Navigating Diversity, Equity, and Inclusion in Higher Education

In this episode of DEI After 5, Sacha discusses the recent dismantling or banning of DEI offices on college campuses. She explores the challenges faced by higher education institutions in continuing their diversity, equity, and inclusion work. Sacha is joined by Leilani Lewis, a Senior Director of Diversity and Inclusion at a public university, who shares her journey to DEI and the importance of having structures in place to ensure the work continues even without an office. They also touch on the intersection of DEI and the arts. Tune in to gain insights on being the architect of DEI work in higher education.
----
Let's Get Social!
Website: www.theequityequationllc.com
Blog: theequityequationllc.com/dei-...
LinkedIn: / the-equity-equation-llc
Instagram: / theequityequation
Facebook: / theequityequation

[@Still-Learning]

Hello Sasha. I caught your guest appearance on the YT channel "Communicate Like You Give A Damn." Excellent presentation.

[@DEIAfter5]

Thank you!!

[@Still-Learning]

What should be the strategic response by employees when leadership of an org. states...
"Explicit federal regs and our own internal HR policies provide constraints to achieving diversification within the Department?"

[@DEIAfter5]

What are the specific regulation and what are the specific restraints? From what I can determine, most regulations are specific in 4 areas, recruiting and hiring being one. That doesn't mean that you aren't intentional from where you are providing access to the opportunities. There are some very strategic workarounds that can be utilized. Unfortunately, the nuances are missed when legal teams get involved and the sentiment is we do nothing in fear of the law instead of thinking about what is the most we can do without breaking the law.

[@Still-Learning]

@DEIAfter5 Hello DA5.
Regs and restraints were not named, only the categories mentioned.
Hiring and personnel policies were provided as the only examples of legally bound constraints.
I found it off-putting to tell the team to go out and find ways to make the customer smile, but the org. can do very little to help YOU smile due to the constraints of the very same rules put in place to "support" you.
To me, the first item to go on the "Equity Team" corrective actions matrix is:
1. Examine current personmel policies for improvement opportunities.
Please let me know if my perspective is clear or if I may be in need of a stronger prescription (more equity education).
Thank you.

[@DEIAfter5]

@@Still-Learning Lets chat offline. I want to make sure I provide the appropriate guidance.

[@Still-Learning]

@DEIAfter5
You've got it.
I'll visit your website and follow up from there.