Post on 26-May-2020
A Culture of Diversity and Inclusion
How YOU can contribute…
Malaika Bell, Program Manager
Office of Diversity and Inclusion
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The University of Toledo
• Learning ObjectivesAs a result of attending this session, employees will:
Understand our commitment to diversity and inclusion at UT
Discuss cultural competency, identity, and diversity/inclusion
Recognize bias & stereotype threat
Challenge microaggressions
Facilitate greater inclusion in your spheres of influence
Why are we here?
• Listen actively• Participate to the best of your ability…speaking from your
own experiences• Do not be afraid to respectfully challenge one another by
asking questions, but refrain from personal attacks• Be conscious of body language and nonverbal responses• The goal is not, necessarily, to agree—but to gain a deeper
understanding
Let’s agree on some Ground Rules
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• Definition--The wide variety of shared and different personal and group characteristics among human beings.
• Diversity is a core value of The University of Toledo.
• It is essential to our ability to survive and thrive!
• Every individual is a necessary asset, and we demonstrate this in our policies, practices, and everyday operating procedures
DIVERSITY
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• An inclusive environment provides opportunity for full participation in the life of the university by each of its members. The inclusive university embraces differences and fosters a sense of belonging among all its members, including faculty, staff, students, and the surrounding community.
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INCLUSION
The University of Toledo
Office of Diversity and Inclusion Mission Statement
The mission of the Office for Diversity and Inclusion is to sustain and embrace a diverse, inclusive
campus environment through fulfillment of the goals detailed in our Strategic Diversity Plan.
7The University of Toledo
Office of Diversity and Inclusion
Staff (left to right):
Willie McKether, Ph.D., Vice President/Vice Provost
Jennifer Pizio, Director
Malaika Bell, Program Manager
Veralucia Mendoza, Secretary
8The University of Toledo
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Federal Lawshelp guide policy regarding discrimination and help maintain a welcoming and inclusive atmosphere
Title 7 of the Civil Rights Act of 1964Americans With Disabilities Act (ADA)
Enjie Hall, ADA Compliance Office419-530-5792
Title IX of the Education Amendments of 1972Donald Kamm, Director, Title IX and Compliance 419-530-3152
Cultural CompetenceCultural Knowledge
+ Cultural Sensitivity
+ Cultural Awareness
• Doesn’t occur as a result of a single day of training, or reading a book, or taking a course. We become culturally competent over time. But, this session
is a good place to start!
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“One’s own culture and identity provides the ‘lens’ through which we view the world; the ‘logic’… by which we order it; the ‘grammar’… by which it makes sense.”Avruch and Black, 1993
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• We are unique individuals and members of many identity groups.
• Group identities can come with societal assumptions.
• People tend to treat us based on our group memberships first.
• Treatment based on assumptions and stereotypes.
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Identity and Group Memberships
The University of Toledo
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• Attitudes or stereotypes that affect our understanding, actions, and
decisions in an unconscious manner.
• Biases may manifest in relation to any perceived identity
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Implicit Bias
The University of Toledo
Race/Ethnicity
Religion
Ability Level
Sexual Orientation
Gender
Age
Sexual Orientation
https://www.youtube.com/watch?v=DWynJkN5HbQ
MICROAGGRESSIONShttps://www.youtube.com/watch?v=hDd3bzA7450
• A form of “unintended discrimination”
https://www.youtube.com/watch?v=8RfwnibEd3A
https://www.youtube.com/watch?v=8RfwnibEd3A
16The University of Toledo
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Being an Active Bystander
• Identify the emergence of bias• Decide to address the situation• Take action
• Use humor
• Be literal/refuse to rely on the assumption being made
• Ask questions that invite discussion
• State that you are uncomfortable
• Use direct communication
• Continue the conversation