DIVERSITY MATTERS
MAY – JUNE 2021
INSIDE THIS ISSUE APA Heritage. . . . . . . . . . . . . . . . . . . . . 1 Dr. Christina Rosenthal. . . . . . . . . . . . . 2 Where We Go from Here. . . . . . . . . . . 3 Grief. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 GAAD. . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Pride Month . . . . . . . . . . . . . . . . . . . . . . 4 Juneteenth . . . . . . . . . . . . . . . . . . . . . . . 5 Jewish American Heritage Month. . . .5 GAAD. . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Religious Holidays. . . . . . . . . . . . . . . . . 6 Religious Holidays. . . . . . . . . . . . . . . . . 6
OFFICE OF EQUITY AND DIVERSITY TEAM uthsc.edu/oed/staff Michael Alston, EdD, CCDP/AP Assistant Vice Chancellor/CDO Olivia Ralph, JD Senior Compliance Officer Dominique Crockett, MHA Assurance Officer Tiffinie Snowden, MA Associate Inclusion Officer Isabella Porcaro, MA Learning & Compliance Consultant
The University of Tennessee is an EEO/AA/Title VI/Title IX/ Section 504/ADA/ADEA/V institution in the provision of its education and employment programs and services.
May is Asian American and Pacific Islander American Heritage month – also known as Asian Pacific American Heritage Month – celebrating the history, culture, and contributions of Asian Americans and Pacific Islanders in the United States. “Asian Pacific” encompasses all of the Asian continent and the Pacific Islands that make up Melanesia, Micronesia, and Polynesia. APA Heritage has been legally observed since 1979, but was initially only celebrated May 4th through May 10th. Congress chose this seven day period to commemorate both the immigration of the first Japanese to the United States on May 7, 1843 and to mark the anniversary of the completion of the transcontinental railroad on May 10, 1869. The majority of the workers who laid the tracks were Chinese immigrants. In 1990, President George H.W. Bush signed a bill to extend the week-long celebration to a month; the official designation of May as Asian-Pacific American Heritage Month was signed into law in 1992. In our ever-changing global landscape, it is increasingly important to acknowledge our cultures and build our historical awareness as Asian Americans and Pacific Islander Americans contribute to the diversity of both our UTHSC and national community.
DIVERSITY MATTERS
MAY – JUNE 2021
Dr. Rosenthal, a successful dentist with her own practice, credits the mentors in her life with helping her achieve. She is determined to do the same for others. “This was something that I’ve always wanted to do,” she says.
UTHSC ALUMNA MAKES IT HER MISSION
TO MENTOR MINORITY AND UNDERREPRESENTED STUDENTS TOWARD CAREERS IN HEALTH CARE Written by Peggy Reisser The path to medical school began in high school for Memphis native Jasmine Jefferson, when she met a woman who would become her mentor, her cheerleader, and soon, her colleague in health care.
in and talk to us about their experiences in the health care field and about becoming a doctor. And then we also had some activities that were geared toward medicine. We had one activity where we learned how to suture, which was really cool.”
Jefferson, a third-year student in the UT Health Science Center’s College of Medicine, was considering a future in medicine or engineering in high school. But Christina Rosenthal, a Memphis dentist, UTHSC alumna, and founder of Determined to be a Doctor Someday (DDS), a mentoring program for high school-age minority and underrepresented students, tipped the scales in favor of a career in medicine.
She recalls walking on the UTHSC campus in Memphis for the first time. “We were actually on the campus learning about medicine from people who were prominent figures in the medical field.” And she remembers that Dr. Rosenthal, herself a product of great mentors, continued to encourage her during high school, through college at Vanderbilt University, and into medical school.
Jefferson, 24, says the DDS program exposed her to the possibility of a career in health care in a way she had not been before.
“Even after the program, she has kept in touch with us,” Jefferson says.
“It definitely helped provide a support system,” she says. “During the program, we had a lot of different speakers come
Read more here. 2
Written by Dr. Eric Bailey The recent College appointments or hires of diversity officers and the formation of advisory boards focused on diversity, equity, and inclusion have sparked buzz, curiosity, and optimism throughout UTHSC. In the wake of racial unrest, unjust policing tactics, political division, and the continuous fight for workplace equality, organizations have begun investing more in diversity roles to support their diversity and inclusion (D&I) efforts. Diversity leadership roles (e.g., Head of Diversity, Director of Diversity, and Chief Diversity Officer) have increased an average of 83% over the past 5 years (Anderson 2020, as cited by global Linkedin data). The Colleges of Dentistry, Health Professions, Medicine, and Pharmacy at UTHSC have each appointed or hired a person in a diversity leadership role within the past six to eight months. Additionally, the Colleges of Dentistry, Medicine, Nursing, Pharmacy, and the Office of Graduate Medical Education have all formed committees on equity, diversity, and inclusion.
however, such conversations are not only more common but have become encouraged. Specifically, on college campuses, students have been more active and more vocal than ever before on issues related to discriminatory policies and procedures, administrative and faculty representation, and institutions’ responses to social issues. Wilson (2013) pointed out the quest to educate members of the campus community on matters related to diversity has historically been left up to a few individuals, particularly chief diversity officers. However, with the non-mandated appointments of diversity leadership positions and committees in addition to chief diversity officers, colleges have realized the value that such roles bring and are acknowledging the collective effort it will take to create an inclusive campus environment. The individuals who have been appointed to diversity leadership positions and the committees that have been formed throughout UTHSC must capitalize on the momentum that sparked the creation of such roles. First, the designees should conduct a needs assessment in their respective areas to determine what is of most importance and what are the critical areas that need attention. Next, it is imperative that benchmarks are established. Benchmarks are important because they provide definable levels of achievement. Once a needs assessment is conducted and benchmarks are established, designees should create a strategic plan. Proper planning prevents poor performance (5 P’s). Lastly, it is recommended that members of the UTHSC community be supportive and patient in the efforts of the diversity committees and designees.
With designees in place and advisory boards established, the question “where do we go from here?” emerges. Before we determine our answer to this question, it is helpful to understand how the diversity function began and how it has evolved in the workplace. One of the first legislations regarding diversity in the workplace is believed to be Executive Order 9981. Dating back to 1948, President Harry Truman issued Executive Order 9981, which states, “there shall be equality of treatment and opportunity for all persons in the armed forces without regard to race, color, religion, or national origin.” During the following decades, the civil rights movement resulted in the passage of multiple legislations in the 1960s: the Equal Pay Act (1963), which prohibits sexbased wage discrimination; Title VII of the Civil Rights Act (1964), which prohibits employment discrimination; and Executive Order 11246 (1965), which requires affirmative action and prohibits non-discriminatory practices by U.S. government contractors. As more identity groups began to enter the workforce in the 1980s and 1990s, the need for equal protection for people with different abilities was realized with the passage of the Americans with Disabilities Act (1990). While these legislations have had significant impact on workers’ rights, Williams (2020) suggests that these rights have often been applied unequally, making the case that not only diversity, but also equity and inclusion are critical. Race, class, gender, and sexuality are categories that are often ignored in educational systems, therefore making it difficult for some to see the differences in power and privilege that can be imbedded in legislation (Rothenberg, 2016).
D&I work is challenging but rewarding if done collectively and with compassion. Therefore, where we go from here, is forward … together. References: Rosenberg, P. S. (2016). Race, class, and gender in the United States: An integrated study (10th edition). Worth Publishers: New York, NY. Williams, B. A. (2020). Diversity in the workplace: eye-opening interviews to jumpstart conversations about identity, privilege, and bias. Rockridge Press: Emeryville, CA. Wilson, J. L. (2013). Emerging trend: The chief diversity officer phenomenon within higher education, Journal of Negro Education, 82(4), 433-445.
FOLLOW THE HEALTH JUSTICE COLLECTIVE! Facebook facebook.com/HealthJusticeCollective Twitter twitter.com/HealthJusticeC1 YouTube youtube.com/channel/UCNVfWjUH_odg0Jxa_uxyJWw Instagram instagram.com/healthjusticecollective/
Diversity, equity, and inclusion initiatives in present day have broadened dramatically. It is worth mentioning that in prior decades, conversations about race, religion, and culture were rarely had in the workplace. In today’s workplace 3
DIVERSITY MATTERS
MAY – JUNE 2021
LGBTQ+ PRIDE MONTH:
GRIEF IN THE WORKPLACE As an organization, UTHSC strives to acknowledge employing the whole person beyond certain characteristics or job skills. In September 2010, the Office of Equity and Diversity (OED) responded to several requests from faculty and staff encouraging increased communication from the administration regarding the loss of a team member or when a team member experiences a personal loss. As a result, OED created and launched the 'Condolences Listserv' on September 15, 2010 enabling team members to join the voluntary subscription list that includes information about funeral arrangements and services with the underlying motive being how to best support the affected team member. The ‘Condolences Listserv’ currently has 198 team members who have voluntarily subscribed, including some UTHSC retirees some UTHSC retirees.
JUNE 2021
As you may have deduced, there are some guidelines that come with the voluntary subscription list moderated by OED. Specifically, a submission sharing the death of a current, former, or retired team member, faculty or staff employee's parent or foster parent, sister, brother, spouse, partner, child, stepchild, father-in-law, mother-in-law, stepparent, grandparent, grandchild, aunt or uncle warrants communication through the 'Condolences Listserv' by subscribers. We strongly encourage that members consider cultural differences as to how an individual experiences and expresses feelings about loss prior to making a submission about their loss to the listserv. Diversity is often described as being a collective mixture of differences and similarities, however, for each of us, grief is a part of life that inevitably touches all of us. When a team member is grieving the loss of a loved one, colleague or co-worker, the entire workplace feels the effect. Our supportive actions during this difficult time for a team member ensures belonging in how we make them feel safe in being their unique selves. In conclusion, grief is a normal and natural reaction to loss or change of any kind and through COVID over the last year, we may have lost that familiarity with one another. To subscribe to the list, interested parties should go to listserv.uthsc.edu/ mailman/listinfo/condolences, and an additional resource available to UTHSC employees is the Employee Assistance Program (EAP).
Lesbian, Gay, Bisexual and Transgender Pride Month (LGBT Pride Month) is celebrated each year in the month of June to honor the 1969 Stonewall riots in Manhattan. The Stonewall riots were a tipping point for the Gay Liberation Movement in the United States. In the United States, the last Sunday in June was initially celebrated as “Gay Pride Day,” but the actual day was flexible. In major cities across the nation, the “day” soon grew to encompass a month-long series of events. Today, celebrations include pride parades, picnics, parties, workshops, symposia and concerts, and LGBT Pride Month events attract millions of participants around the world. Memorials are held during this month for those members of the community who have been lost to hate crimes or HIV/AIDS. The purpose of the commemorative month is to recognize the impact that lesbian, gay, bisexual and transgender individuals have had on history locally, nationally, and internationally. (Retrieved from: loc.gov/lgbt-pride-month/about/) The Office of Equity and Diversity will offer a variety of ways to engage and celebrate LGBTQ+ Pride Month, more details will be shared at a later date.
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UTHSC CELEBRATES JUNETEENTH Juneteenth is the oldest nationally celebrated commemoration of the ending of slavery in the United States. Dating back to 1865, it was on June 19th that the Union soldiers, led by Major General Gordon Granger, landed at Galveston, Texas with news that the war had ended and that the enslaved were now free. Note that this was two and a half years after President Lincoln’s Emancipation Proclamation - which had become official January 1, 1863. The Emancipation Proclamation had little impact on the Texans due to the minimal number of Union troops to enforce the new Executive Order. However, with the surrender of General Lee in April of 1865, and the arrival of General Granger’s regiment, the forces were finally strong enough to influence and overcome the resistance. Retrieved from: juneteenth.com/history.htm) Stay on the look for more information from the OED!
MAY IS JEWISH AMERICAN HERITAGE MONTH! Jewish American Heritage Month is a month to celebrate the contributions Jewish Americans have made to America since they first arrived in New Amsterdam in 1654. Jewish American Heritage Month had its origins in 1980 when Congress passed Pub. L. 96-237 which authorized and requested the President to issue a proclamation designating a week in April or May as Jewish Heritage Week. Since 2007 Presidents George W. Bush, Obama and Trump have issued proclamations for Jewish American Heritage Month. These proclamations celebrate the contributions of Jewish Americans and urge the people of the United States to learn more about Jewish Americans. (Retrieved from: loc.gov/law/help/commemorative-observations/ jewish-heritage.php)
GLOBAL ACCESSIBILITY AWARENESS DAY Global Accessibility Awareness Day is celebrating it's 10th anniversary this year! The target audience of Global Accessibility Awareness Day (GAAD) is the design, development, usability, and related communities who build, shape, fund and influence technology and its use. While people may be interested in the topic of making technology accessible and usable by persons with disabilities, the reality is that they often do not know how or where to start. Awareness comes first. The idea of a Global Accessibility Awareness Day started with a single blog post written by a Los Angeles-based web developer, Joe Devon. 5
DIVERSITY MATTERS
CLARIFYING CONCEPTS
MAY – JUNE 2021
RELIGIOUS HOLIDAYS May 1
Beltane - Wicca/Neo Pagan
May 2 Last day of Ridvan - Baha'i; Pascha (Easter) - Orthodox Christian May 3
Saints Philip & James - Christian
May 4
National Day of Prayer - USA - Interfaith
May 8
Laylat al Kadr - Islam
May 14-16
Eid al Fitr - Ramadan ends - Islam
May 17-18
Shavuot - Jewish
May 23 Pentecost - Christian; Declaration of the Bab - Baha'i May 29
Ascension of Baha'u'llah - Baha'i
May 30
Trinity Sunday - Christian
Refers to persons with various disabilities affecting the brain. This broad category includes, for example, persons with ADHD, and persons with dyslexia. Many of these disabilities are also referred to as “learning disabilities”
Jun 3
Corpus Christi - Catholic Christian
Jun 9
St. Columba of Iona - Celtic Christian
INTERSEX
Jun 11
Sacred Heart of Jesus - Catholic Christian
General term used for someone who is born with a variation in their anatomy, chromosomes or hormones that doesn’t fit the typical definitions of female or male. Hermaphrodite should not be used as a synonym
Jun 15
Saint Vladimir Day - Christian
Jun 16
Guru Arjan martyrdom - Sikh
Jun 19
New Church Day - Swedenborgian Christian
Jun 20
Pentecost - Orthodox Christian
Jun 21
World Humanist Day - Materialism
PERSON WITH A COGNITIVE OR INTELLECTUAL DISABILITY
AGNOSTIC A person who holds the belief that a greater entity, or existence of deities, is unknown or unknowable
TOKENISM Making symbolic and performative gestures to do a particular thing, especially by recruiting a small number of people from underrepresented groups in order to give the appearance of sexual or racial equality within a workforce
AGEISM Ageism is discrimination and prejudice, oftentimes experienced by elders, which treats them with disrespect, makes them feel unemployable and useless
For more information, please contact: Office of Equity and Diversity | 920 Madison Ave. | Suite 825 t 901.448.2112 | f 901.448.1120
uthsc.edu/oed
Jun 22 First Nations Day - Canadian Native People; Litha - Yule - Wicca/Neo Pagan Jun 24
Saint John the Baptist - Christian
Jun 29
east Day of Saints Peter and Paul – F Christian
Retrieved from: religiouslife.princeton.edu/religious-holidays