Kacy Summary Feedback

• Main focus of committee: has to be accountability for leadership

  
  

  Timelines > dependent on subcommittees

  Should we table the strategies until we see if we have some members

  
  

  
  

  Makes sense to want to wait for input

  How can we move forward with the outlined strategies as year 1 and then simultane. Move to include new strategies with new members in the followwing years. So we're not at a halt

  
  

  
  

  Kacy >

  • She did not see the Blink page so they wanted to know literally what we are posting

  
  

  sharepoint > site for internal > can create a site, post documents > calendaring, EDI toolkit

  Dif posting for

  
  

  Resource Page

  Feedback > instead of us consolidating for other initiatives, we can just link out to the HR resource library for content reading

  
  

  They have a definitions page that we can use

  https://ucsdcloud-my.sharepoint.com/personal/d2lopez_ucsd_edu/_layouts/15/Doc.aspx?sourcedoc={38652d14-9f3e-4584-96fc-14920ca76cbe}&action=view&wd=target%28Library.one%7Cff3ea84f-a73e-4464-927a-5c10f78668e4%2FKey%20-%20tags%7Cb88aa93e-66d5-43b6-a4ee-73bb3b8dfafb%2F%29

  
  

  Equity, Diversity and Inclusion Statement (ucsd.edu)

Objectives:

Flush everything out:

Committee objectives /missions,  roles, expectations, timelines, tracking, committee structure

Tracking > measure of success of strategy, or success of leadership involvement and participation?

Strategies>

• Open up conversation for measurement of success
• Take on strategies that are attainable for one year
• Increate participation next year
• Bring up "baseline data" conversation > Staff @ Work survey or CFO Accountability Report
• Align with CFO guidelines, leverage, and access to resources
• Exit Interview participation
• How to protect sensitive information?
• Current Structure: leaving employee can chose the CLT member
• Hash out how much EDI can have access to
• Suggest questions
• Theme exit survey for tracking

Focus on first bullet point

Internal > training staff to let them participate in language , managers and sup buy in and training/ literacy > hiring based on EDI concepts just to have a team that does not care etc.

Measuring: before the language on job card, and website/resource

External > candidates can research, publish initiatives (IPPS Initiatives (ucsd.edu)),

*go through the brief and dialogue for each section

*strategies presented

• What strategies are prioritized

*roles

*

New Structure:

Adress cultural needs of org,

How to incorporate that in our hiring

Cultural Statement, leadership & EDI concepts, potential trainings/forums

They want us to trust that they are not trying to control, define, or take over, but rather they want to be a part of it