JEDI Organization and Implementation Framework
Access & Equity is understood as the compositional number and success levels of historically marginalized individuals and groups. It is important to note that access and equity account for more than a numerical change in the demographics of students, faculty, and staff, but also involves the representation and equitable achievement of those communities.
Questions from Slides:
What is the historical legacy of exclusion of this unit?
What are the current policies and practices that function as “gatekeepers”?
What are we doing to work toward transforming this?
University Climate involves the values, attitudes, behaviors, standards, policies and practices of the institution (and its members) at multiple levels that impact the access for, inclusion of, level of respect, and overall sense of belonging for historically marginalized communities’ humanity, needs, abilities, and potential (Rankin & Reason, 2008).
Questions from Slides:
Do some faculty, staff, and students experience stronger sense of inclusion or higher levels of engagement than others?
What programs, policies, and practices work to foster inclusion?
Scholarship (Research, Curriculum, & Pedagogy) includes considering not only the incorporation, integration, and valuing of DEI in university activities related to research, curriculum, pedagogy, and overall scholarship but also how those academic endeavors are exemplified in praxis.
Questions for Slides:
Are there resources available to support integration of JEDI into curriculum, research, creative works?
How is this integration recognized in performance reviews?
Life-Long Learning and Development considers university-wide and unit level co-curricular programs, services, and overall resources designed to enhance the capacity of community member’s ability to deliver on institution’s DEI values, commitments and expectations in an increasingly diverse and global context (Williams et al., 2005).
Questions for Slides:
Are there resources and professional development opportunities dedicated to enhancing faculty & staff members’ ability to meet the institution’s expectations and values related to JEDI?
DEI Accountability Infrastructure focuses on the creation of university-wide and unit level infrastructure that assesses systems and structures alignment or misalignment with DEI goals, and effectively supports and monitors progress in achieving organizational transformation through strategic planning and implementation.
Transformative Impact addresses the university’s responsibility to be an exemplary model, primary catalyst, and thought leader for advancing best practices for creating sustainable, inclusive, and equitable communities across the system and throughout state, nation, and globe.
Group Application Activity
Click here to Submit Group Notes
Given our discussion of the JEDI Framework, Narrative Change and Racial Healing from TRHT
- What new or revised initiatives can your unit do to cultivate an environment that promotes belonging and inclusion across cultures, identities, and abilities, and empowers each faculty member, staff member, undergraduate student & graduate student to feel connected to the Husky community?
- How would you know that you were successful? What key performance indicators would you use?
Resources
The Chronicle of Higher Education Anti-DEI Legislation Tracker
https://www.chronicle.com/article/here-are-the-states-where-lawmakers-are-seeking-to-ban-colleges-dei-efforts?sra=true
https://www.chronicle.com/article/tracking-higher-eds-dismantling-of-dei
Anti-Trans Legislation Tracker – http://translegislation.com/
UConn Strategic Plan – https://boardoftrustees.media.uconn.edu/wp-content/uploads/sites/3803/2024/03/Att.-17-UConn-Strategic-Plan-12-06-23-BOT.pdf
Dr. Damon Williams & National Inclusive Excellence Leadership Academy – https://inclusiveexcellenceacademy.org/about/