Academy on Anti-Racism. In support of its 2020 Resolution Against Racism and Systemic Oppression, during AY 21/22, the UO Senate will be leading a course for faculty and staff to learn how to employ tools and resources to create a more anti-racist campus community. Antiracist and Inclusion-Building Resources: Readings and media for the Senate Antiracism Academy Program

Courageous Conversations. A dialogue series intended to create authentic and civil spaces for discussion around current events centered on social and racial justice. They aim to reinforce community, build trust, and promote alignment as a foundation for positive campus climate change. Facilitation trainings to be offered regularly by DEI.

Cultural Humility. A practice of self-reflection on how one’s own background and background of others impacts teaching, learning, research, creative activity, engagement, and leadership. This DEI hosted website hosted offers a toolkit of resources to learn more about cultural humility.

Implicit Bias. Take a 24 minute course with diversity expert Stacey Gordon that helps you recognize and acknowledge your own biases so that you can identify them when making decisions, and prevent yourself from making calls based on a biased viewpoint.Also available are videos of 90-minute Implicit Bias workshops to help faculty and staff understand, identify, and address implicit bias in the workplace. Find basic definitions, resources and a bibliography on the Division of Equity and Inclusion's website. 

Learning Cafés. Hosted by the Mills International Center, Learning Cafés are small, diverse dialogue groups that meet weekly over the course of the term with the following goals:

• Cultivate curiosity about how you see the world and how others see it
• Foster empathy for yourself and others,
• Build skills to bridge differences and strengthen connections.

LinkedIn Learning. All UO faculty, staff, and students have access to LinkedIn Learning, and online platform hosting over 8,000 courses on a range of content. The following modules offer a good entry into these general topics:

• Unconscious Bias, 24 minutes
• Confronting Bias: Thriving Across Our Differences, 40 minutes
• How to Be More Inclusive 1 hours, 12 minutes
• Communicating with Empathy, 37 minutes
• Dealing with Microaggressions as an Employee, 54minutes
• Bystander Training: From Bystander to Upstander, 48 minutes

Rehearsals for Life. A joint project between the Graduate School and the Office of the Dean of Students, to help people practice stepping in and defusing disrespectful situations. RfL uses their own stories and experiences to find inspiration for their performances and discussions power and privilege, with audience participation. Topics include:

• Diversity, equity, and access
• Interrupting oppression in everyday situations
• Working effectively with team members
• Challenging authority; and bystander intervention

Student Leadership Workshops. The Holden Center for Leadership and Community Engagement leads a variety of workshops for student leaders. Topics include:

• Practicing anti-racist leadership
• Intersection of identity and leadership
• Inclusive leadership practices
• Queer leadership
• Radical empowerment
• Women in leadership.

Workplace Harassment & Discrimination Prevention. Human Resources provides web-based workplace harassment and discrimination prevention training based on university policies. This training helps you understand:

• What constitutes appropriate workplace conduct
• How to recognize harassing behavior and discrimination
• How to handle harassment situations
• Where to go to report harassment and discrimination

Accessibility Ally Program. A four-hour training led by the Accessibility Education Center. The program is an opportunity for people to increase awareness related to disability and develop skills and knowledge to act as an ally for accessibility and inclusion of students with disabilities. Our mission is to create a network of allies committed to eliminating the attitudinal, physical, and curricular barriers experienced by students with disabilities at the UO.

Topics include:

• Conceptualizations of disability
• Disability identities
• Disability history
• Disability representation
• Ableist language and microaggressions
• Universal design.

An online module is designed for instructors, but open to all employees, and covers topics including disability and higher education, legal foundations, universal design, typical barriers and accommodations, instructor responsibilities, and AEC processes.

Accessibility Education Center Trainings Consultation. AEC staff members are available to the campus community for individual or group consultation related to a broad range of accessibility/disability issues, helping to make the campus a more accessible and inclusive environment.

African-American Workshop and Lecture Series (AAWLS). Brought about as a result of the demands of the 2016 Black Student Task Force, the AAWLS connects national experts with UO thought leaders and change agents. It is focused on helping our campus to better understand the most promising practices in this area and utilizing their expertise to institutionalize more effective environments, practices and policies. Speakers deliver large campus addresses, and lead workshops with smaller groups.

Center for the Study of Women in Society (CSWS). CSWS is a faculty collective which hosts speaker series and colloquia every year which focus on the intersection of race, ethnicity, and gender.

Deconstructing Whiteness Working Group (DWWG). DWWG, a group open to all faculty and staff, works to address racism by taking a hard look at how we have been socialized into whiteness and white supremacy, and how we perpetuate these through personal behaviors and organizational systems.

DWWG meets twice monthly – one meeting for “self-work” and learning, and a second for planning and action as an organizing collective. DWWG offers new member “interest sessions” quarterly, and leads 6-10 week Book Circles on related books every term. 

Dreamer Ally Trainings and Information Sessions. The UO Dreamer Working Group leads trainings and info sessions designed to introduce campus faculty and staff to the topic of Dreamers, DACA-mented and undocumented students, and addressing the challenges Dreamers face and the strengths that they possess, as well as helpful campus and community-based resources.

LinkedIn Learning. All UO faculty, staff, and students have access to LinkedIn Learning, and online platform hosting over 8,000 courses on a range of content. The following modules offer a good entry into these specific topics:

• Supporting Workers with Disabilities, 57 minutes
• Leading Your Org on a Journey of Allyship, 28 minutes

Queer Ally Coalition. Hosted by the Office of the Dean of Students and led by volunteers, the QAC training is a six-hour session intended to reduce homophobia, heterosexism, and gender bias at the UO by creating an atmosphere of understanding and acceptance for all members of our community.

Search Advocacy Training. Search Advocacy is an active recruitment tool that can be used in both faculty and staff searches. . A Search Advocate is a consultant/participant who advances inclusive excellence by asking questions to help search committee members test their thinking, identify and promote practices that advance diversity and social justice; and minimize the impacts of cognitive and structural biases.

Training curriculum prepares faculty and staff to become advocates. Trainings are offered by DEI several times a year 3-4 times a year, 16 hours total

What’s Up With Whiteness. Members of Deconstructing Whiteness Working Group lead a day-long on-campus retreat every year to help participants find their place in conversations about race and systemic injustice by examining their identities and the systems they are a part of. WUWW is intended to be a space where people at all stages of their social justice journey can engage with one another in entry-level conversations about white identity.

Responsible Conduct of Research and Support Program. Led by the Office of the Vice President for Research and Innovation, the program recently began integrating components of cultural awareness, attitude, knowledge, and skills in its offerings.

RCS will also provide offerings specific to the role of research mentorship which will incorporate considerations for research faculty to promote cultural competency in their labs, classes, field of research, and more.

September Institute for New Faculty. Led by the Office of the Provost, the Institute provides new faculty the opportunity to be in community with one another while being introduced to UO’s culture of inclusion, teaching, mentorship, research and leadership.

Teaching Engagement Program (TEP) – Inclusive Teaching Resources. TEP hosts a wealth of information online to help faculty strengthen their teaching practices. Topics include:

• Designing for Inclusion
• Supporting Success and Student Well Being
• Acknowledging Ongoing Impacts of Racialized Violence
•  Inclusion and Class Climate
• Teaching in Turbulent Times Toolkit.

TEP also hosts a Keep Teaching blog; many topics are related to supporting student well being and leading inclusive classrooms.

Teaching Engagement Program (TEP) – Training, Facilitation and Support. TEP provides various workshops, trainings, and facilitated discussions tailored to specific academic department needs. Topics include:

• Teaching Toward Inclusion and Belonging
• Difficult Dialogues
• Student Metacognition and Motivation
• Assessment, grading, facilitating discussion, inclusion in large class environments
• Getting to know students.  

TeachIN. Led by the College of Education, TeachIN is an annual week-long series of workshops which brings together current UOTeach master’s students, K-12 teacher alumni, teaching and research faculty, staff, and community leaders interested in sharing educational ideas and projects with a focus on anti-oppressive pedagogies and transforming teaching.

UO Summer Teaching Institute. Led by the Office of the Provost, the Institute convenes UO faculty for an intensive, multi-day focus on teaching.

Faculty participate in specialized topical pathways and large-format core skills workshops designed to build a shared understanding of teaching practices that are inclusive, anti-oppressive, engaged and research-informed.

Academic Unit Head Workshops. Led by the Office of the Provost, these monthly, 90-minute sessions for all new and continuing unit heads include many equity and inclusion-related topics, including leading with inclusive and equitable practices, and LACE: leading from the inside out. 

Emerging Supervisors Series. Led by Human Resources, this 5-session series is designed for employees interested in exploring leadership principles and supervisory practices. Topics covered include:

• Formal and informal sources of power
• Critical qualities of trust and accountability
• Creating and promoting an inclusive work environment
• Understanding workplace discrimination
• Equitable management practices
• Understanding the ADA and reasonable accommodation.  
   

Finance and Administration, “Everyday Inclusion”. Hosted by the Office of the Vice President for Finance and Administration, this annual month-long initiative builds workplace communities through moments of connection, reflection, and effort. Specifically, it provides ways to reflect on implicit biases and address them by questioning assumptions, reorienting perspectives, and finding ways every day to learn with and about our colleagues, work place and world around us.

UO Leadership Academy. Led by the Office of the Provost, the Leadership Academy is a one-year, monthly development program for administrative and academic leaders at the UO. The academy aligns with the university's commitment to diversity, equity, and inclusion—it is integral to our collective learning and our effectiveness as leaders.

The academy develops administrators and faculty who feel empowered to address complex challenges and work collaboratively to cultivate more equitable environments across (and beyond) campus. The program believes that the integration of diverse backgrounds, identity characteristics, beliefs, and experiences is valuable to enhancing group effectiveness and learning. 

A diverse group of 30 participants, made up of mid- and senior-level changemakers, participate in each year’s cohort through a competitive application. 

VPFA Ducks for Diversity. Ducks for Diversity is a dedicated funding program to increase the number of diversity-related events and trainings, particularly those with an anti-racism focus, in VPFA. It empowers individual employees to choose or develop events and trainings which enhance diversity education and understanding of anti-racism ideas within Finance and Administration. Eligible to all current VPFA employees.