiatives

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Performative in many ways, esp at the admin level

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Performative in many ways, esp at the admin level

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becoming a larger part of the conversation

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becoming a larger part of the conversation

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Lack of institutional instrumental support/buy in/reward/care

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Auburn is trying to increase awareness of DEI issues

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People are paying attention to issue more than in the past

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People are paying attention to issue more than in the past

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Campus openness to engage in continued conversations

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Individual buy in from people/groups such as this