3/17/2022 EDI Retreat Planning

Lunch will be provided but please bring a drink

Areas of growth seen:

• EDI in hiring
• In-depth job cards
• Referring candidates to our EDI

Ornelas, Rubi RUBI

Jasmine Montilla Alma Mendoza JASMINE & ALMA

Kelli Marielle G Vizcarra Kelli & Marielle 

Agenda 

10AM

• • Introductions Former user (Deleted)  10 mins
  • Learning Guidelines kacema 5 mins 
    • Suggestion Box 5 mins 
      • Sticky notes
      • Questions/ideas 

10: 20am 

• • Prompt - Please write down thoughts and questions (Two answers per question) 
    • General Questions  
      • How do you define EDI?
      • Why does EDI matter? 
      • As a leader how do you incorporate EDI into your structure?
      • What does your team dynamic look like?
      • When is the last time you've mentioned EDI?
      • How often are you engaged with your staff members in EDI?
    • Open discussion
• 10:40 am 20mins 
  
  • EDI Accountability Brief (Printed) 
    • Vision & Mission Statement 
    • Core Objective
      • Strategies around accessibility, accountability, and trust
    • Roles: Supervisors, Champions, Consultants
    • Committee structure
• 11AM - BIO BREAK 5 mins  
  
  • Background on the Subcommittees (10 minutes)
    • • Accountability, Transparency, and Expectations: long-term projects
      • Input 
      • Frequency of meetings (quarter) 
      • Goal: accomplish this within a quarter
• 11:15AM
  
  • Subcommittee 1: How to incorporate EDI in our hiring? - RUBI/MARIELLE
    • Job Card EDI Statement
      • Ensure candidates know the importance of EDI right off the bat
    • EDI Questions
      • Included in interviews to keep EDI goals accountable
    • Draw candidates from underserved communities
      • Is UCSD only posting on online portal? Should we look to post elsewhere? Should we expand for the sake of accessibility?
    • Planning
      • What processes will be in place for ensuring hiring is done with an EDI lens?
      • Incorporate EDI into the Key Initiative Hiring Manual and have easy access to the document
    • Tactical outcomes
      • Tracking retention > strategize how we would track
  • Subcommittee 2: EDI Aligned Culture, Leadership, and Business Practices- ALMA/KELLI 
    • Mentorships & Transperancy 
      • Access to trainings, certifications, classes, volunteering for leadership track 
      • Exploring internships or other career paths
      • Transperancy in job opportunities > sharing during Huddles, 1:1s, etc. 
    • Training/Cultural Education across IPPS
      
      • Accountability for leaders, leading in equitable way
    • Building trust and retention 
      
      • Consistent 1:1s
      • Establishing career goals 
    • EVRD
      • Include EDI statement within the EVRD form 
      • Considering EDI initiatives and goals when doing business with a new supplier 
      • Should be considered in the same way as the Business Classifications

CULTURE:

Start with Trust 

• We should start with the 1:1s 
  
  • Individual Development Plan (IDP) > institutionalize within IPPS
  • Resources on structuring 1:1s sessions
• Mentorship/Internships
  • temporary 3 month job swap > look at the HR policy behind this > represented or unpresented 
  • Shadowing initiative > insight on a day to day role 
    • ex: roadshows to meet the team
  • Establish reality and expectations aligning with strengths and 
• Opening Team meetings to IPPS 
  • high levels > exposure of leadership style and feel of the team
• Intentional Team meetings for presenting the team style and responsabilities
  • once a quarter 

Goal: exposure, career track planning, and retention

LUNCH BREAK 30 mins (NOON) 

12:30PM 

• Session Close Out
  • Suggestion box - questions/ideas?
  • General Questions  
    • Why does EDI matter? 

1PM