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Diversity Training Curriculum That People Enjoy

Diversity Training Curriculum That People Enjoy. UC Diversity Conference April 2010. Introduction. Carol Tonge Mack Associate Academic Director UC Center for Exploratory Studies Tara Stopfel Warden Assistant Dean & Director McMicken College of Arts & Sciences

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Diversity Training Curriculum That People Enjoy

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  1. Diversity Training Curriculum That People Enjoy UC Diversity Conference April 2010

  2. Introduction • Carol Tonge Mack • Associate Academic Director UC Center for Exploratory Studies • Tara Stopfel Warden • Assistant Dean & Director McMicken College of Arts & Sciences UC Center for Exploratory Studies • The Advising Centers and Team • Center for Exploratory Studies • McMicken College of Arts & Sciences

  3. Context & Background • Before the Beginning • Placing an emphasis on cultural competence in the university setting • Diversity training @ University of North Texas • NCBI – National Coalition Building Institute • Equity & Diversity Conference • Regular staff training - university & department levels

  4. Context & Background • Carol’s Pivotal Role • Previous work with University of New Hampshire • Co-chair, Diversity Team • President’s Commission on the Status of People of Color • Missing link: learning about cultural differences after transition to UC • UC’s Obvious Needs

  5. Hiring & Staff • Advisor Qualities & Hiring Priorities • Building the right team is critical • “Has demonstrable experience and perspective that genuinely appreciates, understands, supports and effectively accommodates diverse student backgrounds and experiences” • “Can bring something special to the staff to further diversify what we do to accommodate our students”

  6. Hiring & Staff • Office Climate • Create an inclusive, welcoming, appreciative, supportive environment for all staff and students • Priority for diversity communicated • Atmosphere where no subject is off-limits • Honest discourse and open, respectful discussions • Room for improvement—politically correct slips become educational opportunity

  7. Why Develop a Cultural Competence Series? • Essential professional development • The need to be comfortable with any discussion • Staff development: learning more about your colleagues • Learning/teaching moments with students • Intentionally create opportunities for leadership • How to Develop a Series • Decide on topics based on needs/learning outcomes • Consider resources and opportunities (locations, people) • Mix it up and keep it interesting and enjoyable!

  8. Series Content • Cultures & Topics • Arabic/Muslim • Chinese • Ghana/Antigua • GBLTQQ • Hispanic/Latino • Indian • Jewish • Korean • General diversity awareness • Veterans • Mental health • Disability • Racism • Cultural communication • More…

  9. Making It Enjoyable • Formats & Venues • Hands-on, interactive (ex. quilt, bead exercise) • Lecture and interactive discussion w/known faculty or staff member (sometimes include relevant food) • Musical – Avenue Q • Museums – Freedom Center & Holocaust Museum • Faculty panel • Restaurant • Movie clips • Diversity conference

  10. Engaging Formats

  11. Participation & Outcomes • Participation by staff • Most advisors attended every session unless specific time conflict • Outcomes • Series was enjoyable – 100% agree • Improved relationships w/colleagues – 100% agree • Work w/students has improved – 100% agree • Anticipate future participation – 100% agree • Work environment is better – 89% agree

  12. 2007 Session Value

  13. 2009 Session Value

  14. Value to Staff • Most valuable outcomes to staff • Relationship building with colleagues • Better awareness of students’ cultures • Culture of more than respect – genuine interest! • Impact on staff families • Ex: children and in-laws

  15. Unanticipated Outcomes • Best unanticipated outcomes • Involvement of known staff as “experts” engaged people personally and generated more interest • Staff development resulted from better knowledge of each other • Personal relationships and exploration have been facilitated outside of work

  16. Impact on Students • Examples • Students from Qatar • Taking course to learn more about other cultures • Equality stickers on cars • Safe zone/other cultural information in the office

  17. Cultural Competence “Quick Tips” for a Limited Budget • Dedicate one or more staff meetings to discuss different cultures • Engage known faculty/staff as topic “experts” • Utilize free space on campus for mini-retreat such as AACRC, Max Kade Center, etc • Attend diversity conference • Contact community leaders as presenters • Urban League • YWCA • Greater Cincinnati Chamber • Skirball Museum

  18. Today’s Activity • In small group, discuss: • Ethnic/cultural make-up of your students/staff (include those most under-represented) • Any cultural topics you want to learn or need more information about • Ideas or strategies for your unit to begin open discussion and learning

  19. Final Thoughts • Preparation as global citizens • Cultural competence must be intentional • Create an office climate of cultural awareness and sensitivity • Assess needs and encourage feedback • Have fun and continue to learn more!

  20. Questions? • Carol Tonge Mack • carol.tongemack@uc.edu • 513.556.6541 • Tara Stopfel Warden • tara.stopfel@uc.edu • 513.556.6537

  21. Diversity Quilt

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