05/20/22 Meeting Notes

Subcommittee 1: 

• no traction 
• reminded the team that we were waiting on traction for subcommittees until we know that is what IPPS needs. 

Decision: hold off on these until after June check-in / follow-up with Angela

• Send Angela the current survey draft to review prior to our meeting June 6th. 
• Committee to review and finalize by EOD May 27th. 
• Kelli to send to Angela May 30th 

EDI Closing Session

• 1:1 input on experience during IPPS >
  • voluntary and additional data from "official interviews" 
• Expectations: 
  • not an exit interview 
  • acknowledging concerns 
  • seeking recommendations / solutions for the benefit of IPPS
• Using as a test subject to see if this is viable option 
  • Official Closing Session on 05/27
• Include Students for these sessions 
  • ~10 students graduating = good source of data
    
    • students interact daily with leadership 
  • Questions will be reworked for this demographic
  • Virtual option available
  • Schedule before June
• Include Temp Employees? 

Confidentiality 

• leadership should NOT ask for names of those participating 
• data provided to leadership would be high level topics and overall themes
  • examples will NOT be provided
  • protect employment opportunities
• Mandated Reporting 
  • disclose this at the beginning of the session 

Defining Data:

• Request some guidance for interpreting the data for Angela 
  • we need to decipher the definitions of "effectiveness" and "success" 
• Edwina mentioned we will have more success with accomplishing goals if the data is coming from "Staff at Work" (SAW) survey
  • Our survey are all about EDI vs SAW only has 7 EDI related questions
    • need more EDI temperature
    • need more demographics
• Goal: we want to bring IPPS in and see what is important to them, we can't get that data from SAW

• Timeline: 
  • Send email to Angela by Monday May 9th. 
  • Follow-up in early June on action items 
  • Finalize decision of Survey or Interviews to get voice of dept. by end of August

• EDI Goals are for everyone in the organization 
• Finalized Goals: 

  Required:

  1. Complete the Implicit Bias training series (approx. 2 hours for all courses).

  
  

  Optional:

  1. 1. Attend 2 campus diversity events
     2. Attend 1 IPPS Open Forum quarterly – feel free to suggest a topic/invite a speaker/recommend an article
     3. Join a campus group that supports diversity. See Staff Affiliate Groups (ucsd.edu) for ideas. 
     4. If already involved in a campus or community group that supports diversity, host a Lunch and Learn to share info about the organization, its key objectives and events/how to get involved

Discussions/Impacts

• How to weigh the S, A, E ratings for each goal?
  • Taking training will establish baseline and won't be considered as an "E" in the PA review, but what should?
  • Limitations:
    • Scoring for EDI could be extremely subjective, especially if manager is not familiar with EDI concepts
      • example: as a buyer onboarding 5 small business > should count as meeting EDI goals

• How will this training be enforced?

• • Ted thinks we should make this an expectation and NOT a requirement 
    • Managers should be accountable for having conversations with team members and ensuring it's getting done in alignment with the PA review 
  • EDI Goals will be listed 
  • Proposed Solutions:
    • request completion certificate
    • employee to list next year in PA
• Committee will review and think on this for a minute.

EDI Goals / PA 

Questions: 

all employees

Decisions: 

#1 > only requirement 

#2 > remove the awards/ luncheons from the options

#3 > clarify if (4x) is once per quarter? 4 times per quarter?  

#4 > include other examples such as Black Staff Association (BSA), Chicanx/Latinx Staff Association (CLSA), see Staff Affiliate Groups (ucsd.edu) for more

Are these goals "check box"? YES, but let's be accountable for moving past the bare minimum. 

• EDI Talks/ Trainings
  • Fnann Keflezighi, Director of Cross Cultural Center
    • General EDI talks during Open Forum 
    • Leadership with EDI lens during Leadership Forum 
  • https://diversity.ucsd.edu/anti-racism-resources/index.html#Resources-for-UC-San-Diego-Comm
    
    • panel of EDI Resource Center programs, facilitation of EDI concepts
  • HSI programs 
    • highlight that UCSD is an HSI
    • https://diversity.ucsd.edu/initiatives/latinx-academic-excellence/hsi.html

• Nicknames in the workplace vs microaggressions 
• Example of PI and Fund Manager
  • PI calling Fund Manager A and not her name without notice 
  • Fund Manager confronted PI 
  • This is an example of aggression within campus and unspoken hierarchy