The following set of nine strategic initiatives are structured to explicitly align our institutional commitment with institutional action. The initiatives are focused on these five institutional imperatives for improving equity, inclusion, and diversity at Extension. They include: 1) denouncing racism and bigotry across our organization, 2) investing in our staff’s understanding of historical, social, and political issues that shape the context of our work, 3) reducing barriers and expanding access to our programs and services, 4) improving our practices for attracting, hiring, and retaining a diverse workforce, and 5) tracking our progress with clear measures of accountability.
Executive Summary
For details and updates on each of these initiatives, click and expand the tabs for more information.
Professional capacity building and organizational development
Initiative 1: Expanded understandings of the Land-Grant System history in the U.S. and in Wisconsin
Name | Expanded understandings of the Land-Grant System history in the U.S. and in Wisconsin |
Core purpose/objective | To provide new Extension colleagues, as well as current colleagues, with an expanded perspective of the Land-Grant System history in the U.S. and in Wisconsin. This will include greater attention to how part of the current U.S. Land-Grant system (1862s, 1890s, and 1994s) was founded upon ideas that perpetuate institutionalized forms of racism and settler colonialism. |
Initiative launch date | August 2020 |
Organizational lead(s) | Kandi O’Neil (NCO), Aaron Bird Bear (NCO), Teresa Curtis (OAIC), and Ariana Thao (OAIC) |
Recommended support structure for this initiative | Steering committee |
Alignment with Dean’s Vision Points | VP 1 Local and Statewide Presence, VP 5 Diversity |
Updates:
09/28/2020 Organizational leads attended an orientation for their roles.
12/01/2020 Organizational leads attended an orientation for their roles.
12/11/2020 Organizational leads held an initial meeting with steering committee members
Initiative 2: Learning community for inclusive organizational citizenship
Name | Learning community for inclusive organizational citizenship |
Core purpose/objective | To establish an organization-wide, cohort-based, learning and training platform for Extension colleagues, with specific attention to deepening understandings of power and privilege, racialized Identity, intersectionality, Whiteness, anti-Blackness, inclusive leadership practices, and other issues. |
Initiative launch date | August 2020 |
Organizational lead(s) | Shelly Vils-Havel (HR), Caitlin Yunis (OAIC) |
Recommended support structure for this initiative | Steering committee |
Alignment with Dean’s Vision Points | VP 4 Workforce, VP 5 Diversity |
Updates:
09/01/2020 Extension has hired a lead for this initiative. She will help architect the platform and curriculum for this initiative.
09/28/2020 Organizational leads attended an orientation for their roles.
10/20/2020 Organizational leads held an initial meeting with steering committee members
Initiative 3: Inclusive Excellence Mini Grant Project
Name | Inclusive Excellence Mini Grant Project |
Core purpose/objective | In addition to existing opportunities available from within Institutes, this initiative would create a platform and process for allocating resources from the Dean’s Office to fund educational initiatives and research projects. This would include, but not be limited to, efforts that focus on countering the systemic effects of racism and bigotry. |
Initiative launch date | January 2021 |
Organizational lead(s) | Patrick Robinson (Associate Dean), JulieAnn Stawicki (Associate Dean) |
Recommended support structure for this initiative | Work group |
Alignment with Dean’s Vision Points | VP 1 Local and Statewide Presence, VP 3 National Leader, VP 5 Diversity |
Updates:
09/28/2020 Organizational leads attended an orientation for their roles.
Initiative 4: Statewide anti-racism and anti-bigotry resource library
Name | Statewide anti-racism and anti-bigotry resource library |
Core purpose/objective | To develop a comprehensive set of educational resources that are available to Extension colleagues for self-directed learning opportunities |
Initiative launch date | July 2020 |
Organizational lead(s) | OAIC staff |
Alignment with Dean’s Vision Points | VP 2 Scholarship, VP 4 Workforce, VP 5 Diversity |
Updates:
08/15/2020 The Office of Access, Inclusion, and Compliance started work on creating a resource library.
09/01/2020 The website was launched and is hosted here: https://blogs.extension.wisc.edu/oaic/anti-racism-resource-library/
10/01/2020 With the exception of ongoing maintenance to the library, this initiative is complete.
Initiative 5: Develop additional Extension staffing capacity that is focused on teaching, learning, and culturally responsive practices and pedagogies (CRP)
Name | Develop additional Extension staffing capacity that is focused on teaching, learning, and culturally responsive practices and pedagogies (CRP) |
Core purpose/objective | To leverage disciplinary expertise that supports the cohesive and consistent design and delivery of culturally responsive curricula and educational programming |
Initiative launch date | January 2021 |
Organizational lead(s) | Dominic Ledesma (OAIC), Teresa Curtis (OAIC), Patrick Robinson (Associate Dean), JulieAnn Stawicki (Associate Dean) |
Alignment with Dean’s Vision Points | VP 4 Workforce, VP 5 Diversity |
Updates:
09/28/2020 Organizational leads attended an orientation for their roles.
Workplace safety, inclusion, and accountability
Initiative 6: Bias & hate reporting platform
Name | Bias & hate reporting platform |
Core purpose/objective | In alignment with the objectives of UW-Madison’s Bias & Hate Incident Form, this initiative will develop a formal mechanism that allows Extension professionals to report issues that undermine our commitment to promoting a safe and inclusive environment for all employees, volunteers, and participants |
Initiative launch date | August 2020 |
Organizational lead(s) | Jamie O’Donnell (HR), Greg Johl (ETS), Nathaniel Shay (Dean’s Office) |
Recommended support structure for this initiative | Work Group |
Alignment with Dean’s Vision Points | VP 4 Workforce, VP 5 Diversity |
Updates:
09/28/2020 Organizational leads attended an orientation for their roles.
Initiative 7: Institutional position statement
Name | Institutional position statement |
Core purpose/objective | To develop an institutional statement that clarifies and underscores Extension’s position and commitment to inclusivity and engaging in anti-racism work. |
Initiative launch date | August 2020 |
Organizational lead(s) | Matthew Call (Communications and Stakeholder Engagement) |
Recommended support structure for this initiative | Work group |
Alignment with Dean’s Vision Points | VP 3 National Leader, VP 5 Diversity |
Updates:
09/28/2020 Organizational leads attended an orientation for their roles.
10/12/2020 Organizational leads held an initial meeting with workgroup members.
Cultivating a workforce for 21st century needs
Initiative 8: Task force for inclusive recruitment, hiring, and retention strategies
Name | Task force for inclusive recruitment, hiring, and retention strategies |
Core purpose/objective | In alignment with a recommendation from a recent HR report on racial and ethnic disparities in Extension’s employee base, this task force will support efforts for improving and expanding strategies that attract, build, and sustain a more diverse workforce. |
Initiative launch date | September 2020 |
Organizational lead(s) | Pam Dollard (HR), Nathaniel Shay (Dean’s Office) |
Recommended support structure for this initiative | Task force |
Alignment with Dean’s Vision Points | VP 4 Workforce, VP 5 Diversity |
Updates:
09/28/2020 Organizational leads attended an orientation for their roles.
10/16/2020 Organizational leads held an initial meeting with task force members.
Initiative 9: Steering committee for the Wisconsin Idea Internship Program (WIIP)
Name | Steering committee for the Wisconsin Idea Internship Program (WIIP) |
Core purpose/objective | The WIIP was canceled for summer 2020 due to the COVID-19 pandemic. This steering committee will help build upon the initial momentum and expand opportunities that cultivate a more diverse talent pool of summer interns for summer 2021 |
Initiative launch date | November 2020 |
Organizational lead(s) | Shelly Vils-Havel (HR), Dominic Ledesma (OAIC) |
Recommended support structure for this initiative | Steering committee |
Alignment with Dean’s Vision Points | VP 4 Workforce, VP 5 Diversity |
Updates:
09/28/2020 Organizational leads attended an orientation for their roles.
Questions related to Extension’s Call to Action can be directed to: oaic@extension.wisc.edu.