The Office for Institutional Equity has designed educational topics to help build and maintain an inclusive and welcoming environment at Duke. The instructional themes are intended to raise understanding of diversity, equity, and inclusion issues while also deepening engagement with and between individuals throughout the Duke community. Race, ethnicity, gender equity, gender identity, religion, language, abilities/disabilities, sexual orientation, socioeconomic status, immigrant experience, age, federal regulations, Duke policies & procedures, and other dimensions of diversity have all been considered when building the curriculum. This results in carefully constructed educational offerings that weave together respect for a diverse range of backgrounds, identities, and community experiences.
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This session will offer foundational information about how bias exists in everyday life and how to interrupt it at work. In this interactive session participants will learn how to define bias and related terms as well as how to understand and address issues of bias as they show up in the workplace within our Duke community. Participants will have an opportunity for skill building around recognizing, interrupting, and preventing bias in the workplace. Participants should be prepared to speak from their experience in this session.
Traditional models of leadership development often fail to include a focus on relationship development and effective supervision guidance. Missing this component of leadership often undermines other efforts, leaving leaders to wonder why their investment is not producing the desired outcomes for team functioning. This workshop will introduce participants to the coaching supervision approach to leadership with a focus on relationship building and inclusive practices. Participants will be introduced to the components of a coaching supervision approachand increase their skill in applying these components to their leadership approach. This engagement is designed for supervisors; however, any employee can benefit from an understanding of a coaching approach to supervision.
The current culture calls on us to evaluate our effectiveness in communication across difference. Misunderstanding can lead to mischaracterization in across various forms of communication regarding topics related to equity and inclusion. In this interactive session, participants will have a chance to consider elements of communication that foster more effective understanding across a diverse array of constituents. Participants will engage the idea of communication broadly and work with several frameworks that can guide practical questions around inclusive communication. Participants will work together to think through operationalization of aspects of these communication frameworks. The session will end with an opportunity for action planning around future inclusive communication strategies.
In current times, many have questions about work focused on developing equity and creating inclusive environments. This session will seek to address challenges and concerns related to equity and inclusion work along with engaging in dialogue around myths related to these efforts. Participants will have a chance to raise concerns and questions about effective ways to achieve equity and inclusion in a wide range of environments. Facilitators will cover current controversies and practical implications for work in research, health care provision, teaching and learning, and everyday workplace interactions.
This session is designed for individuals who serve on belonging, equity, or inclusion committees in their units. At least two members of a unit’s committee must attend the session together.
This session engages in activities to deepen the relationships between committee members and offers frameworks for strategic planning. Participants will engage in skill-building around foundational equity and inclusion planning and/or advancing equity plans to the next level.
Public health professionals have long incorporated a socioecological model into the foundational strategies for promoting population health. This workshop will utilize a social ecology model to frame action strategies for developing healthy workplace, classroom, and health system teams. Participants will interact with levels of the social ecology to think through effective engagement with their constituents while considering outside (and sometimes, competing) forces.
Microaggression are a form of everyday cultural disruptor that can undermine workforce and workplace goals. Often microaggressions reflect assumptions, presumptions and stereotypes we hold about others without necessarily realizing it. Duke is invested in a culture that promotes excellence in research, teaching, healing and community engagement, and microaggressions undermine this goal. This interactive workshop will help participants focus on practical tools for
employees to engage that support an excellent and innovative campus and health system by developing strategies to reduce disruptions and/or respond in ways that improve the communication in workplace relationships.