The document outlines the mission and activities of several diversity and outreach offices at UCSF. The Office of Diversity and Outreach aims to build a diverse community and foster inclusion. It oversees programs like the Early Academic Outreach Program, LGBT Resource Center, Multicultural Resource Center, Office for the Prevention of Harassment and Discrimination, and CARE Advocate. Each of these centers and programs provides specific resources and services to promote diversity, inclusion, and cultural competence across the UCSF community.
Addressing diversity through branding and targeted outreach | Talent Connect ...LinkedIn Talent Solutions
Ever wonder how to effectively build critical talent pipelines and augment your diversity strategies? In this session learn how to supplement your diversity outreach efforts with a variety of tactics such as community outreach, creative branding, strategic internship programs, and the development and launch of LinkedIn campaigns that target diverse professionals of all levels. Also learn how reporting can enable you to track and manage the impact of your campaigns. This will be a jointly led training session with LinkedIn and Blue Cross Blue Shield of Michigan.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
If STEM talent’s truly as scarce as we hear in media reports, how are HR leaders responding and preparing to close the talent gaps within their own organizations? During this webinar, Neddy Perez, chief diversity officer for Ingersoll Rand will share how her team’s integrating their corporate diversity and inclusion strategy into their core business areas of skills development, workforce engagement, enabling process and market connectivity to bridge the STEM gap. This multifaceted approach has resulted in a robust STEM talent acquisition and management strategy that’s attracting, retaining and developing Ingersoll Rand employees for today and the future.
During this webinar attendees will:
Gather tools for creating an action plan for addressing the reported stem talent gap.
Explore how Ingersoll Rand addressed the talent gap within their organization and hear the lessons learned along the way.
Decipher what’s fact and fiction regarding the STEM talent shortage.
Addressing diversity through branding and targeted outreach | Talent Connect ...LinkedIn Talent Solutions
Ever wonder how to effectively build critical talent pipelines and augment your diversity strategies? In this session learn how to supplement your diversity outreach efforts with a variety of tactics such as community outreach, creative branding, strategic internship programs, and the development and launch of LinkedIn campaigns that target diverse professionals of all levels. Also learn how reporting can enable you to track and manage the impact of your campaigns. This will be a jointly led training session with LinkedIn and Blue Cross Blue Shield of Michigan.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
If STEM talent’s truly as scarce as we hear in media reports, how are HR leaders responding and preparing to close the talent gaps within their own organizations? During this webinar, Neddy Perez, chief diversity officer for Ingersoll Rand will share how her team’s integrating their corporate diversity and inclusion strategy into their core business areas of skills development, workforce engagement, enabling process and market connectivity to bridge the STEM gap. This multifaceted approach has resulted in a robust STEM talent acquisition and management strategy that’s attracting, retaining and developing Ingersoll Rand employees for today and the future.
During this webinar attendees will:
Gather tools for creating an action plan for addressing the reported stem talent gap.
Explore how Ingersoll Rand addressed the talent gap within their organization and hear the lessons learned along the way.
Decipher what’s fact and fiction regarding the STEM talent shortage.
OED Network brings together 17 organisations from 14 countries. Its aim is to tackle the need for outreach to disadvantaged groups, for the development of more diversity in adult education, and for the empowerment of its learners to become active European citizens.
Exclusive Presentation — 2015 Strategic Diversity Measurement Survey ResultsHuman Capital Media
PeopleFluent Research Institute and Human Capital Media recently conducted the “2015 Strategic Diversity Measurement Survey” to further understand the challenges, goals and best practices of the organizational diversity and inclusion function. Now, we’re excited to finally share this highly beneficial information with you!
During this presentation, we’ll discuss findings from our research such as:
The different levels of organizational maturity that diversity programs develop through.
Challenges you may face in accomplishing your D&I goals.
Resources for additional support and expertise for your program.
An approach to D&I measurement that can help you develop, drive and evaluate a successful diversity strategy.
Best practices for tracking, measuring and rewarding your program’s accomplishments.
Effective practices used by advanced D&I programs.
#50Tips to Hosting Badass Events by Karen Hartline, Reinventing Events #INBOU...Reinventing Events
Are your events badass? Are they unforgettable experiences delivering ROI, creative brand awareness and community cultivation? Karen Hartline, CEO of Reinventing Events will share her top 50 tips she has gained over the past 13 years of event production experience covering pre-planning, speakers, onsite, sponsors, food & beverage, post-production, and even some insider tips. The tips will help planners design events where the clients’ brands and personalities shine through the entire production, as well give the attendees a one-of-a-kind event experience.
JobFindah Network is the next generation recruitment platform offering solutions for OFCCP compliance, Seasonal Recruitment, Employment Branding, Candidate Outreach Marketing, and HR Technology Services
Ever considered hosting at TEDx event at your school or organization? Wondering what it takes to make it happen?
Well let us help!
Join TEDx expert Brenda Petersen and her trusty sidekick Michael Boll as they share their how-to for hosting your own TEDx event.
Brenda and Michael share lessons learned from their experience coordinating TEDxConcordiaShanghai 2014.
Participants will walk away with tons of practical advice including:
How to work with TEDx organizers
Preparing speakers
Event preparation and logistics
Marketing
Ticket sales
Public relations and media
Recording the event
If your organization is committed to unlocking High Performance Capacity through effective implementation of Employment Equity, Skills Development, and Diversity Management & Inclusion, the Project Management approach is the recommended one. Let Cometsa Human Capital Investments partner with your Change Management Sponsors, Agents, and Advocates and build internal capacity, once and for all. By now, companies and organizations should be having these processes as one of their many Core Competences in Human Capital Development, Management and Leadership. You cannot rely on external expertise. That is risky for business survival. Contact us and let us show you how to build internal capacity and competence. The attached slide show you an overview on how you can structure the internal capacity development process
Through another outreach program called Break Time Buddies, volunteers from the Humane Society of Tampa Bay take animals to local businesses. This activity serves as a way to foment team building by allowing employees to enjoy a break with the animals, as a way to boost workplace productivity, reduce stress and support canine and human health and wellness.
To learn more about the Humane Society of Tampa Bay and its community outreach activities, visit HumaneSocietyTampa.org.
In addition the Keto Pet Sanctuary (http://www.ketopetsanctuary.com/) is also working in a similar capacity to support canine health and wellness.
TLCon Amsterdam: Diversity Tactics That Work (Holly Fawcett, Social Talent)Holly Fawcett
At Talent Leaders Connect Amsterdam, November 3 2016, Holly Fawcett shares three diversity recruiting tactics that actually work, as well as ones that (surprisingly) don't and how you can change them.
Index of useful facts and figures
Recruiting leaders often call the shots with
employer brand – 61% either own it outright or
co-own it with another function like marketing.3
No matter where the buck stops, we’ve found
companies with strong talent brands have
these three things going for them: buy-in
from the C-suite, data to support their case,
and strong cross-functional teamwork.
Engagement, not Outreach: Using Equity to Empower All FamiliesLesley Williams
We know we serve a diverse family population, in terms of race, socio-economic level, education and language. How do you balance competing needs to achieve equity? How do you engage all members of the community effectively and avoid common barriers to accessing resources?
OED Network brings together 17 organisations from 14 countries. Its aim is to tackle the need for outreach to disadvantaged groups, for the development of more diversity in adult education, and for the empowerment of its learners to become active European citizens.
Exclusive Presentation — 2015 Strategic Diversity Measurement Survey ResultsHuman Capital Media
PeopleFluent Research Institute and Human Capital Media recently conducted the “2015 Strategic Diversity Measurement Survey” to further understand the challenges, goals and best practices of the organizational diversity and inclusion function. Now, we’re excited to finally share this highly beneficial information with you!
During this presentation, we’ll discuss findings from our research such as:
The different levels of organizational maturity that diversity programs develop through.
Challenges you may face in accomplishing your D&I goals.
Resources for additional support and expertise for your program.
An approach to D&I measurement that can help you develop, drive and evaluate a successful diversity strategy.
Best practices for tracking, measuring and rewarding your program’s accomplishments.
Effective practices used by advanced D&I programs.
#50Tips to Hosting Badass Events by Karen Hartline, Reinventing Events #INBOU...Reinventing Events
Are your events badass? Are they unforgettable experiences delivering ROI, creative brand awareness and community cultivation? Karen Hartline, CEO of Reinventing Events will share her top 50 tips she has gained over the past 13 years of event production experience covering pre-planning, speakers, onsite, sponsors, food & beverage, post-production, and even some insider tips. The tips will help planners design events where the clients’ brands and personalities shine through the entire production, as well give the attendees a one-of-a-kind event experience.
JobFindah Network is the next generation recruitment platform offering solutions for OFCCP compliance, Seasonal Recruitment, Employment Branding, Candidate Outreach Marketing, and HR Technology Services
Ever considered hosting at TEDx event at your school or organization? Wondering what it takes to make it happen?
Well let us help!
Join TEDx expert Brenda Petersen and her trusty sidekick Michael Boll as they share their how-to for hosting your own TEDx event.
Brenda and Michael share lessons learned from their experience coordinating TEDxConcordiaShanghai 2014.
Participants will walk away with tons of practical advice including:
How to work with TEDx organizers
Preparing speakers
Event preparation and logistics
Marketing
Ticket sales
Public relations and media
Recording the event
If your organization is committed to unlocking High Performance Capacity through effective implementation of Employment Equity, Skills Development, and Diversity Management & Inclusion, the Project Management approach is the recommended one. Let Cometsa Human Capital Investments partner with your Change Management Sponsors, Agents, and Advocates and build internal capacity, once and for all. By now, companies and organizations should be having these processes as one of their many Core Competences in Human Capital Development, Management and Leadership. You cannot rely on external expertise. That is risky for business survival. Contact us and let us show you how to build internal capacity and competence. The attached slide show you an overview on how you can structure the internal capacity development process
Through another outreach program called Break Time Buddies, volunteers from the Humane Society of Tampa Bay take animals to local businesses. This activity serves as a way to foment team building by allowing employees to enjoy a break with the animals, as a way to boost workplace productivity, reduce stress and support canine and human health and wellness.
To learn more about the Humane Society of Tampa Bay and its community outreach activities, visit HumaneSocietyTampa.org.
In addition the Keto Pet Sanctuary (http://www.ketopetsanctuary.com/) is also working in a similar capacity to support canine health and wellness.
TLCon Amsterdam: Diversity Tactics That Work (Holly Fawcett, Social Talent)Holly Fawcett
At Talent Leaders Connect Amsterdam, November 3 2016, Holly Fawcett shares three diversity recruiting tactics that actually work, as well as ones that (surprisingly) don't and how you can change them.
Index of useful facts and figures
Recruiting leaders often call the shots with
employer brand – 61% either own it outright or
co-own it with another function like marketing.3
No matter where the buck stops, we’ve found
companies with strong talent brands have
these three things going for them: buy-in
from the C-suite, data to support their case,
and strong cross-functional teamwork.
Engagement, not Outreach: Using Equity to Empower All FamiliesLesley Williams
We know we serve a diverse family population, in terms of race, socio-economic level, education and language. How do you balance competing needs to achieve equity? How do you engage all members of the community effectively and avoid common barriers to accessing resources?
OUR VISIONValdosta State University will be a catalyst for r.docxhoney690131
OUR VISION
Valdosta State University will be a catalyst for regional comprehensive progress.
OUR MISSION
As a comprehensive institution of the University System of Georgia, Valdosta State University (VSU) is a welcoming, aware, and vibrant community founded on and dedicated to serving our communities’ rich and diverse heritages. Through excellence in teaching, basic and applied research, and service, VSU provides rigorous programs and opportunities that enrich our students, our university, and our region. As such, the VSU mission consists of three interrelated parts:
Student Mission:
To provide a diverse student population with an inspired education, a safe learning environment, a nurturing community, and a wealth of experience that assists students in molding their futures in a creative, conscious, and caring fashion while preparing them to be lifelong learners who will meet the needs of a changing global society.
University Mission:
To operate the university with a focus toward human, environmental, and financial sustainability while increasing value to our local, regional, national, and international stakeholders. To expand opportunities for our students, employees, and varied community members by promoting social justice and service learning.
Regional Mission:
To provide our region and our home with the resources and support necessary to develop and sustain a higher quality of living, greater economic and community development, and inspired innovation that nurtures and respects our diverse population and beautiful environment while promoting academic outreach, public and private entrepreneurship, and collaboration with all regional entities
respond to this discussion
.
The University of Louisville strives to foster and sustain an environm.docxkdennis3
“The University of Louisville strives to foster and sustain an environment of inclusiveness that empowers us all to achieve our highest potential without fear of prejudice or bias. We commit ourselves to building an exemplary educational community that offers a nurturing and challenging intellectual climate, a respect for the spectrum of human diversity, and a genuine understanding of the many differences-including race, ethnicity, gender, socio-economic status, national origin, sexual orientation, disability, religion, diversity of thought and political ideology-that enrich a vibrant metropolitan research university. We expect every member of our academic family to embrace the underlying values of this vision and to demonstrate a strong commitment to attracting, retaining, and supporting students, faculty, and staff who reflect the diversity of our larger society.â€
REQUIRED (Diversity Statement): In the context of the UofL Statement on Diversity, discuss how you embrace the underlying values of this vision as well as how aspects of your background, experiences, or interests in research/creative activity would enrich the diversity of our campus community (required question, please limit to 300 words).
.
Commitment to Diversity and InclusivityDIVERSITY STATEMENT FROM .docxmonicafrancis71118
Commitment to Diversity and Inclusivity
DIVERSITY STATEMENT FROM THE OFFICE OF THE VICE CHANCELLOR FOR STUDENT AFFAIRS
Student Affairs is committed to diversity.
As such, we strive to create an atmosphere and institutional culture that is welcoming to all individuals, inclusive of their race, ethnicity, religion, spirituality, gender, gender identity/expression, age, sexual orientation, ability/disability, socioeconomic class, and national origin.
Therefore, as the Division of Student Affairs at Illinois, we commit to the following:
At Illinois, we create a welcoming environment. Therefore, we as Student Affairs staff:
· Enhance, develop, and maintain structures and services committed to diversity.
· Build cross-cultural relationships that bridge traditional campus boundaries.
· Respect spaces that allow for the support and development of specific identities and communities.
· Solicit feedback frequently and respond to the various needs of students and other stakeholders.
At Illinois, we contribute to the cultural education of students. Therefore, we as Student Affairs staff:
· Encourage students to examine their responsibilities in a multicultural society.
· Engage students in experiences that educate them about the value of their history and perspectives while inviting them to learn more about the histories and perspectives of others.
· Provide services that offer students opportunities to build relationships that cross cultural boundaries.
At Illinois, we recognize and develop our own cultural understanding. Therefore, we as Student Affairs staff:
· Engage in self-reflection towards a deeper sense of the perspectives and experiences of others.
· Challenge each other to engage in meaningful dialogue with colleagues and students to create a campus climate of respect and fairness.
· Provide and participate in regular professional development to enhance our abilities to serve a diverse student body.
For more information, contact the Office of the Vice Chancellor for Student Affairs, (217) 333-1300 or [email protected]
DIVERSITY STATEMENT FROM THE OFFICE OF THE VICE CHANCELLOR FOR STUDENT AFFAIRS
The very essence of a liberal arts education connotes the recognition of multiple identities and a commitment to equal opportunity. It provides a safe harbor for engagement in analytical and critical thinking and fosters a community whereby our citizens are empowered to contribute actively in our democratic and global society. The importance of our multiple identities is therefore woven into our fabric. It is the cornerstone of our respect for each other and our ideas and is central to our curriculum, admissions, and hiring practices. Nowhere is this commitment more evident than in the College’s four-fold mission: creation and dissemination of knowledge and scholarship at the highest level; preparation of graduate students to play leading roles in academia and the public and private sectors; preparation of undergraduate students for lifetimes of impact.
Empowering Women Through Education: Rama Devi Women's University.pdfVigneshkumar582646
Rama Devi Women's University, situated in the heart of Bhubaneswar, Odisha, is a pioneering institution dedicated exclusively to the education and empowerment of women. Established in 1964, it holds the distinction of being the first women's university in the state, serving as a catalyst for social change and gender equality. At Rama Devi Women's University, our mission is clear: to provide a nurturing and empowering environment where women can pursue academic excellence, personal growth, and societal impact. We offer a comprehensive range of undergraduate, postgraduate, and doctoral programs across diverse disciplines, including arts, science, commerce, management, education, and law. https://www.iesonline.co.in/rama-devi-womens-university-bhubaneswar/
2. UCSF • 2diversity.ucsf.edu
M I S S I O N S TAT E M E N T
The mission of the Office of Diversity and Outreach is to build a broadly diverse faculty, student,
trainee and staff community, to nurture a culture that is welcoming and supportive, and
to engage diverse ideas for the provision of culturally competent education, discovery,
patient care, and community engagement.
W H O W E A R E
The Office of Diversity and Outreach consists of Early
Academic Outreach Programs, the LGBT Resource
Center, the Multicultural Resource Center, the Office for
the Prevention of Harassment and Discrimination, and
the Campus Advocacy, Resources and Education (CARE)
Advocate. The Office collaborates with the professional
schools, graduate division, health systems, hospital
teaching sites, and our industry peers to promote diversity,
equity, and inclusion across all groups on campus.
DIVERSITY AND OUTREACH
3. UCSF • 3eaop.ucsf.edu
M I S S I O N S TAT E M E N T
The Early Academic Outreach Program (EAOP) provides programs and services that lead to
student academic success and increased college-going rates for the students and schools they serve. The
work is done in collaboration with the San Francisco Unified School District, families, local community-
based organizations, business & industry leaders,
and other educational institutions.
W H AT T H E Y D O
EAOP supports select schools in the San Francisco
Unified School District through individualized academic
advising, workshops (district and city-wide) on college
access, financial aid planning, science enrichment
programs, mentoring by UCSF students, and exposure
to health education and careers.
EARLY ACADEMIC OUTREACH PROGRAM
4. UCSF • 4lgbt.ucsf.edu
M I S S I O N S TAT E M E N T
The UCSF LGBT Resource Center provides education, information, support, and
advocacy services to the UCSF campus community. We work toward creating and maintaining
a safe, inclusive, and equitable environment for LGBTQQI students, staff, faculty, post-docs, residents,
fellows, alumnae, patients,
and allies.
W H AT T H E Y D O
The Center works with campus groups and
committees to raise awareness
of LGBT issues, offers educational
trainings via workshops, events, and con-
sultations, and provides opportunities to
build community across UCSF.
UCSF LGBT RESOURCE CENTER
5. UCSF • 5mrc.ucsf.edu
M I S S I O N S TAT E M E N T
The Multicultural Resource Center (MRC)
provides a physical and intellectual space that
breaks down barriers to inclusion, raises
the multicultural consciousness of
our UCSF community, and nurtures
underrepresented learners on campus.
W H AT T H E Y D O
The MRC strives to produce programs that uphold
our best model: build a collective sense of belonging;
educate the campus on multiculturalism and provide
tools for diversity actions; support the development
and success of a diverse community of learners; and
transform the perspective of health science through
a social justice lens.
MULTICULTURAL RESOURCE CENTER
6. UCSF • 6ophd.ucsf.edu
M I S S I O N S TAT E M E N T
The Office for the Prevention of Harassment and
Discrimination (OPHD) supports the University’s
policy prohibiting the discrimination or harassment
of any person on the basis of their membership in a
protected category. The unit’s goal is to help
to create an environment at UCSF in which each
individual’s contribution is valuedand everyone
can succeed.
W H AT T H E Y D O
OPHD trains the campus community on issues related to dis-
crimination and sexual harassment and provides prompt and
equitable complaint resolution ensuring equal opportunity and
nondiscrimination at UCSF.
OFFICE FOR THE PREVENTION OF
HARASSMENT AND DISCRIMINATION
File a Complaint
7. UCSF • 7shpr.ucsf.edu
M I S S I O N S TAT E M E N T
UC San Francisco is committed to creating and
maintaining a community free of all forms of intimidation,
exploitation, violence and harassment. Sexual harassment,
sexual offenses, and acts of interpersonal violence,
including domestic violence, dating violence, sexual
assault, and stalking are strictly prohibited. UCSF
supports the University’s commitment to education
and training, consultation and support services,
and neutral investigations.
W H AT W E D O
The UCSF CARE Advocate provides free, confidential support and services to any UCSF affiliate including students,
staff, and faculty who have experienced interpersonal violence such as sexual assault, dating/intimate partner violence,
sexual harassment or stalking.
CAMPUS ADVOCACY, RESOURCES AND EDUCATION
(CARE) ADVOCATE
8. diversity.ucsf.edu UCSF • 8
Office of Diversity and Outreach
University of California, San Francisco
3333 California Street, Suite S-16
San Francisco, CA 94118
415-476-7700 (phone)
415-476-6299 (fax)
http://diversity.ucsf.edu
diversityoutreach@ucsf.edu
Early Academic Outreach Program
University of California, San Francisco
1855 Folsom Street
Mission Center Building, Room 548
San Francisco, CA 94143
http://eaop.ucsf.edu
eaop@ucsf.edu
Multicultural Resource Center
University of California, San Francisco
Millberry Union West, MU123W
San Francisco, CA 94143
http://mrc.ucsf.edu
mrc@ucsf.edu
Office for the Prevention of
Harassment and Discrimination
University of California, San Francisco
3333 California Street, Suite S-16
San Francisco, CA 94118
http://ophd.ucsf.edu
cristina.perez@ucsf.edu
Campus Advocacy, Resources and
Education (CARE) Advocate
University of California, San Francisco
500 Parnassus Avenue
Millberry Union East, Room 233
San Francisco, Ca. 94143
https://shpr.ucsf.edu/confidential-care-advocate
Denise.Caramagno@ucsf.edu
UCSF LGBT Resource Center
University of California, San Francisco
3333 California Street, Suite S-16
San Francisco, CA 94118
http://lgbt.ucsf.edu
lgbt@ucsf.edu
CONTACT INFO