Extended Leadership Team Inclusivity Statements

Listed alphabetically by last name.

Abrianna Barca:
In order to continually foster an inclusive work environment, I will continue to do the following:

  • Encourage team members to attend events with me
  • Share all opportunities with the entire team
  • Promote transparency in our group and department
  • Learn more about other people and other cultures
  • Recognize my own biases and work to minimize their impact and influence on my daily work

Brandon Bernier:
As the Director of User Services, I will ensure that our department maintains its focus on, and commitment to, diversity and inclusion as it is core to who we are. In User Services, we are supportive and respectful of all forms of diversity, backgrounds and perspectives. I will work to ensure that our workplace culture and climate as well as other projects, initiatives, groups, events, etc. are aimed at creating and maintaining an inclusive environment.

Additionally, as the leader of our department, I will take every opportunity to role model the inclusive behaviors we want to see throughout our team. I will also insist on accountability should any exclusionary behaviors take place.

Sean Bossinger:
To ensure we are the best possible environment in which to innovate and bring value to the institutional mission, I will:

  • Engage with each of my staff members, regularly, seeking to understand them and their motivators;
  • Encourage my staff to understand the importance of understanding and respecting the multiple viewpoints of others;
  • Stop and coach employees who speak out with malice about those who may be different from them in some way;
  • Ensure that we are working with Human Resources to make positions within my area attractive to people from differently diverse backgrounds;
  • And, understand that as a human, I have biases; will seek to understand these biases; and will endeavor to minimize the impacts of these biases in my work.

Sarah Buszka:
As I prepare to lead the account manager team, I will include each team members’ input and take time to reflect and consider all points of view, especially those that are different from my own, before making decisions. I will try to make each person feel like their input matters, and that I am demonstrating respect by listening to their voices. Additionally, I acknowledge my own biases and will continue to work to minimize their impact on my daily interactions with staff and my work.

Salima Currimbhoy:
To make continuous efforts to further impact an inclusive and diverse environment, I will do the following:

  • Be more aware of my own biases of “out grouping” and ensure I am mindful of being inclusive to all.
    (Ex: Going out to lunch and running into someone else from your department, inviting them to come along)
  • Being more conscious of everyday jargon, presentation material, and other forms of communication that can indirectly leave a group or person feeling ostracized. (Ex: Being mindful when speaking to a group (not using “you guys”), or preparing for a presentation and ensuring pictures are of a diverse group and not homogenous, or referring to “husband/wife” as “partner or spouse” to be more inclusive to all relationships types).

Patti Havlicek:
Continue to reach out to student staff to offer them information about all projects happening at DoIT to ensure they feel a part of the culture and can contribute in our effort toward success. In addition, offer them coaching and feedback that they can use to confirm their success or tune their work efforts in the
Tech Store.

Be engaged in efforts involving diversity & inclusivity. My presence and my actions while attending and leading meetings should reveal my support of having a diverse and inclusive environment.

Ask Questions. Be open to feedback from staff and students who see opportunities and present them. Ask co-workers clarifying questions to ensure understanding before jumping to judgement.

Edward Hoover:
As an assistant director within User Services, I pledge to be intentional about cultivating a workplace environment that is diverse and inclusive. I will ask my direct reports to include Inclusivity and diversity as a standing agenda item for our check in meetings.

I will hold my staff accountable for any blatant, discriminatory actions or behaviors that could be construed as micro-aggressions.

From a personal perspective, I will continue to immerse myself into different cultures and environments to learn more about people different from me. In turn, I will share this newfound knowledge with others. On a local level, I will engage with customers and colleagues to seek out and honor their unique

I will lead an activity to foster the topic of inclusivity and diversity at the extended leadership level within the department.

At the Campus level, I will continue to be an active member of the UW-Women in Technology core team and work to offer forums to encourage and promote the hiring, retention and advancement of women in the IT field.

Chris Hopp:
As our User Services Engagement Manager I will foster an inclusive and diverse workplace by continuing to be a strong ally for my women colleagues, by being an advocate for development opportunities to improve our team’s culture, and by highlighting our culture’s inclusion or diverse moments of greatness through our internal communications team channels.

Patrick Johnson:
I commit to using all resources and tools available to me to help foster a diverse and inclusive work space. I will also work to make diversity and inclusion a part of our culture by role modeling inclusive behaviors, helping others develop their skills, and by holding myself and others accountable. I commit to:

  • Utilizing best practices for recruitment and hiring by working with HR and our Employee Programs Coordinator
  • Including diversity and inclusion as an ongoing discussion in one-on-ones and team meetings
  • Inviting team members to attend events with me
  • Challenging language that relies on stereotypes of people
  • Promoting transparency
  • Recognizing my own biases and work to minimize their impact

Dawn Karls:
As a senior product manager and contributor on many cross-functional teams, I will work to foster increased collaboration and communication in the Product Management group with both our full time staff and our student team.

I will:

  • Include students in Product Management staff meetings (when appropriate)
  • Share updates and seek input from Product Management team on behalf of the Great Service Team, OLT, SOAR Planning Team, and Design Thinking – Tech Store Project.
  • Facilitate brief project updates in staff meetings (i.e. what are we working on, how can we leverage each other and our students? What can we learn from each other?)
  • Be cognizant about sharing feedback on why we are not moving forward with something (especially with student proposals and ideas)
  • Attend ‘Delivering Feedback Effectively’ course (signed up 3/8/17)

Brian Kishter:
In order to continually foster an inclusive work environment, I will continue to do the following:

  • Cultivate and practice empathy in my interactions with others
  • Recognize my own biases and work to minimize their impact and influence on my daily work

Jesse La Grew:
I will build inclusion within my team by building in clear channels for feedback and enabling all voices to be heard by enacting multiple communication mechanisms

  • Multiple methods including anonymous feedback (suggestion/feedback box), email, in person and group communications
  • “I” time for group communications feedback
    • Additional feedback can always be given later
  • Plus/Deltas every meeting and group activity
    • Additional for processes and collaboration internally

Jim Lesniak:
To foster an inclusive environment, I will:

  • Work to better understand my implicit biases as a means of reducing their impact on staff and customers.
  • Encourage my staff to attend social and learning events.
  • Encourage socializing and a sense of community by bringing treats more often.

Chris Poser:
For the purposes of encouraging and supporting a more inclusive environment, I intend to:

  • Be open to new ideas and ways of thinking and encourage my team to do the same
  • Continually assess my awareness of my own biases and ensure I account for them when making decisions surrounding myself and others
  • Research and share practical techniques for furthering inclusivity. For example during team discussions this may involve ways to reduce conformity and leverage diversity of thought by:
    • Pairing team members up in brainstorming sessions and having each participant reflect back the ideas of their partner to the group.
    • Providing team members time to write down their ideas and then reading all ideas back to the team.
  • Speak up and take action if I observe behaviors (in others or myself!) that reduce the welcoming, inclusive nature of our institution

Steve Schroeder:
To support an inclusive work environment, I will do the following:

  • Collaborate with others who have different skills, knowledge, and perspectives
  • Intentionally continue to be open to self-reflection seeking new perspectives
  • Committed to bettering myself and the staff around me
  • Focus on giving and receiving feedback to everyone on my team
  • Find and improve processes that create unconscious biases within our work environment
  • Embrace diversity

Brad Thome:
Over the next 90 days I plan to incorporate the following new activities and behaviors to help further cultivate an inclusive workplace culture:

  • Promote the awareness of inclusion through regular topics and activities at the weekly GDS meetings. Topics may include: Recognizing acts of inclusivity from other staff, promoting the awareness of inclusivity of our student employees during the GDS student staff meetings, having a
    regular brainstorming topic to seeking out additional ways we can promote/maintain an inclusive/supportive environment.
  • As the sponsor of DS’s Supportive and Inclusive Environment committee, I will be responsible to ensure that the team is successfully executing on the current initiatives. I will help with this success by actively participating in these activities as well as helping provide the team direction with cultivating new initiatives based on employee input. Current initiatives include celebrating work anniversaries, and organizing social events for DS Staff.
  • Further educate myself by listening to a highly rated audiobook(s) related to the topic of a supportive and inclusive workplace. I will be sure to share out any ideas, and recommended literature for others based on own educational experiences.
  • Add a supportive and inclusive expectations component to DS’s onboarding process for new staff. I want to ensure all new staff are aware from the start that we value and expect a supportive and inclusive work environment. I will encourage them to actively participate in and ask them to provide
    feedback on the workplace climate.

Jeff Wiltzius:
I would like to support and enhance inclusion within the HelpDesk and User Services by doing a number of things. First, on boarding is critical as it sets the initial impression of how inclusive an environment the employee is in. I’d like to continue to advance the HelpDesk’s on boarding processes. I’d like to encourage my team and others to continue to be friendly by saying Hello in the hallways and in their office spaces. Lastly of course I’d like to encourage open and transparent communications among all of
our teams but especially within our Level 2 team and between the HelpDesk team members and all leadership.

Jaclyn Zavoral:
As the Employee Programs Coordinator, I will seek to educate our department on the impact of exclusionary behavior and role model the supportive behaviors we expect of team members within User Services. This means I will provide feedback to individuals when I recognize their comments or behaviors are inappropriate for the workplace.

Bill Zimmerman:
As an Assistant Director in User Services, I am pledging to advance inclusivity and diversity in User Services by incorporating two areas of additional focus:

Culture and Communication – “explain the why”

Based on previous feedback, explaining the why will be critical for our team to understand directions, decisions, planning, and vision. I will demonstrate this by being deliberate to include the why in my one-on-one conversations, my leadership meetings, and our all-staff meetings. I will also seek feedback/confirmation from those discussions to ensure that I am changing the culture to make this the ‘norm’ for all leadership communications.

Space – “conduct environmental review of spaces for inclusivity”

With the continued growth of DS, space has become an issue, as well as with how we are incorporating an inclusive environment for our team. As a key stakeholder for the space redesign strategic plan, I will work with team members to ensure this is a core component in their discussions and planning; I want to
create a workspace environment that is welcoming to our diverse team of staff members. Although this is initially directed towards the DS staff/space, this focus will include all of User Services staff who are affected by the space planning committee.