Campus Efforts

Academic Units

Arts

 

Committee(s)

College-wide DEI Committee, fall 2021 will see this transition to a more broadly representative, elected Access, Equity, and Inclusion committee.

Strategy / Governance

One pillar of Strat Plan = Access, Equity, and Inclusion as Functional Catalysts. Bylaws for all units being reviewed or have already been revised with a focus on T&P criteria. A unified process for students to raise concerns is in the final stage of development.

Training

People’s Institute for Survival and Beyond continues to work with faculty and staff, both in short and long workshops.

Recruitment / Retention

Continuing model developed in 2018-19 utilizing provocateurs, meta-narrative and minimum qualifications that include promoting access/equity/inclusion and change. Staff Council is working to bring this model to staff hiring as well.

Research

Ryan Hope Travis awarded an Advancing Racial Justice grant from UF; Dr. Porchia Moore recovering plantation narratives from an anti-racist Museum Studies perspective; Dr. Imani Mosley destabilizing the relationship between classical music and white supremacy.

Curriculum

Adopted a form that can accompany all requested curricular changes that foregrounds how the change serves Access, Equity and Inclusion, form will roll out fall 2021. All units will be asked to develop process to review curricula with an eye to AEI; CAM is completing an Equity Audit of their curriculum.

Climate Survey

Black Arts Coalition (student group) has reached out to the DEI committee, and the two will collaborate on a survey.

Communications

Theatre+Dance revised Student Handbook to surface how students can report concerns to the unit, the college, or the university.

Events

Dean Ozuzu has charged each leader to host at least one event around anti-racism in their area. Most events are completed, with April dedicated to student performances, showcases, and exhibitions.

Dean's Message

From the Desk of the Dean 

Awards / Recognition

 

Community

In partnership with members of the Porters Quarters and Sugar Hill communities, submitted successful ITN to City of Gainesville re occupancy of Old Firehouse on Main St. for cultural and community health. The Center for Arts in Medicine’s Anti-Racism Repository continues to provide a deep resource to the community at large.

Last Updated

April 2021

 

Business
Committee(s)  
Strategy / Governance  
Training IDEA training for MBA staff and students planned for fall 2020; discussions about other trainings are ongoing
Recruitment / Retention Business school PhD Project aimed at increasing the representation of URM in business school faculty
Research  
Curriculum  
Climate Survey  
Communications  
Events Series of Listening Sessions with different college constituents to create an informed action plan; seminars planned for AY some in association with P&G
Dean's Message  
Awards / Recognition  
Community  
Dentistry

Committee(s)

Inclusion, Diversity, Access, and Equity (IDEA) Workgroup. This group will be comprised of four students (one diversity chair rep per class), four faculty and four staff and the Assistant Dean for Student Advocacy and Inclusion; each Class has a diversity chair

Strategy / Governance

 https://dental.ufl.edu/files/2018/11/18-UFCD-Strategic-Plan-FINAL.pdf

https://dental.ufl.edu/about/administration/shared-governance/

Training

Office of Student Advocacy and Inclusion, Financial Aid and HR received focused training on crisis intervention

Students participate in implicit bias presentations in orientation and again in the second semester of school. Faculty and staff are offered implicit bias training at various times throughout the year.

Recruitment / Retention

Admissions office has strengthened best practices for recruitment of Black students, adding Black student members to the committee and increasing student membership to our Admissions Outreach Ambassadors.  

Research

Convened a powerhouse group from HSC to develop a proposal for the racial injustice seed fund- a first year Black pre-health cohort success program. Cohort begins in March 2021.

Created in partnership with local storytelling event company, Guts & Glory GNV, Black Voices in Research features a cast of five Black biomedical researchers and research professionals at UF. This event was designed to serve as a platform to amplify their stories, to bring awareness to the experiences that have shaped who they are and how their roles have evolved in their fields, and to build and enrich UF’s diverse research community. This event also aims to contribute to the growing discourses of diversity, equity and inclusivity in STEM that are currently taking place all over the world.

Curriculum

Assistant Dean for Student Advocacy and Inclusion has collaborated with the Office of Academic Affairs to examine best IDEA practices as it relates to the curriculum and the education of our students 

The IDEA Workgroup is in the process of developing an Inclusion, Diversity, Equity & Access (IDEA) Educational program where participants (faculty and staff) engage in an interactive multi-course sequence taught by UF faculty with extensive expertise in these topics. The goal is to provide a mechanism to further productive conversations and activities about diversity, equity and inequities within health care and health professions. This will also serve as a model for the continued enhancement of IDEA work within the dental curriculum having a positive impact on faculty, staff and students.

 

Climate Survey

Conducting newly revised survey for students, faculty and staff this fall 

Communications

Living documents on website such as: Black Lives Matter in Academia and https://dental.ufl.edu/wordpress/files/2020/10/IDEA-Initiatives.pdf created cultural bulletins for hallways and on social media

Events

Meeting with Black faculty to hear concerns/interests; Dr. Donna Parker presentation to first-year students on implicit bias and microaggressions, Black History month celebration: fundraiser for black-owned business, Black staff appreciation day, Instagram takeovers with topics like contributions to dentistry, diversity in dentistry and UFCD Black Alumni—who are they

Dean's Message

 https://dental.ufl.edu/about/college-information/message-from-the-dean/

Awards / Recognition

 HEED Award

Community

The mission of Community Dentistry and Behavioral Science is to eliminate disparities in health status and access to health care services, promote optimal oral health, and prevent disease through our research, teaching and service.

Through our research, we strive to integrate behavioral, social, economic, and cultural factors into interdisciplinary multilevel studies of health. Experimental, epidemiologic, and clinical studies form the basis for the portfolio of current research on pain, oral cancer detection and prevention, tobacco use, access to care, as well as ethnic and gender health disparities.

Last updated

March 2021

Design, Construction and Planning

Committee(s)

DCP Diversity Ambassadors; DCP Diversity Committee (meets monthly); Equity Committee formed in the School of Architecture

Strategy / Governance

IDEA final plan approved fall 2020 

Training

Racial Equity and Inclusion Workshop (10/28/2020 and 1/28/2021); School of Architecture Diversity Workshop (9/14/2020)

Recruitment / Retention

Hired a Black female as an assistant professor at the School of Architecture

Research

 Multiple Master Research Projects at the School of Architecture are focusing on IDEA topics this semester.

Curriculum

Some Architectural Studios focus on IDEA; 2nd Year Interior Design Studio focusing on IDEA; Discussion about Diversity Statement in the syllabus.

Climate Survey

Climate Survey for faculty and staff planned for fall 2021

Communications

Diversity Ambassadors student organization are expanding to include the entire University of Florida Colleges. Many students are invited from other colleges and joined the last meeting. They are working on scaling out their mission, vision, and bylaws.

Events

Diversity Ambassadors have started speaker series this semester:

        March 8th 5:00pm

Alexa Brainard, an inspirational deaf woman whose primary research is through DeafScape

  • March 26th 5:00pm
  • A April 23rd 5:00pm

Keith Bostick, Deputy Director of Broward County Sheriff Office

Erika Correa, Psychologist to talk mental health in college students.

 Also, Diversity Ambassadors held weekly office hours for anyone to join and discuss any IDEA related issues.

 IDEA Symposium planned for Fall 2021

Dean's Message

UF DCP Family Stands United 

Awards / Recognition

 

Community

 

Last updated

February 2021

Education

Committee(s)

In Summer 2020, prompted by a letter sent by the COE Black Graduate Students and Allies, the College has launched the Collective for Black Lives and Black Student Advancement (CBSA). The CBSA was formed to immediately address the following student demands in alignment with UF Report A Decade Ahead:

  1. Implement a race-centered graduate degree specialization (UF Decade Ahead Goal 1: Objective 2 – Community Building Climate & Culture)
  2. Increase the number of race-centered courses across the college and require that all students complete at least one of these courses (UF Decade Ahead Goal 1: Objective 2 – Community Building Climate & Culture)
  3. Review professional degree programs to ensure that race and racism is addressed and anti-racism is promoted, not in a singular course, but through each program (UF Decade Ahead Goal 1: Objective 2 – Community Building Climate & Culture)
  4. Hire, promote, and support Black faculty (UF Decade Ahead Goal 1: Objective 1 – Recruitment, Retention & Promotion)
  5. Ensure all Black faculty are granted graduate faculty status (UF Decade Ahead Goal 1: Objective 1 – Recruitment, Retention & Promotion)
  6. Be transparent and implement equitable and consistent hiring practices for graduate assistantships (UF Decade Ahead Goal 1: Objective 3 – Finding, Research, & Policies)
  7. COE should lead intentional efforts to attract, recruit, and support Black students as it contributes to the efforts of diversifying the field of education (UF Decade Ahead Goal 1: Objective 1 – Recruitment, Retention & Promotion)
  8. The College of Education should create and fill an Assistant Dean for Diversity and Inclusion position.

The CBSA is comprised of current students, alumni, donors, faculty, staff, and administrators reflecting comprehensive stakeholder collaboration in planning and implementing contributions to which the COE community will address and dismantle institutional racism while building up thoughtfully designed strategies for embracing and studying models of racial equity. The COE Collective includes four committees enacting the vision of the Collective:

  • Student Recruitment, Experiences, & Success
  • Faculty Recruitment, Development, & Research
  • Curricular Opportunities for Understanding Racism & Anti-Racism in Education
  • Supporting IDEA Initiatives via Advancement

Strategy / Governance

The College of Education has established a collective structure to support racial justice initiatives. The four CBSA Committees in addition to Faculty Policy Council (FPC) and FPC Ad Hoc Committees have been collaborating toward the following overarching goals:

  • Goal 1: Create an inclusive academic- and working-environment, in which best practices for addressing social justice, diversity, and anti-racism on behalf of students, staff, and faculty are emphasized.
  • Goal 2: Develop curricular and extra-curricular experiences that delve into the intersections of race, racial history, and the field of education.
  • Goal 3: Promote intercultural competency through community-building, welcoming climate, and culture of respect, transparency, and inclusivity.

Training

  • May – October 2020: Faculty and Staff conducted Mindfulness Practices with a focus on creating spaces for mindful conversations about race and racism.
  • October 2020: Groundwater Approach Professional Development – Lastinger Center
  • November – 2-day Workshop, Equity, Empowerment, and Engagement: Collaborating with Predominantly Black Community Organizations, presented by Dr. Janice Parker (William & Mary) - The FPC Lectures, Seminars, and Awards Committee

Recruitment / Retention

Faculty Recruitment, Development & Retention Committee established priorities centered on recruitment and retention of Black faculty. The following preliminary goals were drafted in December 2020:

  1. Develop a statement of Core Principles by Fall 2021.
  2. Implement Best Practices Guidelines by Summer 2021.
  3. Operationalize what “supportive environment means” by Fall 2021, to create and maintain a productive and supportive environment.
  4. Establish a schedule of speaker series and diversity training opportunities during the academic year to enhance professional development by Fall 2021.
  5. Provide robust support for T&P Process and evidence of support (e.g., mentorship, research support, how biases are handled within course evaluations, etc.) for candidates by Fall 2021 and beyond.
  6. Implement consistent hiring policies across schools by Fall 2021 and beyond.
  7. Create a Dean of Diversity position responsible for implementation of all anti-racist and Black & BIPOC faculty supports and initiatives.

Black Student Recruitment, Experience, and Success Committee drafted the following preliminary goals in December 2020:

  1. Enhance scholarships and funding opportunities available to Black graduate students in COE programs.
  2. Engage in intentional recruitment efforts across the state.
  3. Conduct a survey and complete interviews with current Black students and graduates of COE programs to gather perceptions and experiences of program and college culture.
  4. Annually gather, analyze and report data on Black student representation in programs at all degree levels, amount and types of financial support/assistantships to students based on race/ethnicity.
  5. Establish Student Ambassadors program to engage in recruitment, retention, and resource support to Black students.

*All items above involve actions steps contingent upon funding

Holmes Scholars (https://education.ufl.edu/student-services/holmes-scholars/):

The Holmes Scholars Program is sponsored by the American Association for Colleges of Teacher Education (AACTE). The AACTE Holmes Scholars Program provides mentorship, peer support, and rich professional development opportunities to doctoral students from traditionally underrepresented backgrounds who are pursuing careers in education. The Holmes Scholars at UF are a group of diverse doctoral students from underrepresented communities committed to diversifying educational spaces (Coordinator: Dr. Erica McCray).

Research

Funded by UF Racial Justice Grant:

  • Matrix of Anti-Racism across the Curriculum (MARC): Building theory and instrumentation to address race across the undergraduate curriculum has been selected as the awardee for UF Research 2020 Call for Proposals: Advancing Racial Justice Through Inclusion, Diversity, Equity, and Access at the University of Florida (P.I. Dr. Erica McCray).
  • We Are UF Too: Exploring The Experiences of Black Graduate Students” has been selected as the awardee for UF Research 2020 Call for Proposals: Advancing Racial Justice Through Inclusion, Diversity, Equity, and Access at the University of Florida (P.I. Dr. Travis Smith)
  • Black Students Sharing Stories for an Equitable UF (CLAS) has been selected as the awardee for UF Research 2020 Call for Proposals: Advancing Racial Justice Through Inclusion, Diversity, Equity, and Access at the University of Florida ( Rose Pringle is part of the research team).

Other COE Faculty IDEA Research Initiatives:

Julie Brown:

  • Responsive Instruction for Emergent Bilingual Learners in Biology Classrooms https://education.ufl.edu/riel. RIEL Biology:  Responsive Instruction for Emergent Bilingual Learners in Biology Classrooms seeks to support both teachers and bilingual students in secondary biology classrooms.  In partnership with the University of Florida, the University of South Florida, Alachua County Public Schools, Hillsborough County Public Schools, and the National Science Foundation, RIEL Biology will work with over thirty teachers and will impact more than 10,000 emergent bilingual students in Florida.
  • Project CREST: Developing Culturally Responsive and Equitable Science Teachers https://sites.google.com/view/projectcrest/home. The goal of CREST is to grow culturally responsive science teachers who help all students experience success in science. In CREST, Florida middle school science teachers are supported through a Professional Learning Community (PLC), designing culturally responsive science units, and their own inquiry project.

Rose Pringle:

  • Youth Development Research-Practice Partnership. The purpose of the grant from United Way to YDRPP ($10,000) was to assist in the dissemination of the Research Brief and support additional activities of the YDRPP. For e.g. we explored supplemental work that included professional development and assisted out-of-school time providers within Alachua County. In addition, at the end of spring into summer we developed science kits that were distributed to parents on the east side of Gainesville (https://www.ydrpp.com/).

Chris Busey:

  • Expanding Black Civic Educative Imaginaries: Diasporic Perspectives on Afro-Latin@ and Afro-Latin American Political Thought

Maria Coady:

  • Project STELLAR: Supporting Teachers of English Language Learners Across Rural Settings

The Education Policy Research Center (EPRC) - https://education.ufl.edu/eprc/

The EPRCE Statement on Police Brutality and Racial Justice: https://education.ufl.edu/eprc/files/2020/06/Statement-on-Racial-Injustice.pdf

*See other funded COE Faculty projects at https://education.ufl.edu/research/funded-projects/

Curriculum

Curricular Opportunities for Anti-Racist Education Committee drafted preliminary goals:

  1. Create and launch Graduate Certificate Program that centers on issues of race and racism in education by Spring 2022.
  2. Create Term Professorship by allowing funds for a 2-yr (/) term professorship whose work addresses issues of race and racism in education by Spring 2022.
  3. Support for a qualified individual to serve as resource liaison for faculty across the college wanting to de-colonize their syllabi and add content on race and anti-racism by Fall 2021.
  4. Establish post-Doctoral Fellowship with emphasis on anti-Black Racism by Fall 2021.
  5. Create UF Center for the Study of Racism in Education by Summer 2022.
  6. Develop new Doctoral concentration that centers on issues of race and racism in education (By Fall 2022).
  7. Develop new undergraduate minor and/or track in BA in Education Sciences major by May 2022-onwards.

*All items involve actions steps contingent upon funding

Climate Survey

Faculty Recruitment, Development, and Retention and Black Student Recruitment, Experience, and Success committees proposed the utilization of surveys to inform the development of recruitment and retention initiatives (Contingent upon funding).

Communications

EduGator Allyship:

In Fall 2019, the Faculty Policy Council (FPC) discussed the increasingly critical need for allyship and support for minoritized faculty of color – as well as for the staff and students – in the College of Education. Accordingly, FPC approved forming an ad hoc committee specifically for the purpose of continuing the dialogue and brainstorming ideas. As a result, the report “Allyship and Supporting Minoritized Faculty, Staff, and Students of Color During Distressing Times: Recommended Resources” was compiled and served as the foundation for the development of the EduGator Allyship Website (https://education.ufl.edu/edugator-allyship/#toggle-id-2).

COE IDEA Calendar of Events and Opportunities with the goal to ensure COE community will be informed about events, professional development, conferences and other opportunities across UF campus and from other institutions, organizations, and agencies.  

Events

School of Special Education, School Psychology, and Early Childhood (SESPECS) Studies:

  • Faculty accountability Groups – started summer continued in fall (Internal)
  • Town Halls – started the summer continued in the fall (schedule pending – internal)
  • Summer activities (2020):
  • June 11th: school-wide town hall (Community, empathy, & action)
  • August 6th: school-wide town hall (What you can do when you don’t know what to do: Being intentional about race within your spheres of influence)
  • August 24th: drop-in syllabi work to diversify representation of scholars and topics

School of Human Development and Organizational Studies in Education (HDOSE)

  • Summer/Fall 2020: Book Club – Me and White Supremacy (By Layla F. Saad)

School of Teaching and Learning (STL)

  • Critical Race Theory Lunch (Fall/Spring)

STL and HDOSE Faculty Collaboration (#UFQuals 2020-2021)

  • Research Panel – Give ‘Em Something to Talk About: Interactive Dialogues About Justice Oriented Qualitative Research

FPC Standing Committee: Lectures, Seminars, & Awards

  • Black Students in Graduate Education Programs: The Role of Connection, Support, and Intentionality presented by Dr. Sherri Proctor, Ph.D. (February 18, 2021)
  • Equity, Empowerment, and Engagement: Collaborating with Predominately Black Community Organizations (November 18-19, 2020)

The Education Policy Research Center (EPRC)

Education Policy Brown Bag: The Education Policy Brown Bag provides faculty and graduate students with a weekly venue for presenting and discussing education policy research in progress.  Attending by around twenty to thirty faculty and students each week in the fall and spring, the Brown Bag offers the first glimpse at the latest education policy research coming out of the Center. Registration: https://ufl.zoom.us/meeting/register/tJModuqrqjsrH9HuwSKoa86ySzFK38dUIlzz 

Dean's Message

Hurt, Healing, Hope: A Turning Point for Change

A Message from Dean Glenn Good  

https://education.ufl.edu/news/2020/06/02/hurt-healing-hope-a-turning-point-for-change/

Awards / Recognition

 FPC Standing Committees:

  • Lectures, Seminars, & Awards
  • Diversity & Inclusion – Diversity and Inclusion Award

Community

Partnerships:

  • UF TEACH partnership with AIMS after-school program - UF Teach faculty and students engage in an after-school math tutoring program for middle school students in partnership with the non-profit organization Aces in Motion (AIM). Students in the program are predominantly African American.
  • Partnership with Terwilliger Elementary School

Centers:

Last Updated

February 2021

Engineering
Committee(s) College level IDEA Committee meets monthly; all departments have departmental level IDEA committees
Strategy / Governance Some departments have modified bylaws to include IDEA language
Training Best Allyship Training, Crucial Conversations and Subtle Acts of Exclusion Training for Deans and Department Chairs; department-level "Safe Space" training/seminar for students; planning training on subtle acts of exclusion at department level
Recruitment / Retention  
Research  
Curriculum IDEA statement for course syllabi 
Climate Survey IDEA climate survey being developed 
Communications IDEA is on the agenda of each Dean and Department Chair meetings; IDEA message of importance and resources to all new students; IDEA message at new student event; department level IDEA webpages 
Events Weekly chats with NSBE and Deans; planning for Celebration of Black Contributors to STEM for spring; planning for college-level invited speakers on inclusion in STEM; department level town halls to discuss black experience, BLM, racial climate and diversity environment and challenges in department; department-level invited speakers; First ESSIE Conversations and Engagement Annual Academic Year Event: Theme: Ethics and Values of Inclusion, Diversity, Equity and Access in Engineering (Dr. D. Prevatt); Women in IoT Workshop; Department-level events for Hispanic Heritage month
Dean's Message  
Awards / Recognition  
Community  
Florida Museum

Committee(s)

Three IDEA Committees (museum-wide, Natural History department, and Cultural Plaza) 

Strategy / Governance

IDEA committee reports to Director; participates in strategic planning and other initiatives, including redrafting mission, vision, values, code of conduct (2021)

Training

Ongoing training options for staff; monthly Lunch and Learn series 

Recruitment / Retention

Report and recommendations on equitable recruitment and hiring practices (drafted Oct 2020); iDigTRiO Biological Sciences Career Conference & Fair and career mentoring for high school students and undergraduates to recruit diverse students into STEM fields (Feb 2021; https://www.idigtrio.org/); Formed fund to support student diversity (Aug 2020); active IDEA recruitment efforts for 2 AI faculty positions

Research

Ongoing research on broadening participation in STEM learning, increasing diversity in museums, reaching more diverse audiences through online learning, documenting Florida’s Indigenous history; ongoing work with numerous indigenous tribes to document museum collections and comply with NAGPRA

Curriculum

Science and Me science communication course (Creative B 2020); Collections Management Course guest lecture on gender and museum collections (Oct 2020; College of the Arts); expanded readings and discussions in Introduction to Research and Curation in Natural History Museums course (College of Liberal Arts & Sciences); Museum Ethics course (ongoing; College of the Arts)

Climate Survey

Climate survey (July 2020); two listening sessions (July/Aug 2020); climate report (Aug 2020)

Communications

Indigenous Peoples’ Day social media statement (Oct 2020); Exhibition series with social justice messaging: Earth’s Forecast: Hurricanes and Climate Change (7/1/2020-11/29/2020); Room to Grow (opened 12/2020); Environmental justice (date TBD). Black History Month (2/21) Fort Mose exhibit

Events

Programming for public audiences: LGBTQ+ in STEM (10/19/19); Viva Museum! Cafecito Científico (9/12/20); Lab Blitz with women scientists in their labs (9/19/20); Fieldwork Fails storytelling event with women scientists (9/24/20); Invited Speaker: Dr. Porchia Moore, The Great Fire: Museums in Transition (10/2/20); Big Read Meetup: Lab Girl (10/13/20, 11/17/20, 1/12/21); Big Read Meetup: Evelyn the Adventurous Entomologist (1/30/21); Girls Do Science (2/13/21); Public keynote: Emily Graslie (2/19/21); Public keynote: Robin Wall Kimmerer (3/18/21); Earth Day public keynote: Audrey Peterman (4/22/21)

Dean's Message

  https://www.floridamuseum.ufl.edu/about/support-blm/?utm_source=fet&utm_medium=blm&utm_campaign=hm

Awards / Recognition

 

Community

Summer camps for underserved youth in partnership with community organizations (summer 2020); Science Surprises for after-school programs with underserved youth (ongoing); Museum in the Parks (began Fall 2020); Pop-Up Museum program (ongoing); free school field trips to the museum for all Alachua County fourth graders (ongoing)

Last Updated

February 2021

Health and Human Performance

HHP Dean’s I.D.E.A. Council

IDEA-Council - College of Health and Human Performance (ufl.edu)

Christine Wegner (SPM Representative)

Daniel Rogers (THEM Representative)

Leo Ferriera (APK Representative

Sadie Sanders (HEB Representative)

Rachel Fu (Council Chair & Campus Diversity Liaison)

Beth Barton (Ex Officio Member)

Strategy / Governance

The HHP Dean’s Inclusion, Diversity, Equity, & Access (IDEA) Council, composed of department representatives and college leadership, aims to create a more inclusive environment, increase diversity of its community, promote equity for all persons, and provide open access to College resources.

The council will promote IDEA efforts across the college by addressing four goals:

  • Share information on IDEA activities to facilitate work among HHP units
  • Increase faculty and staff awareness of IDEA issues by promoting communication
  • Coordinate with the University on IDEA policies, procedures and initiatives
  • Advise the college leadership on IDEA-related opportunities and emerging issues

Training

Faculty and Staff participation in Crucial Conversations; faculty and staff to complete IDI spring 2021

Recruitment / Retention

IDEA training for faculty and staff hiring, begin data tracking re Interfolio; participate in ABRCMS minority student recruitment; participate in UF recruitment fairs fir URM and first-gen students initiatives - College of Health and Human Performance (ufl.edu)

Research

Proposals regarding racial justice and IDEA have been submitted. News - College of Health and Human Performance (ufl.edu)

Curriculum

Discussion of new course and or incorporating IDEA and critical race theory / anti-racism into existing courses

Climate Survey

2020 HHP’s Student Climate Survey completed

Communications

Updated inclusion Inclusion - College of Health and Human Performance (ufl.edu); content is incorporated into newsletters and social media  News - College of Health and Human Performance (ufl.edu) 

Events

MARCH 1, 2021

https://calendar.ufl.edu/#!view/event/date/20210301/event_id/21703

FROM GAINESVILLE TO THE WHITE HOUSE - CELEBRATIONS THROUGH EVENTS

The Eric Friedheim Tourism Institute and Dept. of Tourism, Hospitality & Event Management in the College of Health and Human Performance is presenting to you Mondays with EFTI.Talk.

Chynna Clayton

Barack and Michelle Obama’s Director of Travel and Event Operations and Body Woman to Michelle Obama

 

March 15, 2021

https://calendar.ufl.edu/#!view/event/event_id/21751

The Eric Friedheim Tourism Institute and Dept. of Tourism, Hospitality & Event Management, and HHP Dean’s IDEA Council in the College of Health and Human Performance are presenting to you Mondays with EFTI.Talk and HHP’s IDEA.Talk.

Panelist for March 15, 2021 event

Panelists (pictured left to right):

Jodi Gentry, Vice President, UF Human Resources

 Tonjanita Johnson, Ph.D., Senior Vice Chancellor for Academic & Student Affairs at the University of Alabama System

 Shirley Raines, Ed.D., President Emerita of the University of Memphis

 

Student, Faculty and Staff Racial Justice Town Hall (Spring 2021); semesterly town halls planned

Dean's Message

Letter from the DeanVideo message.

Awards / Recognition

The college awards the initiatives - College of Health and Human Performance (ufl.edu) to recognize students who have made outstanding contributions toward fostering IDEA in the community

Community

The college, its students, faculty and staff support programs that include IDEA components, including Aces in MotionGirls with NerveNational Biomechanics Day and the School Health Interdisciplinary Program (SHIP).

Last Updated

March 2021

IFAS

Committee(s)

IFAS wide & Department level committees

Strategy / Governance

UF/IFAS Water Institute- Lightning talks on environmental justice and water issues that presented case studies from the U.S. and South America on inequitable impacts of climate hazards, landscape change and hydropower projects on Indigenous and marginalized communities.

UF IFAS Extension, Central District and HAEC-Dr. Norma Samuel appointed to lead and assist on IDEA and AA efforts of central district.

VP, IFAS and Director HRD&I review of each IFAS wide IDEA  unit plans meetings scheduled throughout March

ENY -Monthly committee meetings and quarterly open DEI meetings (ENY). Committee formed of faculty, staff, postdoc, graduate student and undergraduate (still working on bylaws)

Training

IFAS wide-March 10 Class : IFAS Championing Diversity Equity and Inclusion.

Microbiology- Second workshop out of three sessions on IDEA by Dr. Legett-Robinson for staff and faculty

Extension Central District -Putnam Co: Training and Professional Development: Youth Development Institute (specifically involved in diversity and inclusion breakout room)

Recruitment / Retention

AEC- Graduate committee has discussed strategies for reaching out to minority serving institutions to encourage more diverse students to apply for graduate school.

HOS-Joint work with contacts at Florida A&M University, Fort Valley State University, and Tuskegee University to identify potential graduate school candidates.  Invited to recruit on HBCU campuses (or via Zoom) to explain opportunities in horticultural sciences at UF and associated industries starting with Tuskegee University in February 2021. 

Research

AEC Proposed the development of a DEI center within AEC to enhance DEI scholarship in food, agriculture, and natural resources.

Extension Central District- A fact sheet titled “How to Incorporate IDEA-Related Activities, Scholarly Outputs, and Extension Programmatic Efforts into ROA/POW and PS/P Dossier” was internally with a collaborative  work and on published Feb 3, 2021. A copy was distributed and content explained to all agents who attended PS/P workshop on Feb 9, 2021.

Curriculum

Extension-Central -Navigating Difference, CTRU Coming Together for Racial Understanding

Climate Survey

ENY-Climate survey completed, and results analyzed.

SWSD- Collection of survey  data

Communications

UF Water Institute Spotlighting Women History Month- (https://waterinstitute.ufl.edu/water-institute-spotlight/ and https://waterinstitute.ufl.edu/7585-2/) that have been distributed through our listerv and social media.

Extension-Putnam Co: In efforts to reach more diverse populations with 4-H programming google sites are being utilized in the classrooms in the areas of crop production, embryology, and livestock. It has been reported that these educational website s are being utilized in Middleton Burney Elementary (school has a high Hispanic population), Jenkins Middle (school has a high African American population) and Interlachen High School. In additional to education, these programs help market the 4-H program to youth.

Events

Making a Minority podcast listening club (fall and spring)

SWSD- Bi-annual (twice a year) seminars focused on DEI issues and/or underrepresented speakers are planned. First event is scheduled for 3/4/2021: Equity In Stem, Dr. Asmeret Asefaw Berhe)

ABE highlighted profiles of a number of our black alumni on our website and social media as part of Black History Month.

HOS-Listening sessions scheduled

Dean's Message

Dr. Angle  to speak at BOT on IFAS IDEAS progress.

Awards / Recognition

Research announced a Diversity Award for employees who make significant contribution to IDEA in Research. Awarded in May.

ENY- planning a departmental DEI award to recognize faculty or staff.

Extension Central District IDEA Award Committee established, led by Dr. Brad Burbaugh and Committee members. Call for award application was sent to all county faculty. Winner will be announced on April 15, 2021, at the central district symposium, winner will receive $500 program support funds.

Community

 

Last Updated

March 2021

International Center

Committee(s) 

A staff task force for Inclusion, Diversity, Equity, and Access (IDEA) was created in Summer 2020. 

Strategy / Governance 

The goals of the IDEA task force are: (1) To create a more inclusive environment for UFIC’s diverse staff by improving knowledge of IDEA concepts. (2) To improve services for UFIC’s constituencies through the creation of educational opportunities and concrete initiatives for the advancement of Inclusion, Diversity, Equity & Access. (3) To support the University of Florida’s mission to advance representation, inclusion, opportunity and accountability as stated in the The Decade Ahead plan. (4) To offer UFIC staff opportunities to reflect and learn in response to President Fuchs’s summer 2020 calls for reflection and education on racism. 

Training 

The IDEA task force organizes monthly trainings and events for UFIC staff on IDEA concepts.  

  • July 2020: Trainings on Diversity, Equity, and Inclusion on Education Abroad for study abroad advisors. 
  • Fall 2020: Two staff trainings on social identity and Harro’s cycle of socialization. 
  • Spring 2021: Book club around Social Justice and International Education: Research, Practice, and Perspectives, NAFSA, 2020.
  • Summer 2021: Staff trainings “Inclusive Gators Use Pronouns: A Workshop” in collaboration with MCDA.

 

Recruitment / Retention 

  

Research 

Collaboration with faculty leading study abroad programs to conduct research on Black student experience abroad. (A proposal was submitted to the UF Racial Justice Research Fund. Although it was not funded, plans to conduct parts of the proposed research are underway). 

Curriculum 

Module on inclusive teaching and strength-based learning developed for faculty development program on curriculum internationalization.  

Climate Survey 

UFIC administers a climate survey to UF undergraduates every year to measure students' beliefs and attitudes towards other cultures.  A summary of the results, including data on differences by gender, race, and ethnicity, can be found here

Communications 

Since August 2020 the following communication infrastructure has been created: 

  • A monthly newsletter for staff on IDEA events, concepts, readings, and resources  
  • Inclusion of IDEA on the agenda of biweekly staff meetings. 
  • A suggestion box allows staff to submit suggestions for IDEA events, trainings, readings, and topics for discussion.  
  • Internal archive of Center IDEA activities/materials and public IDEA-focused materials, including articles, ebooks, data, minutes, webinars, etc. 
  • A new webpage for study abroad students which outlines diversity and identity-based resources. 

Events 

  • Town hall to address concerns of International students in July 2020. 
  • Webinar on “Race & History at UF” scheduled for February 2021. 

Dean's Message 

  The World is Watching Us  

Awards / Recognition 

The International Center recognizes outstanding international students every year at the International Student Award ceremony.   

Community 

  

Last updated

April 2021

Journalism
Committee(s)  
Strategy / Governance Proposal to add a staff member to the CJC faculty senate; theme for fall annual retreat was CJC institutional culture--action items generated are in progress; DEI committee will meet separately will dean candidates; Report Your Way system developed to ease fear of retribution for climate complaints 
Training 30 supervisors, faculty and staff will attend Crucial Conversations training 
Recruitment / Retention Grad division initiative to recruit more students of color: completed analysis of admissions, GRE waiver, planning for restructure of admissions; push to formalize mentoring program and ensure there is a diverse / inclusive pool of faculty mentors;  
Research Initiative to support CJC researchers working on diverse research problems and topics 
Curriculum Dean McFarlin charged each department to develop courses or course content that addresses diversity, cultural awareness and internationalization. Telecomm added 3 courses; Advertising: course on multiculturalism; Journalism: D&I statements on syllabi
Climate Survey Climate survey planned for fall 2020
Communications Director of Inclusion and Diversity holds workshops of diversifying reporting content, including for Alligator reporters; she also presents at new faculty orientation
Events Coffee breaks--informal place to share concerns around DEI; several town halls since June
Dean's Message A Time to Stand Strong 
Awards / Recognition  
Community Building connections with Reichert House Youth Academy for at-risk male students in Gainesville community 
Law

Committee(s)

Faculty Diversity and Community Relations Committee (with student and staff representation); Student Bar Assn Diversity Committee; Student affinity groups: APALSA, BLSA, CaribLaw, CABA, LLSA, OutLaw, LAW; Faculty Race and Law Curriculum Committee

Strategy / Governance

Roadmap for Racial Justice; Faculty and Staff Anti-racism Resolution 

Training

Mandatory IDEA training for students (as part of Intro to Law for 1L students) 

Recruitment / Retention

IDEA training for faculty and staff search committees; outreach efforts for URM students including HCBUs; HBCUs graduates endowed scholarship ($1.1M); Admissions team collaborating with UF MCDA on student info sessions

Research

Racial Justice Research Assistant Corps; Florida Law Schools’ Consortium for Racial Justice Fellows; Center for the Study of Race and Race Relations; individual faculty scholarship in the areas of constitutional law, anti-trust, property, artificial intelligence, and other subject areas

Curriculum

Race and Law Curriculum Committee continue work to develop stand-alone courses and/or integrate anti-racism into existing courses; small group workshop held; At least 7 courses offered that are race-based/race-related

Climate Survey

 LSSSE (Law School Survey of Student Engagement) 2020 Law School Report – including the Inclusiveness & Engagement with Diversity module; internal climate survey being development for fall 2021 roll-out

Communications

Diversity at UF Law webpage

Events

Faculty Diversity and Community Relations Committee meets regularly with student affinity groups, students offer input for faculty workshops/trainings and feedback on student experience; Florida Law Schools’ Consortium for Racial Justice inaugural event – “Civil Rights Litigation and Coalition Building in the 21st Century Froum”; Student Town Halls in June and August 2020; Faculty and Staff Town Hall June 2020; Center for the Study of Race and Race Relations Summer Webinar Series on Racial Justice (topics include Choke Hold, Mandated courses on race and racism, Law Firms in a Post-Floyd World 

Dean's Message

Standing Together Against Tragedy 

Awards / Recognition

 

Community

 

Last updated

March 2021

Liberal Arts and Sciences

Committee(s)

Graduate Student DEI; the ELI established a Diversity, Equity and Inclusion Focus Group (now a Standing Committee); Psychology has a department level DEI Committee and a graduate student run Diversity Awareness and Affirmation Committee, DAAC; Psych, Black in Community Support Group; Academic Advising, Inclusion and Equity Working Group

Strategy / Governance

CLAS is currently conducting a national search for an Associate/ Assistant Dean for DEI.  We have engaged the services of an Executive Search Firm, Isaacson Miller.

We are also conducting searches for 5 tenure track positions in African American Studies, including a position in Artificial Intelligence.

Mary Watt has been invited to serve on the UF Task Force on Fairness and Equity in Assessment

Training

Sponsoring two faculty members to attend NCFDD Faculty Success Program

Recruitment / Retention

Chemistry submitted preproposal to become an ACS Bridge Site (aimed to increase # of URM PhDs in Chem); College of Liberal Arts and Sciences is putting together a working group on transfer admissions, to consider how the college might conduct more effective student outreach and/or partner with state colleges to promote a diverse transfer student population.

Research

Advancing Racial Justice Grants

  • Sharon Austin: Recruitment, Retention, of Black Faculty
  • David Canton: Research, Education and Transformation: Furthering Investigation of the University of Florida and its Legacies to Indigenous Removal and Slavery
  • Brenda Chalfin: Black Students Sharing Stories for an Equitable UF
  • Ellen Davis: Cultivating equity in STEM classrooms at UF: A multidisciplinary collaboration to create a training course in inclusive, antiracist teaching practices for Learning Assistants (LAs) in STEM courses

Curriculum

Psych DAAC created mentorship program for URM incoming students; • PSY2012 General Psychology committee looking at racist history of teaching of IQ; “Beyond120” program of professional development, experiential learning, and career readiness for CLAS undergraduate students has begun a systematic review of equity and inclusion issues in programming; Academic advising updating for-credit professional development curriculum to explicitly address issues of racism and prejudice

Climate Survey

Chemistry Graduate Student DEI Committee conducted climate survey of students; Geological Science climate survey planned for Oct; Psych DAAC conducted climate survey of grad students 

Communications

Geological Sci: regular email comm re DEI in Earth Sci

Events

Center for Humanities in the Public Sphere: Catherine D’Ignazio (MIT, data feminism) in January 2021, Ruha Benjamin (Princeton, racial bias in AI) in Feb 2021, and Sylvester Johnson (Virginia Tech, racial history and cybernetics) in April 2021; October: Event 1, UF Classics and Sunoikisis Digital Classics Consortium: Decolonizing Cultural Heritage through Digital Classics;  

"A Philosophical Forum on Racial Justice,” Dr. Tom Auxter and Dr. Arina Pismenny discuss the roots and the current manifestations of systemic racism exacerbated by the pandemic, reflecting on the Black Lives Matter movement, and ways to combat racism in our own backyards. October 29, 6pm - 8pm

Webinar: 2021 CLAS State of Diversity & Inclusion

Wednesday, April 28 • 2:00 - 3:00 pm

“Join us for an update on the College of Liberal Arts and Science’s diversity and inclusion initiatives. As we close out the academic year, learn about the next steps we plan to take as a college toward providing an inclusive educational and work experience for all”.

Dean's Message

Racial Justice and the Power of Education 

Awards / Recognition

 

Community

Alexandra Cenatus, the Humanities Center's Assistant Director for Programming and Public Engagement, received a Florida Humanities Council grant to work with the City of Gainesville Office of Equity and Inclusion to host a 10-part virtual speaker and workshop series that shares the African, Latin American, and Asian diasporas in Gainesville and ongoing issues of food equity and farmworker justice in North Central Florida. 

Last Updated

April 2021

Libraries

Committee(s)

Smathers Libraries DEIJ Committee (meets biweekly)

Health Science Center Library Diversity and Inclusion Team

Strategy / Governance

UF Libraries Strategic Directions: Strategic Directions 4 Diversity, Equity and Inclusion

Training

Several employees have taken Crucial Conversations; Inclusive Managers Toolkit pilot--10-week course, DEI librarian and deans have taken in fall 2020.

Recruitment / Retention

The Libraries' HR Office will be conducting 'Review and Feedback' sessions as part of the Employment Practices Action Plans that were identified through ClimateQUAL and the Idea Forums. Topics include promotion and advancement; recruitment; merit raises; evaluations; and classification and salary structures.

Research

 

Curriculum

 

Climate Survey

Hosted 7 ClimateQUAL (A third-party assessment of library staff perceptions concerning their library's commitment to the principles of diversity, and library leadership and organizational policies) Demographic Sessions from Jan 2021 to Feb 2021 based on the 2019 ClimateQUAL results.

Communications

The Libraries DEIJ Committee maintains the Upcoming Events calendar that provides event on DEI geared towards librarianship and higher education.

The Health Science Center Libraries tweeted on the history of women in veterinary medicine

The Education Library shared book recommendations on inspirational women, including Harriet Tubman, Malala Yousafzai, and Ruth Bader Ginsburg. 

 

The Architecture and Fine Arts Library featured jazz great Billie Holiday

 

Library West has been busy amplifying content, sharing posts from the Smithsonian National Museum of African American History and Culture and the New York Public Library

 

Marston Science Library offered science fiction recommendations authored by women. 

 

The Latin American and Caribbean Collection highlighted political leader Shirley Chisholm

Events

Hosted two Black History Month events, a panel discussion “Race Films” & Norman Studios and a film screening and Q&A of “The Flying Ace (1926)”.

Dean's Message

 

Awards / Recognition

 

Community

 

Last updated

 March 2021

Medicine
Committee(s) JEDI (Justice, Equity, Diversity and Inclusion) Task Force to assess race and racism in the climate and curriculum of UFCOM; Bias in Assessment Task Force--faculty, administration and students evaluate concerns of racial bias in evaluation of med students
Strategy / Governance  
Training Implicit Bias / microaggression training with various constituents including admissions, academic status committee, 1st year and 3rd year medical student orientation
Recruitment / Retention  
Research Collaboration on Racial Justice fund grant proposal (HSC CDLs) 
Curriculum  
Climate Survey Survey of incoming 1st year on social equity and sense of belonging; survey of URM faculty, residents and fellows on "Personal Impact of COVID-19"; planned sense of belonging survey for faculty, staff, students and administrators at UF Shands Pediatric Hospital 
Communications  
Events
Pediatric Grand Rounds presentation, "Living Lives as Black Americans: Lessons from Our Very Own Department"; upcoming Neurology Grand Rounds presentation "Improving Care for All Patients: The Role of Mitigating Bias"; ongoing town halls with students, residents, fellows and faculty to address wellbeing
Dean's Message  
Awards / Recognition  
Community  
Medicine, Jacksonville

 

Committee(s)

HSC Jacksonville IDEA Advisory Council and IDEA Champions Committees

Strategy / Governance

 

Training

All faculty, staff and residents are required to complete the Implicit Bias training by 1/31/2021

Recruitment / Retention

Recruitment efforts for URM students, residents, and faculty are ongoing

Research

Center for Health Equity and Engagement Research (CHEER)

One of the main strategic priorities for the University of Florida Health Science Center-Jacksonville Inclusion, Diversity, Equity and ACCESS (IDEA) is to promote research that advance health equity. In effort to accomplish that important strategic priority, CHEER was recently established as a collaborative effort between the Office of Research and The Dean’s Office for Inclusion and Equity. CHEER aligns with the larger institutional IDEA initiatives and the research mission to advance high impact research activities on the Jacksonville campus in a financially responsible and accountable manner.

The Center’s directors (Dr. Lori Bilello and Dr. Fern Webb) report to Dr. Alexander Parker, Senior Associate Dean for Research and Dr. Madeline Joseph Associate Dean for Inclusion and Equity to ensure alignment with the ORA and the institutional IDEA research priorities and resources. Drs. Bilello and Webb provide day-to-day management and leadership for CHEER and supervise a research administrator who will provide administrative support and supervise any other staff associated with the center (community health workers, research coordinators). The co-medical directors (TBD) will assist in identifying and mentoring clinicians who have an interest in health equity research and provide leadership to the CHEER Research Collaborative.

CHEER serves as the coordinating and supporting center for research focused on health equity, stakeholder engagement, and community health/population health improvement initiatives and evaluation research. CHEER builds on a longstanding University commitment to promoting health equity research using practice-based and community engagement models.  CHEER will focus on investigating new or emerging approaches to address health equity research as well as evaluating the grants that address heath inequities. By leveraging a focused collaborative approach supported by the PCORI Engagement Award, CHEER will engage researchers, clinicians, patients and community members to (1) better understand the social determinants of health (SDOH) and underlying causes of health inequities that impact our patients and the community, (2) design interventions to mitigate them and (3) disseminate findings on a national, regional, state and community levels. Related to this, patient-centered strategies will expand UF Health Science Center and UF Health’s ability to build heath equity and community responsive research capacity by incorporating patient and stakeholder perspectives and involvement in our research enterprise.

CHEER leverages UF’s unique resources within the HSC and university-wide campuses to implement Diversity and Health Equity Research Initiatives. This is critical to catalyze ongoing and new health equity research to support the UFHSC-Jacksonville in their mission to promote health equity research to close the gaps in health disparities for all patients and in our community. As a result, CHEER will improve health, especially in underserved populations by conducting interdisciplinary research and providing education to empower individuals, clinicians, organizations, and communities to practice and promote healthier behaviors and to improve the social and environmental factors that negatively influence health.

CHEER Research Collaborative: From a UF Health enterprise perspective, CHEER will collaborate with the Urban Health Alliance of Jacksonville to implement and evaluate research to promote health equity, a primary mission of the Alliance. The Center will also work closely with UFHSC-Jax faculty, UFHSC-Gainesville (e.g. UF CTSI, College of Pharmacy, College of Public Health and Health Professions) and other researchers in the community or other academic institutions who want to partner with UF Health for healthy equity research. In addition, CHEER will collaborate with local health institutions (Mayo, Baptist, St. Vincent’s) and community-based organizations in the development and implementation of its research agenda. We also plan to collaborate with the Health Disparities program in Gainesville (Dr. Carolyn Tucker) and other health disparities researchers in the state (FSU, UCF, FIU). The collaborative will also include community members (citizen scientists) and partners who can inform the community- engaged research.

Curriculum

 

Climate Survey

 

Communications

 

Events

Series of Listen and Learn sessions on Social Unrest held over summer including small discussion- groups, large town hall by senior leadership (340 attendees), department level and for medical students; IDEA faculty development lecture series; Lecture series through Jacksonville Hospital partnership Sept-Dec 2020.

IDEA Grand Round: “Health Equity = Quality Care and Patient Safety,” featuring guest speakers Sheryl Heron, MD (Associate Dean for Community Engagement, Equity & Inclusion at Emory University), and Nicole M. Franks, MD (Chief Diversity Officer, Emory University), was conducted on Wednesday, Feb. 17, from 8–9 a.m. The learning objectives were:

  1. Identify Health Equity as a key component of quality patient care
  2. Leverage data to evaluate, monitor, and address health disparities through community interventions
  3. Create and implement actions to support a culture of equity to enhance quality and patient safety

Speakers focused on identifying health equity as a key component of quality patient care, leveraging data to evaluate, monitor, and address health disparities through community interventions. It was open to all faculty and staff. The event was hosted by the UF College of Medicine- Jacksonville Dean's Office and UF Health Jacksonville Office for IDEA.  It came on the heels of UF Health Jacksonville joining the American Hospital Association #123forEquity Campaign to Eliminate Health Care Disparities. The #123forEquity Campaign, a national initiative dedicated to ensure that every person in every community receives high quality, equitable and safe care.

Dean's Message

Colleagues:

Martin Luther King Jr. Day will be commemorated this Monday. Now is a good time to reflect on the dramatic events our organization, and our country, have navigated over the last year. COVID-19 is key among them, as are the recent events in our nation’s capital.

We are now well over 300 days into this pandemic. I cannot be more proud of how you have dealt with this crisis. From our nurses, physicians and clinical staff, to all of those who support them, thank you for your dedication to our patients and our community. This is likely the most challenging health care crisis we have had to face in our careers, and you have shown again why we are the region’s most valued health care asset. Our most recent accomplishment, one that continues today, is the vaccination of thousands of our staff, their relatives and members of the community. The task force in charge of this operation has done a magnificent job, and I commend its work.

This has also been a trying year socially and politically. The summer brought us many challenges with protests throughout the country for racial justice, and last week we saw an unprecedented assault on the Capitol Building in Washington, D.C. I join many others in feeling disbelief, sadness and frustration in the wake of that incident, but I am hopeful, as I’m sure all of you are, that we will continue to move forward as a country and find our common ground.

Even though the political discourse is incredibly disturbing, I know the people in this organization, regardless of our differences, will continue to work together to make UF Health an inclusive, welcoming place to work. It’s our duty and our mission to serve this community. The saying “think globally, act locally” means that while issues exist beyond our control on a worldwide scale, we do have the power to act here. We have the opportunity to acknowledge our differences and be supportive, even if we do not fully understand another person’s perspective. Our reaction to the summer protests, how we came together as colleagues to move forward together, is just one example of how exceptional you are, and how fortunate we are as an organization.

Together, we continue to make strides in inclusion, diversity, equity and access. UF Health comprises people from many races and cultures who care for all patients by working collaboratively with respect and compassion for each other. The hospital’s Diversity Council and the UF Health Science Center’s Inclusion, Diversity, Equity and Access Advisory Council are committed to promoting an inclusive culture of excellence throughout our enterprise.

Again, I thank you for your dedication to your colleagues and this organization.

Leon L. Haley Jr., MD, MHSA

CEO, UF Health Jacksonville

Dean, UF College of Medicine – Jacksonville

Awards / Recognition

Madeline Joseph, MD Associate Dean for Inclusion and Equity, COM-Jacksonville, Professor of Emergency Medicine and Pediatrics has been appointed on the American Academy of Pediatrics Board of Directors Committee on Equity, Diversity and Inclusion starting January 1, 2021. 

Community

 

Last Updated

March 2021

 

Nursing
Committee(s) Steering Committee for Social Justice (launched July 2020)
Strategy / Governance  
Training Incorporate social justice messaging into each of our world issue exhibits (current exhibit – climate change and hurricanes; next – COVID-19 impacts on food/landscape gardens) 
Recruitment / Retention  
Research  
Curriculum EMBRACE program (yearlong research and leadership handson training for URM undergrads--theme for this year "Racial (in) justice in Health"  
Climate Survey  
Communications Created webpage; planning potential campaign on "anti-racism awareness"
Events June: Town Hall with Dean; presentation by Carrone Rush "Candid Conversation about Race"; July: Two town halls with students by Dr. Versie Johnson-Mallard; August: SCSJ led faculty dialogue; September: Convocation featured two Black scholars 
Dean's Message Statement Against Racism 
Awards / Recognition  
Community  
Pharmacy
Committee(s) College-wide Diversity and Inclusion Committee
Strategy / Governance With Training and Org Development, created detailed strategic plan focused on three key objectives in the D&I and health equity areas; implementing new DEI structure with a 0.5 FTE Associate Dean for D&I and Health Equity and campus diversity director for each of COP's three campuses 
Training  
Recruitment / Retention Waived GRE and PCAT score optional to address vulnerable population in the pandemic 
Research  
Curriculum  
Climate Survey Faculty and staff survey on LGBTQ climate and health equity 
Communications Committee website 
Events Focus groups with Black students, staff and faculty, town halls about how college can improve Black experience in college; book club series 
Dean's Message UF College of Pharmacy Family Stand Together Against Racism and Racial Prejudices 
Awards / Recognition  
Community  
Public Health & Health Professions
Committee(s) Diversity and Inclusion Committee; Undergraduate Diversity Caucus; each department also has a DEI Committee
Strategy / Governance July 1, departments presented diversity plans to the Executive Leadership Committee
Training Department of Occupational Therapy had a retreat on diversity initiatives with presentation on implicit bias 
Recruitment / Retention  
Research  
Curriculum  
Climate Survey  
Communications  
Events June 8, 2020, Town Hall on Diversity; June 18, 2020, Public Health and Behav Sci Program Town Hall on Diversity; department committees invite guest speakers for seminars but these are not centrally reported to the dean's office.
Dean's Message Shock, Sorrow, and Social Responsibility
Awards / Recognition  
Community  
Veterinary Medicine
Committee(s) Diversity, Equity and Inclusion Committee (includes, administrators, faculty, house officers,
Strategy / Governance 8-point plan adopted by Committee (along with President's 15 point plan)
Training DEI committee took Race and Cultural Diversity in American Life and History on Coursera (11-hour); registered 18 faculty and staff for Crucial Conversations; skilled facilitator training for DEI committee members
Recruitment / Retention Review of specialist descriptions and seletction for Veterinary Internships and Residency Matching; finalizing UF CVM and Tuskegee MOU; developed a CVM graduate program recruitment strategy; UF CVM and North Carolina A&T MOU;  Vet Start Mentoring Program for URM high school students; Gator Vet Chat mini-series for HS students; Gator Vet Smart UG Program for 1st year students interested in Vet Med 
Research Submitted three proposals for Advancing Racial Justice grant 
Curriculum  
Climate Survey  
Communications "Everyone Has a Story" 5-min video series sent to all Vet Med; diversity dashboard 
Events Celebrations: Hispanic Heritage Month, Pride Week and Indigenous People Month; CVM Diversity Retreat (Sept 24 and 25); monthly 5-minute presentation around DEI with 10 minute discussion; separate listening sessions for students, faculty, staff and house officers; Diversity and Inclusion speaker series (Oct. Nov, Jan, March)
Dean's Message  
Awards / Recognition  
Community  

Business Units

Advancement

 

Committee(s)

H.A.N.D. (Helping Advancement Nurture Diversity)

To create and foster a culturally inclusive environment, amongst our diverse population of alumni, friends, and employees, where diversity of thought and expression are valued, respected, appreciated, and celebrated.

Guiding Principles

  1. Be the change - collaborate with stakeholders to educate others.
  2. Recognize individuals as a person first.
  3. Acknowledge that all people are capable of meaningful contribution regardless of background.
  4. Value experience and thoughts of all people.
  5. Educate that strength comes from diversity.

Strategy / Governance

H.A.N.D. Committee Objectives

  • Create synergy between colleges/departments/units diversity and inclusion action plans and initiatives 
  • Share diversity and inclusion best practices across UF Advancement 
  • Create, execute and promote new initiatives that support diversity and inclusion in colleges/units/departments
  • Visibly recognize and communicate diversity and inclusion best practices achievements throughout UF Advancement 
  • Identify and address emerging issues that can impact our diversity culture 

 UFA prepared a DE&I strategic plan for 2020-21 outlining goals in these four quadrants: Culture, Fundraising, Volunteers and Community.

Training

Host quarterly H.A.N.D. meetings, bi-monthly Cultural Club meetings, and two-part series on micro-aggressions in May 2021 for UFA employees. UFA launched the Crucial Conversations training in 2020 and will continue to host this training in 2021 for supervisors and individual contributors. 

Recruitment / Retention

Ensure that recruitment strategies include a diverse focus when sourcing candidates for vacancies; provide support to colleges and units to develop diverse strategies for recruiting fundraisers and other Advancement employees; and review language in job descriptions and announcements for potential barriers and inclusivity.

Climate Survey

UFA conducted its first DE&I Survey in 2019 and incorporated the DE&I questions into the UFA annual employee engagement survey to track continued progress.

Communications

UFA promotes participation from all employees in DE&I initiatives through organizational communications and supervisor communication/encouragement.

Events

UFA also hosts quarterly meetings with guest speakers to discuss relevant topics focused on DE&I.

The H.A.N.D. Committee created a series of Cultural Club bi-monthly meetings which include debrief discussions regarding podcasts, books and movies focused on DE&I.

In support of our DEI Community goal, we initiated a partnership with the UF Small Business & Vendor Diversity Office. To reinforce UFA’s commitment to promoting and supporting local diverse businesses, bi-annual meetings have been scheduled for them to share their business with our employees.

VP Message

Vice President’s Message sent June 1, 2020:

Colleagues,

2020 has brought with it unparalleled challenges that have caused all of us to reevaluate certain aspects of our lives: how we live, work, interact, and participate in our community. While some of these challenges demanded definitive action to ensure our safety and wellness, others require introspection – a moment of personal reckoning to understand our role as responsible citizen-leaders. It is this introspection that I want to address today.

On Friday, President Fuchs sent out a powerful video that responded, on behalf of UF, to the multiple acts of recent violence against the black community. He called for all of us to be seen for our full humanity, while coming together against racism and hatred. Over the past week, in the wake of videos showing Ahmaud Arbery’s fatal struggle, George Floyd’s final moments, and Christian Cooper’s encounter in Central Park, we have watched with increasing dismay as our country descends into divisiveness. The COVID-19 pandemic challenged us to create distance to keep our families, friends, and colleagues safer. These senseless acts reminded us of just how much distance already existed within our intertwined communities.

As leaders in an institution centered on moving society forward by focusing on education, we have a special responsibility to live the values we wish to see echoed in the world. UF Advancement has worked hard over the past several years to ensure that each of us understands our own implicit biases and our role in fostering acceptance, respect, and a sense of belonging. Like nearly all organizations, we still have a long way to go.

In the coming days, I have a challenge and a request for each of you: find a few minutes during your day to pause and reflect. Pause to remember those we have lost to acts of violence and hatred. Reflect on your own role in promoting the type of world we want to live in. Pause to remove yourself from your routine and to take stock of where we are. Reflect on what you can do to help us all move forward. Pause to consider your actions and your influence. Pause to listen to your colleagues and hear their sorrow and their rage. Pause to be seen and pause to be heard. Reflect on how you can be part of positive change.

I am continually awed by the way our Advancement community selflessly comes together when challenges arise. I draw inspiration from this wellspring of hope. As we pause and reflect, I hope you will commit to joining me in working proactively to ensure that every member of our community is valued. This is our responsibility as leaders.

Thank you,

Tom

Thomas J. Mitchell

Vice President for Advancement

Awards / Recognition

2021 CASE District III Award, Category > Diversity and Talent Management > DEI Initiatives: H.A.N.D. Initiative (Bronze)

Talent Management, Development, H.A.N.D. Advisory Committee

2020 UF Divisional Superior Accomplishment Award Winner: DE&I Category

CASE DE&I nominations Submission

UFA S.E.T. Values Awards (Service, Excellence, Team)

On the Spot Awards

Last Updated

March 2021

 

 

CFO

 

Committee(s)

 

Strategy / Governance

 

Training

Encouraged all staff to participate in a day of reflection; encouraged staff to participate in USF DEI in the Workplace certificate program; held a group discussion regarding the USF training experience at the midpoint of the 7 week program 

Recruitment / Retention

Requested participation in the search for a new Director of Small Business & Vendor Diversity Relations (SBVDR) and Chief Diversity Officer

Curriculum

Coordinating an Invitation to Negotiate (ITN) for the Lastinger Center to identify a consultant to help with incorporating social justice into their culture and curriculum

Community

Presentation on “Doing Business with UF” at 2020 SBVDR Business Development Workshop; Participated in Gainesville Supplier Diversity Exchange (one on one meetings with potential suppliers); Facilitated providing data on UF’s spend with small/diverse suppliers to B2G for external reporting; 

Events

 

Awards / Recognition

 

Last updated

April 2021

Enrollment Management

 

Committee(s)

For more effectiveness, in Fall 2020, we reconstituted the one division IDEA committee into 3 teams led by the division directors - (1). Events/Recognition/Celebrations, (2). Professional development/education/awareness, (3). Outreach & Access. We have 28 employees at all levels serving on the teams and their ideas will be implemented division-wide.

Strategy / Governance

IDEA is part of our strategic goals and we submit annual items as part of the University's SACSOC Institutional Effectiveness Action Items

Training

Education/training and awareness will be key focus areas during the next year, thus a committee that is primarily focused on that. As a start, 11 employees from the division are being sponsored to attend the Crucial Conversations Fall Workshop. This January we launched a Brown Bag Lunch series. Each month, Dr. Zina Evans, VP for EM and Dr. Tammy Aagard, Assoc VP, will individually host a one-hour virtual lunch meeting on various IDEA topics: January - Faith in the Workplace ; February - Experience of Anti-Black Racism in the Workplace; Advocacy and Anti-Black Racism in the Workplace; March – Women in the Workplace; April – Self-care; May – Glass Ceiling, or is it?

On February 5 Audrey Gainey from UFHR presented on Hiring for Diversity and discussed inclusive hiring practices.

Recruitment / Retention

As allowable within Florida laws, we promote the recruitment of diverse groups of students through various outreach efforts by the admissions team. We translate our admissions General Information Booklet (GIB), financial aid and enrollment checklists into Spanish and Haitian Creole. On the employee side, it is now required that all our search/interview teams be made up of diverse representation and levels across the division units instead of the previous practice of same people over and over again interviewing because of their positions as supervisors. One of our new teams will be focused on recognition efforts.

During the fall term staff from EM Admissions and Student Financial Aid presented at several key events to support diverse and underrepresented student populations including:

  • First-year Black students in the PAACT (Pledging to Advance Capacity Together) Program
  • MBA minority students in the Jumpstart Program
  • Racial minority scholars in Florida through the Bridges Minority Outreach Program 
  • First-generation college students and low-income students who attended “FASFA Nights with UF”.  There were several of these sessions during the fall.
  • First-generation students who participated in UF’s First Generation Leadership Program

Also, the Office of Admissions is leading the Gator Access Program (GAP) that provides application assistance for students attending Title I schools.  In addition, EM’s UF Online Enrollment Services team is collaborating with the First-Generation Student Success Center to increase prospective and current UF Online student awareness of support services that UF provides to first-gen students.

  • January 25 – 29, Office for Student Financial Aid & Scholarships (SFA) organized a Financial Wellness Week (#GatorsChompChange) designed to provide tools and resources to assist students with financial wellness. There were two presentations during that week on Financial Fitness (presented by Kimberly Dukes, SFA) and Bougie on a Budget (presented by Eric Aguia, MFOS & First Generation).  Also, two additional web pages and social media posts were created with demonstrations on financial wellness and cooking on a budget.
  • February 11, 2021, SFA participate in the BRACE program annual FASFA night. The BRACE program is a program in Broward County that keeps counselors informed on college application and financial aid processes.  The event on February 11 was focused on helping high school seniors and their families complete their FASFA.  Because this year’s event was on a virtual platform, it was open to students from other counties – Miami-Dade, Osceola and Palm Beach in addition to Broward.
  • February 13, 2021, SFA presented on general financial aid processes and finding additional funding at the annual iDig Trio Biological Conference hosted by the Office of Academic Support for low income and first generation high school students.
  • On March 6, SFA will be collaborating with the Association of Black Alumni and the UF Black Student Union to host its 5th annual student recruitment conference for students between 7th and 12th grade, and their families. The program provides resources on college preparation. 
  • April 17, the Office of Admissions presented at the College of Business’ Emergency Leaders Conference.  The event was open to all high school freshmen, sophomores and junior students interested in attending the Warrington College of Business, with a special emphasis on underrepresented groups.
  • Admissions and SFA presented on Saturday, April 3 for the Bridges Minority Outreach Program virtual information session.
  • Admissions is collaborating with the Association of Black Alumni (ABA), on their virtual Destination ABA programs being held on Saturday, April 10. Active ABA chapters (South Florida, Tampa, etc.) will host virtual events for students in their areas.
  • Welcome packet was sent to admitted Black students, including those who identified two or more races to include Black. Packet included information from ABA as well as Black Affairs in MCDA.
  • April 2021, the Division of Enrollment Management and UF Online launched the “UF Online Ready Program” as a new enrollment pathway to a UF degree. This readiness program will offer a limited number of transfer students the opportunity to take missing prerequisite courses right here in UF Online, thereby lowering the burden on applicants and increasing access to Florida’s flagship university for top-performing students.
  • March/April 2021, SFA sent approximately 2,500 hand-written cards to newly accepted Pell-eligible students, congratulating them on their acceptance and offering our assistance. In addition, the unit made approximately 2,500 phone calls to newly accepted Pell-eligible students to check in and offer assistance. 

Climate Survey

We do not plan on a survey at this time. We would like to wait and align with campus efforts in this area.

Communications

EM conducted accessibility reviews of its various websites and publications.  These were used during redesign and updates to make enhancements that promote accessibility, compliance with the Americans with Disabilities Act (ADA), and improved user experience.  The prospective students’ recruitment materials are also translated into Spanish and Haitian Creole to improve outreach to diverse populations of prospective students and families. EM also promotes diversity efforts in the staff quarterly newsletter and beginning this spring will publish EM-IDEA newsletters fully dedicated to diversity efforts.

Events

The new teams will identify several concrete action items in their areas of focus that will be implemented across the division during the next year. During fall 2020, EM organized the following events –

  • October 2022, EM-IDEA hosted a coffee chat to discuss the poetic works of Black poet Langston Hughes during LGBTQ history month.
  • November 2020 EM-IDEA participated in and promoted first-gen events including highlighting first-gen staff stories on social media
  • November 2020 EM-IDEA created a multi-ethnic/heritage recipe book during International Education Week
  • November and December 2020 EM conducted two food drives – one at Thanksgiving and the other in December, collecting about 1040lbs of food to support families in the local community.
  • January 2021, EM-IDEA hosted a presentation from the Smathers Libraries on the work of acclaimed author Zora Neale Hurston.
  • January 2021, EM employees had a virtual Brown Bag Lunch with the VP and Assoc VP discussing “Faith in the Workplace”.
  • February 2021, EM hosted Audrey Gainey from UFHR, presenting on Hiring for Diversity, discussing inclusive hiring and onboarding practices.
  • February 2021, EM employees had a virtual Brown Bag Lunch with the Associate VP discussing “Advocacy and Anti-Racism in the Workplace”.
  • February 2021, EM employees virtual Brown Bag Lunch with the VP discussing “Experience of Anti-Black Racism in the Workplace”
  • February 2021 EM-IDEA team presents “From One Seed” in celebration of Black History Month.
  • February 2021, EM-IDEA team is organizing a Book and School Supplies Drive to support Lake Forest Elementary School in East Gainesville.
  • March 2021, EM hosted two Brown Bag lunches with the VP and Associate VP discussing “Women in the Workplace”, a timely topic given International Women’s Day.

Awards / Recognition

EM’s Office for Student Financial Aid and Scholarships was awarded the 2020 First-Generation Champions Award.

Last Updated

April 2021

 

 

Graduate School
Committee(s)  
Strategy / Governance IDEA is a part of the Graduate School’s SACSOC Institutional Effectiveness Plan. 
Training Microsoft TEAMS created with resources for Graduate School staff on IDEA; Crucial Conversations Training Fall 2020; Safe Zone Training for Graduate School Staff; Fall 2020 New TA Orientation Keynote Speaker on Inclusion in Curriculum with Dr. CC Suarez 
Recruitment / Retention

Attending virtual graduate fairs focused on recruiting underrepresented graduate students; Hosting virtual graduate school visits for underrepresented students; Strategic outreach to target institutions, working to develop pathways for underrepresented undergraduate students to attend UF for graduate school; 

Programming/Workshops (focused on supporting underrepresented graduate students)

  • Board of Education Summer Fellowship
  • Triple P Program (research opportunities for URM undergraduate students)
  • Writing Workshop
  • Writing Bootcamp
  • Fall Welcome
  • First Year Fellows Orientation
  • Presenting Oral Presentations
  • Wellness & Nutrition Program (collaboration with Rec Sports)
  • Mental Health Workshop (collaboration with CWC)
  • Black Graduate Student/Faculty Mixer • Latino Graduate Student/Faculty Mixer
  • Fall Closing

Funding/Resources

  • McKnight Doctoral Fellowship
  • FAMU Feeder Fellowship
  • McNair Graduate Assistant Program
  • Supplemental Retention Scholarship
  • UF/Santa Fe Faculty Development Project
  • Diversity Enhancement Awards
  • Doctoral Support (Emergency Funding) Misc.
  • Supporting grad student organizations focused on URM identities
  • Collaborating with MCDA to relaunch OUTGRAD Gator
  • GradConnect Program
Climate Survey

Working with Institutional Planning and Assessment on a compressive campus climate survey to include Graduate Students.

Communications Publication of two newsletters to graduate students. The first newsletter is from the Office of Graduate Professional Development called Thrive! and is sent ot all graduate students every other week. The newsletter shares information on funding opportunities, workshops, conferences, etc. The second is MOSIAC, created by the Office of Graduate Diversity Initiatives and is a newsletter to all underrepresented graduate students at UF. This communication is curated to highlight programming, professional development opportunities and resources offered by Graduate School, units across campus and within the local community. Additionally, students are encouraged to participate in the newsletter by nominating peers (or themselves) for a “spotlight” to celebrate accomplishments and milestones. The goals of the newsletter are to build a sense of community among underrepresented graduate students and ensure that they are aware of resources and support available to them.  
Events https://gradadvance.graduateschool.ufl.edu/programs/upcoming-events/ 
Awards / Recognition

Edward A. Bouchet Honor Society; Graduate Education Diversity Champion Award; 2019 National Academies of Sciences’ Survey of Earned Doctorates Black and Hispanic American Numbers and Rankings for the University of Florida: Hispanic or Latino – UF ranked 6th; Black or African American – University of Florida ranked 4th

Last updated 

January 2021

Harn Museum

Committee(s)

DEAI (Diversity, Equity, Access and Inclusion) Committee is being formed with Cecile Shellman. Shellman is a full-time consultant providing diversity, equity, accessibility, inclusion and anti-racism services for museums. Her experience includes having worked in a leadership capacity for Carnegie Museums of Pittsburgh, heading initiatives at Carnegie Museum of Art, Carnegie Museum of Natural History, Carnegie Science Center, and The Andy Warhol Museum. She was an American Alliance of Museums Facing Change Senior Diversity Fellow in 2019 and is licensed as a Qualified Administrator for the Intercultural Development Inventory (IDI), the premier research-based cultural competence assessment.

Strategy / Governance      

 

Training

Two sessions with external DEAIJ (Diversity, Equity, Access, Inclusion and Justice) consultant, Cecile Shellman.

Climate Survey 

All Harn staff have completed the Intercultural Development Inventory (IDI), which “facilitates personal growth and insight and collective change in ways that improve people’s intercultural competence and their efforts at bridging cultural differences so that relationships are strengthened and the human condition is enhanced.”

Communications

The Harn is a member of the American Alliance of Museums and supports their Statement on the Violence at the US Capitol.

Events

  • Exhibitions display diverse collections promoting intercultural awareness and understanding.
  • Museum Nights events (held the second Thursday of every month) offer diverse programs promoting positive engagement with and learning about the arts of diverse cultures.
  • The exhibition, Shadow to Substance, title taken from Sojourner Truth, opens July 27, 2021 and is curated by Kimberly Williams, UF Doctoral Candidate in English, Dr. Porchia Moore, UF Assistant Professor Museum Studies, and Dr. Carol McCusker, Harn Museum of Art Curator of Photography. Shadow to Substance creates a chronological arc from the past to the present and into the future using historical photographs from the Harn and Smathers Library collections and through the lens of Black photographers working today. It pictures histories of enslavement, Jim Crow Florida, the Great Migration, the Civil Rights Movement and Black Lives Matter. But it does so through images that expand ideas around healing, myth, intimacy, joy, resistance and rebirth.

Dean's Message

Statement by Harn Museum of Art Director in Support of Racial Justice shared through email with Harn constituents and on social media platforms.

Awards / Recognition       

 

Community

  • Art Kits distributed to youth through collaboration with Harn partners, including SWAG (Southwest Advocacy Group) Family Resource Center; and to Rawlings Elementary, Sharing and Caring Learning Center through collaboration with the Gainesville Chapter of the Links.
  • Developing virtual K12 class tour: Living in Diverse Worlds
  • Permanent collection and exhibitions are free to the public at all times, lowering economic access to barriers.

Last updated

February 2021

Human Resources

Committee(s)

UFHR

Strategy / Governance

 

Training

“Managing Bias” module as a required course for faculty and staff - Everfi Training; Managing Hidden Biases that Affect the Hiring Process; Gators Together as an ongoing series of courses available to all faculty and staff related to DEI with certification tracks for individual contributors and supervisors; Launching series of "racial justice education" webinars and resources called “Stronger Together” available for all faculty and staff starting in February 2021 and ongoing on topics related to anti-Black racism, conversations on diversity, and bystander intervention; As part of “Stronger Together,” launching series of webinars and resources starting in March 2021 specifically for leaders to help them lead more inclusively; Training for UF leaders conducted in February 2021 by Racial Equity Institute related to racial equity.

Specific training for cabinet and deans, conducted in February 2021 by Racial Equity Institute, related to racial equity and inclusion.

Recruitment / Retention

Ensure that recruitment strategies are diverse when sourcing for jobs; provide support to colleges and units when developing strategies for recruiting and hiring for diversity; review language in job descriptions and announcements for potential barriers and inclusiveness;   Refresh manager toolkits to communicate recruiting strategies and effective hiring practices; review job postings and encourage diversity value statements when communicating job announcements; provide customize training to colleges and units in support of inclusive hiring practices and retention.

Climate Survey

Communications

Engage in efforts to present inclusive brand image on career websites and in other communications;

Events

 

Awards / Recognition

UF Engaged - Southern Region HR Excellence Award from the College and University Professional Association for Human Resources 

Last updated

 February 2021

Information Technology

 

Committee(s)

Created DEI Committee in October 2020

Strategy / Governance

 

Training

 Inclusive Hiring delivered on March 11, 2021 to Leadership Team and their Direct Reports and the DEI Committee

Recruitment / Retention

 Requested Blind recruiting function through PageUp on 2/11/2021.

Research

Curriculum

Climate Survey

Communications

DEIAR Spotlight: What we are reading, watching and listening to (monthly email); Created a DEI Channel in TEAMs and employees may request to join.    

Events

Speakers on DEI topics attended UFIT in July and August.  Met to discuss plans for MLK Day. Sent out email - Looking ahead to MLK day provided link to volunteer opportunities; virtual events; MLK I’ve Been To The Mountaintop” speech; “Letter from Birmingham Jail”; NBC interview 11 months prior to his assassination; Dr. Joy DeGruy Leary’s speech on Post Traumatic Slave Syndrome.

Awards / Recognition

Community

 

Last updated

April 2021

 

Performing Arts

Committee(s)

Two UFPA staff members (Zakiya Smith-Dore and Sam McKee) are helping to lead an Anti-Racism Working Group with the Major University Presenters (MUPs) consortium. Additionally, three other UFPA staff members are involved in the greater MUPs DEI inititatives on a national level. Further, UFPA is a member of the Cultural Plaza EDIA committee.

Strategy / Governance

Anti-racism efforts are being directed by UFPA Executive Director and the aforementioned staff members. Work is underway to create additional "task forces" for progressing DEI initiatives.

Training

Staff are working in small groups to complete monthly online training courses on subjects related to producing an Anti-Racist workplace at UFPA. This includes weekly small group discussions related to the trainings, as well as bi-weekly open discussions for UFPA as a whole. Courses currently include "Skills for Inclusive Conversations," "Teaching Cvility in the Workplace," and "How to Engage Meaningfully in Allyship and Anti-Racism." These courses will be expanded on a month-by-month basis for the foreseeable future.

Recruitment / Retention

Research

UFPA is partnering with UF's Center for Public Interest Communications to identify the trends in the makeup of UFPA's current and recent audiences and develop a communications and messaging strategy that will increase audience diversity in the future.

Climate Survey

Phase one of the work with the Center for Public Interest Communications will rely heavily on a survey of the current climate at UF Performing Arts.

Communications

Internally, weekly small group discussions and bi-weekly larger group discussions are held. UFPA consistently communicates with its external stakeholders on progress with programming in relation to diversity, equity, and inclusion.

Events

UFPA is commissioning Shana Tucker and dance company Wideman Davis to create a piece highlighting the experiences of being a Southern black performer.

Awards / Recognition

Community

UFPA is developing a new program for presenting performances, the Driveway Theatre Project (DTP). DTP will bring performances out into different communities throughout the greater Gainesville area, with an intent toward engaging and collaborating with communities that may not have a relationship with UFPA.

Last updated 

January 2021

Student Affairs

 

Committee(s)

Student Affairs IDEA Collective – an inclusion workgroup for Division of Student Affairs Staff

UF Dr. Martin Luther King Jr. Celebration Planning Committee – hosted by Multicultural and Diversity Affairs

Strategy / Governance

Student Affairs I.D.E.A. Collective areas of impact for staff 1) Education 2) Organizational Culture and Practice 3) Assessment and Storytelling. Developed staff competencies, definitions. //Spring 2021: Organizing short- and long-term goals and preparing to implement programming for staff.

Multicultural and Diversity Affairs -  Identity-based and culturally-responsive resources, education, and community through 1) Academic Success Initiatives 2) Alumni Engagement 3) Assessment  

Training

The inclusion workgroup (Student Affairs IDEA Collective) began meeting in July 2020 and started structuring a comprehensive plan for staff development and education. While this was taking place, an introductory virtual dialogue series, The Long Talk, was developed to begin conversation around communication and DEI. In December 2020, an IDEA plan was shared with staff for feedback and input on implementation. January 2021, the workgroup is meeting to review feedback and create a strategy for effective and intentional development. 

Student Affairs is managing the student DEI module using the platform and curriculum developed by EverFi.

MCDA continues to host a series of D&I Workshops and presentations for students and Gatorship, a peer-to-peer intergroup dialogue social justice education retreat

Diversity and Inclusion Training

Diversity and Inclusion Training

MCDA is excited to offer our REAL Workshop Series to our students. REAL TALK is our comprehensive diversity education program. REAL stands for “Respect, Equity and Allyship for Leaders” and gradually introduces participants to key concepts of diversity education and identity exploration. If you supervise students, advise a student organization or teach a First Year Florida Class, please encourage your students to sign up!

 Sign up here!

Respect - Bias, Stereotypes, Microaggressions

Mondays, 4 – 5:30 PM

  • April 5th, 2021
  • April 12th, 2021
  • April 26th, 2021

Respect - Real Talk: First Year Florida

Wednesdays, 4 – 5 PM

  • March 31st, 2021
  • April 7th, 2021
  • April 14th, 2021
  • April 21st, 2021
  • April 28th, 2021

Equity - Power, Privilege, and Oppression

Tuesdays, 4 – 5 PM

  • April 6th, 2021
  • April 20th, 2021
  • April 27th, 2021

Respect - Inclusive Gators Use Pronouns

Fridays, 1 – 2:30 PM

  • April 2nd, 2021
  • April 9th, 2021
  • April 16th, 2021
  • April 23rd, 2021
  • April 30th, 2021

Recruitment / Retention

Including language that amplifies our values and commitment to I.D.E.A. in all job postings and providing consultation to departments around strategic recruitment (in progress). Sharing job postings on outlets that reach diverse candidate pool (Diverse Issues in Higher Education job posting page, social media platforms, NCORE job posting page).

Climate Survey

2015 and 2017 Student Affairs Staff Satisfaction Surveys. 2016 Black Student Affairs Task Force Campus Climate Survey 

Communications

Developing a website for inclusion initiatives within the Division of Student Affairs: https://team.ufsa.ufl.edu/idea/

MCDA website and social media accounts help share events and content:

Multicultural.ufl.edu

Instagram: @UFMCDA @ufhla_ @ufblackaffairs @ufapida @uflgbtq

ADA compliance - videos captioned. Websites are accessible (screen reader and writing style is at appropriate grade level). Ensuring diverse representation on marketing materials. Investing in branding of programs that support inclusive campus programming - storytelling.  

Events

Staff: Long Talk Dialogue Series

Students: MCDA - various ongoing programs, services, and initiatives across areas (Black Affairs, Hispanic Latinx Affairs, APIDA, LGBTQ+ Affairs, D&I, UMMP, Gatorship) multicultural.ufl.edu

MCDA Listserv: Sign up for our Listserv!! 

Asian Pacific Islander Desi Affairs

352:Asian Businesses, Too!

More info here!

352:Asian Businesses, Too! Is an initiative from the office of Asian Pacific Islander Desi Affairs to feature and highlight Gainesville Asian owned businesses through a virtual conversation and a socially distanced business tour. In order to build an ongoing relationship with locally owned businesses and our campus, we will host 3 panels and 3 tours with of 4 different business per session. Our goal is to highlight the vibrant history and innovative entrepreneurship our community boasts.

**Schedule is posted below. Virtual Zoom Panels will be held on the first day with business owner/representative and the in-person tour will be hosted on second day. Transportation will not be provided. Please check RTS for more information for public transportation.

  • April 16
    • 12 PM – 1:30 PM Virtual ZOOM Panel
    • 10 AM In-Person at indicated location
  • April 17

slAAm!: Sampling Literature by Asian-Americans!

slAAm! (sampling literature by Asian Americans!) Book Club features fictional works by Asian American writers and artists. slAAm! is open for all UF affiliated current students, faculty, and staff. Participation in the book club is to attend book club discussion once a week and a final private reception with the author at the end, all via Zoom.

This semester, we will be reading Saumya Dave's "Well-Behaved Indian Women." Told from three point of views, this debut novel explores the relationships and differences between three generations. It focuses on arranged marriages, the societal and familial expectations upon Indian women, and the resulting sacrifices they make.

More info here!

  • 3:30 – 4:30 PM
  • Friday, April 2nd

Chai Chats

Chai Chats is an open space for students to engage in dialogue around current and contemporary social, political, and economical issues affecting the Asian and Asian-American community. This event engages students in conversation ranging from topics that are light and fun to issues that are more thought-provoking.

Wednesdays @ 3 PM

  • Voter Turnout in the 2020 Elections: Based on guiding questions, students can sit down and compare experiences and personal stories regarding this past 2020 presidential elections, what it meant to vote as an Asian-American, and the overwhelming turnout from the community to raise a voice and to be heard.
  • April 14th

Project Mottainai

“Mottainai” is a Japanese word roughly translated to mean “what a waste.” We hold immense power over the environments we live in, and each of us has a responsibility to take care of this planet. Project Mottainai is an initiative under Asian Pacific Islander Desi Affairs at UF to encourage environmental consciousness among UF students.

More info here!

  • Mondays @ 3 – 4:30 PM
  • April 12th - Environmental Racism

Women's Empower Hour

Women's Empower Hour is a discussion series to support Asian American women and create solidarity within our communities.

More info here!

  • Violence Against Womxn: According to UNWomen, "1 in 3 women worldwide experience physical or sexual violence". During this Women's Empower Hour, we will take time to unpack the societal and institutional reasons that effect or perpetuate violence against Womxn.
  • Wednesday, April 7th @ 12 PM

 

Black Affairs

Black Affairs Community Mixer

A networking initiative to provide an opportunity for community building, networking, creating new connections and opportunities for collaboration among Black UF. The mixer will be held at the Institute of Black Culture.

Culture & Coffee

A program that recognizes and celebrates the narratives and experiences of Black University of Florida alumni and creates connections with current students. The program will feature Dr. Chris Busey, UF College of Education Assistant Professor.

  • Monday, April 12th
  • 12:30 PM – 1:30 PM

Black Thursday Panel Discussion

Black Affairs and the Samuel Proctor Oral History Program will feature a series of panelists to discuss the legacy of Black Thursday. This event is part of a series of events that will commemorate the 50th anniversary of Black Thursday at UF.

  • Tuesday, April 13th
  • 5 PM – 6:30 PM
  • Zoom, Registration to come!

Hispanic – Latinx Affairs

CWC & HLA: Bienestar Colectivo Series

Join us as panelists will explore how Latinx cultural values such as familismo, persnaism, respeto and simpatia provide Latinx students with a sense of identity, purpose, and life satisfaction.

Los Nervios & Latinx Mental Health

 

Anti-Blackness in the Latinx Community: Blacking the Brown: Centering Black Latin American Experiences

In collaboration with Oregon State University HLA is hosting a 3 part workshop series titled Anti-Blackness in the Latinx community. Where we explore how Latinx people perpetuate Anti-Blackness, deepen the knowledge of racial identity within the Latinx community and work to unlearn our biases. The first part of the series was hosted by Javier Wallace and Dash Harris and focused on the history of Slavery and Black people within Latin America as a framing of the conversation and to showcase the erasure of Black stories and experiences within the Latinx narrative. 80 people attended the first workshop and we are looking forward to the second and third workshop.

 

LGBTQ+ Affairs

LGBTQ+ in STEM

Join us for a round of Jackbox Games and an interactive look into the challenges of being LGBTQ+ in STEM, microaggressions, and how to be an ally.

A Day With(out) Art

The Harn Museum of Art and UF LGBTQ+ Affairs commemorates the 32nd iteration of Day With(out) Art. This event honors the lives and work of those living with HIV/AIDS. Through the examination of four different films, we will discuss the contribution that members of the global community have made to art and the expressions of identity. Our goal is to prioritize the voices of those living with HIV, and to hear their stories, rather than reduce them to their diagnosis. Our keynote speaker, Dr. Rachel Silveri, will discuss art and visual activism throughout the HIV/AIDS crisis in a talk entitled “Why Look at Art in a Pandemic?”

Peace Corps Info Sesstion - UF LGBTQ+ Affairs

In this event, participants will be learning about Peace Corps service, benefits of serving, and resources for volunteers who may identify as LGBTQ+. Dr. Rebecca Williams will be the main speaker of the event who served in Honduras in the health sector as a sanitation volunteer and will be discussing her experience in service. The talk will also include information about UF’s International Scholars Program and Peace Corps Prep which can make students more competitive for Peace Corps service.

Lavender Graduation

Lavender Graduation is an annual event to celebrate the achievements and contributions of graduating LGBTQ+ and ally students. The ceremony is held in addition to traditional commencement services and allows for a more communal and affirming environment for attendees.

 

 

Awards / Recognition

The Department of Multicultural and Diversity Affairs was awarded with the 2020 NASPA Virtual Innovation Award: https://www.virtualsuccess.naspa.org/

The Institute of Black Culture and Institute of Hispanic-Latino Cultures were recognized by the American Institute of Architects – Orlando with the Community Impact Award and People’s Choice Award.

UF recognized as a top ten wheelchair-friendly university by New Mobility Magazine, with leadership from the Disability Resource Center, Reitz Union, and Housing and Residence Life.

Inclusive Excellence Awards

In Multicultural and Diversity Affairs, we know that the work to build a culture that celebrates diversity and inclusion is a team effort. With our campus and community partners, we all do our part to educate, advocate and empower. Diversity, equity and inclusion is everyone’s business and we in MCDA want to highlight those on campus and in the broader Gainesville community who have taken up the charge. With our Inclusive Excellence Awards, we hope to showcase champions of diversity and inclusion and all they ways they are making a difference! 

The Inclusive Excellence Awards recognize and celebrate the efforts of individuals, departments and groups who display exceptional leadership in fostering diversity and inclusion both on campus and in the surrounding Gainesville community. These awards reflect MCDA’s mission of celebrating and empowering diverse communities and being advocates for an inclusive campus for all students across identities. 

This year, MCDA will award the following: 

Community Award (Individual or Organization)

Student Organization Award

Outstanding Inclusive Excellence Initiative Award 

Dr. J. Michael Rollo Diversity Impact Award (Faculty, Staff, Undergraduate and Graduate Student).

Visit our awards page to make a nomination.

If there is an individual, an initiative or a community or student organization that has made an impact, we want to know.

Recipients of these awards should actively display and affirm MCDA’s values of fostering community, multicultural education, intercultural engagement, inclusive leadership development, and advocacy. 

Nominations for all Inclusive Excellence Awards will close April 2nd, 2021 at 5 PM.  

For additional details or questions, do not hesitate to reach out to Tiffany Richards, trichards@ufsa.ufl.edu.

Last Updated

April 2021

 

 

University Athletic Association

Committee(s)

  • The Listen, Learn & Act Initiative (employee-focused)
  • Black Student-Athlete Council (student-athlete focused)

Strategy / Governance

  • The driving forces behind our efforts here have been, first, enacting the UAA’s strategic purpose of “a championship experience with integrity” by supporting our student-athletes the best we possibly can. Second, we have called upon our core value of respect – we treat each other with fairness, honesty, kindness and civility – to give both a vocabulary and guiding principles to our efforts internally and externally.
  • LLA Initiative Purpose: To provide resources, guidance and companionship on the journey of learning about racial injustice in the USA and to fulfill our role in working toward a more just future as a nation, community, university and workplace.
  • BSAC: Coordinated by Student Development Coordinator Valerie Flournoy under the umbrella of the Hawkins Center (student services/support)

Training

  • HR training in development
  • One-off training for employees who deal directly with fans on responding to people unhappy about student-athletes who express their values

Recruitment / Retention

Volunteer-based committees

Climate Survey

 

Communications

  • FloridaGators.com/LLA web page
  • Monthly Listen, Learn & Act Email Newsletter to all employees highlighting learning opportunities and ways to take action
  • Video message sent via email to around 200K fans with athletic director Scott Stricklin expressing the UAA’s respect and support of student-athletes who speak out and/or peacefully demonstrate
  • Editorial column on Florida Gators.com by track & field head coach Mike “Mouse” Holloway expressing some of his experiences and feelings as a Black man following George Floyd’s death
  • Public statement from the Student-Athlete Advisory Committee and a joint open letter from all head coaches and Stricklin
  • Supported voter registration with multiple posts from the @FloridaGators Twitter account (317K followers) using the #GatorsVote hashtag, providing direct links to voter registration and video messages from notable Gator greats encouraging
  • In-venue video message from the Black Student-Athlete Council that will play at home events
  • Coverage on social media channels and GatorZone television show of student-athletes participating in a peaceful protest in Gainesville
  • Held a virtual media session with approximately a dozen reporters speaking with men’s basketball student-athlete Scottie Lewis about his activism

Events

“A Conversation That Matters” webinar series, which have combined for over 10,000 views to date. 

Awards / Recognition

 

Last updated

March 2021

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