2014-2015 Annual MeetingReport

CEOD Achievements for FY 2105 and

Goals for FY 2016

The nine CEOD Subcommittees work to achieve their individual group goals and work together to achieve the goals of the synergy project. The synergy project is designed to eliminate silos across the subcommittees and support working collectively to build an inclusive academic medical center. As co-chairs, we were pleased to have added a new synergy project to the portfolio of CEOD initiatives.

Bullying: Beyond Finger-Pointing to a Culture of Respect, is a system-wide diversity competence education initiative comprised of two parts: a campus self-assessment and a campus community conversation. Our goal is to provide insight through the self-assessment and then convene the campus community conversation to review lessons learned and develop diversity competencies that enhance our culture of respect.

As you are aware, bullying is often targeted toward those individuals who represent dimensions of diversity such as age, disability, sexual orientation and gender and race/ethnicity. It can be a form of unconscious bias that even well-intentioned individuals inadvertently engage in. The topic of bullying has recently extended beyond school environments to the forefront in organizations. Eliminating bullying creates a civil environment that helps to achieve our mission.

Recognizing that not all unpleasant interpersonal encounters on campus represent bullying, the focus of this initiative is positive and educational. We appreciate the active support of Provost/Dean Flotte and the Senior Advisory Committee: Catarina Kiefe, Luanne Thorndyke, Joyce Murphy, Mark Klempner, Deborah Harnois, Michelle Pugnaire, Anthony Carruthers, Jim Leary, Margaret Hudlin, Janet Hale,Tod Wiesman, Jennifer Berryman, and Doug Ziedonis.

Each of us has an active role in creating a culture of respect. Thank you for your support of this initiative and all of the work of the CEOD. Together, we build an inclusive academic medical center characterized by equity, civility, cultural competence and mutual respect.

Jeroan Allison, MD, MS Co-chair

Edith Cullen, MBA Co-chair

If you would like to join or get more information on the CEOD or its subcommittees,

please email Holly Brown CEOD@Umassmed.edu Diversity & Inclusion Office: 508-856-2179

www.umassmed.edu/DIO/CEOD

About the CEOD

In keeping with our commitment to diversity and inclusion, UMMS has established the Committee on Equal Opportunity and Diversity (CEOD), a standing committee that reports to Chancellor Collins. The CEOD works in collaboration with the employee resources groups of our clinical partner, UMass Memorial Health Care. The subcommittees of the CEOD are as follows:

Civility: promotes a sustainable civil culture by raising awareness through events, education and training. Chairperson – Tom Hopkins; Executive Sponsor: Jim Leary, Vice Chancellor, Government and Community RelationsCWM Diversity Committee: represents CWM’s commitment to supporting employee diversity and inclusion in our workforce. Chairpersons – Theresa McGauley-Keaney and Jorge Sanchez; Executive Sponsor: Joyce Murphy, Executive Vice Chancellor, Commonwealth Medicine

Disabilities: works to ensure that UMMS is an inclusive workplace for individuals with disabilities. Chairpersons – Linda Long and Cheryl Cumings; Executive Sponsor: Paulette Seymour-Route, Dean, Graduate School of Nursing

International: welcomes and provides supports to UMMS international employees and their families. Chairpersons – Robert Layne and José Lemos; Executive Sponsor: Anthony Carruthers, Dean, Graduate School of Biomedical Sciences Lesbian, Gay, Bisexual, Transgendered and Ally (LGBT): supports the University in its commitment to an environment that is respectful, fair and affirming to all who work and study here, regardless of sexual orientation and gender identity. Chairpersons – Shawn Morrissey and Kenneth Peterson; Executive Sponsor: Brendan Chisholm, Chief of Staff, Chancellor’s Office

MassBiologics Diversity and Inclusion Committee: represents MassBiologics’ commitment to supporting employee diversity and inclusion in our workforce. Chairpersons – Jeffrey Way and John Finch; Executive Sponsor: Mark Klempner, Executive Vice Chancellor, MassBiologicsMature Workforce: serves as an advocate to identify issues and concerns of the mature worker at UMMS and to develop resources and programs to address these issues and concerns. Chairpersons – Ella Covella and Sue Tremallo; Executive Sponsor: Luanne Thorndyke, Vice Provost, Office of Faculty Affairs (joined by Joanna Cain, Director of Talent Management for OFA)Minority Academic Advancement (MAAC): committed to increasing the diversity of faculty, residents and students at UMMS; supports the recruitment and academic success of faculty, residents and students from underrepresented minority groups. Chairpersons – Pranoti Mandrekar and José Lemos; Executive Sponsor: Terence Flotte, Provost and Dean, School of Medicine

Professional Women: works to improve the lives of professional women at UMMS through provision of a variety of mechanisms and supports. Chairpersons – Tammy LeBlanc and Christine Pimentel; Executive Sponsor: Jennifer Berryman, Vice Chancellor, Communications

CEOD Subcommittee Achievements for FY 2105 and

Goals for FY 2016

Civility

FY15 Accomplishments • Organized a series of Engaged Conversations to launch the 2014Diversity Campus Read of Blindspot: Hidden Biases of Good People. These dialogues, held at University, South Street and MassBiologics campuses promoted critical analysis of the topic of unconscious bias and its impact on the UMMS mission. Participants ranged from 35 to 125 in attendance. • Collected data from UMW community ondefinitions of civility to assist in the design of future programs and promotional materials. • Facilitated discussion groups on Random Acts of Kindness: Then &Now at the University and South Street Campuses. • Convened a cross-section of UMMS employees to explore ways ofincreasing civility in the workplace • Continued annual promotion of the Civility Committee and civility

awareness through an interactive activity at the annual International Festival. • In partnership with the Diversity and InclusionOffice and the Center for Mindfulness promoted the 7 Lessons in 6 Weeks Mindfulness at Work course for maximum attendance of 45 participants.

FY 16 Goals • Support the Bullying Synergy Project in developing strategies forimproving civil behavior in the workplace. • Sponsor and promote the Center for Mindfulness 7 Lessons in 6Weeks Mindfulness at Work course. • Develop strategies to improve the Diversity and Engagement Surveyscores by conducting focus groups on factors related to civility.

FY15 Accomplishments • In collaboration with CWM WorkWithout Limits program, co-sponsored B2B Networking and Job Fair for Veterans with disabilities. • Provided interviewing skills tools andresources to community-based Veteran’s Inc. advocates/trainers. • In collaboration with Disabilitysub-committee, provided transportation to expand access to Supported Assistive Technology Expo. • In collaboration with the Civilitycommittee, co-hosted a Campus Read-based community dialogue exploring unconscious bias. • Co-sponsored and staffed annual HOSA/Future HealthProfessionals leadership conference. • Created and posted Diversity and Inclusion poster series at SouthStreet, Quincy and Schraffts campuses. • Hosted holiday Jazz brunch at South Street campus.• Sponsored a Diversity Photo Exhibit.

Commonwealth Medicine Cultural Diversity

CWM CDC cont. - FY16 Goals • To better understand and address CWM the perceptions anddiversity and inclusion needs of CWM staff. • To increase the number of diversity champions across the CWMenterprise. • To support and enhance HR recruitment strategies, tools and talentmanagement of Veteran recruits and staff. • To increase awareness and support of CWM staff living withdisabilities. • To continue to support efforts to build diverse and inclusiveworkforce and UMMS pipeline initiatives. • To promote integration of cultural competence/diversity andinclusion goals and metrics into departmental/program performance goals.

Disabilities:

FY15 Accomplishments • Conducted an Assistive Technology Expo and hosted a resourcewebsite - 100 people attended and website had 218 unique visits and 296 views • Hosted viewing of the film Murderball used to promoteunderstanding of the challenges people with disabilities face and overcome – 22 participants in attendance. • Promoted the Mass Association for the Blind (MAB) “Our Stories”Photo Exhibit and Reception– 50 participants in attendance. • Co-sponsored a Disabled Veterans and Employment Panel – 15participants in attendance. • Designed and coordinated the training of 24 managers through aManager Training Program offered to both UMMS and UMMMC managers. • Supported the launch of the Access@Work Taskforce, bycontributing to the development of the charter and taskforce goals and objectives.

FY 16 Goals • Continue to increase awareness about disabilities among theUMMS community (faculty, staff and students) by conducting four (4) discrete programs/offerings related to disabilities. • Continue to increase manager skills in hiring, developing, andretaining people with disabilities through the Manager Training Program • Support the Bullying Synergy Project by offering information andexperiences of those with disabilities • Continue support the development of an universal access strategicplan through participation in the Access@ Work Taskforce

Lesbian, Gay, Bisexual, Transgendered and Ally

FY15 Accomplishments • Increased awareness of LGBT specific concerns on campus andenhanced community through sponsoring social networking events. Twenty-five individuals from various UMMS departments attended the May 2015 LGBTA social gathering which added seven new members.

• Hosted the 3rd annual Convocation Week Welcome Luncheon inSeptember 2014 with over 80 faculty, staff and students in attendance. This event engaged UMMS students, faculty and leadership in dicourse on LGBT population statistics presented by Judith Bradford, PhD from the Fenway Institute. • Developed a LGBTA social media site on Facebook with assistancefrom DIO student intern. • Partnered with the Professional Women’s Committee on Dress forSuccess program. • Developed a more robust and educational website by revisingLGBTA definitions. • Co-sponsored with QMass a lecture on Caring for LGBT Patientsfor the School of Medicine students. • Explored a plan for utilization of the Stonewall Center Allytraining program. • Sponsored a lecture on LGBTHealth for GSN advanced practice nursing students. • Co-sponsored the LGBTHealth Awareness Week Webinar, It’s time for trusting relationships: Lessons from LGBT health centers on building trust.

FY16 Goals • Create a sense of community among the LGBT faculty, staff andstudents through social networking events. • Increase awareness of LGBT specific concerns through educationalprogramming that enhances cultural competence and cultural humility when working with LGBT populations. • Align UMMS LGBT policies and practices with national standardsdefined by Human Rights Campaign. • Promote UMMS as an employer of choice and an open and diverseacademic medical center. • Enhance knowledge and networking through exploring bestpractices for managing LGBT matters.

International

FY15 Accomplishments The Committee hosted the 9th annual International Festival and sponsored by the DIO, which drew over 900 attendees. Through entertainment, food, and vendor items on display and for purchase, participants learned about the many cultures that are represented at our academic medical center.

FY16 Goals • In collaboration with Human Resources, develop a “Buddy System”and brochure to jump start the inclusion and integration of international students and scholars into the academic medical community. • Conduct assessment of needs of international students andscholars to be used in the development of initiatives that support their inclusion.

MassBiologics Diversity Committee

FY15 Accomplishments • Organized and engaged active participation for the committeerepresenting a diagonal slice of the organization. • Reviewed and explored strategies to increase the scores for theDiversity Engagement Survey. • Conducted a survey to access staff ’s perceptions of howMassBiologics manages diversity both internally and in the larger community. The participation rate was 41% and the candid feedback that was provided is reflected in the FY16 goals.

FY16 Goals • Restructure Employee Recognition program and initiatives to alignwith MassBiologics Blueprint and better acknowledge and celebrate individual and strategic achievements. • Implement organizational-wide training of all 200 employees to raiseawareness of diversity and inclusion and specifically how diversity drives MB mission in the workplace, with our surrounding communities, and globally. • Re-survey staff and compare to most recent survey to measurechange.

Mature Workforce

FY15 Accomplishments • Served as an advocate for staff and faculty that are over the age of 40through educational and professional development programs and events. Sponsored two Lunch and Learn programs and co-sponsored six seminars on retirement and disabilities. • Increase knowledge base of retirement process for effective planningby employees. • Established partnership with Office of Faculty Affairs and HumanResources (UMMS and UMMMG) to increase reach of selected programs. • Set-up an informational table at the2015 International Festival to raise awareness of the Mature Workforce committee and solicit ideas for programming.

FY16 Goals • Promote the Mature WorkforceCommittee and recruit new members. • Sponsor and co-sponsor seminarsthat are valuable not only to the mature workforce but to all UMMS workers.

Minority Academic Advancement (MAAC)

FY15 Accomplishments • Sponsored and executed a successful NIH RO1 Grant ReviewWorkshop.• Active participation on FDSP and Mentoring Advisory Board.

FY16 Goals • Host a NIH and NSF Grant Review Workshop in collaboration withWPI.• Continue participation on FDSP and Mentoring Advisory Board.• Recruitment of new members to MAAC to create community foradvancing goals that support faculty from underrepresented groups.

Professional Women

FY15 Accomplishments • Highlighted the leadership of women in higher education throughcollaboration with the Women’s Faculty Committee and Women’s Leadership Workgroup in hosting a welcome reception for Dr. Laurie Leshin, President of WPI.• Collaborated with Women’sFaculty Committee and Women’s Leadership Workgroup to raise awareness of persisting barriers to women’s career advancement by hosting a presentation by Dr. Michelle Budig during Women’s History Month in which she discussed her research on The Motherhood Penalty vs. the Fatherhood Bonus.• Raised awareness andrecognition of women’s contributions to the UMMS mission during Women’s History Month, through promotion of a photo history highlighting the women who have shaped UMMS through their accomplishments.• Three newsletters were published and distributed to the professionalwomen of UMMS.• Sponsored a boutique with clothing donated by UMMS employeesto support Dress for Success. The event raised $1800 for the Dress for Success program to assist women returning to the workforce.

FY16 Goals• Support women’s advancement and development by hostinginterviewing and resume writing workshops.• Continue to raise awareness of women’scontribution through publishing of three newsletters.• Continue events to support Dress forSuccess.• Promote peer mentoring among UMMSwomen through monthly brown bag mentoring meetings. • Expand the PWC membership througha recruitment/information breakfast at the South Street Campus.