Diversity Leadership Symposium by Nora https://padlet.com/ncorona/16l0ilqj3skl Hackathon en-us 2017-10-02 16:56:01 UTC 2017-10-02 22:45:23 UTC hello@padlet.com Table 4 https://padlet.com/ncorona/16l0ilqj3skl/wish/193225668 Work with leadership to define meaningful and measurable goals to increase diversity and inclusion]]> 2017-10-02 22:13:35 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193225668 https://padlet.com/ncorona/16l0ilqj3skl/wish/193225810 1) training faculty on how to handle potential inflammatory and controversial remarks in advance of when/if they happen
2) incorporating diversity work into A&P criteria
3) providing a regular steam-vent mechanism for faculty for a variety of issues.]]> 2017-10-02 22:14:58 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193225810 From Zoom (MH):1. Diversity should be emphasized as being integral, rather than an added on component. This starts at the top, with strong leadership. https://padlet.com/ncorona/16l0ilqj3skl/wish/193225859 2. There should be adequate investment in resources to help recruit and retain from a talented and diverse applicant pool

]]> 2017-10-02 22:15:20 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193225859 Responsiveness to efforts https://padlet.com/ncorona/16l0ilqj3skl/wish/193226196 When a group, especially trainees, puts in for a grant or project to address diversity, the university should take it seriously and provide significant feedback and encouragement. Otherwise, the process is discouraging.]]> 2017-10-02 22:18:06 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193226196 https://padlet.com/ncorona/16l0ilqj3skl/wish/193226414 From Zoom (Jennifer Best) - the Committee should first aim to fully understand/name the places/venues where Departmental culture and climate play out most visibly, consistently, disturbingly as this will inform the most effective intervention/s. I think this step is usually missed. ]]> 2017-10-02 22:20:20 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193226414 Sharing best practices https://padlet.com/ncorona/16l0ilqj3skl/wish/193226887 Ensure best practices are shared across committees (e.g including decision makers - those hiring or chairing admissions - on the diversity committee) and leveraging CEDI]]> 2017-10-02 22:25:02 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193226887 https://padlet.com/ncorona/16l0ilqj3skl/wish/193227053 D.C. chairs need to talk to each other to coordinate efforts in a resource constrained environment.]]> 2017-10-02 22:26:13 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193227053 Hold leadership for hire/fire and admissions accountable for increasing diversity with diversity committee supporting/assisting leaders https://padlet.com/ncorona/16l0ilqj3skl/wish/193227288 2017-10-02 22:28:22 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193227288 Table 1 https://padlet.com/ncorona/16l0ilqj3skl/wish/193227438 Build a centralized resource for departments and diversity committees to share with the UW Community. For example: diversity language for job postings and hiring, accessible data, implicit bias/microaggressions training, and funding opportunities.

More inclusion of staff and administrators in diversity efforts and professional development.]]> 2017-10-02 22:30:08 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193227438 Ensure WWAMI faculty hires are part of diversity activities (and WWAMI hire/fire at diversity committee table https://padlet.com/ncorona/16l0ilqj3skl/wish/193227470 Departmental diversity committees currently are Seattle centric]]> 2017-10-02 22:30:33 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193227470 Table #3 https://padlet.com/ncorona/16l0ilqj3skl/wish/193227491 The diversity committee can: 
1. Formulate clear, actionable short and long term goals. 
2. Provide training in implicit bias to all, especially anyone who has part in recruitment, hiring and retention.  3. Have explicit practices that promote diversity for any hire and track metrics for accountability.]]> 2017-10-02 22:30:47 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193227491 Respond to issues identified through surveys, etc. https://padlet.com/ncorona/16l0ilqj3skl/wish/193227521 Many units have done focus groups and surveys around inclusion and climate issues. These can be useful in identifying problems and needs. However, it they require adequate response and communication of the results and responses. ]]> 2017-10-02 22:31:05 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193227521 jackiewilson https://padlet.com/ncorona/16l0ilqj3skl/wish/193227583 Have in orientation an intro to URIM to let them know we exist.  Recruit medical students to be a part of it.
Inform students and faculty that our mentors have additional training in diversity.

]]> 2017-10-02 22:31:48 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193227583 Q1 Pitch https://padlet.com/ncorona/16l0ilqj3skl/wish/193227778 2017-10-02 22:33:47 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193227778 jackiewilson https://padlet.com/ncorona/16l0ilqj3skl/wish/193227858 Additional support and training for faculty on how to work with these issues. Have under represented on hiring and admissions committees.]]> 2017-10-02 22:34:40 UTC https://padlet.com/ncorona/16l0ilqj3skl/wish/193227858 Table 5 https://padlet.com/ncorona/16l0ilqj3skl/wish/193227928  
Show, don’t tell---we must make diversity visible in our departments.  But avoid tokenism, there should be more black people on the campus tour than there are in the webpage photos. 

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