HUES YEAR IN REVIEW - NOV VOL2 2.pdf

ISSUE #01
HUESYEAR IN REVIEW
2
THE TEAM
MAGAZINE
APRIL 2022
ISSUE #01
PUBLISHERS
SONJA MOFFETT
ANTWANETTE BOWERS
ASHLEY REYNOLDS
EDITOR IN CHIEF
PAMME BOUTSELIS
LAYOUT
SONJA MOFFETT
EDITORS | PROOFREADERS
PAMME BOUTSELIS
SPENCER HENSEL
HUES MAGAZINE COMMITTEE
RACHEL ALEXANDER
PAMME BOUTSELIS
SHANNON BROWN
DANIEL GANNON
SPENCER HENSEL
NICOLETTE KIRSCH
KIMBERLY LONG
VALAMERE MIKLER
SONJA MOFFETT
JONA MOORE
TORIAN PARKER
SARA SANTIAGO
YEAR IN
REVIEW
2021 - 2022
THE TEAM
THE TEAM
THE TEAM

HUES
APRIL 2022
3
PAMME BOUTSELIS
A First-Year Reflection from
HUES Leaders
CONTRIBUTORS
TORIAN PARKER
HUES Resources for Social Justice
PODCASTS
YOUTUBE
BOOKS
SARA SANTIAGO
Why H.I.R.E.? A Q&A with
Dr. Kendra Thomas
NICOLETTE KIRSCH
A Safe Space at SNHU
SONJA MOFFETT
What is HUES?
HUES Budget
Culture Fit VS. Culture Add
SPENCER HENSEL
Celebrating North Star Recipients
Setting the Stage for Future ERGs
VALAMERE MIKLER
4 Immediate Ways to Practice
Anti-Racism at Work
ANTWANETTE BOWERS
HUES Timeline
PAMME BOUTSELIS
A First-Year Reflection from
HUES Leaders
CONTRIBUTORS

ISSUE #01
HUESYEAR IN REVIEW
4
Dear Colleagues,
At SNHU, we are committed to our North Star of transforming
lives at scale, but to truly fulfill that mission, SNHU must
strengthen our intercultural competency to better serve our
learners, employees, and the communities in which we work.
As the university serves an ever more diverse population,
we must also support a diverse, equitable, and inclusive
culture. This challenge will require that we better understand
ourselves—as individuals, as employees, and as an
organization. The recent global pandemic has highlighted
the need to come together as a community, learn from one
another, and be in relation with each other.
To help strengthen our community, we have created employee
resource groups, like HUES, to foster a diverse, inclusive
workplace aligned with organizational mission, values, and
goals. I am proud of the work HUES has done to serve the
needs of employees of color and allies. HUES has built a
community within our culture to help strategize and act toward
a more inclusive and equitable workplace for all. HUES has
helped influence and support diverse hiring practices, as well
as providing its members with opportunities to amplify their
voices and talents as they collaborate with other employees
across the university. This magazine is just one example of
the way HUES is highlighting voices across our organization.
I hope you will enjoy and learn from the written pieces
included in this year in review, and I hope HUES continues to
be a source of support and inspiration for everyone at SNHU.
Stay well,
Paul

HUES
APRIL 2022
5
WHAT IS
HUES?
Humans Uniting Everyone in Solidarity (HUES) is an employee resource group
dedicated to serving the needs of employees of color and allies. Our purpose is
to bring employees of color and allies together to build community, strategize, and
take action toward a more inclusive and equitable workplace for all. We create
opportunities for our members to engage with one another through meaningful
discourse, information sessions and the sharing of learning resources. We also
create networking opportunities through breakout sessions and provide an
opportunity for our members to showcase their untapped talents, knowledge, skills
and abilities, which enriches their contributions as employees and garners a sense
of belonging and mutual respect.
HUES has established 4 overarching goals:
1. Community
2. Cultural Competency
3. Contribution to Business
4. Career Growth
Through community, we solidify each employee’s sense of belonging. Akin to
building community, is fostering cultural competency, which is vital to creating
understanding within diverse groups, supporting the ideas of diversity, enabling
equity, and reducing biases that create invisible barriers for some employees.
Newfound relationships and promoted behaviors support the university’s core
competency of embracing diversity, which is our contribution to business. It also
impacts employee morale and the effect our members are having on our learners,
as well as one another. By removing barriers created by implicit or unconscious
biases, career growth becomes more attainable.
SNHU has committed to “be an employer of choice for a diverse national and global
workforce. Our employees will be passionate about our mission and reinforce our
culture of welcome and belonging. They will thrive in an inclusive, learner-focused
organization in which human difference is valued and continuous development and
innovation are a near constant.” HUES is the personification of this commitment.
HUES is comprised of diverse employees from various backgrounds across the
nation. Our community of allies stand beside our community of BIPOC (Black,
Indigenous, and People of Color) employees, to create brave spaces where people
can learn from one another, grow and put DEI into practical behaviors that prove one
thing – we are all humans uniting everyone in solidarity (HUES). Our members have
expressed the need to experience change through tangible actions and outcomes.
So, the HUES leaders developed a strategic plan which we executed in 2021 to the
end of our term in April, 2022. This year in review recaps the implementation of the
plan and some of those outcomes. Our strategy was a demonstrative action plan
that served as an anchor to our diverse membership of top-tier talent here at SNHU.
BY SONJA MOFFETT

HUES BUDGET
HUES was allocated $6,000 to cover operational costs during its first year. As the first employee resource group (ERG), our newly
formed leadership team was navigating unchartered waters. Because of this, professional development was a critical component in
our process of learning and developing as leaders of the first ERG at SNHU. We knew the work we were doing was going to impact
the formation and best practices for HUES, as well as future ERGs. There were many aspects about running an ERG that needed
to be considered to create a strategic plan that would aid in successfully running, engaging, and growing the newly formed group.
Our Governance leadership team identified the EMERGE Conference, ran by Seramount, where we learned as a collective how
to create programming and other value-add events for our members based on their feedback and needs. Through the EMERGE
Conference, we were able to learn from other organizations with well-established ERGs, and this eased the learning curve for us
all. Our financial investment in the EMERGE conference was priceless and integral to our eventual success in creating a long-term,
sustainable strategic plan that would act as the foundation of HUES now, and into the future.
At the end of our term, it was very important that we implemented a recognition award that both celebrated and inspired inclusive
leaders here at SNHU. We asked our members to nominate a leader who truly exemplified inclusive leadership. Our initial intent
was to recognize one leader as a recipient of the award. But as we reviewed the nominations with our governance leadership team,
it became very apparent that we should acknowledge more than one leader. Out of that conversation was born the first ever North
Star Award for Inclusive Leadership. The name North Star came from Jada Hebra, who suggested it, as it is in alignment with
our university’s mission to transform lives at scale. In electing to award five recipients instead of one, we exceeded our allocated
budget, but we did so with great honor as we awarded 5 exceptional leaders from various departments within this organization. As
a bonus, our governance leaders subsequently surprised us with an award as well, for which we are truly grateful. Following is the
break down of our annual spending for year one.
SONJA MOFFETT

HUES
APRIL 2022
7
A FIRST-YEAR REFLECTION FROM
HUES LEADERS
ChairpersonSonja Moffett hasbeenwithSNHUsince2015.Currentlyserving
as a career engagement partner, Sonja’s role includes the creation and
oversight of experiential learning programs in collaboration with academic
leadership teams across program verticals. She also works directly with
university stakeholders to incorporate career competencies into the learner
journey. Sonja holds a bachelor’s in corporate communication and public
relations and a master’s in human resource management. A mid-western
city gal from Michigan, she now lives In Georgia.
Vice Chair Antwanette Bowers is a certified mediator, who’s been mediating,
training, and consulting professionally since 2008. Antwanette recently
marked five years with SNHU, and has been an adjunct instructor throughout
that time, as well a GEM program supervisor and more recently, a dispute
resolution analyst. She earned two master’s degrees, an MBA and a master’s
in human behavior and conflict management. Antwanette makes her home
on the east coast in South Carolina.
Secretary Ashley Reynolds had been an academic advisor for more than
four years, providing empathetic and holistic support to her students. She
recently accepted a new role as a prior learning analyst. Ashley earned a
master’s in higher education administration, focusing her studies on how to
improve the admission and retention of non-traditional minority students.
An active member in many communities run by the Office of Diversity
and Inclusion, Ashley has contributed to two pilot programs through the
university’s Social Justice Fund. She lives in New Hampshire.
HUES, Southern New Hampshire University’s first Employee Resource Group flourished in its first year, in part due
to the support and assistance of its executive sponsors: Jada Hebra, Kendra Thomas and Shanita Williams. Their
guidance empowered HUES’ employee leaders, Sonja Moffett, Antwanette Bowers, and Ashley Reynolds, to map out
an incredible year of community building, strategies, and activities to create a more inclusive and equitable workplace
for all—and this is just the beginning.
ANTWANETTE BOWERS
SONJA MOFFETT
ASHLEY REYNOLDS

ISSUE #01
HUESYEAR IN REVIEW
8
ERG Kick-Off
Strategic Plan Development
Established SMART Goals for HUES
Formed Interest Groups &
Membership Committees
Established Guiding Principles to
Engage in Group Discussions
Members voted on the name HUES –
Humans Uniting Everyone in
Solidarity
Commenced with Member-Led
Cultural Presentations
Employees ran for leadership roles in the
new ERG.
April 2021 - July 2021
Q1 - STRATEGIC PLANNING
Built HUES Infrastructure and
Operational Best Practices
The Great Reveal of the Strategic
Plan
Aligned Monthly Meetings with 4
Over-Arching Goals, referred to as
the 4 C’s:
1 - Community
2 - Cultural Competency
3 - Contribution to Business
4 - Career Growth
Invitation of Keynote Speakers
Brand Committee conceptualized
logo concepts
Q2 - HUES IDENTITY & PURPOSE

HUES
APRIL 2022
9
Conversations with HR – Career
Coaching
Committees Became
Operational
Finalization of HUES Official
Mark Based on Member Voting
Outcomes
Official HUES Mark Revealed
Members Nominated Leaders
for the North Star Award for
Inclusive Leadership
Q3 - IMPLEMENTATION
Members Conducted Presentation at
Employee Appreciation Week (Ally
501: Growing Beyond DEI Basics)
North Star Award for Inclusive
Leadership Awarded to 5 Leaders
Published 1st Year in Review for HUES
2022-2023 HUES Leaders Installed
Q4 - EXECUTION & GROWTH
HUES TIMELINE
The concept of creating Employee Resource Groups
(ERGs) started in 2019. Jada Hebra and Dr. Shanita
Williams conducted research on ERGs that led to the
concept for a platform for communities of color to
leverage their voices for organizational impact. This
collaboration between The People Team and Office of
Diversity & Inclusion launched this effort in 2021.

What led you to HUES, and a leadership position within?
Antwanette: I received an email invite about the ERG with the
requirements to apply, and I was at a point in my life that I
wanted to try something different, so I submitted the required
application and video.
Sonja: In 2019, I was awarded a DEI Grant for a leadership
training program I developed called DEI700: Leading Beyond
the Conversation. I had the pleasure of facilitating that training
a month before I learned that a new ERG (employee resource
group) was being formed. Having served in 2020 on the
university’s Diversity, Equity, and Inclusion Community of
Practice along-side Shanita and Ashley, I wanted to continue to
impact this work by leading a community of fellow employees
interested in creating a more inclusive workplace.
Ashley: IhavebeengettinginvolvedinavarietyofDEIinitiatives
within SNHU (including the Diversity, Equity, and Inclusion
Community of Practice) and started in this ERG as a member.
The meetings were informative and the opportunities to have
deep, meaningful conversations in break out rooms was
unique, which I loved. A leadership spot opened up midway
through the first year of the ERG, and I had wanted to get more
involved. I connected with a few people in leadership about
the role and it seemed like a great fit for me to contribute more
actively, provide an ally voice within leadership, and grow. It
has been a great experience thus far!
Why is HUES important to you as an employee at SNHU?
Antwanette: HUES is important to me because it gave me
chance to actually do something different. All the members
of HUES, leadership and governance allowed me to be
imperfectly me while receiving the support I needed to move
forward with achieving that goal. HUES connected me with
a career coach and provided access to trainings that I would
not have otherwise received as an adjunct instructor. I was
comfortable sharing my limitations like not being tech savvy
and they were encouraging while I learned. I feel like I was
supported and that meant the world to me.
Sonja: It provides a safe space for BIPOCs and allies to coexist
and network as people uniting in solidarity and support for
one another. I love the conversations and relationships that
have blossomed through HUES. I have met people with a
common passion for this work from across this country. It
is inspiring to learn from others. HUES really does help break
down predispositions and promotes understanding and
collaboration. It has been a beautiful thing to watch unfold
during this past year.
Ashley: As an ally, I have a much different experience at work
than BIPOCs do and while logically I knew that, I didn’t know
to what extent until I joined HUES as a member. I have learned
about other cultures and experiences that have impacted
how I approach my every day. Being cognizant of completely
different experiences has been eye-opening.
LEADE
LEADERSHIP
RSHIP
REFLEC
REFLECTIONS
TIONS
BY PAMME BOUTSELIS
LEADE
LEADERSHIP
RSHIP
REFLEC
REFLECTIONS
TIONS
BY PAMME BOUTSELIS
LEADE
LEADERSHIP
RSHIP
REFLEC
REFLECTIONS
TIONS
BY PAMME BOUTSELIS
LEADE
LEADERSHIP
RSHIP
REFLEC
REFLECTIONS
TIONS
BY PAMME BOUTSELIS

HUES
APRIL 2022
11
What are some of the activities and learnings throughout
the past year that have been most meaningful for you?
Sonja: New friendships, committees, collaborations, and
our breakout sessions where we network and have brave
conversations–these moments are life-changing for some.
I have even had some say that they look forward to our
monthly gatherings because it is the one space where they
feel seen, heard, and understood.
Once a co-worker from career services shared a testimonial
that was very similar to my own. Because I work remotely,
and he works at the Mill, I never really worked with him that
much. We are on the same team but in different roles that
rarely intersect. That day, not only did I view him in a different
light, but I was also able to learn more about his background
and it really allowed me to “see him” differently.
Ithinkwhenpeoplestarttosharecommonalities,ithumanizes
us and proves how much more we are alike than different. He
is an ally, who joined to support us as BIPOCs, and I found
myself wanting to be his ally. Now, each time I see him at a
team meeting – I smile and occasionally send him a direct
message to check in.
Ashley: My favorite activity was the panel we had with
career coaches Kelly Snow and Kaitlin Haefner. This event
exceeded my expectations in the impact it had on me and
HUES members. I have been working with Kaitlin for a few
months now and our conversations have positively impacted
my confidence, belief in my value, and skills.
Having this panel was a great way for Talent Development
to get in front of a variety of employees at all levels of
the organization. The program is still fairly new, so many
employees didn’t know it was available to them or their
reports. Even though it’s not rolled out to every employee
at this time, Kelly and Kaitlin received great feedback about
what employees would like to see in future iterations. There
was so much participation and collaboration that the
meeting was buzzing with excitement!
Antwanette: The entire process has been meaningful to me.
This was not only a professional development component
for a career, but it has also helped me in my personal life.
Were there surprises for you along the way?
Antwanette: Yes, there were several surprises; for instance, with
the support and guidance of leadership and governance, I had an
opportunity to prepare to pursue a full-time position here at
SNHU. I am increasing my technology skills. I am given the
opportunity to become a better speaker. I am developing my
leadership skills. I had a chance to meet some of the most
talented women, who are very supportive in my development,
and just the overall experience of being fortunate to just be at
the table with some of SNHU’s, in my opinion, top tier talent
Sonja: Yes, of course, anytime one embarks upon something
new or blazes a new trail, there will be that element of
surprise. Most are pleasant like finding new friends I would
have never met if HUES did not exist.
Ashley: Having never been in a leadership position like this
before, I had no idea what to expect. As a member, you don’t
see all the hard work and planning that goes into presenting
engaging meetings. This often includes employees outside
of leadership volunteering their thoughts and time to help
create and present material. There are so many amazing
employees at SNHU that are excited to help us provide
engaging content through their creativity and knowledge.
What are your hopes for HUES going forward?
Sonja: I hope that HUES continues to create a brave space
for its members and continue to cultivate a strong sense of
belonging and collaboration among its members. I hope the
learning continues and as a result, opportunities will abound
for our members to experience what it means to feel valued.
Ashley: My hope is that HUES continues to attract employees
and grows to be a positive and safe fixture at SNHU for all
employees. This first year was definitely a challenge with
HUES being the first ERG ever at SNHU, but we made it
through every single one and learned a lot in the process.
Now that the ERG has some experience and time under its
belt, many of the things that took us a while to do or were
difficult to do will be easier and more streamlined for the
next leadership team. This will allow them to focus more on
providing amazing events and content to SNHU employees.
Antwanette: I hope that HUES continues to grow and to
support their employees. My experience does not have to
be an isolated event; this is an opportunity that I am certain
other employees would welcome. I absolutely appreciate
and am grateful that I had a chance to put my imperfections
out there and receive nothing but support and guidance in
return.
BY PAMME BOUTSELIS
BY PAMME BOUTSELIS
BY PAMME BOUTSELIS
BY PAMME BOUTSELIS

ISSUE #01
HUESYEAR IN REVIEW
12
“In my work through HUES I’ve been privileged to work with an
incredibly diverse group of people who have brought their own
unique experiences, insights and perspectives. This experience
has been powerful and has helped me grow personally and
professionally within SNHU.”
Liz J.
“I joined HUES for the opportunity to be part of a group making
positive change here at SNHU. It has given a platform for many
emerging leaders here at SNHU, and it regularly challenges me
as both a colleague and a person to do better. HUES makes a
difference at SNHU, and we can all be a part of that difference.”
David B.
Member
Testimonials
“I joined HUES to make a difference in the spirit of diversity
and inclusion, and unity. I admire an institution that puts
these values at the forefront of everything it does, and is
devoted to making a difference in the lives of students,
faculty, and staff.”
Rachel A.
“Becoming a part of the HUES
community has been one of the
most pivotal experiences within my
time at SNHU thus far. This is a
space of growth! In creating this
growth zone, HUES has effectively
established community agreements
that uplift and honor each member
while encouraging the challenging
conversations that often serve as
the catalyst for the growth we
experience together while
unpacking our identities and
learning how to unlearn what we
have been taught that gets in the
way of our collective liberation. The
leadership of this community
reflects the values that uphold
transformation and this excitement
is palpable each time a HUES
meeting commences. I am grateful
for this community beyond words.”
JONA M.
“I joined HUES to be a part of SNHU’s online community
and raise awareness that diversity matters and belongs in
higher education.”
Nicolette K.
"[I joined HUES] to leverage the forum
to understand others who are different
from me and share my experiences.”
Kaled N.
“Employees should become a member of HUES if they are searching for opportunities to meaningfully contribute
to the conversation about equity and inclusion at SNHU, and they should volunteer for one (or more) of the
committees if they are looking to put their own skills and abilities to work to create an inclusive, supportive, and
equitable SNHU community.”
Allison D.
“Before learning of HUES, I felt very alone at SNHU. HUES
offered a space to be embraced, innovative, passionate, and
excited about the possibilities in higher education for all
stakeholders involved. HUES gave me reassurance that my
unique gifts, talents, and cultural conditions are welcomed here;
in other words, HUES helped me to realize that I truly do belong!
I am forever grateful for the impact of HUES on my professional
career here at SNHU.”
Dr. Maude M.

HUES
APRIL 2022
13
CULTURE FIT VS.
CULTURE ADD
RESOURCES THAT MAKE THE BUSINESS CASE FOR
ERADICATING BIAS IN HIRING DECISIONS
A REPOST FROM SHRM

ISSUE #01
HUESYEAR IN REVIEW
14
Culture Fit vs Culture Add
Beyond the front for discrimination, Culture Fit is based on the
presumption that the best business is full of like-minded or
similar people. In an imaginary scenario where an ad agency is
full of 30 or 40 somethings who are all sporty and outgoing, the
notion is that more sporty and outgoing 30 or 40 somethings
will keep everything ticking along nicely. This is an outdated
(and slightly confusing) assumption with mountains of research
opposing it.
Is Culture-Fit Overrated?
Forbes via SHRM | Feb 2022 (Read Article)
How the Right Definition of “Culture Add”
Reduces Bias in Hiring | Bamboo HR | Nov 2021 (Read Article)
3 Simple Steps to Hiring for Culture Add
Lever | Nov 2021 (Read Article)
Why is this the Era of ‘Culture Add’ Recruitment?
CodeQuotient | Oct 2021 (Read Article)
Why Everything You Know About Culture Fit is Wrong
Rocket Hire | Sep 2021 (Read Article)
Interviewing for Culture Add
Your interview questions should uncover new perspectives and
experiences that candidates could bring to the table. With this
information, you’ll be able to assess how well a candidate could
contribute to the collective intelligence of your team, rather than
nebulous ideas of “company culture”.
To add diversity to your team, hire for value fit, not culture fit.
Fair HQ | Dec 2021 (Read Article)
Shifting from Culture Fit to Culture Add: As the Interviewer
Leadership and Values in Action | Apr 2021 (Read Article)
How to Assess for Culture Add (Read Article)
Why you should use culture add interview questions
Rise | Aug 2020 (Read Article)

HUES
APRIL 2022
15
“HUES has positively impacted my employee experience in so
many ways. One example is that it’s allowed me to meet
employees of similar mindsets who work in different departments
than my own and whom I probably would have never met if it
wasn’t for HUES. As a fully remote employee (one of SNHU’s
pandemic babies), having that kind of interaction with fellow
co-workers has been a real lifeline for me.”
Sara S.
Member
Testimonials
“HUES has positively impacted my employee experience by
providing a space where I continue to learn and grow in how
I support our employees of color. What I continue to learn
from HUES is that intentional reflection of my assumptions
and perceptions of myself and others are important aspects
of being an ally. I don’t have to be perfect to be an ally; I
have to learn from my mistakes and do better next time.”
Ashley R.
“Being a first generation immigrant and
SNHU being my first job here, I am
thankful because HUES has taught me
so much. It has motivated me to be a
better person and co-worker. The
experiences everyone shares and the
discussions we have have been
empowering and instrumental in my
overall development. HUES creates a
sense of belonging. If you are looking
for a safe space to share and learn,
HUES is an amazing platform. As an
active member of HUES, I can attest to
it that the monthly meetings, panel
discussions, and the HUES committees
are all very helpful for both personal
and professional growth.”
Rukshana B.
“I have learned as our culture changes so must we. We
must teach with an open mind and heart and continue to
walk the journey and embrace diversity and inclusion.”
Rachel A.
“I’ve learned that allyship is defined by action, not emotion. On its own, being sad or angry or frustrated about
racial injustice or inequity doesn’t make a person an ally. Allyship means using those emotions productively, often
in partnership with our skills, experiences, talents, and privileges, to make the environment around us more
welcoming and supportive for everyone.”
Allison D.
“Any time an employer (like SNHU) opens up a forum like this
one and lets employees run it, it is a true representation of
diversity and inclusion in the works. The employer is not just
checking a box to say they are addressing diversity, but
instead, they truly understand and value what DEI means and
they practice it.”
Kaled N.
“Joining HUES has truly enhanced my
experience as an employee at SNHU in
the most meaningful of ways. HUES has
created a space that champions
belonging and community building,
centering justice and equity, while also
deepening the engagements between
employees across departments and
throughout the larger university. The
conversations and discussions I have
been privileged to be a part of serve as
points of connection that strengthen
my investment in my work within my
role, in the work of DEI, and in the work
I must do inside of myself to be more
effective in each of these spaces. HUES
moves us all forward together, no
matter where our own personal starting
line is.”
Jona M.

ISSUE #01
HUESYEAR IN REVIEW
16
2022 HUES
NORTH STAR AWARD FOR
INCLUSIVE LEADERSHIP
2022 HUES
2022 HUES
2022 HUES

HUES
APRIL 2022
17
As a part of our strategic plan, we wanted to acknowledge leaders at SNHU who have fostered a culture of inclusiveness
within their teams. So, we asked HUES members to nominate a leader that they felt embodied Deloitte’s six signature
traits of inclusive leadership (learn more):
Commitment: Highly inclusive leaders are committed to diversity and inclusion because these objectives align
with their personal values and because they believe in the business case.
Courage: Highly inclusive leaders speak up and challenge the status quo, and they are humble about their
strengths and weaknesses.
Cognizance of Bias: Has an awareness of social and emotional intelligence in meetings by listening to varied
perspectives.
Curiosity: Highly inclusive leaders have an open mindset, a desire to understand how others view and
experience the world, and a tolerance for ambiguity.
Cultural Intelligence: Highly inclusive leaders are confident and effective in cross-cultural interactions.
Collaborative: Highly inclusive leaders empower individuals as well as create and leverage the thinking of
diverse groups.
After reviewing the nominations, it was difficult to choose one recipient, so our leadership team and governance
decided to award 5 recipients whose daily work and interactions have embodied these inclusive leadership traits. We
are grateful for the work of these leaders and thank our members for nominating them.
We honor each of you for your impact and indelible impression you have had on your employees and stakeholders who
get to work with you each day. Congratulations!

ISSUE #01
HUESYEAR IN REVIEW
18
“Demita has worked for SNHU for a long time sharing her
passion for learners across the globe. Her commitment
to be the voice for all students shines in her accessibility,
military, and learner resource work daily. Her presence in
the room allows progress to be made fueled by passion,
purpose, and professionalism. Partnering with her and
now working for her encourages me to become a better
person and more polished professional every day.”
- Gail Reynolds
Dir. Learning Resources
Based on Deloitte’s six signature traits of inclusive
leadership, Demiita, exhibits:
“Curiosity: Exhibits curiosity by providing creative
solutions for the business vertical and our Dean Team.
Cultural Intelligence: Understands the value of culture
and connecting with stakeholders.
Collaboration: Demita has a spirit of cross functional
and works well with others.
Commitment: Works diligently with the Associates
Deans Team to mitigate technology issues as we
redevelop the BS Accounting and MS Accounting.
Courage: In times of ambiguity, Demita has shined by
communicating often and in writing. This will help our
business vertical succeed.
Cognizance: Has an awareness of social and
emotional intelligence in meeting by listening to varied
perspectives.”
- Ann McLaughlin
Associate Dean Business
DEMITA FURNNER
SENIOR DIRECTOR, LEARNING RESOURCES
RECIPIENT

HUES
APRIL 2022
19
“Eric served as an interim team lead for the internship team within
the career team while our team was going through transitions and
adjustments with staff and leadership. During that time, I had the
opportunity to work with Eric on a weekly basis. Eric supported my
exploration of resources, conversations and experiences to uplift
and amplify underserved students at SNHU, as well as my interest
in developing ways to incorporate more conversation and talk time
within the larger career team around identity, self-awareness and
learning about how our identities impact the work that we do. Eric
always invested interest and engagement in these conversations
and showed up as a champion for taking the conversation to the
next level and finding ways to move forward with action steps.”
- Jona Moore
Internship Administrator
Career Services
“I have had the pleasure of working for Eric and I can attest that he has
always given me agency to express concerns and challenge the status
quo. He leads with curiousity and has a penchant for understanding other
points of view. He has been very supportive of the work I have done over
the past year as the chairperson of HUES. I am very grateful to him for
the support he has shown to me as an employee. Career services is one
of the most diverse teams at SNHU and it is because all professionals are
valued and bring a breadth and depth of knowledge, skills and abilities.
The cultural intersectionality of our team represents the diverse student
population that we serve. I look forward to seeing more BIPOC occupy
positions of leadership as this team continues to grow in size and in
scope to further support all of our constituencies. Thank you Eric for
modelling what if means to be an inclusive leader! “
- Sonja Moffett
Career Engagement Partner
Career Services
“Mr. Hall demonstrates daily his commitment to the Career
Services department and learners. I truly appreciate the time he
takes to connect with his employees. Whether it is getting to know
us better, get diversity in thought and gain insight on how to serve
our learners better. I also appreciate our culture sessions, where
he answers difficult questions and follows up with the team.“
- Jennifer Geffrard-Vincent
Career Advisor
Career Services
ERIC HALL
ASSOCIATE VICE PRESIDENT, CAREER SERVICES
RECIPIENT

ISSUE #01
HUESYEAR IN REVIEW
20
KURT MITHOEFER
ASSISTANT VICE PRESIDENT
PLANNING AND VALUE CREATION
RECIPIENT
I am honored to nominate Kurt Mithoefer for the Inclusive
Leadership Award. Kurt lives and breathes the traits of curiosity,
cognizance, cultural intelligence, collaboration, and commitment.
As an employee of color, there are certain things that stand out for
me that I never thought would be so important, but they are now.
When it comes to curiosity, Kurt is always building relationships
with the members of our team to better understand who we are,
how we participate, what matters to us, and then incorporates that
into how he shows up as a leader. What he doesn’t realize is that
he is creating a sense of belonging and feeling valued that a leader
wants to know more about us individually and as a team.
In my role, I have an opportunity to work with many people across
the university and cognizance is one area where Kurt shines. Kurt
is aware of bias signals when he sees them and he is quick to
redirect any messaging or processes towards inclusivity. If there
is any bias, it is in how proud he is of the team.
Cultural Intelligence is not always an easy road to navigate because
anyone wants to be sensitive to others. This is when Kurt’s
curiosity comes in and his willingness to learn fosters a feeling
learning together and embracing all of our cultural differences to
see the beauty in all of it.
Collaboration and commitment is where Kurt shines even brighter.
Kurt is the type of leader that is on the front-line with his team
to understand how things impact the team and how he can best
serve the needs of the business and the needs of the team. He
shows a commitment to each of us, not only in our day-to-day
jobs, but in our aspirations, and our personal lives. He is authentic
and one of the best participative leaders I have experienced in my
long career.
I started this message stating that I never knew these types of
traits would mean so much, until the past several years when
they became a forefront of importance. I am extremely lucky to
work with such a caring, empowering, dedicated, collaborative,
committed, and emotionally intelligent leader. He does so much
for all of us, and for me, that I would love nothing more than to see
him get the recognition he deserves for the incredible inclusive
leader he is.
Should this committee choose Kurt, you will be choosing someone
who is long overdue in recognition, but also amplifying the role-
model he is and the value he brings to our team, our organization,
and the university. When I think of leadership of the future, Kurt is
that shining example.”
- Stephen Burkhart
Senior Project Manager
Academic Project Management Team

HUES
APRIL 2022
21
“Nancy is high on cultural intelligence. One way she
is impactful is that she takes great consideration
when assigning cases. Nancy’s ability to resonate
with others is outstanding. She’s in tune with
employee experiences and how that can impact
their role at the university. But, she takes it a step
further, Nancy, highlights your skills and recognizes
the value of others. Another example of her impact
is that she goes above and beyond to be there for
SNHU’s employees by being available for meet
and greets and making the connections that are
valuable in maintaining SNHU’s culture without
any recognition nor need for it. She continually
demonstrates the role of an inclusive leader.”
- Antwanette Bowers
Dispute Resolution Analyst
Dispute Resolution Team
“To me, Erin displays all six of these traits. She
has challenged herself for several months now to
present difficult topics to our team that we then
have an open and honest conversation about.
She has allowed me to pursue my passion for DEI
work by sharing knowledge and trainings with my
teammates. She openly acknowledges her privilege
and constantly pushes my team to think outside
the box when it comes to working with a diverse
student population. She is open to different ideas
and viewpoints as well as constructive criticism. It
is not hard to see that she is passionate in learning
about diversity, equity, and inclusion and does not
hesitate to bring her team on that journey with her.”
- Sara Santiago
Academic Advisor II
Graduate Advising Team 3
NANCY FOSTER
DISPUTE RESOLUTION
OPERATIONS LEAD
RECIPIENT
ERIN LOTFI
ACADEMIC ADVISING
TEAM LEAD
RECIPIENT

ISSUE #01
HUESYEAR IN REVIEW
22
4 IMMEDIATE WAYS TO PRACTICE
ANTI-RACISM AT WORK
Did you know, over the past few years, engaging in racial bias at work has
cost U.S. businesses more than $280 billion in increased absenteeism,
lost productivity and turnover? The latest Society of Human Resources
Management (SHRM) report showed that Black employees are more at risk
of experiencing bias while Latino and Asian-American employees aren’t far
behind.
To remedy this concern, many organizations have introduced DEI training
workshops, designed and curated toolkits, and appointed task forces to help
support employees on their anti-racism journeys.
But for those who have participated in the workshops, read anti-racism
literature and collected all the resources and tools—what’s next?
Here are four practical ways to apply anti-racism to the workplace and your
role:
1. Chat and Act. Select a time to meet regularly (i.e., once a month or
twice a quarter) with colleagues to discuss a topic from a previous DEI
training workshop. Look for ways to act and plan to execute. This is a great
opportunity to apply what you have learned in the training to be intentional
about eliminating racial bias and promoting equity.
2. Share a Care. Do periodic check-ins with your co-workers to listen to the
work experiences of ethnic minority employees and ask how you can support.
By doing so, you will create a culture of trust, where those who are experiencing
racism feel confident to come forward and know that others care. If you
witness or experience an act of racism, report it to Human Resources. If you
speak with a colleague who has experienced racism at work, listen to them
and offer your support. +
3. Lead and Support. If you are a manager, supervisor, or lead a team, it is
critical to encourage and empower employees by providing them with a safe
space with tools and resources for having recurring productive conversations
about racial equity. This can be accomplished by ensuring these conversations
are evidence-based with good intentions. Any claims of racism or inequity
should be taken seriously, and appropriate action should always follow.
4. Participate in an ERG. Getting involved with an Employee Resource Group,
such as the HUES ERG and Mental Wellness ERG, will provide a useful support
mechanism that elicits action and challenges poor practices to cultivate
a broader climate of inclusion. Being a member of an ERG will provide an
invaluable resource for advising and informing organizational decisions, as
well as making certain that the organization is as inclusive and equitable as
possible.
Addressing racial inequality at work is difficult. But taking action will help us
make progress — for ourselves, our colleagues and our students. All it takes
is stepping up, owning our role and working together to create the change we
want to see.
BY VALAMERE MIKLER

HUES
APRIL 2022
23
SAFER SPACE
AT SNHU
Employees at SNHU are encouraged to share their culture and
life experiences inside and out of the workplace while embracing
diversity—and it’s important to have a virtual place where everyone
feels welcomed, included, appreciated and most of all, safe.
Director of Inclusive Leadership Programs Helena Iaquinta said that
the Office of Diversity and Inclusion (ODI) has intentionally created
spaces at SNHU for people to bring their full authentic selves to
the table. SNHU’s Community Conversations encourages dialogue
about differences and promotes curiosity so that employees are
heard and know they are valued.
“Our thought several years ago was to increase a sense of belonging
by providing opportunities for folks to come together and share
their stories and experiences and learn from one another,” Iaquinta
said. “We realized as we all became distributed because of the
pandemic that by creating spaces to connect with one another,
it would allow us to continue building relationships; whether they
be personal stories about dealing with COVID, hopes and dreams
for the future, or grappling with difficult or often taboo topics that
relate to identity and even death or dying.”
All of these spaces have been created in an ODI TEAMS group
corresponding conversation rooms that meet various times
throughout the month. Senior Vice President and Chief Diversity
Officer Jada Hebra said the vision for these rooms is to allow all
participants to be heard—those who believe what we believe and
those we don’t—in an effort to deepen learning and understanding
across difference.
“If you would like to gather with colleagues who may express beliefs
that may challenge, astound, or even offend you, you have come to
the right place,” Hebra said. “As hard as it is to take a posture of
inquiry in the face of an opposing point of view, I believe practicing
cultural humility and curiosity is the only way forward if we ever
hope to understand one another and coexist.”
Consider joining SNHU’s ODI TEAMS group - Community
Conversations with several channels to explore and be sure to click
“Show Hidden Channels” on the left to make sure you don’t miss
anything.
HELENA IAQUINTA
BY NICOLETTE KIRSCH

ISSUE #01
HUESYEAR IN REVIEW
24
SETTING THE STAGE FOR
FUTURE ERGS
BY SPENCER HENSEL
ERGS

HUES
APRIL 2022
25
The birth of HUES began with over two years of conceptualizing, researching, and iterating by
Jada Hebra and Shanita Williams, both of whom felt strongly that SNHU needed a platform
for communities of color to leverage their voices for organizational impact. What began as
an idea quickly grew to be a cause supported by the People Team, the Office of Diversity
and Inclusion, and the Office of General Counsel and Compliance. Today, this cause is being
championed by the 300+ members who are finding place and voice in HUES’ outreach and
strategic efforts.
HUES is proud to be Southern New Hampshire University’s first ever employee resource
group (ERG). This marks a major milestone for our community—and an important next step
toward a more inclusive and equitable workplace for all. HUES offers an opportunity for
employees to connect in meaningful ways.
This is especially relevant in the age of COVID. Beyond the need for human interaction
and support, the pandemic shed light on countless social issues the country faces today.
Chief among them is the disproportionate negative impact felt by communities of color —a
conversation further fueled by the death of George Floyd.
“The legacy of racism in this country continues to result in disparate outcomes throughout
the life cycle,” said Chief Diversity Officer Jada Hebra, who, along with AVP of Talent
Engagement Inclusion Dr. Shanita Williams, was an early ERG advocate.
“An ERG is a wonderful way for [employees] to find ‘their people’ in a way that is uplifting,
affirming and empowering,” Hebra said.
Sponsored by SNHU, HUES broke new ground by linking its goals directly to the university’s
2018-2023 Strategic Plan. Led by Sonja Moffett, Antwanette Bowers and Ashley Reynolds,
the HUES ERG addresses issues like diverse talent acquisition, retention, career development
and DEI learning to help advance a culture of racial equity and belonging at SNHU.
Perhaps of equal importance, the group has set the stage for new ERGs across the university.
“As the ERG prototype, HUES has helped us learn from our mistakes and grow,” Hebra said.
“Throughout the year, we have had honest conversations with one another about what’s
working and what’s not; worked hard to collaborate and align the HUES strategic vision while
avoiding scope creep; and pivoted when necessary.”
In addition, HUES officers have gained firsthand experience and defined systems to
empower those navigating the process for the first time.
This expertise has already informed a second ERG for Mental Wellness, which launched
earlier this year with a goal to raise awareness, educate staff, promote a learning culture,
foster inclusion and reduce stigma around mental health.
And the best part? This is just the beginning. As more employees step forward to own this
work, we can continue to create new spaces where we all feel seen, heard and valued.
Interested in starting your own ERG, community of practice or affinity group? Contact Jada
Hebra for more information.
JADA HEBRA
DR. SHANITA WILLIAMS

WHY H.I.R.E.
A QA WITH
DR. KENDRA THOMAS
BY SARA SANTIAGO

HUES
APRIL 2022
27
A key commitment In the SNHU 2018-2023 Strategic Plan is
to “attract, develop, empower, and retain world class talent
to deliver on our mission.” HIRE—a pilot program launched in
March 2021—was designed to do just that.
In this interview, Senior Director of DEI HR Initiatives Dr.
Kendra Thomas talks about how HIRE came to be, what it’s
taught us and how it can help shape a brighter future for
employees at SNHU.
What is HIRE, and why was it created?
HIRE stands for Helping Increase Representation and Equity.
Before I came on board, Jada Hebra and Dr. Shanita Williams
created a charter for this initiative, because they wanted to
acknowledge the issue of the lack of diversity within the
organization. Our employees do not reflect the diversity of
our learners and we wanted to find a way—a real, equitable
and inclusive way—to make that right.
The main goal of the HIRE pilot was to create a resource
hiring managers could use during the interview process to
ensure acknowledgement and hopeful erasure of any implicit
biases they may have towards an employee applicant.
Who helped launch the program?
In its pilot phase, HIRE was owned and operated by ODI and
HR, but it was tested in the Student Experience departments
of the SWOPS office, specifically SFS. The pilot was led by
all women, including SVP and Chief Diversity Inclusion
Officer Jada Hebra, AVP of Talent Engagement Inclusion
Dr. Shanita Williams, Chief Experience Officer Sue Nathan,
EVP of Human Resources Danielle Stanton, Project Manager
ODI Maria Aguirre, Ann Fraley (SWOPS) and myself.
We also consulted with 17 additional employees from several
departments, including Student Experience, SWOPS, Training
Development, Talent Acquisition, HR and SFS.
How has HIRE impacted the university?
The program launched in March 2021. By June…
Talent Aquisition had already begun to look at different
functionalities in Workday and how to remove unconscious
bias in the candidate pool, [including] removing the names off
applications, the addresses, etc.
The last thing we want is for someone to say, ‘Oh, you know,
on paper they had everything. But something’s missing.
I don’t think they’ll be a good fit with our culture.’ So, we
changed the language from a culture fit to culture add. How
do they add to the culture? [Is it] new thoughts, new insights?
How can they shake things up? Because while it’s important
to get along with people, we can’t fully embrace diversity if
we’re looking for a ‘fit.’
What’s next?
Something that we’re looking into is trying to understand
how we can continue to foster internal DEI trainings. There
was a pilot going on at the same time [as HIRE] called DEI
Ambassadors. It was run in SFS and it was a group of
individuals who work in the department who held coffee
chats and used real-world scenarios that help them connect
with the students that they were on the phone with [as well
as] one another.
I think the next step of this, from an ODI perspective, is to
continue to nurture programs like that, where we’re giving
employees opportunities to lead those efforts as well
because when you’re doing the work, you can’t just depend
on one office. Individuals throughout the organization need
to lean into it.

NPR’s “Code Switch”
Description: What’s CODE SWITCH? It’s the fearless
conversations about race that you’ve been waiting for. Hosted
by journalists of color, our podcast tackles the subject of race
with empathy and humor.
https://www.npr.org/podcasts/510312/codeswitch
“Asian Enough” by The LA Times
Description: From the Los Angeles Times, “Asian Enough”
is a podcast about being Asian American -- the joys, the
complications, and everything in between. In each episode,
hosts Jen Yamato, Johana Bhuiyan, Tracy Brown, and Suhauna
Hussain of the Times invite special guests to share personal
stories and unpack identity on their terms. They explore the vast
diaspora across cultures, backgrounds, and generations, and
try to expand how being Asian American is defined.
h t t p s : // w w w. l a t i m e s . c o m / e n t e r t a i n m e n t - a r t s /
story/2021-04-27/welcome-to-asian-enough-season-2
Crooked Media’s “Pod Save the People”
Description: On Pod Save the People, DeRay Mckesson explores
news, culture, social justice, and politics with Kaya Henderson
and De’Ara Balenger. They offer a unique take on the news, with a
special focus on overlooked stories and topics that often impact
people of color. There’s also a weekly one-on-one interview with
DeRay and special guests, from singer/songwriter John Legend
to Speaker of the House Nancy Pelosi. The experts, influencers,
and diverse local and national leaders who come on the show
go deep on social, political, and cultural issues. New episodes
every Tuesday
https://crooked.com/podcast-series/pod-save-the-people/
“Yo, Is This Racist?” by Earwolf Media
Description: Yo, Is This Racist?, hosted by Andrew Ti, creator of
the popular blog of the same name, is now a weekly podcast!
Every Wednesday, Ti, co-host Tawny Newsome, and their
guests answer questions from fan-submitted voicemails and
emails about whether something is, in fact, racist. Looking for
the archives? All episodes older than 6 months can be found
exclusively on Stitcher Premium, ad-free. Go to www.stitcher.
com/premium and use promo code EARWOLF for 1 month free
(and $5 off the annual plan!)
“Intersectionality Matters” by The African American Policy
Forum and Kimberlé Crenshaw
Descrip tion: Intersectionality Matters! is a podcast hosted by
Kimberlé Crenshaw, an American civil rights advocate, and a
leading scholar of critical race theory.
https://www.aapf.org/intersectionality-matters
“1619” by The New York Times
Description: The New York Times expands on its 1619 project
with this six-episode podcast. Host Nikole Hannah-Jones
takes us back to 1619, the year that the first enslaved Africans
were brought to America and sold, then shows how this past
continues to affect our present. It goes far beyond the often
whitewashed and incomplete version of history you were taught
in school and paints an important picture everyone needs to see.
Check out the 1619 Project and podcast using the links below:
www.nytimes.com/interactive/2019/08/14/magazine/1619-
america-slavery.html
https://www.nytimes.com/2020/01/23/podcasts/1619-
podcast.html
“Seeing White Podcast Series” by Scene On Radio
Description: Just what is going on with white people? Police
shootings of unarmed African Americans. Acts of domestic
terrorism by white supremacists. The renewed embrace of raw,
undisguised white-identity politics. Unending racial inequity in
schools, housing, criminal justice, and hiring. Some of this feels
new, but in truth, it’s an old story. Why? Where did the notion of
“whiteness” come from? What does it mean? What is whiteness
for? Scene on Radio host and producer John Biewen took a
deep dive into these questions, along with an array of leading
scholars and regular guest Dr. Chenjerai Kumanyika, in this
fourteen-part documentary series, released between February
and August 2017. The series editor is Loretta Williams.
https://www.sceneonradio.org/seeing-white/
Las Doctoras by Christina Rose and Renee Lemus
Description: Las Doctoras is hosted by two Latinx women with
doctoral degrees, Cristina Rose and Renee Lemus, who want
to honor “ancestral wisdom. Bringing you conversations about
race, gender, sexuality, reproductive justice, and more.
https://podcasts.apple.com/us/podcast/las-doctoras-
podcast/id1443702810
The Diversity Gap by Bethany Wilkinson
Description:TheDiversityGapisforeverydaypeoplewhowantto
pair their good intentions for diversity with true cultural change.
Through thoughtful conversation and authentic storytelling,
Host Bethaney Wilkinson will inspire and equip you to create the
kind of culture you say you want: one where all people are seen,
heard, respected, and given what they need to thrive.
https://anchor.fm/bethaney-wilkinson
PODCASTS

HUES
APRIL 2022
31
How diversity makes teams more innovative |
Rocío Lorenzo by TED Talk
https://www.youtube.com/watch?v=lPtPG2lAmm4
Description: Are diverse companies more innovative? Rocío
Lorenzo and her team surveyed 171 companies to find out --
and the answer was a clear yes. In a talk that will help you build
a better, more robust company, Lorenzo dives into the data
and explains how your company can start producing fresher,
more creative *ideas* by treating diversity as a competitive
advantage.
The power of privilege: Tiffany Jana at TEDxRVAWomen
https://www.youtube.com/watch?v=N0acvkHIiZs
Description: Tiffany has directed organizational development,
marketing, and community outreach initiatives for over 10
years. She founded TMI Consulting, the world’s first Diversity,
and Inclusion Certified Benefit Corporation. TMI Consulting
recently designed and facilitated a very successful series of
transatlantic cooperative civic-engagement workshops in
the US and the EU for the German Marshall Fund as well as
a Congressional Leadership series of bipartisan dialogues
on race and democracy. Tiffany’s leadership in community
building work has been recognized twice in the Wall Street
Journal. She was named one of Richmond’s 2013 “Top
40 Under 40” by Style Weekly. Tiffany has a bachelor’s in
Business Management and Marketing, an MBA in Global
Management, and is currently a candidate for a Doctor of
Management in Organizational Leadership.
Let’s get to the root of racial injustice |
Megan Ming Francis | TEDxRainier
https://www.youtube.com/watch?v=-aCn72iXO9s
Description: In this inspiring and powerful talk, Megan Francis
traces the root causes of our current racial climate to their
core causes, debunking common misconceptions and calling
out “fix-all” cures to a complex social problem. Megan Ming
Francis is an Assistant Professor in the Department of Political
Science at the University of Washington where she specializes
in the study of American politics, race, and the development
of constitutional law. She is particularly interested in the
construction of rights and citizenship, black political activism,
and the post-civil war South. Born and raised in Seattle, WA,
she was educated at Garfield High School, Rice University in
Houston, and Princeton University where she received her M.A.
and her Ph.D. in Politics. Her award-winning book, Civil Rights
and the Making of the Modern American State shows that the
battle against lynching and mob violence in the first quarter
of the 20th century was pivotal to the development of civil
rights and the growth of federal court power. She is inspired
by people who fight for justice–even when the end appears
nowhere in sight.
Kids Meet a Gender Non-Conforming Person |
Kids Meet | HiHo Kids
https://www.youtube.com/watch?v=DZsBei4nCkU
Description: A video of kids asking non-Conforming people
questions to learn more about their lives and struggles.
What I am learning from my white grandchildren: truths about
race | Anthony Peterson | TEDxAntioch
https://www.youtube.com/watch?v=u5GCetbP7Fg
Description: This talk was given at a local TEDx event,
produced independently of the TED Conferences. Are we in
a post-racial society? Do we want to be? Anthony Peterson,
an African American, draws from current research and from
conversations with his Anglo-American grandchildren to
address truths about race in 21st century America. Anthony
Peterson is an African American Army brat who calls Hawaii
home. He has lived, studied, written about, and taught about
cultural and racial realities. He has developed and facilitated
diversity training for corporate and church leaders. His degrees
in psychology and religious education add to his perspective.
Anthony continues work as an educator, writer, and editor in
Nashville, Tennessee, where he lives with his wife, Laura. They
count six children and nine grandchildren.
5 Tips for Being An Ally by Chescaleigh
https://www.youtube.com/watch?v=_dg86g-QlM0
Description: 5 tips from Chescaleigh actress, screenwriting,
and content creator on being an Ally.
What Is Privilege? By AS/IS (Buzzfeed)
https://www.youtube.com/watch?v=hD5f8GuNuGQ
Description: This video highlights Privilege and how it affects
people across social categories.
Privilege Walk at McMichael High School - AP English IV -
Social Justice Project
https://www.youtube.com/watch?v=OHKc_0yPwyA
Description: This video shows an example of the Privilege walk
completed by a high school AP English class.
Why Gender Pronouns Matter by Seventeen Mag
https://www.youtube.com/watch?v=9iKHjl5xAaA
Description: “My pronouns are they/them/theirs, and that’s
a non-negotiable...they’re so important because they are
the smallest and easiest way that you can acknowledge
somebody’s identity.” Trans students explain why pronouns are
so important.
Don’t Put People in Boxes from New Hope Church
https://www.youtube.com/watch?v=zRwt25M5nGw
When we label people and put them in different boxes, we
don’t see PEOPLE for who they truly are. This video proves that
we have a lot more in common than we think, and we should
keep that in mind when we encounter anyone who might seem
different from, we are. Credit to TV2Danmark for inspiring us to
make this.

A Map Is Only One Story: Twenty Writers on Immigration,
Family, and the Meaning of Home
-Digital/Print
-Amazon, Audible, BN, BAM
“Selected from the archives of Catapult magazine, the essay in A
Map Is Only One Story highlight the human side of immigration
policies and polarized rhetoric, as twenty writers share
provocative personal stories of existing between languages and
cultures.”
Minor Feelings: An Asian American Reckoning
by Cathy Park Hong
-Digital/Print
“Poet and essayist Cathy Park Hong fearlessly and provocatively
blend memoir, cultural criticism, and history to expose fresh
truths about racialized consciousness in America. Part
memoir and part cultural criticism, this collection is vulnerable,
humorous, and provocative—and its relentless and riveting
pursuit of vital questions around family and friendship, art and
politics, identity and individuality, will change the way you think
about our world.”
The Water Dancer by Ta-Nehisi Coates
-Digital/Print
“Hiram Walker is a man with a secret, and a war to win. War
for the right to life, to family, to freedom. Born into bondage on
a Virginia plantation, he is also born gifted with a mysterious
power that he won’t discover until he is almost a man when he
risks everything for a chance to escape. One fateful decision will
carry him away from his makeshift plantation family and into
the heart of the underground war on slavery...”
One Goal: A Coach, A Team, and the Game That Brought a
Divided Town Together by Amy Bass
-Digital/Print
“When thousands of Somali refugees resettled in Lewiston,
Maine, a struggling, overwhelmingly white town, longtime
residents grew uneasy. Then the mayor wrote a letter asking
Somalis to stop coming, which became a national story. While
scandal threatened to subsume the town, its high school’s
soccer coach integrated Somali kids onto his team, and their
passion began to heal old wounds.”
Rainbow Milk: A Novel by Paul Mendez
-Digital/Print
-Amazon, Audible, BN
“An essential and revelatory coming-of-age narrative from a
thrilling new voice, Rainbow Milk follows nineteen-year-old Jesse
McCarthy as he grapples with his racial and sexual identities
against the backdrop of his Jehovah’s Witness upbringing.”
I’m Still Here: Black Dignity in a World Made for Whiteness by
Austin Channing Brown
-Digital/Print
“Austin Channing Brown’s first encounter with a racialized
America came at age seven when she discovered her parents
named her Austin to deceive future employers into thinking
she was a white man. Growing up in majority-white schools
and churches, Austin writes, “I had to learn what it means to
love blackness,” a journey that led to a lifetime spent navigating
America’s racial divide as a writer, speaker, and expert helping
organizations practice genuine inclusion”
Anti-Racist Books/Resources
This Book is Anti-Racist by Tiffany Jewell
-Digital/Print
“Gain a deeper understanding of your anti-racist self as you
progress through 20 chapters that spark introspection, reveal
the origins of racism that we are still experiencing, and give
you the courage and power to undo it. Each chapter builds on
the previous one as you learn more about yourself and racial
oppression. 20 activities get you thinking and help you grow
with the knowledge. All you need is a pen and paper.”
Stamped: Racism, Antiracism, and You: A Remix of the
National Book Award-winning Stamped from the Beginning by
Ibram X. Kendi
-Digital/Print
“The construct of race has always been used to gain and keep
power, to create dynamics that separate and silence. This
remarkable reimagining of Dr. Ibram X. Kendi’s National Book
Award-winning Stamped from the Beginning reveals the history
of racist ideas in America and inspires hope for an antiracist
future. It takes you on a race journey from then to now, shows
you why we feel how we feel, and why the poison of racism
lingers. It also proves that while racist ideas have always been
easy to fabricate and distribute, they can also be discredited.”
The Myth of Race: The Troubling Persistence of an
Unscientific Idea by Robert Wald Sussman
-Print/Digital
“Biologicalracesdonotexist―andneverhave.Thisviewisshared
by all scientists who study variation in human populations. Yet
racial prejudice and intolerance based on the myth of race
remain deeply ingrained in Western society. In his powerful
examination of a persistent, false, and poisonous idea, Robert
Sussman explores how race emerged as a social construct
from early biblical justifications to the pseudoscientific studies
of today.”

ISSUE #01
HUESYEAR IN REVIEW
34

HUES
APRIL 2022
35
THANK YOU FOR
ENTRUSTING US
TO LEAD IN
THIS WORK.

HUES YEAR IN REVIEW - NOV VOL2 2.pdf

Recommended

Recommended

More Related Content

Similar to HUES YEAR IN REVIEW - NOV VOL2 2.pdf

Similar to HUES YEAR IN REVIEW - NOV VOL2 2.pdf (20)

More from Sonja Moffett PHR MSHRM

More from Sonja Moffett PHR MSHRM (14)

Recently uploaded

Recently uploaded (20)

HUES YEAR IN REVIEW - NOV VOL2 2.pdf