# data[].attributes.body
Different people on our team have different communication styles/need more time/space to process and answer these kinds of questions. It would be good to keep that in mind for future training/discussions. (This is why the individual reflection time is so great! Let's keep doing that.)

# data[].attributes.body
Next learning opportunity - not book based

# data[].attributes.body
Think of 1-2 things YOU can do and bring those to the next all-staff and/or to your next PDMP.

# data[].attributes.body
Talk with your manager about what next actionable step you can take.

# data[].attributes.body
Place to put ideas for next steps

# data[].attributes.headline
Provide Catlin book on hiring to future MERIT search committees

# data[].attributes.subject
Provide Catlin book on hiring to future MERIT search committees

# data[].attributes.body
This venue (last 10 minutes) might not be the best moment for critical action decisions. But follow-up is necessary.

# data[].attributes.body
Many of the discussions we had never lead into ways we could apply lessons to our culture

# data[].attributes.body
Appreciated that each discussion began with a review of the materials. Chance to warm up before starting the conversations.

# data[].attributes.body
Appreciate the work that Jim put in re: providing structure. These things can't happen unless someone implements conversation strategies. Having a leader for this was very helpful.

# data[].attributes.body
Book provided concrete personal strategies as well as larger organizational strategies. Facilitates individual actions that benefit the whole. Balance of thought work vs concrete action.

# data[].attributes.body
I never did get a copy of the book...

# data[].attributes.body
More full group discussions - often small group discussions felt like they just ended and we didn't really do anything or learn anything, just talked and sometimes the talks would turn negative, possibly due to lack of appropriate structure or full understanding for discourse

# data[].attributes.body
Really like the book selection. Great for getting really practical, actionable things that we all can do.

# data[].attributes.headline
Choose a point person or group for implementation

# data[].attributes.subject
Choose a point person or group for implementation

# data[].attributes.headline
Provide Better Allies Book to every new staff member

# data[].attributes.subject
Provide Better Allies Book to every new staff member

# data[].attributes.body
So they have the same understanding and expectations as the rest of us who were here for these conversations.

# data[].attributes.body
Publicly call out certain tasks (like cleaning the fridge) so that it stays on everyone's radar (repeat from past note)

# data[].attributes.headline
Transition from EDI Learning to EDI Doing

# data[].attributes.subject
Transition from EDI Learning to EDI Doing

# data[].attributes.body
Having actual EDI work count towards our PD hours

# data[].attributes.body
Let's keep building on the good work that's already been done in this area.

# data[].attributes.body
This work belongs to all of us. Find a way to keep everyone involved.

# data[].attributes.body
I appreciated having the opportunity to hear anonymously from coworkers I don't regularly have a chance to interact with and learn more about their perspectives.

# data[].attributes.body
Taking action: Doing a pay equity evaluation. Remodeling/updating our bathrooms to be ADA compliant and all gender. Continue evaluating and changing our hiring practices and onboarding/retention practices. Ally coaching.

# data[].attributes.body
There are policies that can be created: Code of conduct. Distribution of labor and other non-PD tasks.

# data[].attributes.body
Translate a select # of these brainstorming ideas into action.

# data[].attributes.body
Much of the EDI professional development I've done has been self-directed and done alone. I appreciated the opportunity to do this learning as part of our larger MERIT community. It's given us a shared understanding and vocabulary, and I've seen real changes in colleagues as a result of these conversations

# data[].attributes.body
Not everyone at MERIT experiences our culture in the same way.

# data[].attributes.body
Making a few individual and organizational commitments that translate into measurable action. Incorporate the individual commitments/goals into the formal annual review process?

# data[].attributes.headline
Do the Gallup Climate Poll this year and next, to get a baseline of where MERIT culture really is

# data[].attributes.subject
Do the Gallup Climate Poll this year and next, to get a baseline of where MERIT culture really is

# data[].attributes.headline
Choose what we want to improve, and then figure out how to measure it

# data[].attributes.subject
Choose what we want to improve, and then figure out how to measure it

# data[].attributes.headline
A sunshine committee (or a party/culture planning group)

# data[].attributes.subject
A sunshine committee (or a party/culture planning group)

# data[].attributes.body
Different than MOVRs, how can we share this work?

# data[].attributes.body
Seeing and hearing the reality that not everyone in MERIT sees our culture the same way.

# data[].attributes.headline
Office housework - more distributed now, still not perfect

# data[].attributes.subject
Office housework - more distributed now, still not perfect

# data[].attributes.body
If people aren't stepping up, why not? Time/schedule/not loving social events/

# data[].attributes.body
Having real conversations with coworkers about these topics was great! Just reading something on your own doesn't give you practice talking about it, so I really appreciated getting to have these meetings

# data[].attributes.body
Reading a book isn't everyone's forte.

# data[].attributes.body
I have appreciated the regularity and intentionality of the conversations. We picked something and did it (almost) every month. May not have been perfect, but nothing is. We now have a big list of ideas that we can pick from and commit to—as individuals and as an organization.

# data[].attributes.body
I speak up when I see discrimination or exclusion. I need to not be afraid to speak up and say something!

# data[].attributes.body
to find out whether there are other (possibly more equitable) ways to do things

# data[].attributes.body
Treat you based on experience with you, not on stereotypes or rumors.

# data[].attributes.body
LISTENER: This one is something anyone can do regardless of position or job description.

# data[].attributes.headline
Using positional power in plumber, listener, megaphone, and champion

# data[].attributes.subject
Using positional power in plumber, listener, megaphone, and champion

# data[].attributes.headline
Examining our own culture and how people experience it differently

# data[].attributes.subject
Examining our own culture and how people experience it differently

# data[].attributes.headline
Anna and Lisa to have WIGrow Convos with permanent staff

# data[].attributes.subject
Anna and Lisa to have WIGrow Convos with permanent staff

# data[].attributes.headline
Idea that we are done with this work - or ever will be. It's a process.

# data[].attributes.subject
Idea that we are done with this work - or ever will be. It's a process.

# data[].attributes.headline
The devaluing, demoralizing, defunding of this work (and calling it woke)

# data[].attributes.subject
The devaluing, demoralizing, defunding of this work (and calling it woke)

# data[].attributes.body
We believe minorities when they speak about their lived experiences.

# data[].attributes.headline
Fear of making other people feel uncomfortable

# data[].attributes.subject
Fear of making other people feel uncomfortable

# data[].attributes.body
Just treating one another with courtesy and respect is not enough, and we should provide more material support for EDI.

# data[].attributes.headline
Not forgetting the B in this work - belonging

# data[].attributes.subject
Not forgetting the B in this work - belonging

# data[].attributes.body
We focus on the 4 hours of training, 4 hours of DOING should count!!!

# data[].attributes.body
I have a friend who is X... (over generalizing from a exceptionally small sample size)

# data[].attributes.body
Tired of hearing about things we need to do and not seeing any action on them. (Especially things outside our control.)

# data[].attributes.body
And then not doing the work

# data[].attributes.body
All lives matter.

# data[].attributes.body
What we are doing is scratching the surface and not doing the work

# data[].attributes.body
assigning a campus peer mentor to new employees (in more than one area if necessary)

# data[].attributes.headline
Encourage Committee / Stretch Opportunities

# data[].attributes.subject
Encourage Committee / Stretch Opportunities

# data[].attributes.body
Continue or make louder the wish that MERIT staff join campus committees that reflect their work/career interests

# data[].attributes.headline
Make sure explicit, intentional conversations are happening with ALL staff

# data[].attributes.subject
Make sure explicit, intentional conversations are happening with ALL staff

# data[].attributes.headline
Align PD opportunities with professional goals. 

# data[].attributes.subject
Align PD opportunities with professional goals. 

# data[].attributes.body
Both permanent and student staff know that they can ask to take part in projects or lead projects that add to their expertise/career goals

# data[].attributes.body
Help people find the professional development opportunities that work for their skill set that they either have or want to develop.

# data[].attributes.body
Direct communication and respecting everyone's individuality

# data[].attributes.body
Create opportunities for people to envision their personal Future Desired State then support them in getting there

# data[].attributes.body
For PD opportunities

# data[].attributes.body
Ask staff regularly and explicitly what their career goals are — don't make assumptions.

# data[].attributes.body
Sharing campus jobs outside of MERIT that would be promotions or steps-up.

# data[].attributes.headline
Making "stay interviews" a feature of mid-point and annual PMDPS

# data[].attributes.subject
Making "stay interviews" a feature of mid-point and annual PMDPS

# data[].attributes.body
That we are actively asking all staff how they are wanting to grow

# data[].attributes.body
The extraordinary leadership support with professional development goals.

# data[].attributes.body
MERIT makes it easy for its employees to take time for PD.

# data[].attributes.body
The encouragement that everyone gets to take advantage of any professional development opportunities.

# data[].attributes.body
That appeals their future career goals

# data[].attributes.body
Lots of funding opportunities for Prof. Dev.

# data[].attributes.body
More intentional finding and sharing of professional development opportunities - targeted?

# data[].attributes.body
Less back-patting; more tangible career-advancing deliverables.

# data[].attributes.headline
Asking for specific feedback on recent projects/ideas - individually especially for women/poc

# data[].attributes.subject
Asking for specific feedback on recent projects/ideas - individually especially for women/poc

# data[].attributes.headline
A sandwich of one thing you are doing great, one area of growth and another area you are succeeding in!

# data[].attributes.subject
A sandwich of one thing you are doing great, one area of growth and another area you are succeeding in!

# data[].attributes.body
Know how the person prefers to communicate and use their preferred method instead of your own.

# data[].attributes.body
Take care of things right away. Acknowledge. Don't let things sit.

# data[].attributes.body
Use this technique to provide feedback, both negative and positive

# data[].attributes.body
Be mindful of traditionally gendered feedback. Words like "Bossy" and "needy" and especially loaded and generally not directed at male employees.

# data[].attributes.body
Tie to organizational goals

# data[].attributes.body
Giving feedback can be difficult for some people. Find ways to break the tension and make it easier for everyone.

# data[].attributes.body
Practice giving feedback to those who supervise us.

# data[].attributes.body
Important to have knowledge of the priorities of the group for both the reviewer and reviewee to start on common ground

# data[].attributes.headline
Modeling our Values during the hiring and onboarding

# data[].attributes.subject
Modeling our Values during the hiring and onboarding

# data[].attributes.body
Really placing yourself in their shoes
Specificity regarding parking, prayer breaks, etc
Personalized notes regarding candidates who are not progressing (invited them to connect on LinkedIn

# data[].attributes.headline
Look into the relationship between remote work and diversity.

# data[].attributes.subject
Look into the relationship between remote work and diversity.

# data[].attributes.headline
Be careful about required and desired content in our postings.

# data[].attributes.subject
Be careful about required and desired content in our postings.

# data[].attributes.headline
Remove indentifying content in applications - institutional affiliations.

# data[].attributes.subject
Remove indentifying content in applications - institutional affiliations.

# data[].attributes.headline
Consider what diversity means when working in Higher Education

# data[].attributes.subject
Consider what diversity means when working in Higher Education

# data[].attributes.headline
Actually hiring people from diverse backgrounds

# data[].attributes.subject
Actually hiring people from diverse backgrounds

# data[].attributes.headline
Thinking about UW Madison brand vs SoE Brand

# data[].attributes.subject
Thinking about UW Madison brand vs SoE Brand

# data[].attributes.body
hire outside the box

# data[].attributes.body
There should be additional benefits for living and working in a culturally-difficult location.

# data[].attributes.headline
Also need to remove institutional affiliations during screening

# data[].attributes.subject
Also need to remove institutional affiliations during screening

# data[].attributes.body
What do we do to have an inclusive culture.  Sharing our MOVRs work, or EDI PD requirements.

We want to not just recruit candidates but have a place they want to work at and stay with.

# data[].attributes.body
Need to start describing our work culture and how we are working to improve it.

And communicate with candidates they can ask questions about.