| Surveys | EDI Closing Session Confidentiality Reminder - 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
Noted Themes Strategy 1-1 Accessibility: Create mentorships/internships within IPPS to explore and enrich career paths Strategy 1-2 Accountability: Hold current leaders accountable and foster self-accountability Strategy 1-3 Trust: Address macroaggressions and inflexibilities to uplift morale and gain trust - Process overview for staff concerns & issues surrounding bullying and harassment
- Should calling the hotline or reaching out to Pierre be an option?
- Alternate options for staff members that “don’t fit in”
Strategy 1-3 Trust: Provide peer reviewed content with a pulse point on the status of IPPS’ diverse, equitable, and inclusive workplace. - Quality over quantity as a performance appraisal tool
- Data serves a number but doesn’t highlight the work put in daily, the background details of the case, areas of work that are not transactional.
- Accounting for housekeeping work.
- Setting expectations based on job descriptions.
- Comparing staff members' output without regard to complexity
Strategy 1-1 Accessibility: Retain documentation of courses, certifications, roles, and committee participation taken by leadership for a rubric for management roles Strategy 1-2 Accountability: Request additional leadership development to contain how to manage for inclusion alongside traditional supervisor training Strategy 1-3 Trust: Positively interrupt racism and bias using effective action within our spheres of influence - Advising team of expectations and avoiding double standards
- Required skill set to move from employee to manager
- Processes in place for developing manager
- Addressing problematic behaviors
| - 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 Aligning with Strategy 1-3 Trust - 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
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| Performance Appraisals EDI Goals |
| - EDI Goals are for everyone in the organization
- Finalized Goals:
Required: - Complete the Implicit Bias training series (approx. 2 hours for all courses).
Optional: - Attend 2 campus diversity events
- Attend 1 IPPS Open Forum quarterly – feel free to suggest a topic/invite a speaker/recommend an article
- Join a campus group that supports diversity. See Staff Affiliate Groups (ucsd.edu) for ideas.
- 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. |
| Walk-in Topics & Side Projects | EDI Talks/ Trainings - Fnann Keflezighi meeting went well
- It was advise IPPS could be on the path of cutting edge EDI work that the University hasn't begun yet
- Highlight areas we would like to see a collaboration with VC EDI
- Shared documentation pertaining to EDI Accountability Committee Brief, Before you leave questions, team notes, and collab page
| - 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
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