Faculty, Staff, and Student Efforts Related to DEI

Faculty Research and Dissemination Efforts Related to IIDEA

These are a few of the faculty who have been highlighted this year for their research or dissemination efforts related to IIDEA. To read about additional faculty whose research focuses on IIDEA, go to socialwork.rutgers.edu.

Edward Alessi’s Research

Edward Alessi is an associate professor at Rutgers School of Social Work and Chancellor’s Scholar of LGBTQ Mental Health, Trauma, and Resilience. Dr. Alessi's research and scholarly interests include lesbian, gay, bisexual, transgender, and queer (LGBTQ) mental health issues and clinical social work practice, and his research aims to improve (a) understanding of stress and trauma among sexual and gender minority (SGM) populations, and (b) enhance clinical practice with SGM and other marginalized populations. Dr. Alessi gives a glimpse into some of the research relating to Inclusion, Intersectionality, Diversity, Equity and Advancement (IIDEA) that he’s recently conducted. To read more about his research related to IIDEA, click on this link

Karun K. Singh’s Research

Karun K. Singh is a professor of teaching at Rutgers School of Social Work. His teaching, research, and scholarly interests focus on multidisciplinary nonprofit and public human services management, collaborative strategic planning, fundraising and marketing, social entrepreneurship, and microaggressions prevention. He is the co chair of the New Jersey and the New York City Chapters of the Network for Social Work Management (NSWM). He also serves as an editorial advisory board member of Human Service Organizations: Management, Leadership, & Governance, currently the only social work journal focused on improving the capacity and performance of human service and health care organizations worldwide through high level research. Dr. Singh teaches advanced level courses in the Management and Policy (MAP) specialization such as Management, Practice, and Theory, Program Development and Strategic Planning, and Fundraising and Marketing, as well as Diversity and Oppression, a foundation-level course. He is a faculty affiliate at the Center for Leadership and Management. To read more about his research related to IIDEA, click on this link.

Gabriel Robles’ Research

Dr. Gabriel Robles (he/él) is a clinical social worker, assistant professor at the School of Social Work, and the Chancellor’s Scholar for Inclusive Excellence in Sexual and Gender Minority Health at Rutgers. Dr. Robles conducts research focused on substance use prevention and sexual health among sexual and gender minorities (SGM) with a strong interest in addressing health inequities among Latinx SGM populations. He examines how cultural values, institutional and interpersonal support, and intersecting identities can serve as resiliency factors in mitigating negative health outcomes. Dr. Robles additionally examines the role that family and romantic/sexual partners play in the health and wellbeing of sexual and gender minorities. To read more about his research related to IIDEA, click on this link.

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Natalie Moore-Bembry’s Dissemination Efforts

Dr. Natalie Moore Bembry is an assistant professor of teaching and director of student affairs at Rutgers School of Social Work. Her scholarly and dissemination work is focused on cultural humility, micro aggressions, racial trauma, eliminating racial discrimination, and related DEI issues. She is a very active presenter in local, state, and national venues and has been asked to provide training and technical assistance to many organizations, including the School of Social Work and other Rutgers schools and divisions. Dr. Moore Bembry gives a glimpse into some of the work relating to IIDEA that she’s recently conducted.

To read more about her research related to IIDEA, click on this link.

To read more about faculty research related to IIDEA, click a research newsletter below

Highlighting Staff Initiatives Related to IIDEA

In accordance with the School of Social Work strategic plan, a Staff Council was created to bring recommendations to the Dean and Associate Dean for Administration and Finance. This year was the second year of the Council’s term, which allowed for a more structured training schedule and increased programming.

The Council continues to use data derived from the staff forum as well as direct and anonymous feedback from the staff community as a baseline for creating action items in Academic Year 2021 2022.

Members: Sheribel Aguilar, Elizbeth Binstein (Jul. ‘21 – Mar. ‘22), Ciji Carr, Kathleen Gilbert, Bijal Jobanputra, Samantha Michaele (Chair), Nicole Oceanak, and Jennifer Waddell

• Action item #1: Secured continued approval for our fully anonymous suggestion box, which gives staff a safe and confidential venue to provide anonymous feedback/comments/suggestion to the Council and allows the Council to respond to the comments anonymously. The feedback received is provided to SSW senior leadership on a quarterly basis.

• Action Item #2: Our DEI Subgroup worked with the Council and SSW Leadership to establish a Training Series for all staff. This series is the result of collaborating with SSW Faculty and SSW Staff Trainers, who identified four areas to be included in the series Cultural Humility (Natalie Moore Bembry, MSW, MA, Ed.D., Assistant Professor of Teaching and Director of Student Affairs, Rutgers School of Social Work), What are Microaggressions (Kaylin Padovano, LMSW, Staff and Faculty Training Coordinator –

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September 2021 October 2021

November 2021 December 2021 April 2022 March 2022 February 2022 May 2022

Enhancing Victim Services, Center for Research on Ending Violence), ICARE (in partnership with the Institute for Families Elizabeth Salerno, MSW, LSW, Training Coordinator and David Rosen, BS, MSW, DBH, Clinical Director of Programs, Hudson Pride Connections Center), and a training by the Transgender Training Institute.

• Action Item #3: Created monthly “Lunch and Learn” sessions designed to bring an expert to discuss a specific topic or just gather a group of staff members together for an open forum. Topics include human resources, transparency around policy and process, staff benefits, team tips and tricks, and more.

• Action Item #4: Established quarterly Coffee with Council sessions to provide an open forum for all staff to communicate concerns and hear updates from the Council.

• Action Item #5: Developed a pre- and post training survey tool that the Council uses at all trainings and events to gauge effectiveness of content and gather feedback for future sessions.

• Action Item #6: Continued a monthly Staff Council bulletin to highlight not only University and School level news, but also to spotlight staff members of the month and other relevant information for staff.

• Action Item #7: Re released the SSW staff recognition form on our website to provide colleagues, managers, faculty, and staff the opportunity to recognize a staff member who provided exceptional service and dedication to the SSW and our mission.

• Action Item #8: Introduced a standing in solidarity communication that has been infused into a Teams channel available to all staff. This communication will include anniversaries such as George Floyd Remembrance Day, Orlando Pulse Shooting, Juneteenth, current events, and thoughts and notes of support from our staff community. We recognize that words may not be enough, but we want to have a space to acknowledge injustices that impact our community, provide educational resources, and opportunities for staff to provide support.

• Action Item #9: Planned and implemented an SSW all staff meeting this Spring 2022 that held a DEI-focused working session to bring feedback to senior leadership about Dr. Hardy’s focus groups.

• Action Item #10: Checking in regularly with research centers and staff to make sure their DEI activities are aligned with those of the Staff Council and are not duplicated. All activities are coordinated by the Council.

• Action Item #11: Working with Associate Dean Sharon Fortin, we are continuing to focus on all DEI related issues with a concentration on staff.

Institute for Families DEI Efforts

DEI Workgroup Charge: To facilitate change for people of color and persons who experience discrimination because of their identity by affirming, educating, and enlightening individual experiences and responsibilities, encouraging dialogue in a professional, safe, understanding, open environment, and building protocols to ensure a more just, equitable work environment free of bias, racism, and discrimination.

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Members: Ciji Carr McManus (DEI Team Leader), LaToya Dawkins, Amy Esposito, Yolanda Glover, Sonia Gonzalez, Marlene Hooper Perkins, Gabrielle Kissi, Ronda Marrimon, Spencer Nitkey, Liz Salerno, Pamela Simone, Amanda Suskin Santarelli, Cathy Thompson Fix (DEI Team Leader & IIDEA Staff Representative), Angela Watson

Subcommittee Focus:

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Training and Education Subcommittee: Identifying opportunities to empower with knowledge and greater awareness.

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Staff Engagement & Outreach Subcommittee: Assessing how our communication and culture as an Institute community improves DEI efforts.

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Integration & Alignment Subcommittee: Aligning the workgroup with SSW and University DEI initiatives.

Accomplishments:

• Created a Teams channel for regular communication of updates, materials, articles, and topics of interest, etc.

• Hosted a DEI training titled “Power Hour: Exploring Personal Experiences of Racism" using a fishbowl format.

• Started planning for the development of professional workshops based on the 4 As of the Liberatory Consciousness Framework.

The Center for Research on Ending Violence (REV): DEI Efforts

REV DEI Committee Members: Rachel Connor Hunt, Rupa Khetarpal, Kaylin Padovano, and Simone Snyder

Beginning formally in 2021, The Center for Research on Ending Violence’s (REV) DEI Committee began working to intentionally move the Center, formerly The Center on Violence Against Women and Children (VAWC), toward providing a holistic educational, professional and inclusive experience. This Committee aims to develop, strengthen, and promote strategies and best practices within the realms of racial, social, sexual, and gender diversity. One of the first accomplishments was formerly changing the Center’s name to not only reflect the diverse communities with which we work but to demonstrate our commitment to addressing a wider range of violence. We have also created an inclusive language guide for REV. Our onboarding process was revised to support a climate were all REV members feel welcomed and supported and our Culture Club provides opportunities for intentional and inclusive community building. Through quarterly meetings the Committee has worked on recruitment, a DEI newsletter, and developing a strategic plan highlighting DEI initiatives.

Our ongoing goals include:

• Expanding research projects to incorporate intersectional identities and experiences of harm, oppression and violence as well as recognizing resilience.

• Administration of staff/faculty survey to ask about experiences related to diversity, equity and inclusion at REV.

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• Reviewing and updating syllabi of all of our certificate courses to incorporate the liberatory conscious framework.

• Provide mentoring and opportunities for all members of REV to consider their academic and professional careers.

PhD Students’ Efforts Related to IIDEA

As shared by PhD Program Director Allison Zippay, MSW, PhD

The PhD Student Planning Group on Antiracism and Oppression organized two sessions per semester called the “Let’s Talk” series. The sessions were facilitated and attended by students. A more detailed discussion of each session is shared by Camille McKenzie below.

Initial conversations regarding the Liberatory Consciousness Framework and its applications were held with the PhD Executive Committee and PhD faculty and students. PhD course instructors continue to review and revise syllabi regarding DEI content, approaches, and frameworks PhD students are active in leadership at the national level (Society for Social Work Education [SSWR] and the Group for the Association of Doctoral Education [GADE]) regarding discussions and actions pertaining to DEI in doctoral education The PhD director and faculty have continued involvement in national forums and conversations facilitated by GADE regarding DEI and doctoral curricula and education and revision of GADE Quality Guidelines to incorporate content on DEI.

As shared by Co-Coordinator of the PhD Student Planning Committee on Antiracism Camille McKenzie, MSW, LCSW

This year, the Student Planning Committee on Antiracism (SPCA) facilitated four student-led “Let’s Talk” discussion sessions on varying topics ranging from research, policy, and practice

• The War on Critical Race Theory (CRT) & Its Implication for Education Policy in the United States session dissected the highly politicized debate concerning teaching CRT in public schools and higher education.

• In the Intersectionality Theory session, we discussed the methodological debates, challenges, and trade-offs associated with conducting and publishing anti-racist intersectional scholarship. Examples of quantitative studies employing an intersectional life course perspective were presented for a more robust discussion.

• PhD candidates with extensive graduate teaching experience shared their strategies for navigating classroom dynamics concerning diversity and oppression related topics in Pivoting the Challenges in Fostering an Inclusive Classroom Environment session.

• Our final session, Intersectionality Theory & Diversifying the Asian Experience in Research, explored inequities behind data representation and #StopAsianHate. Guest co facilitators included Addam Reynolds, Huiying Jin, Lorraine Howard, Rupa Khetarpal, Yafan Chen, and Yuhan Wei.

SPCA’s goal this academic year was to provide a space to center and learn from the diversifying experiences and talents of our very own RUSSW PhD students.

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IIDEA Research Awards

In conjunction with the Research Advisory Committee and the IIDEA Committee , the School of Social Work established the IIDEA Research Awards. The recipients of these awards were announced at the School of Social Work convocation on May 1 6, 202 2. The Exemplary IIDEA Research Recognition Award winner was Gabriel Robles Alberto, and the Emerging Scholar IIDEA Research Award winner was Roxanna Shayesteh Ast.

Exemplary IIDEA Research Recognition Award

Purpose: This award is to recognize RUSSW faculty and staff who have made outstanding and innovative contributions to IIDEA research initiatives. The individual or team recognized with this award will serve as a model for how IIDEA perspectives can permeate our research portfolio.

Eligibility: All RUSSW faculty or staff are eligible for nomination.

Criteria for Selection: The Research Advisory and IIDEA Committees will review applications based on the following criteria: Commitment and contributions to advancing IIDEA research efforts.

Award: One total award will be made, consisting of $1,000 in research or professional development support. Awardee(s) will be recognized during the RUSSW Convocation.

Nomination Guidelines: Candidates may self-nominate or be nominated for the award. Individuals who are nominated by others will be contacted to confirm that they accept the nomination. We will request the following materials:

• Full Name of Nominee

• Other Team Members’ Full Names (if applicable)

• Nominee Contact Information

• Materials demonstrating contributions: Abbreviated CV(s), relevant publications

• Maximum of 1-page, single-spaced document outlining the nominee’s enduring commitment as well as outstanding and innovative contributions to IIDEA research.

Emerging Scholar IIDEA Research Award

Purpose: This award is to recognize RUSSW students who have made outstanding and innovative contributions to IIDEA research initiatives. The individual(s) recognized with this award will serve as a model for how IIDEA perspectives can permeate students’ research or dissertation work.

Criteria for Selection: The Research Advisory and IIDEA Committees will review applications based on the following criteria: Commitment and contributions to advancing IIDEA through research or dissertation work.

Award: One total award will be made, consisting of $1,000 in research or professional development support. Awardee(s) will be recognized during the RUSSW Convocation.

Nomination Guidelines: Candidates may self-nominate or be nominated for the award. Individuals who are nominated by others will be contacted to confirm that they accept the nomination. We will request the following materials:

• Full Name of Nominee

• Other Team Members’ Full Names (if applicable)

• Nominee Contact Information

• Materials demonstrating contributions: Abbreviated CV(s), relevant publications

• Maximum of 1-page, single-spaced document outlining the nominee's enduring commitment as well as outstanding and innovative contributions to IIDEA research.

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