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Question about EDI Goals
You are invited to share questions about UCOP EDI Goals during or after the EDI Town Hall on 2/9. We will do our best to answer questions during the meeting or in an FAQ afterwards. Please share your question below, or e-mail Lalitha.Sankaran@ucop.edu or AnneMarie.Ferruzzi@ucop.edu. If you would like to submit your question anonymously, sign-out of Google before typing your question.
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Why are these trainings not required for employees at you UCOP instead of making them optional?
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How will these goals ensure that diversity of thought and age, etc., are also included in the EDI efforts?
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What is an example of a "reflection question" that manager & supervisors will be asked to respond to?
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If someone took the Implicit Bias training say 4 years ago, do they have to take it again?
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In terms of staff setting individual EDI STEP goals, how will the power dynamic between staff of color reporting to white supervisors be addressed? It feels very complicated to have a white supervisor approving and commenting on a goal related to their direct report's lived experience.
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Will each of the Divisional EDI goals be shared across UCOP so that we as a whole staff can see and understand the work that is happening?
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Can we have more information about the EDI Council--who is on it, what is the process for getting on it, etc.?
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Will Human Resources participate in providing EDI quantitative data to evaluate performance?
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Which frameworks and measures are being used to evaluate performance?
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Are there plans to create an EDI summit, opportunities to showcase marginalized leadership, performance, and competency, or other leadership development opportunities?
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How will pay equity be addressed in the context of EDI and will that involve salary reviews to ensure that there aren't substantial inequities in pay for performing substantially similar duties and having comparable experience and education.
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Hierarchical frameworks should be evaluated and redesigned to eliminate staffing ratios in which there is one manager overseeing only one staff person, to eliminate silos and provide clearer transparency within power structures.
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I attended the Town Hall today, as well as the manager preview session. The Town Hall struck me very differently. I think it was the numbers (2025, 2026) and the groups slated for action (leaders, managers) which appeared right at the start of the presentation, which made the whole thing seem very different to me. My first thought was that oppressed people were told before there was a Civil Rights Act: Go slow, these things take time, we can't change everything all at once. But that approach only serves people who are in a comfortable position under the current circumstances. For those who are experiencing the downside of discrimination, they have been experiencing it already for a very long time, and it continues in the current moment. The only time that is the right time to change that is always, always Right Now. The plan laid out in the Town Hall is a good one for changing organizational practices and culture over the long term. However, given that it will be pursued by the currently-empowered leaders and managers, and that it is expected to take multiple years to bear fruit, it very much reads as "go slow, we can't change everything now." The major gap here is short-term action for those who are affected right now. At a minimum, there should be a channel by which any employee can report what they are experiencing today and get feedback or direct organizational intervention to improve their situation. And if you want to show that UCOP is genuinely going to take this seriously and prove that the effort won't slowly die off in committees over a period of years, there is something else that can be done right now. If we have data showing that OP personnel in certain groups are underpaid for the same jobs relative to, say, white males, then the President can say that this coming June, all of the money OP has for giving pay increases will first go to salary equity adjustments for those underpaid OP personnel, and only after that, if there is money left, everyone else might get a small increase. This anti-racism effort needs less committee, fewer words, and more bold action in the Right Now.
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