[Samantha Liu]

Hi Stacey -?

Thank you for sharing this infographic and thoughtful questions. It continues to bring importance to our work and emphasize it is ALL of our responsibility – not those just in DEI positions. The graphic is a clear representation of how we can continue to make changes and impact that transforms our organizations and not just a “check box” when the DEI training is complete and hope the change will come. We have the power and obligation to do more.?

I shared this post with members of my staff and look forward to discussing with them soon. Thank you again.?

-Samantha Liu?
Associate Director, Operations & Services?
University Student Union?
California State University, Northridge

——————————
Samantha Liu
Acting Assistant Director, Operations & Services
California State University Northridge
Northridge CA
——————————
——————————————-
Original Message:
Sent: 06-29-2022 11:29
From: Stacey Givens
Subject: Shifting DEI from Performative to Transformative

Hello everyone!

The following graphic from Belonging at Work was in my newsfeed. A picture tells a story and this graphic represents a library of novels. Diversity, equity, and inclusion are not a collection of events, trainings, and workshops. That’s only one part of this work. To embrace this work is to weave it into the fabric of all that we do. How we make decisions, set policy, hire staff, sponsor, develop, and prepare folks for the next level (or to grow in place). If we reduce DEI to trainings and representation goals, our actions are performative, not transformative. 

How can we shift from performative to transformative DEI?

• Ask questions about policies that have been in existence for extended periods. See if those policies reflect the needs of changing demographics at your campus and in the macro environment. If they don’t, begin the process to change them so that they do.
• See something, say something. If you observe behaviors that do not foster inclusion or equity, speak up. You have influence and your voice matters.
• Bring others along. We are all recruiters. Our investment of time in any organization is sign to others that reads, “I work here and you should too!” 
• Actively request feedback from others about how you’re doing. Feedback is a gift and can reveal blindspots in our teams, institutions, and within us.

These are just a few thoughts, feel free to share others so we can move forward, together. The DEI journey is neither a sprint, nor a marathon. This work extends well beyond seconds and miles, this work goes the distance.

Be well,

——————————
Stacey Givens
Director of Strategic Initiatives and Senior Diversity Officer
ACUI
Bloomington IN
——————————

[Stacey Givens]

Hi Samantha,?

I’m glad you found this useful and that you’re sharing it with your team. When everyone owns (not just supports) creating diverse, equitable, and inclusive workspaces, the “weight” of doing the work is shared. I think that’s true with most things; a team of people partnering to execute an idea or vision is considerably stronger (and less taxing) than just one person bearing the load.

Often, the DEI scale is imbalanced. One person drafts the vision, explains the vision, executes the vision, and answers all questions about the vision. Whew. If any part of the vision is unclear or fades, there is one person who is both responsible and accountable. What *should* happen is one person is accountable but we are all responsible, because this work benefits EVERYONE at every stage.?

I appreciate you amplifying the message!

——————————
Stacey Givens
Director of Strategic Initiatives and Senior Diversity Officer
ACUI
Bloomington IN
——————————
——————————————-
Original Message:
Sent: 07-01-2022 13:20
From: Samantha Liu
Subject: Shifting DEI from Performative to Transformative

Hi Stacey – 

Thank you for sharing this infographic and thoughtful questions. It continues to bring importance to our work and emphasize it is ALL of our responsibility – not those just in DEI positions. The graphic is a clear representation of how we can continue to make changes and impact that transforms our organizations and not just a “check box” when the DEI training is complete and hope the change will come. We have the power and obligation to do more. 

I shared this post with members of my staff and look forward to discussing with them soon. Thank you again. 

-Samantha Liu 
Associate Director, Operations & Services 
University Student Union 
California State University, Northridge

——————————
Samantha Liu
Acting Assistant Director, Operations & Services
California State University Northridge
Northridge CA
——————————

Original Message:
Sent: 06-29-2022 11:29
From: Stacey Givens
Subject: Shifting DEI from Performative to Transformative

Hello everyone!

The following graphic from Belonging at Work was in my newsfeed. A picture tells a story and this graphic represents a library of novels. Diversity, equity, and inclusion are not a collection of events, trainings, and workshops. That’s only one part of this work. To embrace this work is to weave it into the fabric of all that we do. How we make decisions, set policy, hire staff, sponsor, develop, and prepare folks for the next level (or to grow in place). If we reduce DEI to trainings and representation goals, our actions are performative, not transformative. 

How can we shift from performative to transformative DEI?

• Ask questions about policies that have been in existence for extended periods. See if those policies reflect the needs of changing demographics at your campus and in the macro environment. If they don’t, begin the process to change them so that they do.
• See something, say something. If you observe behaviors that do not foster inclusion or equity, speak up. You have influence and your voice matters.
• Bring others along. We are all recruiters. Our investment of time in any organization is sign to others that reads, “I work here and you should too!” 
• Actively request feedback from others about how you’re doing. Feedback is a gift and can reveal blindspots in our teams, institutions, and within us.

These are just a few thoughts, feel free to share others so we can move forward, together. The DEI journey is neither a sprint, nor a marathon. This work extends well beyond seconds and miles, this work goes the distance.

Be well,

——————————
Stacey Givens
Director of Strategic Initiatives and Senior Diversity Officer
ACUI
Bloomington IN
——————————

[Jessica Kelly]

Thank you so much for this! I plan to share this graphic and your post both with my colleagues in my office as well as the DEIA initiative within my department (the libraries), and am looking forward to having conversations with them about it.

——————————
Jessica Kelly
Administrative Assistant
University of Arkansas Fayetteville
Fayetteville AR
——————————
——————————————-
Original Message:
Sent: 06-29-2022 11:29
From: Stacey Givens
Subject: Shifting DEI from Performative to Transformative

Hello everyone!

The following graphic from Belonging at Work was in my newsfeed. A picture tells a story and this graphic represents a library of novels. Diversity, equity, and inclusion are not a collection of events, trainings, and workshops. That’s only one part of this work. To embrace this work is to weave it into the fabric of all that we do. How we make decisions, set policy, hire staff, sponsor, develop, and prepare folks for the next level (or to grow in place). If we reduce DEI to trainings and representation goals, our actions are performative, not transformative. 

How can we shift from performative to transformative DEI?

• Ask questions about policies that have been in existence for extended periods. See if those policies reflect the needs of changing demographics at your campus and in the macro environment. If they don’t, begin the process to change them so that they do.
• See something, say something. If you observe behaviors that do not foster inclusion or equity, speak up. You have influence and your voice matters.
• Bring others along. We are all recruiters. Our investment of time in any organization is sign to others that reads, “I work here and you should too!” 
• Actively request feedback from others about how you’re doing. Feedback is a gift and can reveal blindspots in our teams, institutions, and within us.

These are just a few thoughts, feel free to share others so we can move forward, together. The DEI journey is neither a sprint, nor a marathon. This work extends well beyond seconds and miles, this work goes the distance.

Be well,

——————————
Stacey Givens
Director of Strategic Initiatives and Senior Diversity Officer
ACUI
Bloomington IN
——————————