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
In July 2020, Extension’s Dean’s Leadership Team approved the Call to Action along with the strategic initiatives outlined below. These initiatives supplement the specific efforts already being taken by Extension’s Institutes and Areas. Many of the Call to Action’s initiatives include the creation of an ad hoc support structure (e.g. work group, steering committee, task force). This presents Extension colleagues with opportunities to be engaged in the work and contribute meaningfully to shaping the goals, outcomes, action items, and accountability measures that are appropriate for each initiative and its objectives. Each initiative also lists an organizational lead who will determine an appropriate timeline needed to accomplish the objectives and tasks for each initiative. The Interim Director of the Office of Access, Inclusion, and Compliance (OAIC) will provide an initial charge for each support structure and provide additional guidance as needed. Efforts of support structures will be accountable to the Dean’s Leadership Team. Organizational leads, along with the input from the support structure members, will update members of the Dean’s Leadership Team on the progress and completion of each initiative. Questions related to Extension’s Call to Action can be directed to: oaic@extension.wisc.edu.
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) | Director of New Colleague Onboarding, Director of Tribal Relations, OAIC staff |
| 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.
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) | Human Resources, OAIC staff |
| 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.
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) | TBD |
| 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 has created a library on their website. Colleagues can find it here: https://blogs.extension.wisc.edu/oaic/anti-racism-resource-library/
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) | Dean, Associate Deans, OAIC Interim Director |
| 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) | Human Resources, Educational Technology Services, 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) | Office of 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.
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) | HR Director |
| 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.
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 cancelled 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) | Dean’s Leadership Team, Human Resources, OAIC staff |
| 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.
