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How can we be more inclusive of entry-level positions? Many staff do not speak English astheir first language and many are not computer literate. Yet the University continues to domore and more on-line, making it challenging for these staff to participate. Any thoughts onhow the U can continue to consider this staff?How can we get people to understand and be aware of the power of white privilege? Ibelieve that if white people were more aware of it, they would better understand the hurdlesfaced by non-whites and thereby decrease subtle discrimination and/or judgments.How can we improve professional development opportunities, especially for Civil Serviceand Bargaining Unit staff, when the supervisor doesn't support it? We need to find moreways to help everyone feel more a part of this University community and not feel alone attheir workstation. I'm using professional development to mean not just required training, butcourses offered through OHR, Women's Center, etc. as well as contributing by joiningcommittees. The more involved everyone is, the more committed to the success of theUniversity.How do we go beyond being friendly or tolerant to becoming a place where people withwidely varied identities, cultural backgrounds, worldviews and lived experiences feel a senseof connection, belonging and even ownership?How do you deal with a HR Department that gives you an answer to one of your questionslike this: "We're the University of Minnesota, and we can do anything we want." Meaning,we can change your job anytime into anything we want. Another question is, Exactly how"diversity attention" goes into a $300 development plan for a front line employee withinFacilities Management?How does the University enforce its Code of Conduct? When supervisors and departmentheads violate the Code of Conduct, how can we as staff hold them accountable for theirbehavior?How is the University planning to encourage all staff members to 'buy in'/support the ideathat equity and diversity should be a core value in their lives?How will you address the division between faculty and staff: The sense of entitlement withfaculty (vacations while being paid 3 months summer while on 9 month appt, flexible workhours, better benefits, lavish dinners). Staff continually experience Management "turning ofheads" when faculty conduct themselves in less than ethical manners, berate staff forsending them reporting while they (faculty) are on "vacation" during winter break (9 monthappt). Staff are NOT allowed flexible hours (work at home, 4-10 hour days, etc) while facultyare - when pointed out, we are simply told "You are not faculty". Staff must turn invacation/absence reports- faculty rebel, refuse, and indicate it is a mistrust.How will you increase institutional support for ethnic studies departments and other criticalstudies fields that have been catalysts for shifting disciplinary paradigms and increasingcollege access to diverse populations? Why does the College of Education and HumanDevelopment refuse to orchestrate a concerted effort to take on relevant issues in urbaneducation, like the under education of students (particularly students of color, Englishlanguage learners and low income students), and diversifying the teacher pool? What will bethe institutional consequence for such complacency?I have worked at UMN over 8 years in 2 separate departments and in both places was theonly person of color. Since the economy has gone south, there’s been a lot of consolidationof work and differential treatment. I have made complaints to Human Resources and theOffice of Equal Opportunity Affirmative Action and it seems the supervisors flaunt the codeof conduct and there doesn’t seem to be any repercussions for them doing so. Does thecode of conduct have any teeth? For the most part one could call it bullying - workplacebullying. And sometimes it looks like discrimination but it’s apparently not oftentimes. Butwhat is the University doing in terms of preventing workplace bullying? I have madecomplaints and I have experienced retaliation and nothing has happened in terms of itstopping. Where do I go to get a resolution on this?2
I believe that each college on campus should have a office for diversity and this officeshould be encouraged to work with University wide diversity office. What’s your commenton this?I know what it is like to be treated like a second-class employee. I have worked here a longtime and heard many comments about the low consideration of employees who workdirectly with the public/students (the "hands on people"). Often staff who are in thebargaining unit. It is so bad in my area that staff one level up on the hierarchy will not evenlook at those below or return a polite greeting. We are a smaller unit and most staff knowone another by face if not name. Being made to feel like you are invisible or not worthrecognition begins to eat at your self worth. How can one serve the students well if one isconstantly being told in subtle and not so subtle ways that you are of little value? I once hadan administrator tell me that "you people" were not very happy when he worked in my area.How can we accept diversity when we think of one another in such limited ways? How canyou work to improve the climate for staff of low status who also may not be diverse staff? Adouble whammy.I recently attended a presentation by CEO Sondra Samuels, of Northside Achievement ZonePromise Neighborhood. She enlightened us on the story behind this groundbreakinginitiative. Their philosophy is to bring Families and Children through a “pre-natal to career”pipeline that provides comprehensive support. They stated some of their greatest needsincluding things as simple as adults becoming mentors to the program through programssuch as Big Brothers, Big Sisters. Since the University has many of the resources available,including a massive workforce, how will the University be a partner with this initiative bynotifying employees where the needs are (without exercising control over the program) andsupporting many aspects of the Northside Achievement Zone?I regret that I will be facilitating a faculty planning retreat (at which we will discussimplementation of a new Diversity Plan) at the time of the session. How can we moveinstitutionally to promote a shift of perspective along the continuum of "inclusive" to"awareness of the essential resources that only diverse viewpoints yield" to "educating foreffectiveness in an essentially diverse society"? Kudos for sponsoring this session!I think the climate needs to be improved for all staff. How can you work on making this abetter place to work for all staff?I would be curious to know if the University could take a position on the marriageamendment that will be presented to the Minnesota voters this fall. My hope is that theywould oppose the amendment.If embracing diversity means inviting people to participate in defining the culture of theinstitution rather than simply adapting to the existing culture, how do we go about makingthe U of M more malleable in the interest of creating a more inclusive culture?In what ways do you believe departments and areas can best foster inclusive environmentsto promote diversity and provide support for diverse staff members and students?Is anyone working on keeping track of visuals presented by U of MN to reflect students,staff, faculty? We have the largest urban Native American population in the U.S., yet can'trecall ever seeing that minority represented in any U of MN related news release,advertisement, etc. Why is there still a photo of 4 white males smoking in the Coffmanelevator? Am guessing they are a famous band -- but for anyone who isn't familiar with theband it just communicates boys will be boys, and isn't that fun -- isn't there a ban onsmoking in U of MN buildings?Is the University planning to step up and publicly oppose the proposed marriageamendment, which will be on the ballot this year? Will the U of M stand up and be a leaderwhen it comes to minority civil rights as it has done in the past, or is there too much fear ofretaliation from the legislature and special interest groups?It's hard working with people that don't understand English. Jobs have to be explained overand over. Why can't it be a requirement of positions to understand English with a test tocheck that that is so? Maybe English classes?3
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