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DEI Education and Training Resources

In addition to increasing its capacity for training and consulting, Organizational Learning (OL) made significant progress through targeted programs focused on topics such as preventing workplace retaliation, disrupting bias, engaging in anti-racism dialogue, and building psychological safety in the workplace.

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Progress to Date

Organizational Learning (OL) expanded its course offerings to include programs focused on a range of key issues:

  • A total of 1,413 people experienced the self-paced program “Building a Culture that Thrives: Preventing Retaliation” and 114 individuals participated in the Culture Change Foundations: Improving Workplace Climate session (Quarters 1-3).
  • To help disrupt bias in campus settings, OL contracted with Be Equitable to provide two pilot versions of the virtual skill-building program for leaders, “Disrupting Everyday Bias”, along with a Train-the-Trainer (TTT) session for three Organizational Learning DEI trainers and one external trainer.
  • To encourage anti-racism dialogue, OL contracted with noted speaker Doyin Richards to present his “Anti-Racism Fight Club” workshop and listening session for DEI Leads and Facilitator Engagement Program members. Doyin additionally met with leaders and other key stakeholders to examine the current campus climate and identify ways his work might support OL’s ongoing efforts on campus.
  • To promote psychological safety in the workplace, OL conducted “Leadership & Culture: Strategies to Prevent Workplace Issues & Retaliation”, a two-part program for leaders with 423 attendees in FY24.
  • An Ad Hoc Advisory Committee began the work of addressing cross-campus needs around DEI education, professional development and consultation, and submitted a proposal for next steps to the Office of Diversity, Equity & Inclusion (ODEI).
  • The Facilitator Engagement Program (FEP) established clear membership requirements and received program “recommitments” from 25 members in accordance with the new guidelines. Outcomes include: All members are required to facilitate four training sessions annually; onboarding of new members and offboarding members is now clearly defined; 14 members trained over the past year; FY25 funding was secured to pay for any member who trains beyond the required 4 sessions.
  • A Senior Training Specialist was hired to facilitate Be Equitable: Disrupting Everyday Bias and support training for individual unit DEI 2.0 plans.
  • OL posted a new term-limited position for a Culture & DEI Consultant to help unit leaders and DEI Leads create a workplace culture that is inclusive, equitable and exemplifies our core organizational values.
  • Organizational Learning is also working with many campus experts and local and national organizations to develop educational trainings for our campus community that address Title VI, focused on eliminating multiple forms of bias and discrimination due to identity background or ancestry, which includes bias based on religious and cultural identity, such as antisemitism and Islamophobia.

Responsible Unit: Organizational Learning