February/March, 2021 Working@Duke by Working Duke

DUKE’S FIRST BLACK WORKERS 8

BIG PROJECT, SMALLS STEPS 10

WHAT DOES 2021 HOLD? 13

NE W S YOU CA N USE • F E B R U A R Y / M A R C H 2021

How We’re

Coping

Editor’s Note

CONTENTS

LEANORA MINAI

Coping During Uncertain Times We’ve turned the page on a new year, but most of the historic challenges from 2020 linger. Many of us remain off-site as we balance the blurred lines between life and work at home. This issue of Working@Duke, developed from our work-from-home spaces, includes a feature to help you navigate the stress and anxiety caused by the pandemic. “How We’re Coping” highlights 11 ways staff and faculty are getting through these difficult times. Matt R. Trower, designer and illustrator for Dan Ariely’s Center for Advanced Hindsight at Duke, created the engaging cover art for the article. From baking sourdough loaves to chronicling daily happenings, colleagues use a variety of well-being approaches to cope with uncertainty. You’ll meet Brenda Tate, an administrative assistant in the Fuqua School of Business, who received a 61-year-old sourdough bread starter from an uncle in Minnesota and discovered a soothing baking hobby. “When you close your eyes to savor the flavor and texture of the bread, it’s like a curtain coming down on a wonderful performance,” Tate shared of her baking experience. “It is hard to beat the sensory delight of sourdough bread-making for stress relief.” Like Tate, I’ve been cooking a lot more these days. I loved preparing meals before the pandemic, but a silver lining is my time in the kitchen. I’ve tested several dozen new recipes, and my favorites come from the pages of Chrissy Teigen’s cookbooks. Her Thai meals are stars of the show. I recommend the Thai fishcakes with spicy peanut sauce and Tom Yum Noodles. Luckily, I purchased a stationary bike. This issue also includes the launch of our series “Working Toward Racial Justice” with a story that attempts to trace the history of Duke’s first Black workers. In each issue, we’ll highlight how individuals, departments, schools or units take action for racial equity at Duke. Zaire McPhearson, an instructor in the Department of Art, Art History and Visual Studies, created the deeply layered graphic for the series. We hope the stories throughout the publication lift you up while we are apart. If you have a question or story idea, please write me at working@duke.edu. Stay healthy. 2

WORKING@DUKE WORKING@DUKE

4 How We’re Coping

From chronicling daily tasks in a journal to conducting scholarly research on how Duke employees are handling COVID-19, a look at the ways staff and faculty are getting through the pandemic.

8 Working Toward Racial Justice

In the first installment of our new series, we begin to trace the stories of Duke’s first Black workers. We also unveil a design created by Duke instructor Zaire McPhearson that will accompany the series.

10 Big Project, Small Steps

Here’s why dividing big projects into smaller pieces was a wise approach for the DukeHub 2.0 teams and how it can work for you.

11 Welcome Kara Lawson, head women’s basketball coach 12 A historic semester fighting COVID-19 13 Q&A: How will Duke’s workforce change in 2021? 14 A ‘family-first’ benefit 15 Final steps to climate neutrality Contact us Editor/Executive Director of Communications: Leanora Minai (919) 681-4533 leanora.minai@duke.edu Assistant Vice President: Paul S. Grantham (919) 681-4534 paul.grantham@duke.edu

Graphic Design & Layout: Paul Figuerado (919) 684-2107 paul.figuerado@duke.edu

Jonathan Black Writer (919) 681-9965 jonathan.c.black@duke.edu

Stephen Schramm Senior Writer (919) 684-4639 stephen.schramm@duke.edu

Working@Duke is published every other month by Duke’s Office of Communication Services. We invite your feedback and story ideas. Send email to working@duke.edu or call (919) 681-4533.

Visit Working@Duke daily on Duke Today: working.duke.edu

Cover: Illustration by Matt R. Trower, designer and illustrator for Dan Ariely’s Center for Advanced Hindsight at Duke University.

2017, 2014 Gold, 2019, 2015, 2013, Silver, 2016, 2009, 2007 Bronze, Print Internal Audience Publications and 2012, 2011, 2009, 2008, 2007 Gold Medal, Internal Periodical Staff Writing

BRIEFLY Professional development courses move online in 2021

COVID-19 vaccination plans for the Duke community

Due to the pandemic, Learning & Organization Development, which is part of Duke Human Resources, has moved its full slate of 107 professional development and technical courses online in 2021. “This is the first time we’ve had our whole curriculum online,” said Learning & Organization Development Assistant Director Joy Birmingham. The new set of classes feature sessions on workplace skills such as Public Speaking (February 15) and Fundamentals of Business Writing (May 18). Leadership courses include Dimensions of Management (April 7), Managing from the Middle (April 9), Transformational Leadership (April 20) and Leader as Coach (June 2). And with Crucial Accountability, Critical Thinking and High Performing Teams, there are topics to help you strengthen relationships with colleagues. The courses, which require fees, cover an array of topics relating to leadership, productivity and technology. Virtual courses take place on WebEx, which allows participants to see one another with video, use chat functions, collaborate in breakout rooms and download course materials. Learn more and register at hr.duke.edu/training.

The arrival of a safe and effective COVID-19 vaccination has created a new sense of hope in North Carolina and across the country. The distribution process, however, will take many months and is determined by the state government. While health care workers will continue to receive priority, most members of the University community will not be eligible to receive the vaccine until spring 2021 or later. Duke experts continue to work closely with the state on this process and are preparing necessary protocols to expand vaccination to other groups once approved. All recipients of the vaccine are required to register through the state’s vaccine management system before an appointment can be scheduled with a healthcare provider for vaccination. This helps ensure individuals meet the eligibility criteria and allows for equitable and efficient distribution. “Because we know the distribution of the vaccine across our community will take time, we urge you to take every precaution to keep yourself and others safe …” co-leaders of the Duke COVID Vaccination Work Group said in a message to university staff and faculty. “Please stay vigilant and continue to protect yourself, your family and the Duke community.” More information about vaccine distribution for the Duke community, including answers to frequently asked questions, can be found on the Duke COVID-19 Vaccine website: covidvaccine.duke.edu.

Stay accountable with fitness The in-person spring Duke Run/Walk Club is on hold due to COVID-19, but you can find online fitness opportunities to get moving this season.  For $5 per month, enjoy unlimited access to nearly 500 online classes on Wellbeats, an on-demand fitness provider. Sign up through LIVE FOR LIFE, Duke’s employee wellness program at hr.duke.edu/wellbeats. Mike Tuggle  Duke Health & Fitness Center will help you set up a workout routine with a new virtual training program that is open to members and non-members. Purchase a single session or up to 12 personal training appointments. Virtual group sessions are also available. Prices start at $27. Enroll at dukefitness.org/personal-training/training-sessions.  Access dozens of free workouts on Duke Recreation & Physical Education’s YouTube page. Sessions include Zumba, high-intensity interval training (HIIT), yoga, kickboxing and more. Learn more at bit.ly/DukeRecVideos. Mike Tuggle, wellness program manager for the Duke Health & Fitness Center, said a challenge with maintaining an independent fitness routine at home is adjusting a mindset about home as a place to relax. Tuggle suggests working out in your garage, a spare room or other area where you don’t work, sleep or eat. “There’s magic to finding an at-home workout routine that feels similar to an in-person class,” Tuggle said. “It’s motivating, helps you focus and pushes the stress away.”

Save on (virtual) North Carolina Symphony concerts The show goes on for the North Carolina Symphony Orchestra with a series of live virtual concerts available at a discount for staff and faculty. Symphony musicians will perform each live concert, while adhering to physical distancing protocols during 18 performances through May 20, 2021. The shows will feature blues music, pieces by George Gershwin, and a series of Photo courtesy of North Carolina Symphony. concerts celebrating 250 years of Ludwig Van Beethoven, who was born in 1770. The North Carolina Symphony is offering a discount on tickets for the concert series and for individual shows. The discount reduces the price from about $21 to $19 for single tickets, with tax. The North Carolina Symphony will send an email with a streaming link to patrons two days before each live concert. A recording of the concert will be available to ticket holders for 10 days after the performance. Find details at hr.duke.edu/discounts and select “Entertainment.”

working.duke.edu

How We’re

Coping A look at ways Duke colleagues are getting through the pandemic

he pandemic left Professor of Public Policy Don Taylor shouldering his share of worries: Job prospects for his three early-20s children. The safety of his mother, who lives in a retirement home. And, with a background in health policy, the long-lasting societal harms caused by the deadly virus. In addition to escapist fiction, Taylor, who directs Duke’s Social Science Research Institute, uses research as a coping tool. Along with Associate Professor of Sociology Tyson Brown and economics professors Rachel Kranton and Duncan Thomas, Taylor leads Project ROUSE, a study of ways COVID-19 is affecting Duke staff and faculty. The study, The pandemic left Professor of Public Policy Don Taylor, second from left, with more time to spend with family. Photo which started courtesy of Don Taylor. last fall, follows the work and well-being of participating employees as they handle the pandemic. “We’re employees, but we’re also moms and dads, husbands, daughters and spouses,” Taylor said.

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It’s been nearly a year since COVID-19 reshaped life everywhere. The virus has taken hundreds of thousands of American lives and continues to force many employees to work from home. The crisis left colleagues with limited social contact and the inability to do activities that brought joy and purpose. Employees with young children have the added pressure of navigating virtual school. A recent Pew Research Center study shows that many people have experienced high levels of psychological distress, often dealing with anxiety, sleeplessness or depression during the pandemic. “People need to deliberately focus on their mental and emotional health during this time. There’s no doubt about that, and the things you do to cope can come in many different forms,” said Associate Professor of Medicine Jon Bae, a co-convener for the mental and emotional well-being core area of Healthy Duke. While the pandemic represents a communal challenge, the strategies and stories of resilience from Duke colleagues provide inspiration that keeps us moving forward.

Adding to the Toolkit Even after figuring out a schedule and how to stay in step with colleagues while working from home, Priscilla Graham was restless given the uncertainty swirling around her. That led Graham to pursue a Certified Professional status from the Society for Human Resource Management, which requires passing a three-hour exam. Priscilla Graham works toward becoming a Certified “If I feel like Professional in Human Resources. Photo courtesy of I’m sitting around Priscilla Graham. and not accomplishing anything, it stresses me,” said Graham, a human resources manager in neurosurgery. For the past several months, Graham has spent down time learning about risk management, unions and compensation, and sharpening that knowledge in evening Zoom study groups. “Even though I’m at home,” she said, “I’m still progressing.”

Documenting the Days While cleaning out drawers, Economics Staff Assistant Liisa Trent found several journals covered in faux leather and colorful cardboard. Gifts from her daughter over the years, the journals sat blank. Anxious over a Liisa Trent has filled multiple journals by documenting her pandemic experience. disrupted schedule and with fewer built-in Photo courtesy of Liisa Trent. boundaries, Trent started chronicling everyday life during COVID-19 – the weather, people she got to see, things that weighed on her mind and small moments that brought joy. “This one simple thing helps me stay steady,” Trent said. “It reminds me that I’m still me. I’m healthy, and I’ve got so much to be grateful for.”

Quieting the Mind Jordan Hale’s 7 a.m. walk with his border collie mix Champ has become a daily meditation practice. Hale, director of new student programs and associate dean of students, leaves his smartphone behind and focuses on breathing deeply, listening to the pitter-patter of Champ’s paws and feeling the crisp morning air during their 30-minute walk. Mindfulness activities re-focus thoughts on the present moment, says the National Alliance on Mental Illness. “I get caught up in the anxieties of what the next semester will look like or when the pandemic will be over,” Hale said. “Taking the time to pause all those thoughts and breathe helps me think more positively. I start to believe we can, and will, get through the pandemic.”

Jordan Hale walks with his dog, Champ. Photo by Jonathan Black.

A Blank Canvas Julie Ramsey creates a change of scenery by mixing dark blues, vibrant yellows and forest greens on blank canvases. Ramsey, DukeWELL Care Manager for the Duke Population Health Management Office, has been making acrylic pour paintings for her walls and loved ones. The technique involves mixing acrylic paint with thinning agents to pour on surfaces. Spending time each week on an art activity can improve a mood, according to Bill Gregory, coordinator of arts programming for Arts & Health at Duke. “You can engulf yourself in drawing, painting or photography without thinking about anything else going on in your life,” he said. Ramsey spends hours mixing paints, watching them slide across canvases and forgetting about the Julie Ramsey made an acrylic pour painting to look like outer space. unknowns in the world. Photo courtesy of Julie Ramsey. “Making art is great for coping,” Ramsey said. “It gives me an excuse to leave the house. I get to deliver pieces to loved ones while wearing a mask. That’s refreshing after I spend my day on the computer.”

Born to Bake Without daily interactions with colleagues and students, days felt off for Brenda Tate, an administrative assistant in the Fuqua School of Business. But she regained a sense of order by baking bread. When an uncle sent her a small amount of sourdough starter - a naturally occurring yeast strain kept alive since 1959– she had reason to dive Brenda Tate turns out several loaves per week. into the hobby. And Photo courtesy of Brenda Tate. she’s not alone. More Americans are cooking at home during the pandemic. >> continued on page 6 working.duke.edu

Inspired by hours of online bread-making videos, Tate bakes loaves of seeded sourdough rye every few days, giving her peace and plenty of warm, house-filling aromas. “The slow pace of sourdough, the satisfaction that comes from working with your hands, the olfactory delight of baking bread, and the ‘Shazam!’ moment when you open the oven and see your baked bread for the first time – it all feels so good!” she said.

A Silver Lining Aguedo Cordero, an emergency communications officer with the Duke University Police Department, has used his extra time to seed his yard and gain financial knowledge. Before the outbreak, Cordero took his grandchildren to and from school. Now, while the children learn online at home, he’s right next to them on LinkedIn Learning, studying Microsoft Access, financial investments and how to create a personal budget. LinkedIn Learning, which features 16,000 courses covering Aguedo Cordero, right, with his wife, business, technology and creative granddaughters and dogs. Photo topics, is available at no charge to courtesy of Aguedo Cordero. Duke employees. “It’s a silver lining to this hard year,” Cordero said.

Under the Stars Melissa Cowan-Street, a clinical nurse with the Specialty Infusion Center, has battled nagging concerns about the health of her daughter Takisha Street-Ten, a pulmonary registered nurse with Duke Health. Fear, coupled with isolation, has left Cowan-Street feeling down. The feelings are common, according to the Centers for Disease Control and Prevention (CDC), which says that

many adults have experienced at least one mental health or behavioral concern related to the pandemic. To feel better, Cowan-Street created an outdoor movie theater in her backyard. She purchased a projector and 108inch screen that is attached to two wooden stakes. Her family visits nearly every week for screenings of “Trolls World Tour,” “Frozen” and the TV show “Power.” “It was an investment in my happiness,” Cowan-Street said. “My world felt right again having my family back.”

Staying in Motion Jameela Nikolich, Duke Clinical Research Institute’s manager of clinical trial operations, combats stress one step at a time.

Jameela Nikolich, center, her daughter Katherine, left, and au pair Flora Paul, right, who all lived together at the time, completed a 5K in July 2020. Photo courtesy of Jameela Nikolich.

Nikolich, her two teenage daughters and the family’s au pair began “Couch to 5K,” a program that trains participants to complete a 3.1-mile race over nine weeks. Every afternoon last spring, the family bonded while walking and running in their neighborhood. After the program ended, Nikolich continued the activity, averaging 17,500 steps a day. Workouts ease worries about her two sons in college. “I cannot emphasize enough what getting outside and moving did for my mental health,” Nikolich said. “It felt like this was the one thing I could control.”

A Furry Friend For months, Bryan Koen’s family has worked and learned together at home. Space is tight and uninterrupted time is rare, making Koen’s jobs as a husband, father of two elementary-schoolaged children, and Duke University Energy Initiative senior education program coordinator challenging. 6

Melissa Cowan-Street set up a theater in her backyard. Photo by Jonathan Black.

Well-being Tools and Resources Healthy Duke Bryan Koen and his family welcome nine-year old beagle Kramer to the household. Photo courtesy of Bryan Koen.

“You can’t devote enough time to any one facet of your life,” Koen said. “You feel like you’re underperforming with all areas of your life.” Koen’s experience isn’t unique as a study in the Journal of The American Academy of Pediatrics said 27 percent of parents reported the mental health of themselves and their children suffered during the pandemic. Last spring, the Koens’ collective stress was reduced when they adopted Kramer, a nine-year old beagle. Kramer provides reasons for the family to take calming walks and gives the children a new, loyal friend. “They treat him like a teddy bear,” Koen said. “Sometimes more so than I think he wants. But he’s bonded pretty tightly.”

Finding Youthful Joy While Zoom and email help Tara Ilsley, a population health specialist with the Population Health Management Office, work remotely, the shared jokes and conversations with colleagues have been harder to replace. While talking with family about her funk, Ilsley hit upon an idea. “I thought, ‘What used to bring me joy as a kid?’” Ilsley said. That led her to a used sporting goods store, where she spent $7 on a pair of pink roller skates. Since then, On nice days, you might find Tara Ilsley zipping around she’s made weekly excursions Durham on roller skates. Photo courtesy of Tara Ilsley. to wheel around nearby tennis courts and the American Tobacco Trail. “You can’t not be happy when you’re on roller skates,” Ilsley said. “It’s such a joyful thing.”  By Stephen Schramm and Jonathan Black

Share your COVID-19 story or coping strategy: hr.duke.edu/sendnews

he healthy campus initiative focuses on five core T areas: food and nutrition; mental and emotional well-being; physical activity and movement; fulfillment and purpose; and environment and culture. healthy.duke.edu

Well-being and happiness strategies nyone looking to become a champion of well-being, A can use these toolkits of resources to create a culture of well-being or bring more joy into a day. hsq.dukehealth.org/well-being-toolkit

Meditation and more taff and faculty can participate in a variety of free S virtual activities at the Student Wellness Center. Offerings include guided meditation, knitting and more. studentaffairs.duke.edu/wellness

Duke Personal Assistance Service icensed professionals offer assessment, L short-term counseling and referrals for personal, work and family problems. Services are available at no charge to benefits-eligible faculty, staff and their family members. pas.duke.edu

Duke Behavioral Health and Substance Abuse Benefit Duke offers outpatient and inpatient behavioral health and substance abuse benefits under its medical plans through Aetna and Blue Cross Blue Shield. hr.duke.edu/behavioralhealth

National Alliance on Mental Illness he National Alliance on Mental Illness (NAMI) is T celebrating its 40th anniversary and is the nation’s largest grassroots mental health organization. nami.org working.duke.edu

Working Toward Racial Justice Tracing stories of Duke’s first Black workers

This is a new series that will highlight individuals, departments, schools and units that are taking action to better understand and address racial inequities at Duke. The graphic that accompanies the series at left was designed by Zaire McPhearson, an instructor in the Department of Art, Art History and Visual Studies. We enter this series with humility reflected by President Vincent E. Price: “We won’t always get this right—and we will make mistakes along the way. But we are committed today and throughout the future of Duke to addressing systemic racism on our campus and setting an example for our nation and the world.”

n a 1992 article about the transition of Durham County from a textile and tobacco town to high-tech community, William V. Bell, then chair of the Durham County Board of Commissioners, described Duke in a way others had privately expressed. “It’s no secret that in some circles, Duke is still thought of as a plantation …” Bell said in the article, which appeared in a special insert of Duke Dialogue, the university newspaper. “To Duke’s credit, it hasn’t ignored these issues. It has attempted to address them.” The reference to Duke as a plantation reflects a complicated history that Duke continues to wrestle with today. Some of that history was explored during the university-wide “Living While Black” symposium last summer when more than 50 Black faculty, staff and students shared stories of discrimination, presented research on racial inequities and issued urgent calls for change. “Black hands have always been at work at Duke, even before Duke was Duke,” Chandra Guinn, director for the Mary Lou Williams Center for Black Culture, told the 6,300 members of the Duke community who attended the online symposium. Tracing the stories of the first Black workers at Duke is difficult because their biographies are poorly documented. However, their histories will be a focus of new academic research funded by the Duke Endowment in 2021. “Understanding and knowing history helps us think critically and strategically about what work there is left to do,” Guinn said. “We have to understand where we’ve been in order to capitalize on the lessons learned. It is demoralizing not to admit to progress, but it is utopian to think that everything is alright.”

‘Before Duke was Duke’ While Duke University was established in 1924 – after the Civil War and emancipation of enslaved people – the university traces its origins back to 1838 when Brown’s Schoolhouse was established in Randolph County.

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George-Frank Wall was an employee of Duke for nearly 60 years. Note the patch on his sleeve inscribed “Duke University 1892.” This picture is from 1946. Photo courtesy of Duke University Archives.

Brown’s Schoolhouse in Randolph County, North Carolina, circa 1842. Photo courtesy of Duke University Libraries.

Finding information about Duke’s first Black workers has often led to dead ends. “There is a lot we don’t know yet,” said University Archivist Valerie Gillispie. “There is more work to be done to investigate enslaved people and workers after the Civil War and really try to understand their biographies and their stories.” One of the better known stories is of George Wall, a formerly enslaved person hired at the age of 14 in 1870 to work on the Trinity College campus in Randolph County. Wall, who was among Duke’s first documented Black employees, moved with the school to Durham in 1892 and worked as a janitor until his death in 1930, marking 60 years with Trinity College and Duke University. He purchased land near East Campus and helped establish a neighborhood later named Walltown after him. George-Frank Wall, one of Wall’s nine children, worked for Trinity College and then Duke University until his death in 1953. In his will, George-Frank Wall, dubbed the “sheriff of the dining halls,” left all of his possessions to his wife – except for $100, which he gave to Duke University. “I want to impress on other colored men, the fine and good relations between Christian White People and Christian Negroes,” wrote George-Frank Wall in his will, according to an article in the September/October 2012 issue of Duke Magazine. “For seventy-five years, I have been employed by said institution and never a cross word but Christian Harmony.” As more Black workers filled the ranks at Duke, a struggle for racial equity and civil rights emerged.

Fight for Civil Rights While documentation of Black workers in Duke’s early years is scant, there is a letter from 11 Black janitors to President William Preston Few dated Sept. 22, 1919, that highlighted concerns about pay. The letter pleaded for a wage increase, concluding, “We hope that you will not forget us.”

Wage disparities prompted Black janitors to submit a letter to President William Preston Few in 1919. A second letter was sent seven months later. Photo courtesy of University Archives.

Oliver Harvey distributes literature in April 1967 on campus. Photo courtesy of North Carolina Collection, Durham County Library.

Wage disparities among Black workers at Duke continued in the 1960s. While federal minimum hourly pay was $1.25 in 1965, Black workers earned less because universities and other non-profits were exempt from federal minimum-wage regulations. According to a 1965 article in The Chronicle, maids earned 85 cents per hour; janitors made between 95 cents to $1.05 per hour. Oliver Harvey, a janitor and later supervisor, organized a campus effort to bring about change. In February 1965, Harvey established the “Duke Employees Benevolent Society” to campaign for higher pay and enhanced benefits and working conditions. By September, he transformed the group into Duke’s first labor union, the Local 77 chapter of the American Federation of State, County & Municipal Employees. Two months later, the university agreed to improve pay and benefits. Local 77 remains Duke’s largest union on campus today.

Living While Black Today In recent years, racially charged incidents have continued to occur at Duke and other college campuses across the country. Such events have led to initiatives at Duke to address systemic racism. Duke also created a website Anti-Racism at Duke [anti-racism.duke.edu], a central repository for data and training and to learn about new and ongoing programs. Valerie Ashby, the first Black dean of Trinity College of Arts & Sciences, said Duke’s willingness to confront racism attracted her to the role of dean and why she participated in the Living While Black symposium. “I chose to come to Duke, not because Duke was perfect, but because Duke seemed to me to be a place that wanted to do the work,” Ashby said during the symposium last summer. “I’m hopeful that when we do the work, we are a place that can be different. Wouldn’t it be a great day if people stopped calling us ‘The Plantation’? How beautiful would that be?” 

By Paul Grantham

working.duke.edu

The intuitive DukeHub 2.0, right, is a stark departure from the original version, left.

nveiled in December, DukeHub 2.0 is an online resource for managing student data and the product of two years of work by the Office of Student Information Services and Systems and Office of Information Technology. From dissecting the original DukeHub to building and refining a new digital backbone of Duke’s academic functions, project leaders relied on a workflow that broke the expansive undertaking into manageable tasks. “It was a huge effort,” said Chris Derickson, associate vice provost and director of Student Information Services and Systems (SISS). Here’s why dividing big projects into smaller pieces was a wise approach for the DukeHub 2.0 teams and how it can work for you.

Start with a Solid Plan

Devon Nance, development team lead with the Office of Information Technology (OIT), helped build the original DukeHub around five ago. The site is where students register for classes, faculty enter grades and advisers chart academic paths. Nance recalled the original process had a less-defined workflow that resulted in a product with its share of bugs. Before work on DukeHub 2.0 started two years ago, a months-long planning process identified objectives, workflows and deadlines. By devoting the first segment solely to planning, other parts ran smoothly. Abby Farrell, senior practice partner with Duke’s Learning & Organization (L&OD), said the first step for any project is building a plan that identifies overarching goals and individual steps to reach them. “You need to start with a good foundation,” she said.

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Set Deadlines

When construction of DukeHub 2.0 began in May of 2019, developers knew an early version of the class registration feature had to be ready by August of 2019 for 200 student volunteers to test and provide feedback. The deadline kept motivation high. Dividing projects into smaller pieces won’t do much unless segments come with deadlines, said Aline Holzwarth, a principal with Duke’s Center for Advanced Hindsight. Deadlines, especially for small tasks, help projects move ahead quickly. “You actually ramp up your effort when you see a deadline approaching,” Holzwarth said. “Deadlines that aren’t too far away are much more motivating than ones that are far into the future.”

Stay Agile

The COVID-19 outbreak forced the Student Information Services and Systems team to turn their attention to rebuilding fall academic schedules for remote learning. “There became less mental bandwidth for people to worry about DukeHub 2.0,” said Kathy Carley, senior business analyst. When things settled down, team members easily resumed DukeHub 2.0 work because of the sturdy plan and approachable individual tasks. “If you have a game plan, you can say ‘here’s exactly where we left off,’” Holzwarth said. “That makes it easier to pick things back up again. You won’t feel like you’re starting over.”  By Stephen Schramm

Explore professional courses at hr.duke.edu/training

Home Court Advantage Head Women’s Basketball Coach Kara Lawson builds program from the inside

or the first few months of Kara Lawson’s tenure as Duke women’s basketball coach, her orbit was somewhat small. Hired last July during the pandemic, she was greeted by a mostly empty campus. With summer recruiting events scrapped, she stayed in Durham. And with limited access to fall sporting events, Lawson, who looked forward to watching other Duke teams, had to follow from afar. Lawson was fine with it. With a program to build and relationships to cement, she knew her most important work would be done within her tight circle. “Our players and our staff are the most important people in our program,” said Lawson, Duke’s fifth head women’s basketball coach. “So the fact that I was only allowed to be around them was a pretty cool thing.” While playing for Hall of Fame coach Pat Summitt at the University of Tennessee, Lawson was a two-time All-American and reached three Final Fours. Her 13-year WNBA career featured a league championship and All-Star Game appearance. In 2008, she helped Team USA win gold at the Beijing Olympics. And after serving as an ESPN analyst, Lawson joined the Boston Celtics in 2019, becoming the first woman to coach for one of basketball’s most storied franchises. Upon arriving at Duke, Lawson knew her most pressing work required people skills to match her deep basketball knowledge. She held regular 1-on-1 meetings with players, getting to know them and giving Coach Kara Lawson talks with guard Jaida Patrick during a game this season. Photo courtesy of Duke Athletics. them a chance to learn about her journey. She also joined players in August for a peaceful campus protest against racial injustice. “There’s nothing more important than equality and building a better future,” an emotional Lawson said while surrounded by players that day. Junior guard Miela Goodchild said the personal accountability and positive attitude Lawson has brought to encounters offers insight into what lifted Lawson to highest levels of the sport. “She knows what she’s doing,” Goodchild said. After getting the coaching staff in place in August, Lawson has enjoyed seeing the women’s basketball offices on the fourth floor of the Schwartz-Butters Athletics Complex come to life with laughter, inside jokes and playful banter. The Blue Devils ended their season early due to health and safety concerns stemming from COVID-19, but Lawson continues her work building a foundation for the program’s future. “We had the opportunity to build authentic relationships,” Lawson said. “If we were in wide open regular life, we’d have all been more scattered. But it’s just been our group, and that’s been good.”  By Stephen Schramm

Follow women’s basketball at goduke.com

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A Historic Semester

Through innovation and resolve, university perseveres during COVID-19

ith sidewalks, stadiums and performance stages mostly empty, COVID-19’s effect on Duke last fall was unmistakable, but 2,874 residential students completed a semester with no virus transmissions in classrooms. As institutions across the country altered plans due to outbreaks or only offered online instruction, Duke served as a national model with its multi-pronged testing system, reduced campus population and enhanced cleaning that helped the university safely navigate a semester of in-person and virtual classes. “Thanks to the collaboration of literally hundreds of dedicated individuals, along with the high level of engagement by our students, we have had a very positive fall,” said Kyle Cavanaugh, emergency coordinator and vice president for administration. To stay on the trail of the virus, all students returning to campus in August were asked to observe 14 days of quarantine and get a COVID-19 test prior to arrival. On campus, Duke deployed a sophisticated testing and modeling system, and students were tested when they arrived and throughout the semester. Beth Sullivan, associate dean for research training and a professor of Molecular Genetics and Microbiology, was among the thousands of Duke community members who regularly took part in required testing. On campus nearly daily for lab work and teaching, Sullivan’s participation in the campus-wide Students use a hand-sanitizing station in the Brodhead Center. Photo by University Communications. surveillance testing program, which logged around 16,000 tests per week by the end of the semester, was a small price to pay to stay safe. Only 6 percent of universities with more than 5,000 students and inperson teaching used surveillance testing. Any positive test during Duke’s overall surveillance monitoring started a robust contact tracing process that located potential exposures. “There were just many processes in place that I felt confident about,” Sullivan said. Duke’s housekeepers from Housing and Residence Life, University Environmental Services and Duke Dining covered campus seven days a week, disinfecting public areas, restrooms and high-contact surfaces at least twice a day. Using disinfecting atomizers and anti-viral cleaning spray, housekeepers took aim at the virus. Wearing more protective gear, they protected themselves, too. “We used everything in our toolbox to make sure everything was as clean and safe as possible.” said Bernard Smith, associate director of residence hall operations. On campus, Vice Dean of Students Amy Powell regularly encountered students wearing face masks and keeping physically distanced, behaviors stressed by experts as essential for slowing COVID-19’s spread. From the staff-led “C-Team” – which surveyed campus for breaches in safety protocols – to the ubiquitous hand-sanitizer stations, it was easy to embrace the behavioral responsibilities. “I think everyone realized that we’re lucky to be here, and we want to do everything we can to stay,” Powell said.  By Stephen Schramm

WORKING@DUKE

For Duke’s response, visit coronavirus.duke.edu

Q&A

How will Duke’s Workforce Change in 2021?

With many Duke staff and faculty working remotely due to COVID-19, Working@Duke talked with Kyle Cavanaugh, Duke’s vice president for Administration, to learn more about returning to campus in 2021.

Predictions are difficult in uncertain times, but what might our workplace look like in the coming year? Our health system has not missed a beat, and the overwhelming majority of our clinical colleagues have continued to come in every day. For the university, my hope is that we see slightly more people back physically in the workplace. But at least through the spring of Kyle Cavanaugh 2021, it’s very likely that the majority of people currently working remotely will continue to do so. As the vaccine becomes widely available, my hope is we can build on our successes and slowly incorporate face-to-face instruction and in-person interactions. Still, core administrative areas are very likely to stay remote. A number of infrastructure positions in audit, finance, some technology areas and human resources are going to continue to work remotely for some time.

How do you imagine remote work becoming a permanent part of the workplace? It’s impossible to take a broad brush and apply it across all of Duke because we are a collection of hundreds of units, and the work that gets done across the enterprise is different. Are there positions that can complete core responsibilities remotely forever? We’re going through an effort to understand that now. I do believe that a positive outcome of this experience

is to look at our work and how it gets done as an organization. The implications for issues of real estate, of building occupancy, of the infrastructure, of transportation, all of those things could have a really profound impact on the institution. Overall, as part of any remote work culture, we will set parameters around equipment and work schedules. Certain positions require that work is done by 5 p.m., but there are other roles where, as long as a certain amount of work gets done in a 24-hour period of time, a traditional schedule may not apply. We will assess and establish policies, procedures and processes, but how these get implemented will be unit specific.

How will the pandemic affect hiring and staffing this year? We are in a tough financial position. We’re better positioned than most, but that doesn’t mean we’re not going to go through some readjustments. For example, the university will see fewer positions over the next two to three years. Every position that becomes vacant, whether through retirement or someone leaving for another reason, will be highly scrutinized. We’ll ask, ‘Do we really need to replace that position?’ That said, Duke always has opportunities for talented people, and we’re always going to be in the talent business. Whether those are people already here, or those are new opportunities, we’re always aspiring to identify fantastic performers, bring them in, support them and have them develop a full career here. 

Interview by Jonathan Black

working.duke.edu

‘Family-First’ Benefit Duke’s expanded parental leave offers new parents more time off

or Kaitlin and Christopher requirement for the parent to be Briggs, the excitement over designated as the primary caregiver. expecting their first child Now, if both parents work at Duke, as came with a nagging worry: is the case with the Briggs, the policy how to maximize time off work to allows both parents to qualify. Previously, be with the baby. one parent could apply for the benefit. The couple, both Duke For faculty, the length of paid employees, did the math with their leave remains the same, however the accumulated time off in anticipation requirement that a parent be designated of the November due date. Neither as primary caregiver to use the benefit Kaitlin nor Christopher planned to is lifted. And, if both parents work take a personal day, but when Duke at Duke, both can take advantage Christopher and Kaitlin Briggs take newborn son Julian home from announced an expansion to the of the benefit. Duke Regional Hospital in November 2020. Photo courtesy of Parental Leave policy last summer, Expanding the benefit supports Christopher and Kaitlin Briggs. everything changed. the well-being of working parents who “Kaitlin and I just started yelling, ‘Did you see? Oh my God!’ are adjusting to caring for a newborn or adopted child. when we found out,” said Christopher, senior assistant director of “I’ve learned through my own parental experience how Undergraduate Admissions. “We felt so lucky in that moment.” important that initial time is for both the parents and children The expansion doubled the paid time off for Duke staff from after a child is born,” said Kyle Cavanaugh, Duke’s vice president three weeks to six weeks for the birth or adoption of a child, for Administration. “I’m thrilled with the improvements that allowing Kaitlin and Christopher to each take two days off in we’ve made to support parents.” July for a long weekend of rest before the birth. With the expansion, Kaitlin reduced the vacation and sick “You feel emotionally drained from all the stress and days she planned to use. And Christopher took an additional excitement of being pregnant,” said Kaitlin, senior program six weeks off, giving him time to help Kaitlin recover and get director of the Office of Special Events and University to know Julian. Ceremonies, who gave birth to Julian Howell Briggs on Nov. 2, “My mind isn’t split between trying to work, be a good dad 2020, at Duke Regional Hospital. “The new policy gave me a and a supportive husband,” Christopher said. “I can focus on chance to recharge before becoming a parent.” helping Kaitlin and our kid. The new policy is definitely a In addition to doubling paid time off, the expanded family-first benefit.”  By Jonathan Black benefit eliminates a three-week waiting period and eligibility

WORKING@DUKE

Learn more about Parental Leave at hr.duke.edu/ParentalLeave

SUSTAINABLE DUKE YOUR SOURCE FOR GREEN NEWS AT DUKE

Final Steps to Climate Neutrality

As Duke nears a 2024 deadline, what carbon footprint reductions remain?

n 2007, when Duke announced to building on our history of its goal of becoming climate leadership in protecting the neutral by 2024, it seemed both environment, a vitally important ambitious and abstract. While priority for our university – and for the challenge was steep, the humanity – as we grapple with the deadline, which was earlier than challenges of climate change.” any Ivy Plus institution, was Duke also hopes to harness the 17 years away. potential of biogas, which is derived Since then, Duke has made the from methane from feedstock such campus more efficient, embraced as food or livestock waste, to bolster new energy sources and established its renewable energy portfolio. sustainability as a core value. While the solar energy piece is in “I’m excited to see climate place, work continues on finding Duke will partner with Pine Gate Renewables, which operates solar facilities neutrality becoming more real, the best biogas partnership. such as this one in Hampstead, to create three new facilities by 2022. but we’re not there yet,” said Duke Photo courtesy of Pine Gate Renewables. Sustainability Director Tavey Capps. Offsets Come into Focus with air travel, the path to carbon neutrality With three years to go, what storylines becomes much easier. Duke will get close to climate shape the home stretch of Duke’s climate “This is not a ‘pat-ourselves-on-theneutrality through emission reductions, neutrality quest? back’ scenario,” said Assistant Sustainability but carbon offsets, or actions that reduce Director Jason Elliott. “But there are ways the carbon in the atmosphere, will cover Pandemic Effects to capitalize on this. We’ve learned a lot what’s left. Assembling those offsets is over the past few months.” For the 2019-20 fiscal year, Duke’s the mission of the Duke Carbon Offsets total emissions were down 34 percent from Initiative (DCOI) the 2007 baseline. It was a dramatic drop The strategy has been to find nearby Growing Green Energy from 2018-19, when emissions decreased offset projects with ties to Duke’s Duke’s emission reduction effort got a 20 percent from 2007. educational mission and benefits beyond boost last summer when it partnered with The drop last year was due to COVID- Asheville-based Pine Gate Renewables to simply reducing carbon. Recent examples 19’s effect on travel-related emissions, build three new solar facilities which, when include a wetland redevelopment project in considered the most stubborn piece of eastern North Carolina and an initiative to completed in 2022, will generate enough Duke’s carbon footprint. In the spring protect areas of forests near Hillsborough. energy to cover around 50 percent of the of 2020, around 20 percent of Duke “This is crunch time,” said DCOI needs of Duke’s campus. University employees commuted to Program Manager Matt Arsenault. “The Creating solar energy is a key piece campus on an average day, while nearly years of work we’ve done are going to be of Duke’s goal of reducing on-campus all university-related air travel stopped. paying off soon and that’s exciting.”  carbon emissions by 84 percent by 2024. Many changes won’t last beyond the “This partnership is a key step toward By Stephen Schramm pandemic, but should Duke continue to carbon neutrality,” said Duke President embrace telecommuting and be judicious Vincent E. Price. “Duke is committed Learn more about Duke’s climate neutrality goal: sustainability.duke.edu

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SOCIAL

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Sharon Muñoz  Working@Duke

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October 19

Good morning DRH... lets focus and give our best! Happy Monday to all.

Franklin Humanities Institute @fhi_duke

So pleased to see this article celebrating 10 years of @LeftOfBlack w @NewBlackMan, and highlighting the contributions of @DukeU staff @Camille225, Catherine Angst and @View_Findr, as well as @DukeGradSchool alum @SashaPanaram! FHI now produces LoB & new episodes drop Thursdays! Working@Duke

@WorkingatDuke · 2h

Nearly 300 episodes in, the “Left of Black” webcast highlighting Black history, art and academia remains a strong voice: http:// ow.ly/mcXk50CFmZU @NewBlackMan @Camille225 @View_ Findr @DukeTrinity @DukeAAAS @jhfcduke @fhi_duke

How to Discover Talents Knowing and developing strengths can help with career planning, work relationships and personal growth. bit.ly/KnowYourTalents Caring for Duke’s Canopy For the past 12 years, Duke has been honored by the National Arbor Day Foundation for its stewardship of campus trees. bit.ly/DukeCanopy Keeping Music Flowing COVID-19 threw the Music Department challenges, but students, staff and faculty stayed in tune. bit.ly/KeepMusicFlowing

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