fostering a climate that embraces respect & inclusion

Fostering a Climate that Embraces Respect & Inclusion

Carver College of Medicine Carver College of Medicine 2007 Summer Orientation2007 Summer Orientation

Purpose of PresentationPurpose of Presentation

Co-sponsored with Office of the DeanCo-sponsored with Office of the Dean Learn about University policies and principlesLearn about University policies and principles Learn about diversity and respectful Learn about diversity and respectful

community goalscommunity goals Learn about University resourcesLearn about University resources

Prof. Marcella DavidProf. Marcella David

Special Assistant to the Special Assistant to the President for Equal President for Equal

Opportunity and Diversity & Opportunity and Diversity & Associate Provost for Associate Provost for

DiversityDiversity

The University of IowaThe University of Iowa

University of University of Iowa Iowa Policies and Policies and ValuesValues

The University of Iowa is committed to The University of Iowa is committed to maintaining an environment that maintaining an environment that recognizes the inherent worth and dignity recognizes the inherent worth and dignity of every person, and that fosters of every person, and that fosters tolerance, sensitivity, understanding, and tolerance, sensitivity, understanding, and mutual respect.mutual respect.

Anti-Harassment PolicyAnti-Harassment Policy

Anti-Harassment PolicyAnti-Harassment Policy

. . . This commitment requires that the highest . . . This commitment requires that the highest value be placed on the use of reason and that value be placed on the use of reason and that harassment in the University community be harassment in the University community be renounced as repugnant and inimical to its renounced as repugnant and inimical to its goals. Harassment destroys the mutual trust goals. Harassment destroys the mutual trust which binds members of the community in their which binds members of the community in their pursuit of truth. pursuit of truth.

Nondiscrimination Statement Nondiscrimination Statement

The University of Iowa prohibits The University of Iowa prohibits discrimination in employment, educational discrimination in employment, educational programs, and activities on the basis of programs, and activities on the basis of race, national origin, color, creed, religion, race, national origin, color, creed, religion, sex, age, disability, veteran status, sexual sex, age, disability, veteran status, sexual orientation, gender identity, or orientation, gender identity, or associational preference. . . .associational preference. . . .

Other PoliciesOther Policies

Human Rights PolicyHuman Rights Policy Accessibility PolicyAccessibility Policy Policy on ViolencePolicy on Violence Religious GuidelinesReligious Guidelines

visit visit www.uiowa.edu/~eod for additional for additional policiespolicies

Statement on DiversityStatement on Diversity

The University of Iowa values diversity The University of Iowa values diversity among students, faculty, and staff, and among students, faculty, and staff, and regards Equal Employment Opportunity regards Equal Employment Opportunity and Affirmative Action as tools to achieve and Affirmative Action as tools to achieve diversity. The University believes that a diversity. The University believes that a rich diversity of people and the many rich diversity of people and the many points of view they bring serve to enhance points of view they bring serve to enhance the quality of the educational experience the quality of the educational experience at The University of Iowa. at The University of Iowa.

Diversity & Educational ExcellenceDiversity & Educational Excellence

2005 – 2005 – The Iowa Promise, The Iowa Promise, the UI Strategic the UI Strategic Plan for 2005-2010, identifies diversity as Plan for 2005-2010, identifies diversity as one of our main goals, linking diversity of one of our main goals, linking diversity of the faculty, staff and students to the faculty, staff and students to educational excellence and identifying as educational excellence and identifying as a priority creating a “welcoming climate” a priority creating a “welcoming climate” where all can succeed.where all can succeed.

Iowa’s Diversity (2006)Iowa’s Diversity (2006)

Iowa’s Population: 2.98 million Percentage white: 91% Over 500,000 Iowans are 62 years of age

Iowa in the FutureIowa in the Future

Is predicted to be . . .Is predicted to be . . . Increasingly diverseIncreasingly diverse OlderOlder Smaller populationSmaller population Brain drain – younger more educated Brain drain – younger more educated

leaving the stateleaving the state

Our Current State – UI Statistics Our Current State – UI Statistics (2006)(2006)

Diversity of FacultyDiversity of Faculty Gender diversity: 34%Gender diversity: 34% Racial & ethnic diversity: 15%Racial & ethnic diversity: 15%

Diversity of Student BodyDiversity of Student Body Gender diversity: 52% womenGender diversity: 52% women

• 8% undergrad women STEM8% undergrad women STEM• 15.5% grad women STEM15.5% grad women STEM

Racial & ethnic diversity: 9.1%Racial & ethnic diversity: 9.1%

CCOM Diversity (2006)CCOM Diversity (2006)

Faculty DiversityFaculty Diversity Gender diversity of faculty : 26%Gender diversity of faculty : 26% Racial & ethnic diversity of faculty: 14%Racial & ethnic diversity of faculty: 14%

Student DiversityStudent Diversity Gender diversity: 46%Gender diversity: 46% Racial & ethnic diversity: 11%Racial & ethnic diversity: 11%

Diversity Best PracticesDiversity Best Practices

To cultivate skills to create a culturally sensitive environment where students and staff can achieve and to maximize patient satisfaction.

Cultural CompetenceCultural Competence

CultureCulture:: a learned set of shared a learned set of shared interpretations about beliefs, values and interpretations about beliefs, values and norms, which effect the behavior of a norms, which effect the behavior of a relatively large group of people.relatively large group of people. QuestionQuestion: : how would you describe Midwest how would you describe Midwest

Culture as a subset of US Culture?Culture as a subset of US Culture? QuestionQuestion: : how would people in other parts of how would people in other parts of

the US describe Midwest Culture as a subset the US describe Midwest Culture as a subset of US Culture?of US Culture?

Caution: Diversity as a Crutch Caution: Diversity as a Crutch Diversity in others leads us to make Diversity in others leads us to make

assumptions about their beliefs, values, norms assumptions about their beliefs, values, norms and associated behaviors.and associated behaviors.

Be AWARE of the possible influences of culture, Be AWARE of the possible influences of culture, but DON’T rely on stereotyping.but DON’T rely on stereotyping.

Caution: Impact of StressCaution: Impact of Stress

Stress can magnify Stress can magnify behavior, including behavior, including those behaviors those behaviors associated with associated with beliefs, values and beliefs, values and normsnorms

Cultural Competence Cultural Competence

Cultural CompetenceCultural Competence: : the ability of an the ability of an organization and its personnel to organization and its personnel to understand the impact of cultural variables understand the impact of cultural variables in its daily operations and utilize the in its daily operations and utilize the contexts to enhance satisfaction and contexts to enhance satisfaction and productivity.productivity.

Areas of Cultural CompetenceAreas of Cultural Competence

Values and attitudesValues and attitudes Communication stylesCommunication styles Physical environmentPhysical environment Policies and ProcedurePolicies and Procedure

The Power of PerceptionThe Power of Perception

In the first few moments you see someone you notice and In the first few moments you see someone you notice and make judgments based on:make judgments based on:

1) Skin Color1) Skin Color 6) Eye Contact6) Eye Contact

2) Gender2) Gender 7) Movement7) Movement

3) Age3) Age 8) Personal Space8) Personal Space

4) Appearance4) Appearance 9) Touch9) Touch

5) Facial 5) Facial ExpressionsExpressions

Jane Elsea, The 4 Minute Sell

The Power of PerceptionThe Power of Perception Culture influences all we say and doCulture influences all we say and do

Standing distanceStanding distance Handshake, eye contactHandshake, eye contact First name / titleFirst name / title Dealing with conflict, praise or criticismDealing with conflict, praise or criticism How we say “no”How we say “no” Loud or soft voiceLoud or soft voice Treatment of subordinatesTreatment of subordinates Treatment of people differencesTreatment of people differences Direct v. indirect communicationDirect v. indirect communication

Missed OpportunitiesMissed Opportunities

Micro Messages – unconscious ways of Micro Messages – unconscious ways of setting up barriers to communicationsetting up barriers to communication “We’ve tried that idea before” “You weren’t here when…” “Take my word for it” “I don’t see how that can work” “You’re missing the point” “Yes, but….”

www.insighteductionsystems.com

Tolerance ScaleTolerance Scale

Understanding & Respect Acceptance Tolerate Avoid Repulsed By

Your goal might be “tolerance,” but is that really much of a goal?

Sexual HarassmentSexual Harassment

Sexual harassment is reprehensible and will not be tolerated by the University. It subverts the mission of the University, and threatens the careers, educational experience, and well-being of students, faculty, and staff.

Sexual Harassment is...Sexual Harassment is...

…persistent, repetitive or egregious conduct directed at a specific individual or group of individuals that a reasonable person would interpret, in the full context in which the conduct occurs, as harassment of a sexual nature . . .

UI Policy on Sexual Harassment

Myths and RealitiesMyths and Realities

Myth Reality

Sexual harassment is rare

It is common

Allegations are exaggerated / made up

Less than 1% are brought in bad faith

Victim “asked for it” It’s a power issue

Concerns women only Everyone is protected

Prevalence of Sexual HarassmentPrevalence of Sexual Harassment

EEOC & FEPAs FY 2006

12,025 (15.4 % by males) 3,430 merit resolutions

AAUW (2005) 89% college students say

harassment occurs 62% college students

report they have been harassed

University of Iowa FY 2006 28 (10% by males)

8 Founded 51% of staff reported

experiencing harassment during last 10 years

48% of faculty 54% of students

(EEOC) Equal Employment Opportunity Commission and (FEPA) Fair Employment Practices Agencies (state agencies)

Types of HarassmentTypes of HarassmentQuid Pro Quo

Submission is made or threatened to be made a term or condition of work/education, or

Submission or rejection used as a basis for a decision

Hostile Environment Conduct has the purpose or effect of unreasonably

interfering with work or educational performance, or of creating an intimidating or hostile environment

Complaint ProcessComplaint Process

Who may file a complaint? Any member of the University

community (student, staff, faculty) who is a

– Victim or– Third party

The University itself

Complaint ProcessComplaint ProcessWho may be accused? Any member of the University

community– Student, staff, faculty

Third Parties interacting with UI students, staff, faculty

– Students, contractors, salespeople, patients, customers

Complainant’s OptionsComplainant’s Options

Communicate directly with Alleged Harasser.

Initiate Informal Resolution with Academicor Administrative Officer.

Initiate Informal or Formal Complaint with the Office of Equal Opportunity and Diversity.

Consult with confidential resources.

Academic/Administrative OfficersAcademic/Administrative OfficersDeans, DEO’s, Directors of

Undergraduate/Graduate Studies Academic Advisors (staff) Director of Office of Equal Opportunity and

Diversity and Designee President, Vice Presidents and Designees Provost and Designee Any Director, Supervisor or Human Resources

Representative

Academic/Administrative OfficersAcademic/Administrative OfficersMust report specific and credible

allegations to the Office of Equal Opportunity and Diversity.

Facilitate informal resolutions and follow-up as appropriate.

Refer formal complaints to EOD. Refer complainants to confidential

resources.

Additional ExpectationsAdditional Expectations

Sexual Harassment Training For Academic/Administrative Officers

Additional Resources: Office of Equal Opportunity and Diversity

www.uiowa.edu/~eod University Resources

http://www.sexualharassment.uiowa.edu/

The Iowa PromiseThe Iowa Promise

Promote a welcoming climate that enhances the educational and work experience for all members of the community and prepares our graduates to live in an increasingly global environment.

The one thing we have in The one thing we have in common is diversity . . . common is diversity . . .

Celebrate it daily!Celebrate it daily!

Thank you for your time and attention.

For more information, please contact me at marcella-david@uiowa.edu