Campus Climate & Diversity
Questions Answered

Does this mean that faculty and staff are no longer served by Campus Climate and our diversity programs?

The short answer is that faculty and staff will continue to be served.  We have great respect for the work of faculty and staff on this campus.  It is critical that we all feel ownership and support in these areas.  Simply because these offices report to our division of Student Development and Academic Services does not negate the partnership and support for faculty and staff. 

 As noted above, our LGBTQQA resources are expanding outreach and support to faculty and staff.  I have asked Will and Barbara to consider new ways to reach faculty and staff.  In addition, the Campus Climate office will continue to serve faculty staff with educational and facilitation opportunities.  

 In all of the areas in Student Affairs we seek ways to partner with faculty and staff outside of our division and will certainly do all we can for a UW-L Community member who needs our services.

 Where do I go if I feel my environment seems uncivil?

This probably goes without stating, but the first attempt should be to have a polite conversation with your co-workers about establishing an accepting environment.  If that doesn’t prove effective, our administrative leadership will be reinforcing the importance of civility and the role of supervisors and key administrators to address reported or observed problems.  We will also incorporate some training for chairs and department heads regarding the creation and support of supportive and healthy environments. 

 Where do I go if I believe I have not received fair treatment on the basis of race, color, religion, sex, gender identity or expression, sexual orientation, national origin, age or disability?

The Affirmative Action office will continue to be a .5 position reporting to the Chancellor with the support of our Equal Opportunity Specialist.  The AAO officer will serve as the EEO (Equal Employment Opportunities) and ADA (American with Disability Act) officers in the capacity of Affirmative Action officer.  A search is currently being conducted and we hope to have a new AAO officer on campus in the near future.  In the interim, Judith Albert, our Equal Opportunity Specialist will continue to provide day-to-day support with the guidance of Jennifer Wilson, Director of Human Resources.  If a grievance is filed, we intend to hire a consultant to conduct an investigation until the AAO position is filled.

 How do we make progress on infusing diversity issues into our curriculum?

Provost Enz Finken is considering approaches and consulting with faculty and the academic deans on strategies to approach this need.  Please contact her office with suggestions.  I also encourage you to explore some of the opportunities that already exist such as the teaching for diversity group facilitated by Deb Hoskins.

 Are there possibilities to fund creative new ideas or educational programs related to diversity?

The short answer is yes.  The Campus Climate and Diversity staff are exploring a process to stream line funding requests and to ensure that projects are supporting our campus plan for campus climate and diversity.  I anticipate that we will have more information on the process to share with you during spring semester.

  

I believe that it’s important to let the campus community know our direction in the important areas of affirmative action, campus climate, and diversity.  I’m confident in Associate Dean Stewart’s leadership ability; and with your help, I’m optimistic for our progress in regards to our campus climate and diversity initiatives.

Campus Climate & Diversity Message from the Dean