bov$update:$$ diversity$&$inclusion$ini9aves$ · commitmentto$campus^wide$$ systemic$change •...
TRANSCRIPT
BOV Update: Diversity & Inclusion Ini9a9ves
Jeannine Diddle Uzzi, Provost David Roussel, interim Vice President Student Affairs Natalie Jones, Vice President Human Resources August 30, 2019
Department name
Provost Implicit Bias Training for Searches (required and recommended reading assignments) Homework (must-view preparation for search training, 3 items, 15 minutes total) 1. From UCLA Equity, Diversity, and Inclusion, Implicit Bias Resources: https://www.youtube.com/watch?v=R0hWjjfDyCo&feature=youtu.be (Biases and Heuristics) 2. Also from UCLA: https://www.youtube.com/watch?v=hr9xAcWv790&feature=youtu.be (The Implicit Association Test) 3. Harvard University, Project Implicit https://implicit.harvard.edu/implicit/ (Please explore as a guest user, and take a test or two to see how it works.) Highly Recommended for Academic Context (please watch if you can, 12 minutes) 1. American Bar Association video, edited by the University of Oregon (If you have difficulty, it is the FIFTH video under video resources: "Understanding and counteracting implicit bias.") https://facultyhiring.uoregon.edu/video-resources/ Practical Approaches for Search Committees (FYI, 4 minute video and a brief article) 1. "How Start-Ups Are Using Tech to Try And Fight Workplace Bias," NPR, Yuki Noguchi, 9/1/15 (4 minutes) http://www.npr.org/sections/codeswitch/2015/09/01/434896292/how-startups-are-using-tech-to-mitigate-workplace-bias 2. “7 Ways to Eliminate Bias from your Hiring Process,” EAB (text) https://www.eab.com/daily-briefing/2017/06/20/7-ways-to-eliminate-bias
Diversity in Hiring
• Recent Tenure Classes Mirror Percentage of Underrepresented/Minority Students
• Three New Post Doctoral Fellows: Emmanuel Kayambe (Franco American Collec9on); Lance Gibbs (Talbot and African American Collec9on); Adrienne Benally (IDAC Fellow)
Chair Development Series
• Title IX Training, Sarah Holmes • Panel Discussion: Implicit Bias and Inclusive Conversa9on • Esther Anne, Policy Associate (USM) • Marpheen Chan, Southern Maine Regional Educator, Holocaust & Human Rights Center of Maine
• Ma\ Grinder, Lecturer (USM) • Leroy Rowe, Associate Professor of History (USM)
IDAC/AA: Provost
• Provost Leadership on President's Intercultural and Diversity Advisory Council (Proposal on Decolonizing the Curriculum)
• There are three standing sub-‐commi\ees: Co-‐Curricular Programming, Curriculum Development, and Hiring/Employee Rela9ons.
Student Affairs: Updates to move forward • Search for Director of Intercultural Student Engagement
(reports to VP Student Affairs) • Year two consul9ng contract with Deborah Bicknell –
organiza9onal change, conflict resolu9on and facilita9on. • Mul9-‐cultural counselor working 12 hours/week in Student
Diversity Centers (Portland and Gorham) making connec9ons with students
• New student space (Husky Lounge) on the Portland campus open to all students, faculty and staff
• Public Safety commitment to Community Policing programs (bike patrol) and strategies
Student Power and Advocacy
• Goal: Increase student advocacy, power and voice at USM
• Student Leadership Team (leaders from affinity organiza9ons)
• Student involvement in staff hiring process • Invite input on new Student Center design • Encourage and sponsor a\endance at state and regional
conferences (i.e. La9nx Conference) • Find ways to have a Student Government that is more
representa9ve of the student body
Programming for Students and
the USM Community • Goal: Increase the number of programs and a>endance at
the programs
• Weekly programming (GA’s, affinity groups, etc.) in the Student Diversity Centers
• Collaborate with internal and external community partners • Con9nue to sponsor annual tradi9ons – Social Jus9ce
Summit, Intercultural Gradua9on and the USM Royal Drag Show and Compe99on
• Co-‐sponsor programs with the Intercultural Diversity Advisory Council (IDAC)
• Promote programs using the Flush Newsle\er, The Intersec9on and the DoSE
Commitment to Campus-‐Wide
Systemic Change • Goal: Look at issues with a more systemic lens to work
proacAvely to address concerns
• Student space needs – need for shared (safe) space and common space
• Policy changes that benefit students and give them voice • Diversity and Inclusion training for student groups, faculty
and staff (Model Safe Zone Training) • Hire outstanding faculty and staff and retain them at USM • Encourage campus-‐leaders to be more engaged and to
develop deeper rela9onships
HR: Workforce Data – EO/AFUM With the newly stated goal of our employee popula9on mirroring our student popula9on (using our affirma9ve ac9on plan as our guide), one of the measurements could be looking at incoming cohorts of employees. Below is an example using AFUM hires/rehires cohort for last AY compared to full popula9on.
Human Resources
However our overall faculty percentage was 2.3% (race/ethnicity minority)*
* Reports full 9me and part 9me regular – See Workforce Profile Report ** Factbook Fall 2018
% of female students 60.58%**
HR: Workforce Data
This EO data is provided on a voluntary basis – this is a low participation rate group.
HR: Strategizing the Search
§ Beyond the tac9cal § Safeguarding the search from bias § Broadening and deepening the candidate pool § Shioing from passive to ac9ve
§ Invi9ng applicants § Marke9ng campaigns/job pos9ngs § Community connec9ons
§ Trainings this FY to date (last 7 weeks)
§ Two hour workshops § 11 Sessions – 60 A\endees § 4 Upcoming Sessions – 13 confirmed so far
HR: Reten9on (turnover)
HR: Suppor9ng Community & Connec9on
§ Upcoming: § Customized planning beyond the orienta9on built with the supervisor and stakeholders for a 6 month on-‐boarding experience
§ Con9nuing the partnership with IDAC to support programming
§ Con9nuing the partnership with Provost Office to support on-‐going Chair Development training & New Faculty Orienta9on