WEC IDEA Committee started October 2019.

Forget to say that this meeting is being recorded.

Taylor- what did you do with the feedback? Was there a discussion with those people who commented?

Can you share your statements?

Entomology has one too. I can send it to you, Chris.. Got Antonio Farias input/

Thank you!

Chris, I think they're saving questions for later, but if we don't get to your's, I can talk to you about it. We did a lot, including going back to the person.

AEC has several faculty certified in the Intercultural Development Inventory

Thanks, Taylor. THat's great.

Thanks so much for sharing, everyone. I appreciate your efforts and want to learn.

Seems the UF should develop mandatory training on D&I like we have for sexual harassment, which I think is very effective.

Agreed - it is a basic platform.

Are there any new policies/practices adopted/proposed by an IDEA Committee to increase diversity of admitted students and/or hired new faculty & staff ?

How often are your committees meeting to keep the momentum going?

once a month

I am working on a two pager that will be available about all training available through CAFÉ Latino DEI and cultural competencies

Once a month for us too, unless we're working on a project

Once a month for us too.

Laura that would be great

once a month now but started out every 2 weeks.

Denise can you share the link to the website please?

@chris Vivian I’ll be ready after EPAF

hr.ifas.ufl.edu/diversity-and-inclusion

Did you go through a process/procedure of understanding each person's bias prior to focusing on a goal/project ? Is this part of the template you mentioned?

You know Denise, maybe my PR people can help with some targeting, too.

That would be fantastic!

@Anita - we would like to do an IDI for all staff prior to starting. I don't want to bake bias into our efforts.

Specific goals pulled from the recent SWSD JEDI committee proposal:1. Develop mission statement for the committee and a JEDI statement for the department2. Review the state of JEDI within the department by surveying undergraduate and graduate students, postdoctoral associates, staff, and faculty.3. Coordinate annual workshops focused on JEDI issues, such as by-stander intervention training, allyship, implicit bias, etc.4. Develop specific, targeted, materials to recruit URM individuals at every level (undergraduate, graduate, postdoctoral, staff, faculty)5. Decolonize and diversify the teaching, research and extension programs through intentional, anti-racist activities and approaches. For example, ensure that courses with heavy primary literature foci are including black authors and authors from the global south.6. Increase the diversity of invited speakers for departmental seminars.

from Entomologu 1) Develop strategies for dialogue, training, and promoting diversity and inclusion within the department.2) Provide training opportunities or resources to new members of the Entomology & Nematology Department standing and ad hoc committees to encourage their adherence to the principles of equity and inclusion described in the bylaws.3) Request and review annual action plans from each standing and ad hoc committee to increase their inclusivity.4) Assist/participate with the recruitment, retention and support of students, staff and faculty of underrepresented groups in the Entomology and Nematology Department.5) Discuss matters within the department relating to racism, bias, and discrimination against students, staff and faculty, received from the anonymous Qualtrics reporting system and by individual committee members.

I think being mindful about forming search and screen committees is also important ( i.e., Intentionally diversifying those decision-making committees) .

barriers

will be immediate changes based on the goals of those DEI committees

I We are talking about how to get started and would like to combine with another department or two to better understand their needs and help with consistency and broaden discussion.

combining forces in similar departments might be a good way to reduce resources and effort.

That's a helpful explanation, Denise.

I find that being a part of the REC DEI committee has helped me with the FLREC DEI committee. They build on each other. And what we found was that all the RECs are different. So we share as a group and take it back to our centers to fine tune.

I'd love to see what you're using Heather!

Improving DEI is a long-run process. We should just expect to be feel frustrated and defeated at times. Cultural shifts take time and struggle.

The WFREC is in the same position as TREC. This topic is on the agenda for next week’s WFREC faculty meeting.

The REC DEI committee is modifying there entomology climate survey.

thank you

Thank you for the extra time

Thank you

Very helpful!

Thanks

Thank you!

Thank you!

Thank you everyone!

Thanks to Heather and the panel!

Thanks Heather and Denise!

thank y'all!

Thank you Heather!

thank you everyone!

Thanks!