EAD Best Practices: Community Building

This document contains the Office of the Vice Chancellor for Research and Graduate Education's Equity and Diversity Committee's recommended best practices for community building.

How can I help build community?

1. Plan group activities:

• Periodic potluck lunches have been organized by staff members and all staff are invited. (ARBOR)

• Town Hall meeting on results of climate survey was very well attended. (BIOTECH)

• Going on 4-6 informal outings per year as a group to enjoy lunches, the Union Terrace, or other gatherings around campus. (BIOTRON)

• Weekly staff meetings have allowed staff members to feel a sense of ownership and pride in the research projects being conducted. All staff feel comfortable enough to openly express any concerns they may have about any aspect of the Biotron operation. (BIOTRON)

• In house field trips: connecting administrative staff to research labs within the unit. (LMB/IMV)

• Social hours held once a month have promoted a stronger sense of community. (LMB/ IMV)

• Through working cooperatively with other institutions representing larger under-represented minority populations, students and staff have been able to work together to establish a regular exchange of ideas and resources. Additionally the department has been able to exchange, on a split appointment and/or temporary basis, faculty from these institutions with the goal of further strengthening the link between the UW and these sources of recruitment. (SSEC)

• In conjunction with Friends of the Waisman Center, an affiliated special interest group, several events are held throughout the year. These events bring the workforce together for informal fun and educational events (e.g. annual awards program, potlucks, and family film night). (WAISMAN)

RESULT: An increase of employee participation in planned activities (each time we have a seminar, we have an increase in employees who attend). (GRAD/RSP)

2. Provide learning opportunities:

• Two staff members attended the UW Leadership Institute and have brought their insights and training to the workplace. (ARBOR)

• A seminar by the Theater for Culture Awareness was held in fall of 2006. (BIOTECH)

3. Provide information to employees:

• At orientation: outline the center’s goals to promote an inclusive atmosphere where diversity can thrive, and provide a list of resources for climate related matters. (A3RI)

•Offer at least one meeting per year for employees to talk about climate and diversity. (IOA)

• Friends of the Arboretum have provided funds to work with the Boys and Girls Club to increase participation by under-served populations. (ARBOR)

• Bulletin boards/display screens in the main entrance in the lobby and outside of the office spotlight current students, recent center highlights, and clippings of the center staff in the news. (LMB/IMV)

4. Other:

• Center staff has started wearing our access control cards (displays name, title and photo) which has had the unexpected result of more open interactions with other users of the facility (i.e. researchers, students, visitors etc.). This has made staff more approachable for facility users. (BIOTRON)

Keywords:frequently asked questions   Doc ID:31687
Owner:Anne M.Group:VCRGE and Graduate School
Created:2013-07-18 11:28 CDTUpdated:2017-02-08 18:15 CDT
Sites:VCRGE and Graduate School
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