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Making sure that older workers who apply for positions are getting equal opportunity forbeing hired and that age discrimination is not operating against them. In line with this,assessing the current population of workers in staff positions to see what the age spread is.Part of supporting diverse staff members is educating all staff members. How do weencourage, support and maybe even require staff/faculty to reflect upon their privilege,interactions and decisions to improve attitudes, climate, services, etc? How do intersectingidentities impact/complicate/help improve efforts along these lines?People from diverse backgrounds that work in the capacity of faculty or staff (and students)consistently encounter negative unwelcoming environment from co-workers/counter partsand/or supervisors, what will be done to retain, and penalize individuals that create stressfuland unpleasant environment?Some University employees hold very strong traditional religious and conservative politicalbeliefs that are in direct contradiction to the values of diversity and equity. These beliefswere likely forged in childhood and are core personality components of many Universityemployees. How do you intend, in practical terms, to reconcile an environment containingthese strongly held and regularly expressed personal beliefs with the stated goal of valuingdiversity and fostering a non-hostile work environment for people with different backgroundsand values? Do you believe that a written policy is sufficient in itself to create a Universitycommunity that sees diversity and equity as strengths? If not, what further, regular actionsare you willing to take on and/or lead in order to create, foster, and strengthen such aviewpoint within the University community? Please pardon my anonymity. I applaud andsupport your efforts.My department has struggled on issues of diversity. Despite this, I have been forced to findtraining around diversity on my own and sometimes external to the UMN, so I often wonder"where are my co-workers?"There are 2 things that come to mind regarding "culture" at UMN. First, too often I am theonly diverse person in meetings and that is a challenge that prevents me from speaking upor sharing on these topics. I know the reaction from others will be “Well of course he’sgoing to say that. He’s the only person of color in the room.” This is one obstacle thatprevents us from moving forward.There are many entities across campus working at that grassroots level to change thosevalues and beliefs and it would be helpful to have a centralized place where people can learnand access all the many, great resources on campus. A place where people can feel safeasking for more training if they need it - for instance, the mental health unit.The challenges for society today calls for a larger question, diversity of views provides agood framework to address this, what are your views about how to integrate their ways ofknowing to address these large questions.How can we provide ongoing diversity and equity support and training?There is currently a growing Islamophobia problem across the US and Europe, driven byanti-Muslims individuals who are being financed by organizations to marginalize Muslims inall aspects of society - including education. Given that you have Muslim staff members andstudents - would you be open to promoting trainings to HR and college heads to counter thetide of Islamophobia?I fully support diversity on campus, but am concerned when embracing diversity meanslimiting/eliminating the rights of others i.e. Winter Season vs. Holiday Season. What is the Uof M doing to ensure everyone (including majority groups) can retain their ethnic/religiousidentity?We need to treat people differently as everyone is different. Is it fair or discrimination?We can't attend class 2 to 3 hours a week during the day that offered on campus even if weare willing to make up hours that we have missed. Is it fair?4
What concrete steps can the University of Minnesota take to ensure that ALL of itsemployees, both staff and faculty, have the knowledge and skills necessary to create awelcoming and inclusive campus climate?What do you think are the most important challenges we need to face to change the climateand culture of the University to be more supportive of diversity? Are we too competitive andhierarchical? Are our definitions of merit and success too limited and traditional? Are thosein positions of authority (who themselves had to acculturate to succeed) threatened bydifferent ways of thinking and being?What is the current climate and what are the current services and support for diverse staffmembers? How do diverse staff members currently feel about these services? What groupsare included in the definition of "diverse"? (Ethnic, national origin, age, sexuality, disability,etc.).What is the direction of University for sponsoring university staff (not in faculty role) towardsgetting their green card? My understanding is ISSS and college does not support insponsoring green card for the university staff if they are not in faculty role. What is your vision of diversity on a campus such as U of M?What plans or ideas are in place to address issues concerning diversity in health careeducation programs? I believe there needs to be improved awareness among the faculty inour programs that not all students view the world the way faculty view the world - a veryEuro-Anglo value system. Instead of labeling or dismissing the student value system asinappropriate or unacceptable, they need to see the value and richness of variety.Especially because patient diversity is also increasing.When surveys and anecdotal reports of a poor climate are indicated- does the Universityhave a protocol for how to improve the climate? What is that protocol? Can you cite anexample? Give an example of an academic department or unit who are excelling atproviding a supportive environment for its diverse staff members. What is being done toshare their best practices with others? What is being done with departments or units thatconsistently do not meet expectations in this area?When the Regents Scholarship covered the full cost of tuition, we had 20-25 multilingualemployees studying English in one of our ESL classes each term. Since the scholarshipdropped to 75% of tuition, about 1-2 students study English each term. Since most of theseemployees are working to improve their English for their current job duties or as aprerequisite to beginning an undergraduate program, is there some way that we can helpthem to access this English language coursework?Where and how international student / scholar could report adverse politics in Academia thatimpede knowledge management? Is there formal training or interaction program speciallydesigned for faculties to maintain and support diversity to bring a synergy in Academia?What is your plan and what resources will you dedicate for improving campus climate fordiverse populations on campus?How will freshmen admission standards and the caps on transfer student enrollment impactthe diversity in our undergraduate student population? Have you considered doing a climatesurvey for students of color on the Twin Cities campus?What do YOU believe are the general basic rights of humans? These basic rights should bethe same in the workforce. If employees are calling out for more "rights" or different "rights"than what you've listed, what do you do?What is the current climate of Diversity at the University? Do you all feel there is a need forattitudes and behaviors to change in order for the climate to change?What types of initiatives will the University continue to support and put in place in orderdiversify the faculty further? Will there be an assessment and reporting to the Universitycommunity on the climate of the University based on the perspectives of diverse staffmembers?5
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