Use our Diversity Database Update Form to submit changes to your program.
IDEA Committee
University-Wide
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
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