Introducing
Your new presentation assistant.
Refine, enhance, and tailor your content, source relevant images, and edit visuals quicker than ever before.
Trending searches
Diversity & Inclusion @Peace: Finding & Using Your Voice!
12
Office of Diversity & Inclusion
Programs, Services, University Values & YOUR LEADERSHIP
The Team
Introduction
Grad Intern
Elizabeth Moran
S Reed Director
Stephanie Reed, Director
My Identities/Group Memberships & Pronouns:
- US Citizen
- African-American
- Neuro-Typical
- Gen Xer (approaching middle aged)
- Christian
- Cis-gendered--Female
- Able bodied
- A "northener"
- PRONOUNS: She, Her, Her's
WHO Are DEEP Leaders?
- Diversity Educators Empowering Peace
- Peer educators--similar to student ambassadors (but for D&I Office) began in the office this Fall.
- DEEP leaders assist with diversity programs on campus & can be used s a resource.
Deep Leaders
Sample Programs
Programs & Services
More Sample Programs...
Other Programs
...building a multicultural campus experience
The Office & Our Values
This office is a RESOURCE for the campus community
OFFICE OVERVIEW
- Support & Advocacy
- Training & Education
- Community Building
MISSION
Mission & Vision
WPU Office of Diversity & Inclusion provides support, advocacy, training & education and community building events and programs for the WPU students, faculty and staff.
The office has a programmatic focus on the needs and interests of minority students including students who identify as members of marginalized groups or identities such as LGBTQIA+, first generation college students, women, international students, African American, Latinx/Hispanic, Asian, Native American, Pacific Islander, etc.
We provide opportunities and initiatives for those who seek multicultural awareness, cultural competency, inclusive leadership training, greater capacity for equity and celebration of diversity.
Institutional Value:
Diversity, Inclusion & Respect:
Diversity, Inclusion & Respect
- All community members recognize diversity within the institution
- All community members engage ALL the types/dimensions of diversity present--because this enhances our learning/ working experiences
- All community members lead with RESPECT in doing these things.......
- This is how we MODEL the Diversity, Inclusion & RESPECT value
Institutional Value:
Commitment to Community
Commitment to Community
- Our community members actively seek & model inclusion
- Our community members practice using inclusive language
- Our community members disrupt bias (communication, & actions) exclusionary norms, behaviors & practices
- These actions contribute to "creating a thriving campus culture that has a positive impact..."
How do you as campus Leaders do this?
HOW ?
- Use Inclusive Language & Guidelines for Inclusive Communication
- Interrupt Bias OR report Bias (if its not something you can navigate on your own)
- Partner or Collaborate with DEEP leaders
LET'S PRACTICE WITH ACTIVITIES!
Practice Inclusive Leadership
DISCUSSION
Talk Across Difference or Conflict with
CIVILITY
Making Meaning
Why All this Matters....
Creating An Inclusive Campus Community
Our organizational VALUES
Lead with INSTITUTIONAL NEEDS versus personal beliefs
We must model engaging in our differences with RESPECT & CIVILITY
A sense of belonging is felt by all members; and intentional work to address barriers to this sense of belonging
REMEMBER, Diversity is who we are; RESPECTFULLY engaging in who we are fosters the INCLUSION
we seek!
Making Meaning
AVOID COMMON DIALOUGE PITFALLS
- PLEs (Perfectly Logical Explanation)
- Yeah, but....
- That happens to me/my group too
- I know someone who_____and they don't feel that way
- That doesn't happen to me; therefore it doesn't exist
- Don't you think that......(insert rationalization here)
- You're overreacting or You're too sensitive
- Oh, I know them, they're a good person, he/she would never do that!
- You just misunderstood me
Making Meaning
Helpful Tactics:
1. Gather more information
- "Help me understand more about what you mean"
2. Clarify what you heard
- "To make sure I understand your point." "Are you saying that..." "So you believe..."
3. Ask the person to walk you through their thought process so you can better understand how they came to their assumptions/conclusions.
- "What has been your experience that led you to that conclusion?"
4. Assume Positive intent OR Give the benefit of the doubt
- "An unintended outcome of that thought/idea could be....."
5.Invite others to engage in the exchange/dialogue
- "I'm curious what others are thinking? What other ideas do you all have?