Diversity

Our Diversity Action Plan

A draft of the Finance and Administration Diversity Action Plan was initially submitted to the Division of Equity and Inclusion (DEI) on March 17, 2017. After receiving input from an administrative review team led by DEI as well as input from stakeholders within our portfolio, an updated Action Plan was submitted to DEI on September 15, 2017. Thank you to everyone who considered the draft plan and shared their thoughts. The 2017-2020 divisional diversity action plans are intended to be living documents so that we can adjust as we learn from the strategies and tactics we deploy. Staff in our portfolio may continue to provide input about the plan and/or our equity and inclusion efforts by emailing kmfisher@uoregon.edu or anonymously online.

The VPFA Diversity Committee

Since Fall 2014, the VPFA has engaged a portfolio-specific diversity committee to advise her on issues of equity and inclusion by identifying best practices and making recommendations for piloting new activities, training and enrichment opportunities. The committee meets monthly. Beginning in 2017, members serve two-year terms.  Specifically, the VPFA diversity committee has been working on the following initiatives:

  • Engagement in the portfolio-wide Diversity Action Plan.
  • Implicit bias awareness training. The committee’s work in 2014-15 led to two trainings for managers in July 2015. The committee piloted the division's first-ever "Implicit Bias Awareness Month" in February 2018, and continues to look for opportunities to broaden training on this topic for all staff within the portfolio.
  • Reducing implicit bias in the search process. Some of our units have piloted redacting gender pronouns and names from application materials. In September 2016, the committee presented to the VPFA leadership about how this method could be used in the search process.
  • Exit interviews as a means of understanding diversity-related (and other) issues in our workplace. The committee made recommendations to the vice president for the implementation of exit surveys and exit interviews in September 2016. Both were implemented beginning February 2017.
  • Exploration of an overarching multicultural organizational development approach. The vice president will engage the committee for identifying opportunities to intertwine diversity and inclusion efforts into the portfolio’s strategic planning efforts.

Current Diversity Committee Membership

Jane Brubaker, Campus Planning and Facilities Management (CPFM)
Matthew Carmichael, Police Department
Kassy Fisher, Office of the VPFA; co-chair
Sarah Follett, CPFM
Dayle Gregory, Institutional Research
Matthew Gross, Parking and Transportation
Mike Hallam, CPFM
Flo Hoskinson, Safety and Risk Services
Tracy Klocko, Printing and Mailing
Evey Lennon, Office of the VPFA
Jamie Moffitt, VPFA; co-chair
Stephen Mosley, Business Affairs
Brady Nittmann, Budget and Resource Planning
Mike Philley, CPFM
Kaia Rogers, Human Resources
Sue Russell, Human Resources
Debbie Sharp, Office of the VPFA
Martin Stanberry, Human Resources
Marie Swarringim, CPFM
Richard Vaughan, CPFM
Sara Yilmaz, VPFA Shared Services

(Beginning in 2017, members serve two-year terms. Contact your supervisor or Kassy Fisher if you're interested in participating.)


Quarterly Activity Updates

January-March 2018

  • Connected employees with on-campus implicit bias training in January.
  • Prepared for the February Implicit Bias Awareness Month by developing email communications, a flyer, a portfolio-specific survey, online resources and in-person activities, and Frequently Asked Questions in English and Spanish.
  • Acted as departmental advocates for each unit, explaining implicit bias concepts and discussing the importance of the Harvard Project Implicit self assessments.
  • Implemented the first portfolio-wide Implicit Bias Awareness Month, which engaged almost 370 people or 62% of the portfolio.
  • Distributed follow-up questions to understand short-term impacts of implicit bias awareness initiatives across the portfolio.