Action Planning for Divisions, Colleges, Schools, and Departments
Values and Visions – Roadmaps to Excellence
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Action Planning Next Steps: 5+5
Our action planning process is, at its center, based in the 5 goals of the Diversity and Inclusion Strategic Vision. These goals along with the accompanying strategies emerged from a three-year process of co-creation—incorporating the gathering and organizing of previous feedback, multiple layers of community engagement, and stakeholder review at every stage in the development process.
We are supplementing this with the intellectual framework developed by Dr. Maisha T. Winn and Dr. Lawrence (Torry) Winn of the Center for Transformative Justice in Education Center.
Their 5 Pedagogies are:
- History Matters
- Race Matters
- Language Matters
- Justice Matters
- Futures Matter
- Maisha T. Winn, "Imagining Equity: Leveraging the 5 Pedagogical Stances," Imagine Learning, 2021.
- Maisha T. Winn, "Paradigm Shifting Toward Justice in Teacher Education," University of Michigan, Teaching Works, March 2019.
This framework allows for deeper reflection by planning participants on:
- how to authentically suspend harm with a goal of improving climate,
- how to interrupt the status quo in our learning and working environments so as to invite inclusive innovation,
- how to foster workplace and learning communities as sites for restorative practice, centering justice in our notions of meaningful work
As with many of our efforts, our approach to planning is introspective and inquisitive, supporting the building of community so that units develop their own accountability and responsibility for creating and enforcing inclusive practice within their organizational culture.
Step 1: Readiness
- Organize a standing DEI Committee
- Familiarize your organization with campus DEI goals including the Diversity and Inclusion Strategic Plan; Goal 3 of To Boldy Go, and the HSI Taskforce Report
- Take the temperature of your unit’s DEI climate
Resources:
- About the UC Davis Readiness Assessment for DEI Planning
- Best practices for organizing your DEI taskforce or committee:
- Reject Injustice through Student Empowerment (RISE) at MIT, “Best Practices for Effective DEI Committees” [external link]
- Vice President for Diversity, Colorado State University, “Diversity, Equity, and Inclusion (DEI) Committee FAQ” [external link]
- University of Pittsburgh Kenneth P. Dietrich School of Arts & Sciences, “Recommendations from Departments from the Dietrich School Faculty Diversity Committee for Developing an Effective Departmental Diversity Committee” [external link]
- iDARE resources
- Introduction to the Diversity and Inclusion Strategic Vision Course, 90 minutes DEI Education Program, Contact us.
Step 2: Address Histories, Race, Justice, Language – Reflection and Learning
- Consult with DEI Education team to develop a program of courses to address high priority climate issues
- Work with TJE on organizational reflection and deep dives into organizational history and anti-racism best practices
- Incorporate guidance from other leaders and frameworks
Resources:
- Restoring Justice. Transforming Education at UC Davis (video)
- Unit and Department Courses and Consultations
- Racial Healing Circles
- Maisha T. Winn and Lawrence T. Winn (eds.), Restorative Justice in Education Transforming Teaching and Learning Through the Disciplines
- Maisha T. Winn, Justice on Both Sides: Transforming Education Through Restorative Justice
- Transformative Justice in Education's "Futures Matter 2020-21 Virtual Workshop Series"
- Anti-racism Voices
Step 3: Engagement and Research
- Engage all members of your organization in planning
- Work with DEI committee to develop organization-wide and individual ongoing professional development plans
- Gather any additional recommendations from within your organization and from key stakeholders
- Gather research and data
Resources:
- Facilitation Guide for DEI Planning
- Data and Accountability
- Templates for gathering feedback and recommendations (forthcoming)
- Anti-racism Reading & Resources
- Anti-racism Syllabus
- Unit and Department Courses
- Anti-racism Guidance
Step 4: Address Futures – Plan and Act
- Write your Action plan
- Develop your implementation plan
- Gather resources and set a timeline
Resources:
- Plan and implementation templates (forthcoming)
- HR Staff Experience Survey – Understand and Take Action on Staff Engagement – There are particularly good resources under the “Propelling Action” and “Resources for Taking Action” Sections
- iDARE resources
- DEI Goal Matching Model
- 11 Suggested Actions Toward Anti-Racism
Step 5: Sustain, Assess, and Iterate
- Create an evaluation plan
- Share your progress with us and the campus
- Engage, mentor, and coach
Resources:
- Develop a set of metrics or indicators to include as part of your evaluation plan:
- https://diversity.sf.ucdavis.edu/about/strategic-plan/executive-summary
- https://diversity.sf.ucdavis.edu/about/strategic-plan/implementation
- https://diversity.sf.ucdavis.edu/diversity-data-research-questions
- Anti-racism Values
- Strategic Investments Document
- Diversity Courses – Professional Development Programs
- HR Staff Experience Survey – Toolbox for Managers and/Supervisors
- Manager Mirror IDP (in draft):
What is it?
IDP – Employee (forthcoming)
IDP – Supervisor (forthcoming)
Partners
The Office of Diversity Equity Inclusion is partnering with other entities on campus to provide tools and resources to support DEI action planning and professional development.
Diversity and Inclusion Education Program
Role:
- Orientation to the Diversity and Inclusion Strategic Vision
- Consultations on professional and organizational development
- Ongoing education and support
Transformative Justice in Education Center
Role:
- Provide opportunities for organizational and professional development
- Provide a theoretical framework to our DEI Work: 5 Pedagogical Stances—History Matters, Race Matters, Justice Matters, Language Matters, Futures Matter (Winn, Maisha T. and Lawrence Winn, 2020)
Audit Management Advisory Services
Role:
- Campus DEI Scan: the current status of DEI's strategic goals and application to departments and units on campus
- Interviews, Documentation: Assess status of goals at campus departments and units; determine status and performance of departments and units
- Monitoring tools and procedures: Consolidate results and ensure ongoing monitoring; organize ongoing monitoring tools and procedure
Role:
- Working collaboratively and in parallel to support DEI action planning
- Development of resources