15:08:45 Alright, thank you. So as I mentioned, it's on the C, DI director, start at the end of August and I'm working on reducing a little bit of the environment we get in where we are projecting a little bit of competitiveness.
15:09:01 So one thing I'm practicing is not sharing the institutions where I got my degrees. So, I do have a BS in chemistry, a masters of arts and teaching secondary science and a PhD in chemistry.
15:09:13 The other thing I'm practicing is in my introductions trying to bring in a little bit more of myself beyond my work self.
15:09:19 So as I do that, you're gonna see this acronym. Sasi, which stands for Student Academic Success Center, which is a multicultural academic community that serves low-income first generation and underserved students at C.
15:09:33 Boulder. So here's a little timeline that I'm gonna share with you to introduce myself.
15:09:36 So from the time period of 1997 to 2,013. I was a high school teacher, then I became a wife.
15:09:44 I was an avid hiker. I particularly enjoyed hiking Pikes Peak in Gregory Canyon.
15:09:50 I then became a graduate student working on my PhD in chemistry. I was working at a national lab at that time.
15:09:56 After that I became a mom to 2 kids and I started working at SASI as an instructor in the evenings.
15:10:03 I was doing chemistry co-sinars, helping students who are in general chemistry courses at CU Boulder, navigate their learning.
15:10:10 Around 2,013 I became a single mom. I became the first STEM coordinator for SASI, so I became, I built the STEM program for them offering chemistry courses, biology courses and anatomy courses, physics courses, small level courses.
15:10:28 And then I also did some educational research. In meta cognition studies in large chemistry classrooms.
15:10:33 And I was a musician. I was playing in a couple of local bands during that time. Then, we all know what happened in 2020.
15:10:40 I, but it's significant for me that I was now a single mom of teenagers which is very different from just being a single mom.
15:10:47 I started doing inclusive teaching, which is very different from just being a single mom. I started doing inclusive teaching and anti-racism, just being a single mom.
15:10:54 I started doing inclusive teaching and anti-racism faculty development at the Center for Teaching and Learning at the Center for Teaching and Anti-racism Faculty Development at the Center for Teaching and Learning at C because I was at home a lot I did a lot of yoga and I started growing my own seeds under lights in the basement and now I would say I'm
15:11:05 an avid gardener having replaced all of my lawn with native gardens. I'm really excited about that.
15:11:11 I've started to, I'm not in bands anymore, a lot of that went away during the pandemic, but I started working on jazz piano.
15:11:17 I became the DI director for series. I got one child to college, another on the way, and I am newly married in case you knew me as Becka Chunk and Ellie, I became back to Edwards the summer.
15:11:28 So that's my overall view of me and my timeline. As far as my approach goes, I like to define words because I think sometimes we use these words and we don't know what they mean.
15:11:37 So I think of, these words, in terms of the way that Natasha Krome defined them.
15:11:42 Who is the professor that works at He was a keynote speaker at Heads conference in 2020.
15:11:48 So equity I think of is everyone has what they need to thrive. And that's different for everyone.
15:11:53 So another way to think about it is differentiated need. How can people get the different things that they need in environment to feel like they can thrive.
15:12:01 I'd like to put to person inclusion together because I think if you try to make your space diverse and you haven't thought about inclusion, it's not gonna be sustainably diverse.
15:12:10 And so if we bring them together, then we think about it as purposely including people of social difference in a particular space.
15:12:15 And then justice I like the definition of fair treatment and equal opportunities for all people. So all of these words are in the mission and vision for series to EI so I thought it was important to bring them up.
15:12:27 In terms of my approach to, one of the things, that I like to talk about is that it's about relationship.
15:12:35 Building. I think it's really important to think about the relationships how you engage in them every day, how do you think about the people in your space, how do you work across cultural differences in the space.
15:12:48 And, so I was working with a friend at DU and we came up with this. Picture and it helped us think through we were doing a lot of faculty development training and we helped us think through the different site parts of the cycle when people are doing DEI work.
15:13:01 So we start in a reactive space. Everybody does. Something bad happened. What do we do about it?
15:13:06 How do we report it? How do we work on learning and personal self-awareness and growth to think about not putting people in position where they feel left out excluded oppressed microgressed and that's where we all start but the hope is that your DEI program doesn't stay in their active space.
15:13:24 Sometimes it can if there's so many problems happening and you're constantly in a space of trying to help people navigate hard situations, then you stay in the reactive space.
15:13:33 But what you, but you're hopefully getting to the space where you're proactive. So we want to be in so we're designing policies and practices so that our environments are inclusive.
15:13:44 And inside of being proactive, we have to be responsive. So let's say I come up with the practice.
15:13:48 For my environment to make it more inclusive. I then have to ask the people in my environment, is it working?
15:13:54 And then if they say, yes, it is, I can continue that or if they say it's not quite, I find somebody in terms of equity who I'm not meeting their needs and I have to adapt that practice.
15:14:03 I'm in a cycle of constantly trying to get ahead of something if something happened in a reactive space.
15:14:10 I'm trying to create something to prevent that from happening, but then I need to constantly be getting feedback to find out if it's working and what impacts I'm having.
15:14:16 Once I get really good at that muscle, then I can get into the space of innovating. But there are a lot of people who try to innovate in the DEI space before they try to innovate in the DEI space before they've really done that work of that muscle building so they might do a practice and forget to ask for.
15:14:30 I've really done that work of that muscle building. So they might do a practice and forget to ask for feedback.
15:14:32 And that can be challenging and forget to ask for feedback. And that can be challenging.
15:14:35 So we were trying to encourage people. And that can be challenging. So we were trying to encourage people to build those muscles first before they worked on innovation.
15:14:38 So we were trying to encourage people to build those muscles first before they worked on innovation. First before they worked on innovation.
15:14:45 And that was developed with Kristen Deal, and that was developed with Kristen Deal, friend of mine who was the assistant vice chancellor of DEI partnerships And by the way, this is an accessibility practice.
15:14:47 I'm gonna continue to read all the words on my slides and then try to describe the images if they're there.
15:14:53 Okay, so I want to acknowledge that I inherited the C Serious DEI program. And part of that was inheriting the series.
15:15:01 Anti-racism statement written in 2,020, which says that series is committed to being an inclusive anti-pressive antiracist organization.
15:15:09 To this end we're taking an organizational developmental approach that interrogates our policies systems institutional data and practices to eradicate bias and exclusionary exclusionary presumptions where they might exist.
15:15:21 We're working to develop a culture in which people have clear expectations. Fair processes and systems and positive support to bring their whole cells to work.
15:15:29 And I work is informed by the calls to action of our BYPPPT Geoscience colleagues and by the CU Boulder DEI plane.
15:15:36 Along with that is our land acknowledgements. I think it's important that landing knowledgements function as celebrations of Indigenous communities by both addressing historical and equities but also demonstrating a really clear commitment to concrete action that can address and repair these inequities.
15:15:52 So if you are interested in writing your own online acknowledgement statement, I think the center of Native American and Indigenous studies has great guidance for that.
15:16:01 And you can also see we've included on the series DII website several, series programs who've written their own land acknowledgements.
15:16:08 I have my own land acknowledgement on my email that talks about how I like to, I'm lifting up the work of indigenous folks that work in series.
15:16:16 So one of them is James Ratling Leaf, who's our series tribal advisor. So I'd like to share his words to go on this session.
15:16:22 You have to learn how to in the moment work with people when things don't happen the way you think they're going to happen based on your motivation, your knowledge, and your strategy.
15:16:31 To me it takes cultural intelligence to navigate today's world. That's the foundation that will help you in your work with government, academics and community.
15:16:39 Or and with indigenous people. So James is coming to do a talk on cultural intelligence. So I'm gonna share in the chat, a flyer for that talk.
15:16:50 I hope that you can come, and we will continue to help you get connected to James as an important advisor in our organization.
15:17:01 I'd like to acknowledge the people that built this program. I'm going to tell you about today.
15:17:06 So the strategic plan committee was Mike Murray. Hazel Bain, Yose to Gao, Janet Garcia, Leslie Harton, Gabby Patron, Nisha Shem.
15:17:14 Chris Torres Torrents, Christine Weinmeier, who's here. Thank you, Christine, and Christina Williamson.
15:17:21 So I spoke with a few of these folks as I was making some changes to the strategic plan and the former series DEI director, Susan Sullivan who did amazing work on this plan.
15:17:31 We still appreciate the groundwork she's laid for me. We have full support from, the series director.
15:17:37 Walid Abdelotti and I've just hired 2 new series DEI graduate assistants who I think are here today.
15:17:48 S and Liza Sprout. I'm hoping to hire 2 more in the coming weeks so that you can see that the program I'm going to tell you about 2 more and then coming weeks so that you can see that the program I'm gonna tell you about today, I'm not doing it alone, I'm gonna tell you about today, I'm not doing it alone, I promise you.
15:17:58 Okay, so I'm going to go over the foundation of the series DEI program in terms of our mission and our vision.
15:18:04 So our vision is that justice diversity, equity, and inclusion, our core values at series, are lived commitment to these values shapes our work culture and is essential to how we practice excellence and integrity in environmental research.
15:18:16 Our mission illustrates the street 3 strategic imperatives of our plan. So series will advance justice equity diverse and inclusion by creating an inclusive workplace culture where we foster an inclusive respective culture that recognizes and embraces the diversity of our communities.
15:18:33 So that's the green part of the logo to the right. We also are building a diverse workforce, building the capacity to successfully recruit and hire a diverse workforce that's in the blue on the on the series logo and then creating authentic partnerships with those who are most impacted by our work and with organizations that serve underrepresented and marginalized groups in the environmental sciences.
15:18:54 We're calling that authentic partnerships. So what I'm going to do for the next 10 min is just go through each of these 3 strategic comparatives to tell you what the goals are, how we're gonna address those goals of programming, how they align with the DEI programs are both CEO Boulder and NOAA and then how we might evaluate the programming.
15:19:12 I know that sounds like a lot, but I really think I can do it in 10 min. But as I'm doing it, I wanna drop something in the chat for you that you might be interested in.
15:19:21 Which is a link to the DEI plans for the are 2 organizations. So you'll see there's a link to the CEO Boulder DEI goals.
15:19:31 There are 5 goals. So I'll be referring to them by number and then the Noah DEI plan has 3, imperatives that I'll be referring to.
15:19:39 Okay, so the first one I'm gonna go over in terms of strategic imperatives is inclusive workplace culture.
15:19:45 This is first and foundational to make sure that when we bring people into our space. That it's a space that is welcoming and there's a sense of belonging.
15:19:52 So our goals include enabling and encouraging inclusive supervision and mentoring. Building responsive feedback mechanisms.
15:20:00 Offering responsive programming that supports the development of inclusive work environments. Supporting employees and documenting their DEI work annually and annual reporting on the workplace culture and retention data.
15:20:13 So these are our goals and they are aligned with the CU Boulder DEI goals goal number one that focuses on building capacity for advancing diversity, equity inclusion by focusing on employee skills and development.
15:20:28 And goal number 3 that talks about collaborating to support community building initiatives to communicate the imperative of advancing diversity, equity and inclusion and to enhance everyone's sense of belonging.
15:20:37 In terms of the NOAA plan, oops, I think I lost it. The know a DEI plan their goal number 2 is workplace inclusion so similarly we're cultivating an inclusive work environment that empowers and engages every NOAA team member and sure all staff has have equal access to career development opportunities in order to retain a diverse and qualified workforce.
15:20:58 Okay. So those are the goals. And so you can see it's similar that all of our DI plans think about the culture and in which we work.
15:21:07 So here's some of the things that I'm going to start, providing over the next year.
15:21:12 Inclusive community practice, these meetings happen. Once a month and inside of these meetings, I do survey feedback on the meeting facilitation topics and we typically work together to build some collective knowledge today sessions.
15:21:28 So I put that in information back into the slides and then the slides get posted on Inside Series on the DEI page.
15:21:34 So I'm looking for, I know I have the link to the next meeting, there it is.
15:21:40 In our next meeting, we're gonna be. Preparing for James's visit by talking about how we navigate cultural difference in the workplace.
15:21:47 So that's on Friday January nineteenth. So they're on Fridays. They're always virtual.
15:21:53 You can always come and go bring your lunch, turn your video off, whatever you need to do, just a place to have discussions about issues of equity and inclusion in our place.
15:22:00 I send out a series DEI newsletter twice a month and I'm tracking how many people subscribe because this is an opt-in.
15:22:09 We don't send it to all employees, only the ones that are interested. I look at the open rate because I can see how many people open it and which links they're interested in and then by yearly I'll be getting feedback on the content of the newsletter.
15:22:20 It generally offers resources to read, grow yourself awareness, what events are happening both at CU Boulder and NOAA that you can get involved in.
15:22:28 I'm building an asynchronous course. So you'll see this in all 3 of the strategic imperatives that people will be able to engage with content online videos that will be conducted with various series employees to illustrate concepts related to the strategic plan and the graduate students are be working quite a bit with me on this.
15:22:45 And we will be looking at which module people tend to participate in. What types of actions they plan to take.
15:22:53 This is where we're trying to measure some impact. You know, when people do this course, what do they plan to do?
15:22:57 Maybe following up with them, 6 months later to see how it's going. And then allowing people to share their own resources on these topics.
15:23:04 We have a new program for graduate students post docs and early career scientists that we're doing in partnership with the masters of the environment program in Sika called the Equity Focus Dialogic Series.
15:23:16 So I'm going to drop, you're gonna get really tired of the chat today.
15:23:20 I'm gonna drop the link to a flyer in the chat for that as well. If you'd like to share it with people who are interested or maybe you are, there is a potential to complete a certificate and in in doing so you'll work on a personal value statement that you'll be able to use in interviews and on your CV.
15:23:38 And, and we will also do feedback on that program. There's always consultation.
15:23:45 So some of the consultations I've done with respect to workplace culture is I've worked with some of the DEI community committees in a different spaces.
15:23:53 I've worked with groups in terms of working on group norms for your space. So you can do either individual consultations or you can do group consultations with me.
15:24:02 And then we recently did this. Boulder Culture Survey. I just checked in today and we're supposed to get the data from that.
15:24:07 Survey in February. So once we get that data and I'm able to provide a report to the community, we're hoping to do focus group work with an external entity to get qualitative data because that data for that survey will only be quantitative.
15:24:22 We will also be able to use ASI data to get a little sense of where cultural improvements are happening across our institution.
15:24:30 Alright, so that was the first strategic comparative. The second one is to first work force. Our goals are increasingly use of inclusive hiring strategies.
15:24:38 Briding our recruiting efforts and strategic partnerships with minority serving institutions. Engaged partnership with the CU NOAA affinity groups and also the development of new series employee resource groups or affinity groups such as Solis, which is the Society of Latinx and Hispanics and Earth and Space Science.
15:24:56 That is one that we've supported that right now is currently developing a See Boulder website and we're going to be hosting that in the Latinx Center and hopefully started to engage more participation in that.
15:25:08 And then we're also gonna be monitoring the outcomes of our recruiting, hiring, and retention efforts.
15:25:13 This aligns to the Sea Boulder goal around employee recruitment outcomes. And it aligns to some reason that was not working.
15:25:22 The NOAA plan, their goal number 2 is workforce diversity, recruiting qualified individuals at all levels, who's to first backgrounds experience education skills, will advance Noah's mission, reducing barriers and bias.
15:25:34 In the hiring process and then creating a culture that promotes the employment of individuals. With disabilities. Alright, so what are we doing to support those goals?
15:25:43 I've been working with hiring committees 3 different hiring committees right now to help develop rubrics.
15:25:49 And job posting language to think about removing bias from the process and also how to engage with affirmative, the lack of affirmative action programs on our campuses.
15:26:00 So how do we work with the language in an appropriate way? So, that is something we're doing.
15:26:05 And so I'm kind of tracking participation. We're definitely across our Institute tracking demographic data and retention data.
15:26:15 In terms of the series of family groups, we're hoping to track some participation and hearing a little bit about how those are working.
15:26:27 For example, I'm helping a group right now do a cultural event this spring. So in the future I will have opportunities for funding.
15:26:31 If people want to run events or run a group they can contact me as a support. Again, there will be the asynchronous course people can engage in.
15:26:36 There have people have proposed some programs to me that might help with recruitment. One is helping graduate students over the summer, new graduate students.
15:26:45 Onboarding and then also we've talked about having a series road show where we send scientists to minority serving institutions to do presentations and perhaps do an exchange and bring some students over, to visit our labs as well.
15:26:59 And all of these I'll be tracking through participation. Survey feedback. And we're gonna try and see if we can develop some long-term good strong relationships with various MSI, minority serving institutions.
15:27:13 Consultations in this area have typically been falling into the hiring category. I'm happy to work with committees as you're thinking through how to change the way you do your hiring processes and I'm always in partnership with HR on that.
15:27:27 And then we are attending conferences. We're going to, the American Indian and Higher Education Consortium in March.
15:27:35 With some folks at EASEL. And so we're going to be sort of tracking, whether or not we get interest in those at those conferences for, for our organization from students.
15:27:45 Okay, last one. This is the one where I made the most change to the strategic plan in terms of the language.
15:27:53 So authentic partnerships. Our goals are approving our awareness regarding cultural difference and effective relationship building with external communities.
15:28:00 So this is about the impacts we have when we go outside our organization and do data collection in communities like how do we do that and how do we do it productively so I'm working on some goals around that.
15:28:13 Education outreach efforts that are culturally sensitive and broad reaching. We've done a lot of work in this area.
15:28:18 So trying to track that. Collaborations with local communities that use our research to build. Environmental justice policy and then regular trainings for science communicators on inclusive language and digital accessibility.
15:28:29 So most of these schools impact the way that series looks on the outside to focus, right? So if we're thinking about recruitment and drawing people in, it's important that we're illustrating really clearly the type of work we're doing that's community focused, that's thoughtful, that includes everybody in terms of digital accessibility and inclusive language.
15:28:49 And this was this one's harder to align with, so you'll think this is probably a loose alignment, but I'm going for it.
15:28:57 Goal number 5, see you Boulder says the colleges schools and support units will prepare students to participate in a diverse democracy and to be thoughtful citizens.
15:29:05 So I really think about this authentic partnership as how are we scientific citizens? Like how are we citizens of the world in terms of how our science impacts others?
15:29:15 And in terms of how we were responsive to what we hear regarding that and include communities when we're thinking about our data.
15:29:23 But I didn't find any, way to connect to the now IDE. I plan on this one.
15:29:28 I do think this is very forward thinking to be working on DEI in the space. Okay, so what are we gonna do to work on these authentic partnerships?
15:29:36 So speaker events bringing James, this January is an example of a speaker event where we'll try participation and have a feedback survey.
15:29:45 We're working on bringing a scientist from New York in the fall who might be able to work with us who's done a lot of work with walking alongside residents and doing pollution data tracking.
15:29:56 We have a student program network which is I have the programs at the bottom of the screen. We've started bringing together all of our student programs so they can talk with each other all of our student programs so they can talk with each other about how they do their work.
15:30:08 Bringing together all of our student programs so they can talk with each other about how they do their work.
15:30:10 And the more we do that, I think the more we can talk with each other about how they do their work.
15:30:12 And the more we do that, I think the more we do that, I think the more we do their work and the more we do that, I think the more we do that, I think the more we, can support each other's programs and help bring students in from different places that might decide to work at series.
15:30:20 So, there's some really great program evaluation is being done around identity measures in that space.
15:30:22 So tracking as we're doing these research engagements, how are students changing the way they think of themselves as scientists and feeling more capable to stay, in STEM fields and be powerful thinkers and problem solvers.
15:30:37 The asynchronous course for this, unit for this strategic initiative will have to do with, the cultural difference conversation, data sovereignty, consultation protocols with tribal communities.
15:30:48 Like, how do we think carefully about this community engage work that we do? So that there'll be information on that.
15:30:54 And then There is, I'm proposing a new program where I bring together a working group of scientists that want to do community engaged research so that they can.
15:31:02 Talk with each other and share important practices around compensation, building relationships, and effective engagement. And so I'll have grant evaluation measures on that in terms of the trainings.
15:31:14 How people see themselves in terms of self-efficacy and are they implementing some of the concepts we're talking about.
15:31:20 So that, I'm proposing that as a DEI impact grant and that so if it gets funded would launch next fall, 2024.
15:31:30 Consultations in this space have been really interesting too thinking about how our work impacts others. I've had a few conversations about that.
15:31:36 Not necessarily group consultations, this working group. Might, occur more as a group consultation that way.
15:31:43 And then communication strings are already happening, which is awesome. So we just want to track those and get feedback and think about how we're helping our scientists be better communicators out in the world.
15:31:53 Alright, so that's it for the strategic imperatives. I'm gonna quickly go over some of the changes to the annual summary of accomplishment, which is the ASA, if you don't work for series, that's how we collect, information and evaluation information of our employees every year.
15:32:09 So last year, the DEI prompt was included in the professional summary category. And this is what the prompt look like.
15:32:16 So I'm showing it to you because I'm proposing some changes to the prompt. So last year it said please list diversity equity and inclusion activities with which you were involved with the past year.
15:32:25 Examples of this work may include and are not limited to mentoring and please do not include names and mentees or other identifiable information.
15:32:34 Professional development, inclusive hiring, anti-racism coursework, inclusive leadership by standard training.
15:32:40 The . I. Related Professional Service, so that could be professional society committees or initiatives.
15:32:46 And then if you'd like to include itself led work at home or in your local community. So, along with Tori Macleod, I coded 348 responses that we got last year, which is 52.9% of the series employees who completed the ASA process.
15:33:02 We took out, so there were some, there were a lot of blanks and there were a lot of people who either wrote an NA or I didn't do it this year.
15:33:11 I'll do something next year. We did not include any of those in the 52.9%.
15:33:16 That number corresponds to all of the codable responses. So as we were coding, these are the codes we came up with, which aligned with some codes that Susan Sullivan had proposed.
15:33:25 Personal learning so people are either attending workshops, webinars, reading books, attending DI events or DEA committee meetings.
15:33:34 A very small percentage of people working directly on recruiting, either sending job announcements to other institutions or participating in recruiting events.
15:33:41 Some folks talked about organizing and coordinating that so running workshops in their space or presentations, perhaps they're organizing events or directing programs.
15:33:49 A few people talked about higher improvements. So once they did the training, they indicated that they practiced some of the things that were suggested on the hiring committee.
15:33:59 So we didn't code it for this. If they just said they did the training. We coded if they indicated changing behaviors.
15:34:05 Mentorship, so that was a large one because of the series mentoring program and the no I mentioned programs.
15:34:11 So we coded for that. Education outreach. We only did if they specifically indicated working with K 12 environments or our own education outreach programs so we're trying to pull that apart from mentoring.
15:34:22 That was a little hard. So I'm not publishing this data. Cultural improvements are when people talked about, and this is one I'd love to see go up.
15:34:31 Just what do you do day-to-day to improve your workplace culture? I was, you know, working on digital.
15:34:36 Accessibility in my space. I was checking in on employees when they were new and helping with. Onboarding, that sort of thing.
15:34:42 And then a lot of people talked about TEAM being DEI committee members. Alright, so here's some of the data that we found.
15:34:49 So people could have been coded from more than one thing. So personal learning had the highest number of codes last year.
15:34:56 So this is just the data for 2,023. We saw small number of people talking about recruiting.
15:35:02 Then, organizing and coordinating, hiring improvements, a lot of mentorship, some education outreach.
15:35:09 A lot of people mention culture improvements which was exciting and a lot of people are in DI committees. So we did.
15:35:14 Break down some of these codes, for example, for mentoring. We wanted to know how many people were mentoring, mentioning series mentoring programs versus noa mentoring programs versus some people talked about mentoring high school students, things like that.
15:35:29 And so we have all this data. If you're interested in it, I'll be putting it up on the Inside Serious DEI page as well.
15:35:35 So having looked at all this data from last year, I want to propose a new prompt and then I'm going to stop talking.
15:35:42 I promise. Again, you could be using that survey to put questions in. That I can navigate either an hour later.
15:35:49 And in particular, I would like feedback on this prompt if you think it's clear and if it's a good way before I show it to you, I want to really clarify why we're doing this.
15:35:58 So. The DEI prompt in the annual summary of accomplishment is not meant to be a place where you're being evaluated on your DEI work and that is because most of your job positions are not specifically calling out that that's part of your work.
15:36:11 If we did that, then we could clearly evaluate that you on them. So it's not that's not the purpose.
15:36:17 The purposes you can see on this screen is it's a really awesome way for us to look at are we meeting the goals of our strategic plan?
15:36:23 We have a strategic plan and we're hoping people can write about how they're engaging with that strategic plan.
15:36:28 So it's how allowing us to collect data. It's allowing us to provide more resources if we see people working more in area than another, we can start encouraging a different area if we think it needs work.
15:36:39 But it's, and it might be a place where you get to tell your supervisor about things that you're doing.
15:36:43 You get to tell your supervisor about things that you're doing. But we're not a meaning for it to be evaluated at this point.
15:36:47 So here's the new prompt. And it really ties right into our strategic plan. So it's series our commitment to diversity, equity and inclusion shapes our work culture and is essential to how we practice excellence in integrity and environmental research.
15:37:02 Then I call out the 3 strategic imperatives that we've been talking about today, the diverse workforce, the inclusive workplace culture and authentic partnerships.
15:37:10 And then I brought in all of these codes that we looked at last time and added a couple, but you can choose, all that applies.
15:37:23 So you can check as many boxes as our things that you did this year. And that could be all that you do in this prompt.
15:37:25 Or there'll be an open text box where you can talk more about the ways in which you did those things.
15:37:32 So, So I'm not gonna read through all of these right now because I think I just went over them on the last slide but I will call out that we saw a lot of people indicating DEI leadership.
15:37:42 So some people do have that as part of their role. And so we put that as a category and we also put, accessibility is a separate category so that people could check that.
15:37:53 So it'd be really helpful to get feedback from you. If you feel like there's a category missing.
15:37:57 If you think there's a category that's confusing. The way that it's written, or if you have a different idea about how we can do this.
15:38:08 All right, oh, I do have one more slide. Maybe just one more. So this is on the handout.
15:38:14 I just wanted to call out specifically what people could be doing. On their ASA. So this is just an example and it really tied into everything I've already said, but what are some things that you can do in each of these categories?
15:38:28 And I think you've seen all this before, so I'm not going to read through everything on this slide right now.
15:38:32 But you can refer back to this or to the flyer to really think about what are some things that feel that I want that I feel like I want to engage in to help me be better in my space in terms of being inclusive and equitable or to request make requests for support or to engage in ways that make me feel like I can thrive in my workspace.
15:38:53 Okay. I do want to say that sometimes people are doing activities that are not tied to my programming. So this session has been to illustrate the programming that I would like to offer for you all to engage, right?
15:39:08 But there are ways in which people are already engaging and I think that's great. Go for it.
15:39:12 I'm one person in a large organization. So if you have a DEI committee and it's going great, I'm just here as a resource.
15:39:17 I'm not here to dictate how you do that work or lead that work. I'm here as a resource in any way.
15:39:23 You might already be improving your team culture and doing those things. You already might be organizing DEI, bandits or partnering with communities and organizations with environmental justice focus.
15:39:33 So all of these things can be illustrated in the, ASA prompt and aren't necessarily in my list of programming.
15:39:40 If that makes sense. There's lots of ways to do this work and really just keep thinking about it is relationship building.
15:39:47 Almost all of these are about what are our relationships like in our workspace, outside of our workspace, and how do we make sure that everybody has an opportunity to thrive.
15:39:56 Okay, now I'm truly done, but really we have 20 min left, so I killed it.
15:40:02 We can't stop. I didn't kill it. I shouldn't say that.