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CHBS DiversitySurvey ResultsSpring 2020CHBS Diversity, Equity, &Inclusion Council
Project SummaryThe CHBS Diversity, Equity, and Inclusion (DEI) Council askedmembers of the community to participate in a survey regarding theirpractices in supporting and advancing diversity and inclusion atJMU. Our intent was to identify and share the strategies alreadybeing implemented by our faculty and staff, and to recognize ways tosupplement and enhance your knowledge and practices. The purposeof this report is to share the strategies identified by faculty and staff.Overview of ProcessIn March 2020, the DEI Council sent a seven-item survey to all CHBS facultyand staff to identify strategies they were using to support and advancediversity and inclusion when interacting with colleagues and students,supports they believe are needed to make greater strides in diversity andinclusion, and methods they use to increase their knowledge, skills, andbehaviors. 92 faculty, 2 part-time or adjunct faculty, 29 staff, and 3 otherscompleted the survey. Members of the DEI Council used a general contentanalysis procedure to identify themes for each question.Ways Faculty & Staff Increased Knowledge, Skills, &BehaviorsSurvey respondents noted a variety of methods for enhancing theirknowledge, skills, and behaviors including: Attending University training (n 19) Attending off-campus training (n 10) Seeking out information through organizations or online (n 14) Engage with diverse people (n 13) and studying abroad (n 4) Reading booksCHBS Diversity Survey Results2
Ways to Support and Advance Diversity & Inclusionwhen Interacting with ColleaguesA variety of strategies were used by respondents to support and advancediversity when interacting with colleagues. The general strategies themes arenoted in the table and some quotes are highlighted below that align with bestpractices.Engage in AdvocacyQuoteSupport colleague efforts onrecruiting and retaining adiverse student body; offeropportunities for colleaguesto engage in diversity relatedresearch opportunities,identify issues ofintersectionality in facultymeetings.General Strategy ThemesEngage in Advocacy & Education (13)Use Inclusive Language (8)See Cultural Awareness & Understanding (5)Acknowledge Bias & Be Mindful of PersonalBias (5)Engage in Sensitive Listening (4)Create a Safe Space for Discussion (3)Introduce Diverse Perspectives duringConversations (2)Treat Everyone the Same (7)Be Respectful (5)Befriend Others (1)Nothing (1)Seek Cultural Awareness& Understanding QuoteI try to assume my experienceand perspective is not thesame as others and to be opento theirs while also notmaking it their job to educateme.Acknowledge Bias & Be Mindful of PersonalBias QuoteI try to listen and pause before making commentsto reduce microaggressions committed by me.Create a Safe Space for Discussion QuoteEncourage diversity in thought and discussion, create spacefor conversations on diversity, [and] include diversityquestions in general meetings and in interview process.CHBS Diversity Survey Results3
Ways to Support and Advance Diversity & Inclusionwhen Interacting with StudentsA variety of strategies were used by respondents to support and advancediversity when interacting with students. The general strategies themes arenoted in the table and some quotes are highlighted below that align with bestpractices.Use Inclusive Language,Readings, Photos QuoteI use their pronouns and namesas they share them with me(after activelysoliciting them).ConsiderAccessibility& AssistAs often as possible my classwithAccessibilityexamples,videos, case studies,etc. represent diversepopulations. I include readingsfrom diverse authors and teachdiverse theories such as feministapproach or intersectionality.Teach & Discuss DiversityIssues QuoteOpenly discuss friction that arisesfrom differences in race /ethnicity / culture, sex, SES,gender identity as it pertains tothe course topic and the workdone in the course (group work)General Strategy ThemesUse Inclusive Language, Readings, Photos (11)Teach & Discuss Diversity Issues (9)Create a Welcoming & Safe Environment (6)Consider Accessibility & Assist withAccessibility (6)Be Respectful (4)Be Aware of & Acknowledge Biases /Microaggressions (4)Engage in Advocacy (4)Mentor Students (3)Seek Cultural Awareness & Understanding (3)Connect with Students (3)Nothing (1)Create a Welcoming & Safe EnvironmentQuoteMentor and reach out to minority students. Makespace in the classroom for them to participate, havestatements in my syllabus.Consider Accessibility & Assist with Accessibility Quote. . .actively support students with ODS accommodations, as well as studentswho struggle with other aspects of their lives; provide textbooks in thelibrary for those who cannot afford the fees.CHBS Diversity Survey Results4
Needed Resources, Policies, & Initiatives to Supportand Advance Diversity & Inclusion within CHBSFaculty and staff identified a variety of resources, policies, and initiatives whichare noted in the table. Some general quotes related to possible initiatives arehighlighted below.ThemesProvide & Support Educational Initiatives (11)Enhance Diversity through Recruiting &Hiring (8)Make Visible Our Commitment to Diversity &Inclusion (3)Identify Acceptable and UnacceptableBehaviors & Hold People Accountable (3)Mentor Diverse Faculty into LeadershipPositions (2)Opportunities to Have Open Conversationsand Dialogue (2)Create a Safe & Welcoming Environment (2)Engage in Inclusive Decision Making (1)Expect Departmental Diversity & InclusionInitiatives (1)Engage in Advocacy (1)Address Bias in Teaching Evaluations (1)Address Issues in the Local Community (1)Address Issues in the LocalCommunity QuoteBut we also need to make Harrisonburg aplace where diverse people want to comeand stay. So, we need to help our localbusinesses - like hair salons or restaurantswhere diverse people feel welcome - beginand thrive.CHBS Diversity Survey ResultsProvide & SupportEducational InitiativesQuoteAlso, more professionaldevelopment funds need to bemade available to ALLfaculty, not just a select few,so that additional trainingopportunities can be pursued.Make Visible OurCommitment to Diversity& Inclusion QuoteAlignment, across theUniversity, with broaderinclusion aims. It's clear thatour faculty think deeply (andact thoughtfully) when itcomes to DEI work, but I'munsure that's universal atJMU.Expect DepartmentalDiversity & InclusionInitiatives Quote. . .expect every department toidentify how they aresupporting and advancingdiversity at theprogram/department level.5
AcknowledgementsThe CHBS faculty who content analyzed the survey data and prepared this finalreport on behalf of the DEI Council are Lori Gano-Overway, Kinesiology andPam Gibson, Psychology.The 2020-2021 DEI Council members are:Linda Plitt Donaldson, Dean’s OfficeAmanda Evans, Graduate PsychologyPam Gibson, PsychologyKaren Myers, Social WorkDeborah Elkins, NursingEmily Akerson, IIHHS & IPEBJ Bryson, CHBS DEI DirectorMaegan Daniels, Health ProfessionsSuzanne Grossman, Health SciencesYingjiu Nie, CommunicationsSciences and DisordersLori Gano-Overway, KinesiologyParticipate in the DEI Council’s WorkIt will require the work of all members of the CHBScommunity to dismantle oppressive and discriminatorysystems, and to create systems, practices, and processwhere all people can flourish.Faculty and staff who are interested in being moreactively involved in CHBS DEI Initiatives are invited tosend an e-mail to Linda Plitt Donaldson,plittdlx@jmu.edu. There are many fronts on which towork, and we need your help.CHBS Diversity Survey Results6
Pam Gibson, Psychology. The 2020-2021 DEI Council members are: Linda Plitt Donaldson, Dean’s Office Amanda Evans, Graduate Psychology Pam Gibson, Psychology Karen Myers, Social Work Deborah Elkins, Nursing Emily Akerson, IIHHS & IPE BJ Bryson, CHBS DEI Director Maegan Dani
