Duke University's response to the COVID-19 pandemic is focused on the safety of staff, faculty, students, health care providers, and the public we serve. Out of an abundance of caution, the Office for Institutional Equity will hold all OIE investigations, meetings, and workshops remotely via Zoom.
Duke is committed to support its diverse community by providing a variety of training and workshops designed to help Duke staff comply with university regulations related to discrimination, harassment, sexual misconduct, discrimination, and equal opportunity. The Office for Institutional Equity also offers customized workshops on intercultural education and building cultural competence, anti-racism, the power of diversity, unconscious bias, applied skills in conflict avoidance and resolution, and more. In addition, we provide resources and support specific to the Duke Health community.
We offer a variety of educational, training, and consulting opportunities. Below are a few of the available topics.
Anti-Racism & Racial Injustice
Racial Injustice and Supporting the Black Community: A Dialogue
This session provides an overview of the association among the terms racial injustice, white privilege, and systemic racism. It includes relevant descriptions, terminology and recent video footage relating to these terms and concepts. The goals of the session are to: (1) provide participants with the opportunity to engage in meaningful dialogue with their colleagues by sharing their personal experiences, feelings, and perspectives in a safe space, and (2) provide suggestions of how they can support the Black community and other marginalized groups in the quest for racial justice. During this session, participants are expected to remain respectful and to help promote healing by sharing their voice and listening to one another with empathy and support.
Implicit Bias: Implication for Colleges & University Admissions Implicit Bias
Also known as implicit social cognition, implicit bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. These biases, which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual’s awareness or intentional control. This workshop explores how implicit bias can potentially impact our decisions and behavior when assessing and evaluating others. We examine our role in the admissions, or hiring process, or as an interviewer, reader determination where we cast our net to recruit in a fair and inclusive way, and our role in the process as a committee member. Participants will explore strategies for mitigating potential bias in our selection of candidates and hires. This will be achieved through dialogue and interactive exercises.
Managing and Responding to Microaggressions: Encouraging Thoughtful & Respectful Interactions
Microaggressions are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership (Sue 2010). In many cases, these hidden messages may invalidate the group identity or experiential reality of target persons, demean them on a personal or group level, communicate they are lesser human beings, suggest they do not belong with the majority group, threaten, and intimidate, or relegate them to inferior status and treatment. This workshop defines and identifies the different types of microaggressions that may be experienced in the workplace. Strategies and considerations on how to react and respond to microaggressions are discussed. We also explore how we respond as a witness or perpetrator. This will be achieved through dialogue and interactive exercises.
Duke Health | Cultural Competence: Building Cultural Awareness, Competence, and Humility
A 20 minute online training offered through the Duke Learning Management System (LMS) designed for current and new Duke Health staff. Questions about this training should be directed to entity HR leader or Pam Bivens.
Duke Health | Human Difference: Implicit Bias, Inclusion and Belonging
A 25 minute online training offered through the Duke Learning Management System (LMS) designed for current and new Duke Health staff. Questions about this training should be directed to entity HR leader or Pam Bivens.
Duke Health | Collecting Sexual Orientation & Gender Identity for Clinical Staff or Collecting Sexual Orientation & Gender Identity for Non-Clinical Staff
A 30 minute online training offered through the Duke Learning Management System (LMS) designed for current and new Duke Health staff. Learners specify whether they are clinical or non-clinical. Questions about this training should be directed to entity HR leader or Pam Bivens.
Hiring and Supervision
Equitable Search Practices
This workshop engages with search committee members on equitable practices throughout the search process. Participants will be better equipped to proactively implement beneficial strategies pertaining to: recruiting a diverse candidate pool, assessing positive and negative biases, developing a well-rounded shortlist, including appropriate screening questions, incorporating equitable evaluation measures, and exploring best practices that are congruous with departmental and institutional priorities. The topics and techniques covered in this workshop are beneficial for those tasked with making recruitment and retention decisions.
Coaching and Consultation
The Office for Institutional Equity offers coaching and consultation services to groups and individuals. Through the coaching process, participants are engaged in a series of discussions and activities that assist them in self-examination, cultivating an appreciation of various perspectives, identifying respectful behaviors, and assistance with determining personal responsibility in creating a respectful and inclusive environment in the workplace. Consultation services provide an in-depth assessment and intervention that includes interviews with management, documents and data (corrective actions, performance actions or plans) that reflect workplace climate and behaviors. Vehicles for securing information also include questionnaires, focus groups, educational sessions, and leadership development programs. The coaching model is partly built around reaching consensus of understanding, acceptance and commitment by all involved. Collaboration between the coach/facilitator and coached individual or team on strategies and resolutions are identified, in addition to teh creation of a behavioral expectations plan for the future. Examples of topics and content reviewed during the coaching and consultation process include: Racial Justice, Microaggressions, Implicit Bias, and Respect in the Workplace.