Dean s Message. CFANS Diversity Plan 2/28/11. CFANS: Equity and Diversity in Performance Evaluations

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1 CFANS: Equity and Diversity in Performance Evaluations Kimberly D. Hewitt Gabrielle Mead Equal Opportunity & Affirmative Action (EOAA) March 2011 Dean s Message CFANS employees should: Participate in diversity initiatives. Build and demonstrate commitment to inclusive and diverse work environment. Share involvement in diversity work. Describe activities that build understanding. Set diversity performance goals. - Dean Allen S. Levine, April 20, 2010 CFANS Diversity Plan CFANS: Embraces diversity and excellence. Promotes equal opportunity, affirmative action, and multiculturalism. Strives to create experiences promoting excellence through diversity. Strives to create experiences free of intolerance and coercive behaviors Revised CFANS Diversity Plan 1

2 Objectives In this presentation, we will: Identify Dean s, CFANS, and University s equity & diversity goals Define diversity Understand the importance of equity & diversity Describe ways to incorporate equity & diversity into the performance of your job duties, performance, and culture Provide guidance for discussing equity & diversity in performance evaluations U s Policy The University shall provide equal access to and opportunity in its programs, facilities, and employment with out regard to race, color, creed, religion, national origin, gender, age, marital status, disability, public assistance status, veteran status, sexual orientation, gender identity, or gender expression - Board of Regents Equity, Diversity Equal Opportunity, and Affirmative Action Policy What is Diversity? The Office of Equity & Diversity (OED) serves a broad definition of diversity that includes: People of Color, including historically underrepresented groups and new immigrant populations; People with both visible and invisible disabilities; Women; People of various gender and sexual identities and expressions; First-generation students from economically disadvantaged backgrounds. - Reimagining Equity and Diversity: A Framework for Transforming the University of Minnesota 2

3 Why Diversity? Allows everyone opportunity for personal growth Fosters knowledge and understanding Cultivates appreciation of differences in others backgrounds, perspectives, approaches, and opinions Why Diversity? Discourages stereotyping Maintains fairness Maintains morale; therefore, productivity, excellence, and success Why Diversity? Makes space for creativity in approaches to problem solving Encourages innovation in research and results Promotes the achievement of excellence Prepares students to compete and be successful in multicultural environment 3

4 Preparation Creativity Innovation Knowledge Excellence Diversity Understanding Productivity Fairness Success Morale Diversity Is Everybody s Everyday Work. Incorporating Diversity Use diverse research sources and methods Consider diverse perspectives in courses and majors Design projects (outreach, teaching, research) in crosscultural contexts Partner with diverse communities E.g., St. Paul Campus GLBTA Advisory Group Medical School and Disability Services Strengthen diversity recruitment and retention efforts Incorporate techniques to address diverse learning styles E.g., captioning for in-class videos E.g., alternative evaluation methods Revise job descriptions to emphasize diversity 4

5 Group Activity Revise Job Descriptions Discussion with Employees Review job description; revise to incorporate equity & diversity concepts CFANS Diversity Plan Identify specific events (including, e.g., workshops, trainings, conferences) attended that reflect or encourage thinking about equity & diversity Identify efforts made in work that reflect or encourage thinking about equity & diversity How has work environment been improved as a result of work in these areas? How has work been enhanced by work in these areas? How has academic environment been improved as a result of work in these areas? Consider challenges or barriers in workplace or academic environment and solutions to those challenges or barriers (potential and actual) Discussing with Employees Describe how these experiences, efforts, and/or activities have: improved your understanding of equity and diversity, supported an equitable and diverse work and academic environment, and otherwise enhanced your work. 5

6 Discussing with Employees Going Forward Identify challenges for next year Define goals for next year (see Incorporating Diversity ) Provide list of trainings and other events Provide list of resources Group Activity Role Play Perf. Review: Best Practices Reminder! Determine whether job is accurately reflected in job description Use specific examples Address performance issues Set goals for performance improvement 6

7 Resources CFANS Diversity & Inclusion Office of Equity & Diversity (OED) Disability Services Equal Opportunity and Affirmative Action (EOAA) Gay, Lesbian, Bisexual, Transgender, Ally (GLBTA) Programs Multicultural Center for Academic Excellence Office for Diversity in Graduate Education Women s Center Organizational Effectiveness www1.umn.edu/ohr/orgeff/ Questions? 7