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IDEA Committee

University-Wide

Multicultural Programming

Groups Served
Staff

Program Website
N/A

Contact Information
Maxwell, Janice
jmaxwell10@gsu.edu

Address
75 Piedmont Avenue
Atlanta, GA 30303

Campus
Atlanta

Funding

Institutional Funding (e.g., President's Office, Provost Office, College or Academic Unit, Departmental Funding)

Overview

The Mission Statement of the IDEA Committee-
We recognize and appreciate the importance of creating an environment in which all employees feel valued, included and empowered to do their best work and bring great ideas to the table.

We recognize that each employee’s unique experiences, perspectives and viewpoints add value to our ability to create and deliver the best possible service, technical assistance and research to faculty, staff and students.

Benefits

Committee Goals-
Create synergy between IIT and GSU’s Office of Diversity Education and Planning (ODEP) department
Share diversity and inclusion best practices across IIT
Create opportunities that promote diversity and inclusion across the business units of IIT
Visibly recognize and communicate diversity and inclusion best practices and achievements throughout the division
Identify and address emerging issues that can impact our diversity culture
Committee Objectives:
Build capacity and competency to lead and manage a diverse workforce
Create a work environment that ensures equal access to opportunities for professional growth and advancement
Develop cultural competence and responsiveness, as an organization, to maximize our effectiveness in engagements with faculty, staff and students, considering and respecting their unique perspectives, experiences and needs.
Support ODEP and the university’s efforts to be a nationally recognized model for leadership in inclusion

Supplemental Materials

IDEA Committee Mission and Goals

Discipline Focus
Not discipline specific (University-Wide)

Diversity Group ( Social Identity)
Ability/Disability, Age, Gender, Race/Ethnicity, Sexual Orientation

Race/Ethnic Group
American Indian, Asian, Black, Gender, Hispanic/ Latinx groups, Multi-racial, Pacific Islander, Alaska Native, Native Hawaiians

Program, Initiative, Policy or Sponsored Award Category

Priority 2: Multicultural Programming

Established
02/01/2020

Number Served
0-50

Research Routines, Responsibilities and Activities

Committee/council/group/advisory board/task force, Program sponsored (in-house) professional development sessions/ training/coursework (e.g., workshops, test preparation, mini-courses, specialized course, conference presentations, resume/cv building, modules, professional development etiquette, facilitated discussion, panel, summit, educational programming, speaker series), Cultural competency training (workshop, certificate, course), Celebrations of diverse groups (e.g. Black history, Asian American/ Pacific Islander Heritage, etc.), Dissemination/communication of policy, newsletter, brief, common definitions, web-based diversity, equity and/or inclusion statements, practices & Procedures (e.g., accountability, recruitment, retention, hiring, promotion, tenure, compensation, guided pathways (leadership), financial aid, technology, land use and acknowledgement, vendor agreements, partnerships with educational, labor, government, business and community organizations)

Additional Research Components, Roles and Responsibilities

Build capacity and competency to lead and manage a diverse workforce
Create a work environment that ensures equal access to opportunities for professional growth and advancement
Develop cultural competence and responsiveness, as an organization, to maximize our effectiveness in engagements with faculty, staff and students, considering and respecting their unique perspectives, experiences and needs.
Support ODEP and the university’s efforts to be a nationally recognized model for leadership in inclusion

Self-efficacy Emphasis

Networking Events and Workshops

Acknowledgement/Affirmation of Identity, Strengths, Needs

Build capacity and competency to lead and manage a diverse workforce
Create a work environment that ensures equal access to opportunities for professional growth and advancement
Develop cultural competence and responsiveness, as an organization, to maximize our effectiveness in engagements with faculty, staff and students, considering and respecting their unique perspectives, experiences and needs.
Support ODEP and the university’s efforts to be a nationally recognized model for leadership in inclusion

Examples of Inclusionary Practices and Activities

Structured Dialogues and Interactions (e.g. lab discussions, one-on-one sessions, virtual dialogues), Creation of a Safe space/ climate/environment

Participant Empowerment

Institutional alliances, Knowledge transfer to the community (e.g., parents, peers, stakeholders)

Mentoring Components

Mentors are peers of program participants (near-peer, tiered peer, etc.), Mentors provide psychological and or emotional support

Opportunities to Privilege Voice

Events that provide opportunities for participants to discuss their journey

Evaluation Methods

average attendance to events, newsletter, program survey(s)

Anticipated Participant Outcomes

attendance

Program, Initiative, Policy or Sponsored Award Category

Priority 2: Multicultural Programming

Established
02/01/2020

Number Served
0-50

Research Routines, Responsibilities and Activities

Committee/council/group/advisory board/task force, Program sponsored (in-house) professional development sessions/ training/coursework (e.g., workshops, test preparation, mini-courses, specialized course, conference presentations, resume/cv building, modules, professional development etiquette, facilitated discussion, panel, summit, educational programming, speaker series), Cultural competency training (workshop, certificate, course), Celebrations of diverse groups (e.g. Black history, Asian American/ Pacific Islander Heritage, etc.), Dissemination/communication of policy, newsletter, brief, common definitions, web-based diversity, equity and/or inclusion statements, practices & Procedures (e.g., accountability, recruitment, retention, hiring, promotion, tenure, compensation, guided pathways (leadership), financial aid, technology, land use and acknowledgement, vendor agreements, partnerships with educational, labor, government, business and community organizations)

Additional Research Components, Roles and Responsibilities

Build capacity and competency to lead and manage a diverse workforce
Create a work environment that ensures equal access to opportunities for professional growth and advancement
Develop cultural competence and responsiveness, as an organization, to maximize our effectiveness in engagements with faculty, staff and students, considering and respecting their unique perspectives, experiences and needs.
Support ODEP and the university’s efforts to be a nationally recognized model for leadership in inclusion

Please describe how your program addresses self-efficacy (one's beliefs in their own ability to execute behaviors necessary to perform) in its participants?

Networking Events and Workshops

How does your program acknowledge or affirm individuals’ different identities, strengths, or needs?

Build capacity and competency to lead and manage a diverse workforce
Create a work environment that ensures equal access to opportunities for professional growth and advancement
Develop cultural competence and responsiveness, as an organization, to maximize our effectiveness in engagements with faculty, staff and students, considering and respecting their unique perspectives, experiences and needs.
Support ODEP and the university’s efforts to be a nationally recognized model for leadership in inclusion

Inclusionary practices/activities utilized in your program:

Structured Dialogues and Interactions (e.g. lab discussions, one-on-one sessions, virtual dialogues), Creation of a Safe space/ climate/environment

Participant Empowerment

Institutional alliances, Knowledge transfer to the community (e.g., parents, peers, stakeholders)

Mentoring Components

Mentors are peers of program participants (near-peer, tiered peer, etc.), Mentors provide psychological and or emotional support

Opportunities to Privilege Voice

Events that provide opportunities for participants to discuss their journey

Evaluation methods are used to substantiate the program’s outcomes:

average attendance to events, newsletter, program survey(s)

Anticipated participant outcomes for your program:

attendance