Fostering a Climate that Embraces Respect & Inclusion

1. Fostering a Climate that Embraces Respect & Inclusion Carver College of Medicine 2007 Summer Orientation

2. Purpose of Presentation • Co-sponsored with Office of the Dean • Learn about University policies and principles • Learn about diversity and respectful community goals • Learn about University resources

3. Prof. Marcella David Special Assistant to the President for Equal Opportunity and Diversity & Associate Provost for Diversity The University of Iowa

4. University of Iowa Policies and Values

5. Anti-Harassment Policy • The University of Iowa is committed to maintaining an environment that recognizes the inherent worth and dignity of every person, and that fosters tolerance, sensitivity, understanding, and mutual respect.

6. Anti-Harassment Policy • . . . This commitment requires that the highest value be placed on the use of reason and that harassment in the University community be renounced as repugnant and inimical to its goals. Harassment destroys the mutual trust which binds members of the community in their pursuit of truth.

7. Nondiscrimination Statement • The University of Iowa prohibits discrimination in employment, educational programs, and activities on the basis of race, national origin, color, creed, religion, sex, age, disability, veteran status, sexual orientation, gender identity, or associational preference. . . .

8. Other Policies • Human Rights Policy • Accessibility Policy • Policy on Violence • Religious Guidelines • visit www.uiowa.edu/~eod for additional policies

9. Statement on Diversity • The University of Iowa values diversity among students, faculty, and staff, and regards Equal Employment Opportunity and Affirmative Action as tools to achieve diversity. The University believes that a rich diversity of people and the many points of view they bring serve to enhance the quality of the educational experience at The University of Iowa.

10. Diversity & Educational Excellence • 2005 – The Iowa Promise, the UI Strategic Plan for 2005-2010, identifies diversity as one of our main goals, linking diversity of the faculty, staff and students to educational excellence and identifying as a priority creating a “welcoming climate” where all can succeed.

11. Iowa’s Diversity (2006) • Iowa’s Population: 2.98 million • Percentage white: 91% • Over 500,000 Iowans are 62 years of age

12. Iowa in the Future Is predicted to be . . . Increasingly diverse Older Smaller population Brain drain – younger more educated leaving the state

13. Our Current State – UI Statistics (2006) • Diversity of Faculty • Gender diversity: 34% • Racial & ethnic diversity: 15% • Diversity of Student Body • Gender diversity: 52% women • 8% undergrad women STEM • 15.5% grad women STEM • Racial & ethnic diversity: 9.1%

14. CCOM Diversity (2006) • Faculty Diversity • Gender diversity of faculty : 26% • Racial & ethnic diversity of faculty: 14% • Student Diversity • Gender diversity: 46% • Racial & ethnic diversity: 11%

15. Diversity Best Practices • To cultivate skills to create a culturally sensitive environment where students and staff can achieve and to maximize patient satisfaction.

16. Cultural Competence • Culture: a learned set of shared interpretations about beliefs, values and norms, which effect the behavior of a relatively large group of people. • Question: how would you describe Midwest Culture as a subset of US Culture? • Question: how would people in other parts of the US describe Midwest Culture as a subset of US Culture?

17. Caution: Diversity as a Crutch • Diversity in others leads us to make assumptions about their beliefs, values, norms and associated behaviors. • Be AWARE of the possible influences of culture, but DON’T rely on stereotyping.

18. Caution: Impact of Stress • Stress can magnify behavior, including those behaviors associated with beliefs, values and norms

19. Cultural Competence • Cultural Competence: the ability of an organization and its personnel to understand the impact of cultural variables in its daily operations and utilize the contexts to enhance satisfaction and productivity.

20. Areas of Cultural Competence • Values and attitudes • Communication styles • Physical environment • Policies and Procedure

21. The Power of Perception In the first few moments you see someone you notice and make judgments based on:

22. The Power of Perception • Culture influences all we say and do • Standing distance • Handshake, eye contact • First name / title • Dealing with conflict, praise or criticism • How we say “no” • Loud or soft voice • Treatment of subordinates • Treatment of people differences • Direct v. indirect communication

23. Missed Opportunities Micro Messages – unconscious ways of setting up barriers to communication “We’ve tried that idea before” “You weren’t here when…” “Take my word for it” “I don’t see how that can work” “You’re missing the point” “Yes, but….” www.insighteductionsystems.com

24. Tolerance Scale • Understanding & Respect • Acceptance • Tolerate • Avoid • Repulsed By Your goal might be “tolerance,” but is that really much of a goal?

25. Sexual Harassment • Sexual harassment is reprehensible and will not be tolerated by the University. It subverts the mission of the University, and threatens the careers, educational experience, and well-being of students, faculty, and staff.

26. Sexual Harassment is... …persistent, repetitive or egregious conduct directed at a specific individual or group of individuals that a reasonable person would interpret, in the full context in which the conduct occurs, as harassment of a sexual nature . . . • UI Policy on Sexual Harassment

27. Myths and Realities

28. EEOC & FEPAs FY 2006 12,025 (15.4 % by males) 3,430 merit resolutions AAUW (2005) 89% college students say harassment occurs 62% college students report they have been harassed University of Iowa FY 2006 28 (10% by males) 8 Founded 51% of staff reported experiencing harassment during last 10 years 48% of faculty 54% of students Prevalence of Sexual Harassment (EEOC) Equal Employment Opportunity Commission and (FEPA) Fair Employment Practices Agencies (state agencies)

29. Types of Harassment Quid Pro Quo • Submission is made or threatened to be made a term or condition of work/education, or • Submission or rejection used as a basis for a decision Hostile Environment • Conduct has the purpose or effect of unreasonably interfering with work or educational performance, or of creating an intimidating or hostile environment

30. Complaint Process Who may file a complaint? • Any member of the University community (student, staff, faculty) who is a • Victim or • Third party • The University itself

31. Who may be accused? Any member of the University community Student, staff, faculty Third Parties interacting with UI students, staff, faculty Students, contractors, salespeople, patients, customers Complaint Process

32. Complainant’s Options • Communicate directly with Alleged Harasser. • Initiate Informal Resolution with Academicor Administrative Officer. • Initiate Informal or Formal Complaint with the Office of Equal Opportunity and Diversity. • Consult with confidential resources.

33. Academic/Administrative Officers Deans, DEO’s, Directors of Undergraduate/Graduate Studies • Academic Advisors (staff) • Director of Office of Equal Opportunity and Diversity and Designee • President, Vice Presidents and Designees • Provost and Designee • Any Director, Supervisor or Human Resources Representative

34. Academic/Administrative Officers Must report specific and credible allegationsto the Office of Equal Opportunity and Diversity. • Facilitate informal resolutions and follow-up as appropriate. • Refer formal complaints to EOD. • Refer complainants to confidential resources.

35. Additional Expectations • Sexual Harassment Training • For Academic/Administrative Officers • Additional Resources: • Office of Equal Opportunity and Diversity www.uiowa.edu/~eod • University Resources http://www.sexualharassment.uiowa.edu/

36. The Iowa Promise • Promote a welcoming climate that enhances the educational and work experience for all members of the community and prepares our graduates to live in an increasingly global environment.

37. The one thing we have in common is diversity . . . Celebrate it daily!

38. Thank you for your time and attention. For more information, please contact me at marcella-david@uiowa.edu