DIVERSITY MATTERS
JANUARY – FEBRUARY 2021
INSIDE THIS ISSUE Stalking Awareness Month . . . . . . . . . 1 2020 Campus Awards . . . . . . . . . . . . . 2 Martin Luther King, Jr. Day . . . . . . . . . 2 Black History Month. . . . . . . . . . . . . . . 2 Black Greek Administrators. . . . . . . . . 3 Training Package Descriptions. . . . 4-5 Jonathon Lawshe. . . . . . . . . . . . . . . . . . 5 Privilege in the Work Environment . . . 6 Go Red . . . . . . . . . . . . . . . . . . . . . . . . . . 6 DCP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Clarifying Concepts. . . . . . . . . . . . . . . . 8 Religious Holidays. . . . . . . . . . . . . . . . . 8
OFFICE OF EQUITY AND DIVERSITY TEAM uthsc.edu/oed/staff Michael Alston, EdD, CCDP/AP Assistant Vice Chancellor/CDO Olivia Ralph, JD Senior Compliance Officer Skylar Beasley, JD Equity Resolutions Counselor Dominique Crockett, MHA Assurance Officer Tiffinie Snowden, MA Inclusion Strategist Isabella Porcaro, MA Diversity Program Associate The University of Tennessee is an EEO/AA/Title VI/Title IX/ Section 504/ADA/ADEA/V institution in the provision of its education and employment programs and services.
January 2021 marks the sixteenth annual National Stalking Awareness Month (NSAM), an annual call to action to recognize and respond to the serious crime of stalking. Stalking is defined as a pattern of behavior directed at a specific person that would cause a reasonable person to fear for his or her safety or the safety of others; or suffer substantial emotional distress. Stalking behavior can come in many forms including threats, unwanted communication, gifts, and other behavior to contact, threaten, control, or monitor someone. Over 7 million people per year are victims of stalking. According to the CDC, approximately 15% of women and 6% of men in the United States have experienced stalking. The survivors reported knowing the perpetrator in over 80% of the reported cases. The Office of Equity and Diversity will observe National Stalking Awareness month with weekly stalking facts, tips, and resources to inform and protect the UTHSC community. Check the Daily Digest for more information!
DR. MARTIN LUTHER KING, JR. DAY
2020 CAMPUS AWARDS THOMAS C. LICHTERMAN OUTSTANDING EMPLOYEE
The Rev. Dr. Martin Luther King, Jr. federal holiday is a perfect opportunity for Americans to honor Dr. King’s legacy through service. After a long struggle, legislation was signed in 1983 creating a federal holiday marking the birthday of Rev. Dr. Martin Luther King, Jr.
Amaya E. Kumar To honor the memory of Tommy Lichterman and in celebration of his dedicated and enthusiastic service to UT Health Science Center, the Lichterman family and many friends have established the Thomas Connell Lichterman Employee of the Year Award. This award is presented annually to a non-exempt employee who demonstrates the high standards and positive characteristics exemplified by Lichterman. The 2020 recipient is Amaya E. Kumar ($1,500), who works in the College of Pharmacy as a Coordinator for Student Affairs.
In 1994, Congress designated the Martin Luther King Jr. Federal Holiday as a national day of service and charged the Corporation for National and Community Service with leading this effort. Taking place each year on the third Monday in January, the MLK Day of Service is the only federal holiday observed as a national day of service – a "day on, not a day off." The MLK Day of Service is a part of Serve.gov, the President's national call to service initiative. It calls for Americans from all walks of life to work together to provide solutions to our most pressing national problems. The MLK Day of Service empowers individuals, strengthens communities, bridges barriers, creates solutions to social problems, and moves us closer to Dr. King's vision of a "Beloved Community."
CHANCELLOR’S EXEMPT STAFF AWARD
BLACK HISTORY MONTH 2021 Each year, institutions around the country join in paying tribute to the generations of African Americans who struggled with adversity to achieve full citizenship in American society.
Lisa Hall This award was created to recognize non-faculty exempt employees who have demonstrated outstanding service and/or who have made significant contributions to the University community beyond that normally expected for their positions. Drs. Michael and Chandra Alston, co-chairs for non-exempt staff and non-faculty exempt staff groups during HSC Family Campaign, are the original donors behind this award and continue to contribute to the award fund.
The event was first celebrated during a week in February 1926 that encompassed the birthdays of both Abraham Lincoln and Frederick Douglass. The response was overwhelming: Black history clubs sprang up; teachers demanded materials to instruct their pupils; and progressive whites, not simply white scholars and philanthropists, stepped forward to endorse the effort. By 1950, Negro History Week had become a central part of African American life and substantial progress had been made in bringing more Americans to appreciate the celebration. At mid–century, mayors of cities nationwide issued proclamations noting Negro History Week. The celebration was expanded to a month in 1976, the nation’s bicentennial. President Gerald R. Ford urged Americans to “seize the opportunity to honor the toooften neglected accomplishments of black Americans in every area of endeavor throughout our history.” By this time, the entire nation had come to recognize the importance of Black history in the drama of the American story. Since then each American president has issued African American History Month proclamations.
Dr. Michael Alston (OED) and Dr. Chandra Alston (HR) followed through on a promise for the 2020 award that brought about a significant change to the process by now allotting a runner-up award. The 2020 Runner-Up is Anesha Jones ($500), who serves as an Employment Compliance Manager in Human Resources.
The Office of Equity and Diversity will host a series of events during the month of February.
The 2020 Winner is Lisa Hall ($1,500), who is Executive Director of Business Productivity Solutions in Information Technology Services (ITS).
Adapted from africanamericanhistorymonth.gov/about/ 2
DIVERSITY MATTERS
JANUARY – FEBRUARY 2021
BLACK GREEK ADMINISTRATORS AT UTHSC In January 1972, Representative and member of Delta Sigma Theta Sorority, Inc., Shirley Chisholm placed her bid to be the Democratic nomination for the U.S presidency. Rep. Chisholm was both the first Black woman elected to congress and the first Black person to run for president as a major party candidate. Second to Rep. Chisholm, Reverend Jesse Jackson also ran for the U.S. presidency as a Democratic nominee in 1984. Rev. Jackson is a member of Omega Psi Phi Fraternity, Inc.
so that our country may become a safe and just society for everyone. Several of these leaders are members of Black Greek Letter Organizations, more specifically, they belong to one of the “Divine Nine (9)” fraternities and sororities. The efforts of these individuals can be seen in the lives that are impacted by the great work that they do. The University of Tennessee Health Science Center is proud of the leaders we have, several of whom are members of the Divine 9. These leaders represent those administrators on campus with an executive level position title variation of vice-chancellor or dean. We are proud to recognize the courageous and unwavering leadership from the following individuals.
Both leaders pioneered the way for other leaders such as past-president Barack Obama and the vice-president-elect Kamala Harris who is a member of Alpha Kappa Alpha Sorority, Inc. Black leaders have pioneered and sacrificed
Dr. Chandra Alston Alpha Kappa Alpha Sorority, Inc. – Zeta Lambda - University of Tennessee, Martin - Spring 1991 Associate Vice Chancellor Human Resources
Dr. Kennard Brown Phi Beta Sigma Fraternity, Inc. – Epsilon Chi, Illinois State University Executive Vice Chancellor/COO Office of the Executive Vice Chancellor
Dr. Dustin Fulton Kappa Alpha Psi Fraternity, Inc. – Mu Rho – University of Tennessee, Knoxville Assistant Dean for Admissions College of Medicine
Kimberly Moore Alpha Kappa Alpha Sorority Inc. – MU Epsilon – Christian Brothers University – Fall 1994 Assistant Vice Chancellor Facilities 3
Chandra Tuggle Alpha Kappa Alpha Sorority, Inc. – Epsilon Epsilon – University of Memphis – Spring 1991 Assistant Vice Chancellor, Alumni Affairs Development & Alumni Affairs
TRAINING PACKAGE DESCRIPTIONS EDUCATIONAL PROGRAM PACKAGE • Diversity and Inclusion: Workplace, Workforce, and Marketplace Did you know that diversity and inclusion is more than policies, programs, or headcounts? Organizations now realize that inclusion unlocks diversity, and we will discuss how and why this is important. • Implicit Bias: What We Know Have you ever wondered where implicit bias comes from? What are your implicit bias triggers and when do they occur? We will look at some ways to fix this aspect of ourselves. • CREATE: A Guide to Practicing Cultural Humility This course explores how we acquire culture, what culture means, and how we can bridge cross-cultural interactions by using a more comprehensive and on-going framework. The acronym CREATE will be used to demonstrate an approach to practicing cultural humility in our daily lives using only 6 practical steps.
to emotional intelligence also play an important role in the workplace and personal success. This course allows participants to explore the foundational areas of emotional intelligence, uncover personal growth opportunities, and learn practical methods to utilize emotional intelligence in workplace settings.
• Boundaries in Healthcare This course discusses the relationship dynamic between healthcare workers, their patients, and their colleagues. Maintaining professional boundaries assists healthcare workers in their ability to make, objective health related decisions while maintaining. Attendees will evaluate and discuss various scenarios and the appropriate manner in which healthcare workers should respond.
• Self-Awareness: Your Johari Window What kind of relationship do you have with others in your unit, department or across the organization? How often do you reveal information about yourself and what kind of feedback you do receive about yourself through others? We will be discussing you in the class so buckle up and get comfortable.
HUMAN RELATIONS PACKAGE
COMPLIANCE PACKAGE
• What Does LGBTQ+ Mean? This course offers an introductory look at the meaning behind the acronym “LGBTQ+”, issues and policies specifically affecting LGBTQ+ individuals, and how to leverage appropriate and productive allyship towards the LGBTQ+ community. The course is designed to allow for an open and honest environment where questions and discussions can take place by individuals of all backgrounds.
• How to File a Complaint? The Office of Equity and Diversity works to ensure a safe and comfortable working and learning environment at the University of Tennessee Health Science Center. Any member of the UTHSC community who believes they have experienced discrimination on the basis of a protected class can file a complaint with the Office of Equity of Diversity. This course will provide insight into the types of complaints that can be filed, the complaint and resolution processes, as well as available supportive measures available students and employees.
• Got Civility? Treating others with dignity, respect, and making a “good faith effort” regarding other’s feelings is an example of civility. In this class we will define civility, understand its causes, and look at some behaviors that affect civility in addition to imagining a civil workplace – and putting a plan in place to make civility at work a reality.
• The ABC’s of Workplace Accommodations This course offers an introductory look at the accommodation and interactive process regarding the Americans with Disabilities Act (ADA) and Religion. The ADA, Rehabilitation Act of 1973, and other laws prohibits employers from discriminating against individuals with a disability and provide certain rights and protections in this context. The interactive process
• Your Emotional Intelligence Emotional intelligence (EI) facilitates the capacity for reasoning, stress management, communication, and the ability to navigate social situations. Benefits tied
continued on next page... 4
DIVERSITY MATTERS ... continued from previous page
allows for clarifying an individual’s needs, exploring potential accommodations, and ultimately identifying an effective reasonable accommodation(s) as it relates to a disability or religious beliefs/practices. Those who participate in this course will learn relevant concepts and laws, goals of the interactive process, and the importance of not retaliating against the individual for requesting an accommodation. • The Importance of Protected Characteristics This course provides insight into the various protections afforded to individuals by law and policy in the workplace and in education. It includes an overview of EEO laws, Title VI, Title VII and Title IX, and related university policies. Attendees will discuss how discrimination may appear through direct or indirect conduct, and the importance of reporting such conduct. • Implicit Bias in the Search/Hiring Process Search committees are challenged by implicit biases even though they function in an advisory capacity. For some members on the search committee ‘fit’ or ‘add’ of a candidate becomes the focus of the search process exercise. Are you more partial to ‘fit’ in deciding who becomes a part of the team and if so, how should this be addressed?
DESIGN YOUR OWN PACKAGE (may select one course from each of the three existing packages not to exceed three courses in the Custom Package)
• People with People in Organizations When we think about people with people in organizations examples of diversity (i.e., religion, ethnicity, gender, disability, thinking style) like the primary and secondary dimensions of diversity may come to mind. What about the examples for equity and inclusion as organizations strive to create win-win situations in to achieve objectives? Is the order right or should it be inclusion, equity and diversity for people with people in organizations? • ____________________________ • ____________________________ • ____________________________ Stay on the lookout! More information and the ability to request a package will be made available via the OED website early 2021.
JANUARY – FEBRUARY 2021
SUPPLIER DIVERSITY Q&A: FEATURING JONATHON LAWSHE Why was the Diversity Business Enterprise Program started? The UTHSC (later referred to as HSC) Diversity Business Enterprise (DBE) Program was started as an outreach program to small and diverse businesses specifically in the Memphis metro area. The purpose of the program is to provide diverse businesses with the information and resources they need to pursue business opportunities with the university. The ultimate goal Photo courtesy of Allen Gillespie (UTHSC) is to increase the number of diverse vendors HSC does business with and to increase HSC’s annual spend with diverse businesses. What is your role with the program? Procurement Services is the program owner for the HSC campus. As the Procurement Services Director my role in the program is to develop the program strategies and goals as well as to engage both internal and external partners in the effort to promote the program and promote the use of diverse businesses. How did you get involved? How and did you get into this career? The program began at the request of HSC’s Executive Vice Chancellor Dr. Kennard Brown. Dr. Brown wanted to increase HSC’s engagement with diverse suppliers and called upon myself and several other HSC leaders to take on this initiative. Because supplier diversity and procurement are closely related and due to my previous experience in the area, I volunteered to be the lead. About 10 years ago, I held the position of supplier diversity lead at a previous employer. Since then, in my procurement leadership roles, I have been the primary lead person for several supplier diversity initiatives. How has the program changed the vendors used by the University? Through communication of the program and several DBE events facilitated by Procurement Services there have been several new vendors that have been awarded contracts and received new business with HSC. However, the program was just beginning to establish momentum when the COVID19 pandemic emerged. We are in the process now of refocusing on the initiative and working on new approaches to engage diverse suppliers under the current business conditions. What is the value in the program? The Diversity Business Enterprise Initiative provides a lot of value. The program reaffirms HSC’s commitment to diversity. Establishing a vendor base that is representative of Tennessee’s population is both socially and economically the right thing to do. What are your hopes/vision for the future of the program? My vision is for the program to develop into an incubator of opportunities and growth for local small and diverse business. These opportunities will come not just from HSC, but from HSC partnering with other entities to promote local diverse businesses throughout the Memphis metro area. Thank you, Mr. Lawshe! For more information visit: uthsc.edu/finance/procurement/dbe.php 5
PRIVILEGE IN THE WORK ENVIRONMENT Written by Bradley A. Boucher, PharmD, Brian Winbigler, PharmD While not new, the term “privilege” has received increasing attention across the social and political landscapes in recent years. The advantage provided by privilege comes from one’s socioeconomic status, race, ethnicity, religion, etc. Other examples include age, sex, lack of disabilities, sexual orientation, and language, etc. Some of these factors can be controlled while others are beyond one’s control e.g., skin color, age, etc. While grouping of individuals according to these attributes is inevitable within society in general, they are readily apparent within the work environment as well. For example, the term “glass ceiling” has been used to describe the plight of women within corporate America for decades. Another noteworthy example within the UTHSC setting is professional status by virtue of degrees and/or training. Often the term has a negative connotation associated with unearned advantage and/or entitlement. Upon further examination, however, Mr. John Amaechi, a psychologist and former professional basketball player, challenges us to think of privilege as absence of inconvenience or impediments in achieving our personal or profession goals rather than merely an unearned advantage.1 This is critical since having privilege does not mean someone is without struggles and challenges in their work life. Instead, they essentially have fewer obstacles relative to coworkers without privilege. Importantly, one is less defensive or guilt-ridden with their relative privilege when thinking of privilege in these terms.
individuals occupying formal or informal leadership roles can use their advantaged position to leverage a narrative for change. In essence, they need to use their influence to craft an alternative narrative to the status quo. This can include formal training as well as serving as unwavering role models to those whose lives they touch on a regular or occasional basis. Training can cover a wide gambit of topics such as microaggression that may often perpetuate the sustenance of privilege. Another is the observance of religious holidays and traditions outside those of the Judeo-Christian mainstream faith communities in America. All employees can be encouraged to get to know their co-workers more intimately relative to the struggles they may be facing within their personal and professional lives. Understanding the struggles of those less privileged may provide avenue for offering support on many levels. This may provide not only personal gratification but also be beneficial to the organization, promoting the growth and success of all employees to the greatest extent possible. Lastly, a reflection on privilege may also spur dialogue on topics often deemed “uncomfortable.” These topics include sexual orientation, White fragility, structural racism in health care, etc. Venturing outside one’s comfort zone is critical to addressing greater societal issues such as healthcare disparities which are of utmost importance to present and future health care professionals. Such activities have already taken place in forums within the UTHSC College of Medicine (COM) and College of Pharmacy (COP). In the case of the COM, a series of learning sessions were offered by the Gold Humanism Honor Society Chapter and Student National Medical School members during the Summer of 2020. Within the COP, a series of four “Listening Sessions” was developed by the COP Equity, Inclusivity, and Diversity Advisory Board during the 2020 Fall Semester for its faculty, students, and staff.
Instilling a higher degree of equality within a work setting can be challenging unless individuals have an awareness of the advantages they enjoy. Conversely, these same persons must be committed to recognizing the challenges being faced by their co-workers. Placing the burden for equality upon the already disadvantaged requires an even greater Herculean effort by the latter. In some instances, laws are in place to protect those less privileged. Consider the Americans with Disabilities Act of 1990 leveling the playing field with physical disabilities. Other laws such as the Equal Employment Opportunity Act of 1972 safeguard against hiring biases based on race, color, religion, sex, or national origin. Social change is perhaps an even more daunting challenge since those with privilege are often intent with maintaining the status quo either consciously or subconsciously through their daily actions. These changes require focus on a personal level versus legislative mandates.
In summary, privilege is real and often beyond our control. Nevertheless, an awareness of privilege is not beyond our control and of utmost importance for those desirous of greater equality within the work environment. The beneficiaries of such action resulting from such awareness are those less advantaged, the institution, as well as those extending their “privilege” for the betterment of others. 1. Amaechi, J. (November 17, 2020). Privilege blinds us to plight of others who lack it. The Financial Times, Retrieved from ft.com/content/e394fd7b-5bdb-4d968375-a10a24e960c2.
While privilege may be inevitable within the work environment, an increased awareness by privileged
THE NATION GOES RED IN FEBRUARY On the first Friday of every February, which is designated as American Heart Month, the nation comes together, igniting a wave of red from coast to coast. From landmarks to news anchors and neighborhoods to online communities; this annual groundswell unites millions of people for a common goal: the eradication of heart disease and stroke. Retrieved from: goredforwomen.org/en/get-involved/give/wear-red-and-give 6
DIVERSITY MATTERS
JANUARY – FEBRUARY 2021
DIVERSITY CERTIFICATE PROGRAM: FIRST VIRTUAL OFFERINGS The Diversity Certificate Program (DCP), hosted by the Office of Equity and Diversity, serves UTHSC’s institutional goals of fostering and sustaining the diversity of our faculty, staff, students, trainees, and administration by recruitment, development, support, and mentorship of those groups within the entire institution. The program also offers the opportunity for participants to gain knowledge and understanding of current industry “best practices” of equity, diversity, and inclusion that they can then implement and share within their respective domains. The Fall 2020 DCP Cohorts were the first ever to experience the program in a virtual format. That format consisted of two consecutive cohorts – Cohort A and Cohort B – running for five weeks each, with courses two to three times a week offered over Zoom synchronously. Cohort A ran from September 8th to October 9th and Cohort B ran from October 12th to November 13th. There were a total number of 25 participants from both cohorts, including students, residents, faculty, and staff coming from multiple UTHSC departments here in Memphis, as well as from the Nashville, Chattanooga, and Knoxville sites. As seen in the Zoom screenshots here, two closing ceremonies were held for the cohorts. Cohort A’s was held November 16th, 2020 and Cohort B’s was held December 10th, 2020. Graduates from both cohorts are as follows: Dr. Janeane Anderson Assistant Professor, College of Nursing
Dr. David Hamilton Director Laboratory Animal Care Unit
Ms. Dina Mikaiel PharmD Candidate College of Pharmacy
Ms. Renetta Bell IT Analyst III Information Technology Services
Dr. Ashley Hendrix Assistant Professor Department of Surgery
Dr. Marie Chisholm-Burns Dean College of Pharmacy
Ms. Chitora Jones New Innovations Coordinator Graduate Medical Education – Internal Medicine
Dr. Susan Miranda Associate Professor Department of Orthopedic Surgery and Biomedical Engineering
Dr. Theodore Cory Assistant Professor College of Pharmacy Ms. Erica Fulton Associate Registrar Office of Enrollment Management Ms. Donna Gibson Residency Program Coordinator College of Medicine Chattanooga Ms. Demetriss Gilliam Human Resources Coordinator Preventive Medicine Ms. Patricia Goedecke Staff Statistician Preventive Medicine Dr. Tracy Hagemann Associate Dean College of Pharmacy Nashville
Dr. Tyler Kiles Assistant Professor and Clinical Coordinator of PGY-1 CommunityBased Pharmacy Residency Program College of Pharmacy Dr. Santosh Kumar Assistant Dean of Scholarly Integration and Collaboration College of Pharmacy Mr. Dennis E. Leber Chief Information Security Officer (CISO) and HIPAA Security Officer Information of Technology Services – Cybersecurity Dr. Bernd Meibohm Associate Dean of Graduate Programs and Research College of Pharmacy 7
Ms. Sylvia Nisar Student Services Coordinator I Office of Enrollment Management Dr. Kathryn O’Connell Veterinary Resident Laboratory Animal Care Unit Mr. Kalon Owens Jones Coordinator for Student Services College of Pharmacy Nashville Ms. Amanda Simmons PhD candidate Department of Audiology and Speech Pathology Ms. Katharyn Taylor PharmD Candidate College of Pharmacy Ms. Branette Upchurch Sr. Accreditation Specialist Graduate Medical Education Dr. James Wheeler Interim Associate Dean College of Pharmacy Knoxville
CLARIFYING CONCEPTS
RELIGIOUS HOLIDAYS Jan 1
Mary, Mother of God – Catholic Christian
Feast Day of St Basil – Orthodox Christian
Shogatsu/Gantan-sai (New Years) – Shinto
Baptism of the Lord Jesus – Christian
Jan 5
Twelfth Night – Christian
Guru Gobindh Singh birthday – Sikh
Jan 6 Epiphany – Christian Feast of the Epiphany (Theophany) – Orthodox Christian Dia de los Reyes (Three Kings Day) – Christian Jan 7
Feast of the Nativity – Orthodox Christian
Jan 13
Maghi – Sikh
Jan 17 Blessing of the Animals – Hispanic Catholic Christian
PERSON FIRST LANGUAGE Use person first language when speaking about persons with disabilities. Person first language, such as saying “Person with a Disability” rather than using expressions like “handicapped,” or “challenged,” emphasizes that the person is more important than the disability.
CISGENDER Someone who identifies as the gender they were assigned at birth. If someone assigned “female”, and identifies as a girl/woman, she is cisgender.
KOSHER Food made and eaten in compliance with Jewish law.
Jan 18 Week of Prayer for Christian Unity begins – Christian Jan 19
Timkat – Ethiopian Christian
Jan 25
Conversion of St. Paul – Christian
Jan 28
Tu B'Shvat – Jewish
Feb 2 Candlemas – Presentation of Christ in the Temple – Christian
Imbolc-Lughnassad – Wicca/Neo Pagan
Feb 3
St. Blaze Day – Christian
Setsebun – Shinto
Feb 5
Four Chaplains Sunday – Interfaith
Feb 8
Nirvana Day – Buddhism
Feb 12 Triodion – Orthodox Christian
Chinese New Year – Chinese traditional
Feb 14 St. Valentine's Day – Christian
PEOPLE OR PERSON OF COLOR
Transfiguration Sunday – Christian
Umbrella term for anyone who is non-White. Colored is considered offensive. Ethnic and urban are also considered terms with negative undertones and are not synonymous.
Feb 15
Nirvana Day – Buddhist – Jain
Feb 16
Vasant Panchami – Hindu
Shrove Tuesday – Christian
Feb 17
Lent begins – Christian
SOCIO-ECONOMIC STATUS (SES)
Feb 21
Triodion Begins – Orthodox Christian
Feb 26
Purim – Jewish
A place within the social hierarchy based on factors, like education, income and occupation.
For more information, please contact: Office of Equity and Diversity | 920 Madison Ave. | Suite 825 t 901.448.2112 | f 901.448.1120
uthsc.edu/oed
Retrieved from: religiouslife.princeton.edu/religious-holidays