We offer an embedded system of learning, development, and action (LDA) to provide individuals and groups with the awareness, skills and mindsets that advance our vision of being a more inclusive university. Please select the relevant link below to request an LDA engagement according to the audience (students, or faculty and staff) for which you are making the request.
LDA REQUESTS FOR FACULTY AND STAFF
Learning development requests must be received at ODEI at least 30 days in advance of the day of the desired learning opportunity. NOTE: The completed form can only be submitted by email, at this time.
LDA REQUESTS FOR STUDENTS
Our campus partners at the Center for Intercultural Engagement, will review Learning Development requests within 7-9 business days and will respond to your request.
We believe that one size does not fit all. Upon request ODEI will help identify and facilitate learning and engagement opportunities suited to the needs of your office, organization or program that will sustain diversity, equity, inclusion, anti-racism, and belonging efforts in meaningful and measurable ways.
Some broad topics exploring key concepts of social justice include, but are not limited to:
Addressing Microaggressions with Micro-interventions
Examine strategies to address everyday expressions of prejudice, bigotry, and discrimination.
Building Inclusivity and Belonging in your Organization
Explore what it takes to create an environment where everyone feels welcome, safe, and free to be themselves in the workplace.
Dialogue Facilitation
This is an opportunity to have a mediated conversation by a neutral observer with experience in diversity, equity, inclusion, anti-racism, and belonging.
Distinguishing Cultural Humility and Cultural Competence to Achieve Equitable Outcomes
Delve into cultural competence, the ability to work respectfully with people from diverse cultures, while recognizing one’s own cultural biases; and, cultural humility, the ability to recognize one’s own limitations to avoid making assumptions about other cultures.
Distinguishing the Complexities of Identity through Intersectionality
Analyze the concept of intersectionality as it describes the ways in which systems of inequality based on gender, race, ethnicity, sexual orientation, gender identity, disability, class, and other forms of discrimination “intersect” to create unique dynamics and effects.
Inclusive Habits of Effective Managers
Managers and supervisors identify ways to increase productivity and belonging in their prospective organizations.
Inclusive Hiring Practices
Examine an inclusive hiring process that actively recognizes diversity and embraces a wide range of qualities and perspectives that candidates bring to the organization. It’s not simply about recruiting people from underrepresented backgrounds or with disabilities in an effort to tick off a box. Instead, it is recognizing inclusive language that invites candidates in and educates team members who are writing job descriptions about removing gendered language, jargon, and idioms that can make potential candidates feel excluded.
Practicing Antiracism in Staff Recruitment and Retention
Explore stereotypes and racial bias in hiring and promotion are damaging at personal, career, and organizational levels. Participants will gain practical knowledge in becoming antiracist.
Using Essential Conversations to Mitigate Implicit Bias
Learn how to have uncomfortable conversations about race, power, and identity.