May 5, 2020 Meeting Recap

Thank you to everyone who attended our May 5 meeting!
Special thanks to guest facilitator and DC alumni, Maria Chavez-Haroldson, who led our conversation and helped introduce the concept of Intersectionality.

What is Intersectionality?
Our homework videos and case studies from OSU Institutional Diversity explored this concept from different angles. Takeaways from the team conversation included the following:

  • Appreciating the intersectionality of an individual, idea, or situation requires us to consciously shift from System 1 to System 2 Thinking. This slower, more deliberate thinking improves our self-awareness, and allows us to consider what may be beyond the surface.
  • The group identified the value of naming an issue to make it more visible and help address it. Many of us had considered intersectionality before without having a specific term for it.
  • Even when we make the shift to System 2 Thinking, there may be obstacles that keep us from addressing intersecting truths or identities. These include the fear of saying the wrong thing/offending, feeling like we already need to have all the answers, or not knowing how to start a conversation or engage in the first place.
    When it comes to courageous conversations, the pursuit of “perfection” can be a powerful enemy of progress.
  • Maria shared examples of Appreciative Inquiry approaches that can help us move through discomfort and work towards meaningful engagement.
  • We were reminded that the temporary awkwardness we feel stepping out of our comfort zones pales in comparison to the experience of being excluded based on a part (or assumed part) of your identity.

What’s Next? June 2 meeting
Join us next month to continue the conversation about Intersectionality and appreciating the complexity of identity! More information about the session will be provided in the coming weeks.

Before our June 2 meeting, please

Additional Resources
Thank you to everyone who shared resources during and after Tuesday’s meeting! To keep sharing and learning, be sure to check out the Diversity Champions channel on Teams, and read the Diversity Highlights section each week in ConnEXTions.

As a reminder, you are always encouraged to reach out to our office if you need any support. Thank you again for your engagement and the work you do for our communities. We look forward to seeing everyone again next month!

In partnership,

Your DEI team

April 7, 2020 Meeting Recap

Thank you to everyone who participated in Tuesday’s meeting!
We were joined by Jeff Kenney from OSU’s Office of Institutional Diversity, who shared new guidance for Diversity, Equity and Inclusion Learning. It was wonderful to see the excitement from the group about this new resource!

DEI Learning Guidance
If you have not had a chance to check out the guidance, take a few moments to do so:

As Jeff explained, this resource serves as a “place to begin” for any member of the OSU community, where they can start to make sense of cultural competence and chart a path for their learning, the learning of others and the transformation of their respective organizations. Below are a few key takeaways from our meeting:

  • The guidance could be useful in the onboarding and development of Extension volunteers and advisory board members, as well as employees.
  • Programs would find it useful in their planning to increase access to historically under served audiences.
  • The searchable case study library (found here) generated a lot of interest from the group. Thanks to our DEI Specialist’s involvement with this project, many of them are written specifically with Extension work in mind!
  • OID also offers consultations and professional development opportunities for facilitated or specific DEI learning needs. More info can be found on their Diversity Education webpage:

In our conversation with Jeff, we also discussed the upcoming OSU online training, Creating Inclusive Communities, which is set to launch in the next year. This training will be voluntary for faculty and staff, but some meeting attendees expressed that they would like to see Extension make it mandatory as part of our onboarding process. As the training gets closer to launch, Diversity Champions may be engaged as pilot testers to provide feedback. We will keep you posted on this!

What’s Next? (Current 2020 Cohort)
Join us on May 5 to begin to explore the concept of Intersectionality, with Maria Chavez-Haroldson. You will remember Maria from past Diversity Champion events, including our March team meeting, and her bio is included below for your reference.

Maria Chavez-Haroldson is the owner of EDI Consulting, an Equity, Diversity, and Inclusive organizational development consulting business, established in 2009. Maria has been facilitating conflict resolution sessions by applying an Appreciative Inqauityh model. Her doctoral research study explored the lived experiences of LatinX Chief Diversity Officers in higher education. She has served as the Vice President of Organizational Development at Metropolitan Group, a social change agency; Director -Office of Inclusion & Intercultural Relations for Oregon Youth Authority; Associate Director for the Center for Latin@ Studies and Engagement at Oregon State University; Executive Director for CASA (Court Appointed Special Advocates); LBCC Parenting Instructor; Director of Crime Victim Unit (Yamhill County District Attorney’s Office); National/International Adjunct-Faculty with the Conference of Western Attorneys General Alliance Partnership (Judicial Reform Initiatives); and, Qualified Mental Health Professional working with immigrant families. She enjoys serving as an EDI professional coach and thinking partner with, and alongside organizational leaders seeking to become equitable and inclusive practitioners who honor diversity.

Homework (Current 2020 Cohort)
Before May 5, please watch the short videos below and jot down any reactions or questions in your journal:

As a reminder, Jeff is available for any follow up questions you may have (, and you are always encouraged to reach out to our office if you need any support. Thank you again, and I look forward to seeing everyone in a month!

In partnership,

Your DEI team

March 3, 2020 Meeting Recap

Thank you to everyone who joined our conversation this week by Zoom, and in Ballard Hall.  We had over 30 participants from around the state which resulted in rich conversation around a very complex topic. A short recap of the session is below, and you can view the meeting slides and agenda at the top of this post.

Welcome and Introductions
On Tuesday, we were joined by two Diversity Champion alumni who are experts in equity and inclusion work. Maria Chavez-Haroldson and Ruth Jones guided our conversation, which centered around a debrief of our homework readings from February.

Group Conversation
Chapter 4 of our Courageous Conversations About Race (CCAR) Field Guide book reminds us that, in order to successfully work towards equity and inclusion, we need to first develop our own racial consciousness. As a way to move towards racial self-awareness, the book gives examples of questions that white educators and educators of color might ask themselves, respectively. You may find it helpful to use these questions as journal prompts as you continue to process.

  • “Am I aware that racial inequity exists, and am I capable of addressing it?”
  • “Do I unwittingly support institutionalized racism in our system, and am I willing to speak up and confront the inequities I experience personally and see negatively affecting our students of color and indigenous students?”

In addition to the questions above, an Extension educator might also ask themselves:

  • What signs of racial inequity are present within my program, program area or county office?
    • Here is an article that may be helpful food for thought.
  • Are my colleagues and I, and Extension as a whole, racially representative of the people who live in our town/county/state?  
    • Not sure? Explore this resource from our colleagues in the Rural Communities Explorer program. When exploring, think about what this reality means and how it relates to the “Racial Achievement Gap” that Singleton talks about in our CCAR Field Guide books.

Combined with Chapter 4, the Atlantic and New Yorker articles presented a lot to consider with regard to the language choices we make and the impacts they have. Our group conversation gave us the chance to practice the CCAR Agreements and Conditions (especially Agreements #2 & 4!), and we appreciate the group’s engagement with this challenging topic. To help us continue to process, Maria shared the recommended resources below. She and Ruth have also graciously provided their contact information should anyone wish to follow up with them directly for support (see agenda).  

What’s Next?
Join us on April 7 for a conversation with Jeff Kenney from OSU’s Office of Institutional Diversity (OID).In partnership with numerous stakeholders, OID has developed guidance for diversity, equity, and inclusion learning to support the development of all OSU faculty, staff and students. Jeff will present this framework to the Diversity Champions, answer questions, and engage in discussion as to how this guidance may have utility to faculty and staff in Extension.


We understand that the topics we explore in this program are complex and although we have agreed to “accept non-closure,” we want to remind you that we are always happy to engage in further conversation. Please don’t hesitate to reach out if you have any questions, comments or need additional support.

In partnership,

Your DEI team

February 4, 2020 Meeting Recap

View the meeting slides here: DC_Intro_2.4.2020

Dear Diversity Champions,

Thank you so much for joining us on Tuesday February 4th! We had meaningful engagement from all Extension program areas and regions!

Welcome and Introductions
This first monthly Zoom meeting provided our second opportunity to come together as a group after our Courageous Conversations About Race (CCAR) session at the Extension Annual Conference in December. We are so excited to have such a motivated group of Diversity Champions in this cohort, and look forward to everything the upcoming year has in store for us!

During our meeting this week, we introduced ourselves, went over the CCAR Protocol, and practiced engaging in group conversation using the Compass, the 4 Agreements, and the 6 Conditions. We established that Diversity Champions is an approach that calls for developing the capacity of Extension to speak a common language about racial equity (explicitly, but not exclusively, as we will also use this protocol to navigate conversations across difference in another aspects of diversity) as a prerequisite for creating and sustaining more effective programming.

This recap provides a short overview of the session, but does not replace the deeper experience of participating in the monthly meetings in real time. As we have heard from our participants time and time again, one of the most valuable parts of this program is witnessing your colleagues opening up about their experiences and motivations and having the opportunity to grow individually and as a group.

The CCAR Protocol
Please refer to slides 4-7 on the meeting’s PowerPoint (included above) for an outline of the CCAR protocol that we will use for the duration of this program. As you continue to familiarize yourself with the protocol, it may be helpful to post a visual of it in a location where you will see it frequently, and can practice using it in different situations. It can be a very useful tool, both in and out of our program. A past Champion once told me they set a picture of the Compass as their computer desktop background so they could check in throughout the day to see if they were centered. Feel free to use the program, the readings, the protocol and the conversations in the way that makes the best sense for you. Our only ask is that you honor your own and your teammates´ growth by keeping our conversations “brave”. This means that, while we can´t guarantee safe spaces for all of us in this space, we strive to create brave spaces where we grapple around concepts and ideas (not people) and allow the space and the personal narratives shared to remain within the boundaries of our meeting (please do not quote your peer´s personal stories, remember, you just have one story to tell: yours).

If you have not had a chance to purchase the Courageous Conversations Field Guide Book or obtain a journal you can use during this program, we highly encourage you to do so! To get the most out of our next meeting, please:
 Journal/free write around the following prompt (for 5 minutes or 45 minutes – whatever your schedule allows!): What is your earliest and most recent experience with your own racial awareness?
 Read Chapter Four: Agreeing to Talk About Race

Heads up
There will be lots and lots of opportunities for us to keep sharing insights and stories as a group. We certainly encourage you to keep sharing with us as much as you feel safe sharing. As facilitators, we will ask you to share your personal, local, and immediate experience from a place of vulnerability and authenticity. This requires a lot of humility and work and we are thankful to you for being willing to grow in this way. However, it is imperative to be aware of instances in which that vulnerability and authenticity can inadvertently revive/trigger trauma in others. We ask you to be mindful of possible word triggers that can carry historical trauma. In particular, in our last meeting we had the use of the “N-word” as a part of a story telling process where the objective was to reflect on the damage of the word and deconstruct the word itself. We recommend that, instead of referring to the word explicitly, we say “N-word” out of respect of the historical trauma and connotations that this word carries.

However, we think that is also important to ensure that our preoccupation with the use of words is actually driven by matters of morality rather than with matters of taboo or as an excuse to shame others. While reflecting on this, I came across the articles below that help summarize my reflections:
The Idea That Whites Can’t Refer to the N-Word (The Atlantic)
More Harm Than Good (New Yorker)

Our intent is to avoid staying in a superficial level of gravity by “prohibiting” or “banning” a word without talking about its context and history also as a source of strength. We will start next meeting by debriefing Chapter 4, and take the opportunity to have a brave conversation about what it means for us to be growing in our racial literacy journey. As you learned in this first Diversity Champions session, one of the main objectives of the group is to provide a brave space for us to grow and learn, therefore we ask you to trust yourself and trust us in the process, stay engage, embrace discomfort, accept non-closure and please stay personal, local and immediate.

Next Conversation
See you for our next monthly meeting on Tuesday, March 3 at 10 a.m. This meeting should be on your calendars as part of the recurring series, but please let us know if not. We will send information about our guest speakers prior to the meeting.

As always, please feel free to reach out to us with any comments, questions, insights (or to say hi!).

-Your DEI Team

September 11, 2019 Meeting Recap

View the meeting slides here: DC_EOA_9.11.19

Thank you to the great group of folks who joined our conversation last week with Roni Sue and Gabe Merrell from OSU’s Office of Equal Opportunity and Access (EOA). A short recap of the session can be found below, and you can view EOA’s slide deck from the link at the top of this page.

During our conversation with EOA, we defined and discussed the two sides of their unit: 1) Equal Opportunity (sexual misconduct, violence, discrimination, bullying and retaliation response), and 2) Access (accommodations, accessibility, affirmative action and equitable hiring processes). We also contrasted their services with other campus resources, such as Disability Access Services and the Office of Institutional Diversity’s bias incident response process. Throughout these conversations, we identified and considered some of the unique challenges that our off-campus, community-focused work can present. Please view the slides above for more information about EOA and other OSU units who are here to support your work, and to support you as an employee. Our office, as well as Gabe and Roni, welcome your questions or comments. Please do not hesitate to reach out at any time!

What’s next? We’re looking forward to another in-person workshop and team meeting on Wednesday, October 9. If you have not already registered, please do so now by following the link below. This workshop will be co-facilitated by Ana Lu and OSU’s Director of Institutional Education for Diversity, Equity and Inclusion, Jeff Kenney. Jeff has delivered this impactful workshop to a variety of audiences, including a session for President Ed Ray’s University Cabinet leadership group in June. We are very fortunate to have this opportunity to sustain and deepen our ongoing equity conversation .

The Role of Whiteness in Educational Leadership workshop (followed by team meeting) | REGISTER HERE by September 27
Workshop Pre-reading: White Fragility, by Robin DeAngelo
Date/Time: Wed., Oct. 9 | 9:30 a.m. – 3:00 p.m.
Location: Hallie Ford Center, Room 115, OSU Corvallis Campus
Session Goals:
– Develop shared language and understanding of issues of race and racism in organizational leadership
– Explore a contemporary conceptual framework for individual and organizational anti-racist learning, development, and action
– Consider and negotiate the distinctions between ‘whiteness’ and ‘white people’ and the necessity to mutually personalize and de-personalize anti-racist organizational development
– Consider and negotiate the distinctions between ‘whiteness’ and ‘white people’ and the necessity to mutually personalize and de-personalize anti-racist organizational development
– Reflect upon our personal stakes in realizing an anti-racist organization

If you have any questions about last week’s meeting or the upcoming workshop, please let us know.

In partnership,
Your DEI team

June 12, 2019 Meeting Recap

View the meeting slides here: DC 6.12.19

Thank you to those who attended last week’s team meeting and participated in our second conversation of Module 2: Identity and Expression. 

For pre-work, we viewed this webinar, hosted by our our colleagues at The Ohio State University and University of Arkansas Cooperative Extension Services, and used our meeting to continue the conversation about how to support our LGBTQ+ colleagues and program participants. In the previous sentence, “colleagues” is intentionally listed before “program participants”. Both are equally and incredibly important, but please take a moment to consider that if the spaces and programs we create are not safe for our adult employees to show up with their full identities, they are even less safe for our program participants, especially youth.

At the start of our meeting, we heard from Dr. Marilyn Lesmeister, Associate Professor in the College of Public Health and Human Sciences, Volunteer Development & Risk Management specialist, and now interim 4-H Program Leader, who shared a newly created document that addresses some of the frequently asked questions around this topic: 4-H Practices for Inclusion of All Individuals of All Gender Identities, Gender Expressions, Sexual Orientations, and Sexes. This document provides helpful youth programming information, from general definitions to guidance around dress codes and sleeping arrangements. It is in the final stages of review before it will be shared with the 4-H Program and larger OSU community. You have a received an emailed copy of the draft and are invited to share any thoughts or feedback with Dr. Lesmeister.

Taking inspiration from the document mentioned above and the pre-work webinar, the rest of our conversation covered topics such as dress codes at camps and in schools, gender binary stereotypes and the importance of using pronouns to help affirm different identities. We appreciated a faculty member’s comment (and the resulting conversation) about the need for dress codes to be directly connected to a safety issue (i.e. Close-toed shoes only in a lab setting), rather than a socially constructed gender stereotype (i.e. A girl’s only option for formal attire at camp being a dress or skirt).

Regarding pronouns, we talked about the somewhat recent movement to include pronouns in email signatures or as part of a verbal introduction, and shared different ways we have done this or seen it done. It was wonderful to hear many of us with dominant identities, such as cis-gender, realize aloud that by noting our pronouns, we are not only identifying ourselves, but training others not to make assumptions and normalizing the practice of letting people self-identify (and most importantly, respecting self identification). If you could not attend the meeting, please take a few minutes to talk to an office mate or fellow Diversity Champion about the webinar and ideas shared above. Please also keep in mind that these meeting recaps are a short snippet of a rich and deep conversation. The greatest benefit of our month meetings is the practice of engaging with each other around, often challenging, topics of diversity, equity and inclusion.

Summer break: Our next team Zoom meeting will be September 11 (calendar invite coming soon), but please keep an eye out for a small amount of pre-work in July and August. During these next two months, our office will be conducting the County Civil Rights reviews in our South and East regions, so we may see some of you in that capacity!

If you have signed up for the June 26: Navigating Bias event, we will see you next week! Otherwise, do not hesitate to reach out at any time with your questions or comments.

In partnership,
Your DEI Team

May 8, 2019 Meeting Recap

View the meeting slides here: DC 5.8.19
Thank you for joining us on Wednesday for our first team meeting of Module 2: Identity and Expression! You can find the meeting slides at the top of this post, and a short recap below.

April Media Club debrief: Thank you again to everyone who participated, and shared their experiences from last month. You will find the links and information for each Media Club in a separate post below.

Intro to Module 2: Identity and Expression: We defined identity as the qualities, beliefs, personality, looks and/or expressions that make a person. A psychological identity relates to self-image (one’s mental model of oneself), self-esteem, and individuality. We used the Diversity Wheel below to think about how we identify ourselves in each category. For practice, you can try to identify the dominant group for each identity category in your programs, office and/or community. How can different contexts affect this?

We shared resources that will help you continue to explore identity, such as our team Box folder, and DEI Event Calendar. For a full list of resources, view the meeting slides at the top of this post.

Upcoming Meetings
June 12: Regular Team Zoom meeting

Please watch this video and come ready for a conversation about how to support our LGBTQ+ program participants and colleagues.

June 26: Navigating Bias in Learning and Working Environments workshop
View the Workshop Flyer and follow this link to register. A calendar invite will be sent to those who register.

If you have any questions, please contact or We appreciate working with you!

April Media Clubs: Info and links

Below you will find the media shared in our April Media Clubs. Please post any additional resources/comments in the comments section of this post! 

Growing as Diversity, Equity, and Inclusion (DEI) Champions
Host: Tina Dodge Vera,, (541) 730-3541
Summary: This group was invited to view videos related to DEI each Monday in April. Videos range in length from 20 minutes to 1 hour 45 minutes and are meant to inspire reflection in DEI champions.

Week 1: Why aren’t there more black people in Oregon? A Hidden History by Walidah Imarisha
Week 2: Dr. Robin DiAngelo on White Fragility video
Week 3: Chimamanda Adichie: The danger of a single story TedTalk
Week 4: Beyond Seats at the Table: Equity, Inclusion, and Collective Impact. A presentation by Vu Le, Executive Director Rainer Valley Corps

DEI in Local, Regional, and Community Food Systems
Host: Lauren Gwin,, (541) 737 1569
Summary: This group reviewed online articles and videos related to DEI in the local, regional, and community food systems movement, which were sent each week by Lauren, and discussed by the group over email and at a group Zoom meeting at the end of the month.

Week 1: Bobby J. Smith II, 2019, “Building emancipatory food power: Freedom Farms, Rocky Acres, and the struggle for food justice.” Journal of Agriculture, Food Systems, and Community Development.
Week 2:
1) FoodCorps: 3 Hard truths that will help your organization undo racism article
2) Farmworkers Who Pick Your Halo Mandarins Organize a Massive Labor Strike article
Week 3:
1) Agroecology: Vision, Practice, Movement video
2) The Dark Side of Innovation for Family Farmers, blog post from Agroecology Now!
Week 4: Voices of the Food Chain Project , Sharing stories of the country’s 20 million food workers, in their own words.

DEI in Technology and Youth STEM/STEAM Education
Host: Victor Villegas,, (541) 737-8255
Summary: This group reviewed online articles and videos regarding diversity, equity and inclusion in technology and youth STEM/STEAM education. During the month of April, Victor sent links to an article or video at the beginning of each week, and participants discussed by email or 1:1 with Victor.

Week 1:
1) Thomas Franco: A Blocked Pathway: What it Means to Be a Minority in STEM video
2) Richard Tapia encourages underrepresented minorities in science video interview
Week 2: Rethinking Museum Visits: Issues of Representation and Accessibility article
Week 3: Reimagining publics and (non) participation: Exploring exclusion from science
communication through the experiences of low-income, minority ethnic groups
Week 4: MacArthur Geniuses: Overcoming Barriers to STEM EducationHosted by Benetech & The Commonwealth Club

March 6, 2019 Meeting Recap

Facilitator Handout: C-RRR 2019[1]

Diversity Champions:

Thank you for a great meeting last week! I hope you enjoyed hearing from our guest facilitator, Maria Chavez-Haroldson, as much as I did. Your comments and participation during the meeting reminded me of how lucky we are to share this time and hear from colleagues we may not regularly have the chance to work with. The more I hear about the great impact you are all having around the state, the more inspired I become.

If you attended last week’s meeting, you’ll remember that “C-RRR” stands for Cultural Responsivity, Cultural Relevance, and Cultural Reinforcement. As a refresher, please view the PDF of our facilitator’s handout at the top of this page. PROMPT: As you review Maria´s C-RRR concept, please think about your own Extension program and role. What audience is your program relevant and responsive to?

Sign up by Tuesday, March 26 by emailing with the name of the club.
Remember that during the month of April we will have a different format. Take advantage of the opportunities below to participate in smaller, themed discussion groups guided by one of our Diversity Champions. Please sign up for the topic that speaks to you in this moment. We will have more opportunities to do this, so please e-mail me if you have suggestions, or want to volunteer to lead a club in the future.

Media Club: Growing as Diversity, Equity, and Inclusion (DEI) Champions
Host: Tina Dodge Vera, (541) 730-3541
Summary of activity: This group will be invited by email to view videos related to DEI each Monday in April. Videos range in length from 20 minutes to 1 hour 45 minutes.  The videos are meant to inspire reflection in DEI champions. After watching the videos, participants are welcome to reply-all to the email to share your thoughts and questions, or reach out to Tina directly with any questions.

Media Club: DEI in Local, Regional, and Community Food Systems
Host: Lauren Gwin, (541) 737 1569 (and DC members who are also in the Extension CFS Working Group)
Summary of activity: This group will review and discuss online articles and videos related to DEI in the local, regional, and community food systems movement. In April, Lauren will email a link to a relevant article or video at the start of the week. After you read or watch, please reply-all to the email to share your thoughts and questions. At the end of April, we will have a Zoom meeting to discuss what we observed and learned.

Media Club: DEI in Technology and Youth STEM/STEAM Education
Host: Victor Villegas, (541) 737-8255
Summary of activity: This group will review and discuss online articles and videos regarding diversity, equity and inclusion in technology and youth STEM/STEAM education. During the month of April, Victor will email a link to a relevant article or video at the beginning of the week. After review, you can reply-all to the email or connect with Victor 1:1 to share your thoughts and/or questions about what you read or watched. At the end of the month, there will be a Zoom meeting so members can discuss their observations and what they learned.

Do not hesitate to reach out with any questions during the month of April. Otherwise, I’ll see you for our next meeting on Wednesday, May 8, 10am – 11am!

-Ana Lu and the DEI Team

February 6, 2019 Meeting Recap

View the Meeting Slides here: 2.6.2019

Hello, Diversity Champions!
Thank you for your participation in our team meeting on February 6. We had over 30 people join us from all around the state for this second monthly meeting focused on race and culture.


Part one of the Courageous Conversations About Race Field Guide (CCAR) is centered around the idea that passion is an essential characteristic of racial leadership. The chapter provides guidance around how to have effective conversations about race: We need to exercise passion, practice and persistence. Courageous Conversations offers a protocol and strategy for school systems to eliminate racial achievement disparities. By utilizing this strategy and learning the protocol, we will develop racial understanding, participate in interracial dialogue about race, and identify/address racial issues in our systems. A courageous conversation is one that engages those who don’t want to talk, sustains the conversation when it gets uncomfortable or diverted, and/or deepens the conversation to the point where authentic understanding and meaningful action occurs. We will exercise our use of the CCAR thorough our Diversity Champions journey, so please continue to read the book at your own pace.
During this session, participants shared their experiences with the concept of race around the following prompts:
1)  How did you become aware that you had a race?
2)  Describe your relationship with race in the past? More recently?


In addition to commenting on this blog and participating in team meetings, we want to encourage all of you to connect with each other in your day-to-day work. The listserves below were made with this in mind, so please use them to share ideas, events and opportunities as you see fit!

  • Email your 2019 cohort:
    • This email list contains ONLY those who signed up for the current, 2019 program. Use it to share articles, events and anything relevant to our meetings. You can also comment on these blog posts to share thoughts and ideas.
  • Email your community:
    • This is a broader contact list that includes past Diversity Champion members, as well as current members and others who have shown interest, but haven’t participated in the DC program yet. Use it to reach a wider audience of people in our division who are interested in Diversity, Equity and Inclusion.


  • Feedback from this meeting let us know it would be helpful for everyone to have a contact list of their fellow Diversity Champions. We are working on this and will let you know when it’s posted to the website. IMPORTANT: If you would prefer not to be listed, please let us know! If we don’t hear from you, we will include your information on the contact list.
  • Our next monthly meeting will be Wednesday, March 6 at 10am. Please keep an eye out for calendar invites coming your way soon, and be sure to view the media below before the meeting:
  • Keep reading your Courageous Conversations Field Guide books. There will not be other formally assigned readings, but the content will be very valuable as you continue this program.

Thank you for your participation!

Ana Lu, and the DEI Team