DEI Resources

Support Resources at UW

• Title IX office (federal gender equity law)

• UW Safe Campus

• UW Q Center (Advocacy, mentoring, and support for queer students)

• Disability Resources

• UW Counseling Center

• UW Health and Wellness

Groups and Committees

• GO-MAP: Supporting Graduate Students of Color at the University of Washington https://grad.uw.edu/equity-inclusion-and-diversity/go-map/

• SAFS DEI Committee: https://fish.uw.edu/about/diversity-equity-and-inclusion/safs-equity-inclusion-committee/

  • SAFS DEI Committee GitHub for suggested action items: https://github.com/OARS-SAFS/DEI/issues

• SAFS DEI Slack channel: https://join.slack.com/t/safs-community/shared_invite/zt-uzytnche-1JagEpn8NxUEm6~tTi2izg (navigate to DEI page)

• SAFS 360: https://fish.uw.edu/about/diversity-equity-and-inclusion/safs-360/

• College of the Environment Community Equity Initiative: Organizational information here

• College of the Environment DEI Task Force: https://environment.uw.edu/about/diversity-equity-inclusion/diversity-equity-and-inclusion-task-force/

• UW Postdoc Diversity Alliance: https://sites.uw.edu/uwpda

• Peaks and professors club: hike with UW faculty members to network while enjoying the outdoors.

  • Facebook page: https://www.facebook.com/peaksandprofessorsuw/
  • Send a request to join the mailing list: peaksandprofessorsuw@gmail.com

• List of organizations that are striving to bring more diversity to the outdoors. https://web.archive.org/web/20220523105055/https://www.adventure-journal.com/2020/06/these-orgs-could-use-your-help-to-bring-more-diversity-to-the-outdoors/

• The College of the Environment communities often consist of people who enjoy and spend time in nature. Gatekeeping “outdoorsy-ness” is a serious issue that often excludes women, people of color, lower income individuals, and more. This can often make it difficult to participate in casual conversations at work/school or after-work/weekend activities, which can create a feeling of exclusion from the community as a whole.

UW Centers

• Kelly Ethnic Cultural Center. ECC frequently has talks, film showings, and more that are centered around DEI issues or celebrating different cultures. See there website for upcoming events: https://depts.washington.edu/ecc/event/

• Center for International Relations & Cultural Leadership Exchange (CIRCLE) https://www.washington.edu/circle/

  • Events calendar: https://www.washington.edu/circle/calendar/

Indigenous Resources and Land Acknowledgement

• Text your zip code or your city and state (separated by a comma) to (907) 312-5085 and a bot will respond with the names of the Native lands that correspond to that region
• Duwamish Tribe Land Acknowledgement
• âpihtawikosisân Beyond Territorial Acknowledgements
• U.S. Department of Arts and Culture - Honor Native Land: A Guide and Call to Acknowledgement

Training & Continuing Education

• Various DEI trainings available offered by UW: https://hr.uw.edu/diversity/dei-related-trainings/pod-trainings/

  • These do cost money, but department budget codes are available to offset that cost. If you're interested contact the SAFS administrator Jonas Louie at jinl@uw.edu for budget code and sign up information.

• "Strategies to address unconscious bias" https://diversity.ucsf.edu/resources/strategies-address-unconscious-bias

• "Eight tactics to identify and reduce your implicit biases" https://www.aafp.org/journals/fpm/blogs/inpractice/entry/implicit_bias.html

• Implicit bias test from Harvard: https://implicit.harvard.edu/implicit/takeatest.html

Articles and Reading

• Interrupting Bias in Academic Settings Feb 2017. From the National Center for Women & Information Technology. “Use this resource to help you practice ways to interrupt bias in real-life situations."

• Black Scientists Call Out Racism in Their Institutions June 2020. “Black scientists and students are sharing their experiences on Twitter of being dismissed and discriminated against in academia using the hashtag #BlackintheIvory.”

• The science divide: Why do Latino and black students leave STEM majors at higher rates? May 2019. “If there’s demonstrated, strong interest in STEM among black and Latino youth, why would you see higher departure rates for these students?” the professor said. “It’s not about interest or academic ability. So what causes this?”

• Facilitating Critical Conversations With Students [PDF] December 2019. “ It’s a conversation that explores the relationships between identity and power, that traces the structures that privilege some at the expense of others, that helps students think through the actions they can take to create a more just, more equitable, world.”

Bimonthly Diversity, Equity and Inclusion Meetings

Biweekly DEI meetings (~1 hour) provide a space to learn, discuss, and engage in initiatives that further lab members' understanding about the institutionalized oppression present in academia. Example activities include discussing articles read prior to the meeting, tackling action items to improve DEI in the lab and/or department, and more. See log of topics.

Code of Conduct for DEI Meetings

We are dedicated to providing a welcoming and supportive environment for all people, regardless of background, identity, physical appearance, or manner of communication. Any form of language or behavior used to exclude, intimidate, or cause discomfort will not be tolerated. This applies to all course participants (instructor, students, guests). In order to foster a positive and professional learning environment, we will be using progressive stack discussion methods and these discussion rules:

Discussion Rules

1. We will listen with the intent to understand.
2. We will monitor our own air time, aiming to share the space and time so others may participate as well.
3. We will respect those who do not wish to speak.
4. We will use “I” statements as opposed to generalizations.
5. We will not ask anyone to speak on behalf of any group we perceive them to identify with, or that they self-identify with.
6. We will expect discomfort.
7. We will resist the urge to “fix” others’ discomfort.
8. We will elevate impact above intent, and we will apologize when necessary.
9. We will expect and accept non-closure. We acknowledge that these conversations may not be resolved in a single meeting.
10. We will take lessons learned, but not others’ stories, out of this space.
11. We will not participate in ad hominem attacks.