Available Diversity Resources
Diversity & Compliance Trainings
These are proposed topics for D&EO conversation groups or training for the upcoming year. Please review these training opportunities and prioritize your topic preference by placing #1 next to your first choice, #2 next to your second choice and more.
Title IX & Guidelines on Reporting (Sex Discrimination or Sexual misconduct)
When people hear “Title IX”, they often think of Women’s athletics. But Title IX is so much more because it prohibits discrimination based on sex and gender in any federally funded education program or activity. This class provides faculty and staff with information regarding their responsibilities, as well as, effective steps to respond to sexual violence in accordance to the requirements of Title IX and Board of Regents’ Policy.
Know Your Rights
All UAF employees have a right to a workplace that is free of discrimination and unlawful harassment. Reporting discrimination is a federally protected right. Learn about your civil rights and the steps you should take to report a violation of UAF policy.
Diversity & Inclusion
UAF has been challenged to develop new initiatives that celebrate our diverse community and provide critical programs and services that ensure UAF is an open, caring, and supportive institution. Our objective is to present a few useful best practices on moving diversity and inclusion forward on campus.
Communicating Across Cultures
As we prepare our students to adapt and compete in the global market, there is a growing need to increase the understanding of our culturally diverse world. Communicating Across Cultures is an open discussion regarding intercultural and social norms and myths in our campus community.
Bullying is unwanted and repeated, aggressive behavior intended to hurt another person, physically or mentally. It is characterized by an individual behaving in a certain way to gain power over another person. Bullying is a behavior in the “grey area” that is not always protected by law. We have to look at the PATTERN of behaviors that are demeaning, hurtful or coercive. Join our discussion on how to identify and dismantle bullies in our learning institution.
An overview of the law - All university employees are responsible for maintaining a positive working and learning environment. Supervisors and faculty will promptly respond to complaints of discrimination to determine what, if any, remedial action may be warranted. In resolving these complaints, supervisors and faculty will seek advice and guidance from the affirmative action officer or advisors. University employees and students must cooperate fully with efforts to resolve complaints brought to their attention.
Americans with Disabilities Act & Reasonable Accommodations
A reasonable accommodation is a change in the work environment or the way things are customarily done that would enable a qualified individual with a disability to enjoy equal employment opportunities. Examples: Making facilities accessible, Acquiring or modifying equipment, Providing assistive devices, Flexible leave schedule, Part-time or modified work schedule, Redesign of work space, Modified work site, Job restructuring, Changing tests, training materials or policies, Providing qualified readers or interpreters, Reassignment to a vacant position.
One of the greatest benefits of mediation is that it allows people to resolve a dispute in a collaborative way that meet the needs of both individuals. It is an excellent tool for manager and supervisor when working with conflicting points of view in the workplace.
Discrimination is not as easily defined as a person may believe at first glance. Even if a supervisor or a professor dislikes someone for his or her personality and treats the person in an unfair manner as a result, this may not be enough evidence for a discrimination claim. To file a valid discrimination claim, the EEOC (Equal Employment Opportunity Commission) requires that a person's discrimination fall within one of the protected categories.
Debunking Stereotypes / Myths
Stereotypes are not usually true because they are based on inaccurate generalizations. Let’s have a conversation on ways that we can debunk myths that often limit or marginalize others because of those false generalizations.
Harassment – It’s Not Just About Sex
Unlawful harassment can arise in several forms such as sexual misconduct and/or verbal or physical conduct that degrades, and/or shows hostility or aversion to an individual because of his or her race, color, national origin, sex, religion, age, genetic information, mental/physical disability, or that of one’s friends, relatives, or associates. Let’s explore ways that we can prevent harassment in the workplace from happening.
This training provides information and structure to assist in growth and will help participants recognize and understand issues around “race” and other forms of oppression. We provide a safe, respectful and supporting atmosphere for individuals to learn new information, share their experiences, ask questions, to dispel their fears, to know each other and to stop the separation.
Got Conflict? Conflict Resolution
A conversation on how Conflict Resolution can benefit our community with the use of nonviolent resistance measures by conflicted parties in an attempt to promote effective resolution.
Stopping Gossip in the Workplace and Building Trust
Is gossiping poisoning your workplace? Gossip can affect the morale and performance of students and employees. Let’s discuss ways that we can eradicate gossip from the work place.
Any individual who believes he or she has been discriminated against in an employment or educational opportunity has the right to file a complaint of discrimination. The D&EO office, as a neutral party, will process your complaint ensuring you receive due process. Learn more about your civil rights and the process of filing a complaint.
Retaliation & Reprisal
Retaliation is any action by any person that is perceived as intimidating, hostile, harassing, retribution, or violent that occurred in connection to the making and investigation of the report. UAF strictly prohibits retaliation against any person for, in good faith, using this reporting procedure, or for failing, testifying, assisting or participating in any manner in any investigation or proceedings involving allegations of sex discrimination.
Nursing Mothers on Campus
UAF, in compliance with the law, supports the rights of mothers in our educational and work institution. We are making the best effort to accommodate nursing mothers to express breast milk. Let’s discuss ways that we can improve our services.
Performance Based Questions & Interviewing Techniques
Learn about the benefits of developing performance based questions to increase the effectiveness of the interviewing process in selecting and promoting quality employees.
Affirmative Action Quotas & other Myths
A conversation to discuss the role of AA and dismantle the myths such as quotas and hiring practices
Office of Federal Contract Compliance Programs (OFCCP) New Standard
We will explore the role of OFCCP and the new laws that are shaping equal pay and contractual procedures on campus
A conversation on different aspects of sexual exploitation and how to address this crime when suspected or witnessed
Recruitment & Retention Strategies
Increase your awareness about the importance and benefits of diversity and inclusion in the workplace when preparing to recruit new employees and develop strategies for attracting and retaining qualified employees (or students).
This class provides a comprehensive overview of individual rights and responsibilities under the civil rights laws. This class includes valuable information on the protected categories and the process available for filing a complaint of discrimination.
Reaching Your Potential
This is a discussion on ways that you can optimize your talents and expertise in the workplace. According to the EEOC, the typical person is only working at 50% of his or her potential. We will examine the components that contribute to this potential deficiency and how it can be remedied.
ADA Accessibility on Campus
UAF provides reasonable accommodation to employees or job applicants with a disability, unless doing so would cause significant difficulty or high financial cost. A reasonable accommodation is any change in the work environment (or in the way things are usually done) to help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment. This class was created mainly to assist supervisors understand their role when an employee requests reasonable accommodations; i.e. making the workplace accessible, acquiring or modifying equipment, providing flexible leave or modifying work schedules, providing qualified readers, interpreters, etc.
10 Mistakes Managers or Supervisors Make
An overview of the top 10 mistakes supervisors or managers make. Learn what they are and how to avoid the pitfalls.
Prejudice and Customer Service
Sometimes, without being aware, stereotypes drive our perceptions and impact the service we provide to the people we work with or serve. This class will explore common stereotypes and how they can result in poor productivity in our work environment.
Building a Better Team through Effective Communication
This class focuses on basic elements of effective communication to address barriers or perception that may adversely impact unit cohesion and teamwork.
Function of the Office of Diversity & Equal Opportunity at UAF
A comprehensive overview of the purpose of the D&EO office at UAF as well as a discussion of its mission and goals to ensure we are in compliance with the law while helping to promote an inclusive and welcoming environment