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Diversity Equity and Inclusion (DEI) at ORSP

ORSP DEI Media Club

The DEI Media Club is one of the initiatives sponsored by the DEI Internal Experience Subcommittee. The Media Club plans and holds discussions around DEI-related books, articles, podcasts, videos, films, and more.

ORSP DEI Committee Members

  • Hilary Bond
  • Linda Chadwick
  • Constance Colthorp (co-chair)
  • Cindy Dames
  • Debra Dill
  • Daniel Garber
  • Manny Pierce
  • Joe Johnson
  • Lisa Kiel
  • Tracey Larkin
  • Craig Reynolds
  • Amy Webb

ORSP is committed to Diversity, Equity, and Inclusion (DEI). This page features our vision and definitions of DEI and some of the recent efforts by the DEI Committee members and subcommittees.


Wheel with four layers: Organizational, External, Internal, Personality

Credit: Four Dimensions of Diversity Wheel - Gardenswartz & Rowe (2003) 
Internal External Dimensions adapted from Marilyn Loden and Judy Rosener, Workforce America! (1991)

Our Definitions of DEI

ORSP aligns with the University of Michigan definitions of diversity, equity, and inclusion. Diversity utilizes the Four Dimensions of Diversity Wheel that encompasses organizational, external, internal, and personality dimensions. 

  • Organizational dimensions relate to one's position in the organization (exempt or non-exempt, field, job, office culture).
  • External dimensions relate to where we live, how we appear, what we wear, our socio-economic backgrounds, work experience, language, accent, religion, work experience, or personal habits.
  • Internal dimensions include gender identity, race, ethnicity, race, native or indigenous origin, age, and physical ability or attributes (seeing, hearing, speaking, size, voice, or more). religion, belief system, marital status, parental status, socio-economic difference, appearance, language, and accent
  • Personality includes an individual's likes and dislikes, behaviors, strengths, values, and beliefs. 

ORSP's DEI Committee

ORSP's DEI Committee meets twice monthly and has developed subcommittees to focus on four areas: 

  • External experience - How do others perceive ORSP's commitment to DEI?
  • Internal experience - How do individuals feel at ORSP? Is our staff growing and learning about DEI? How do we consider DEI in our celebrations?
  • Recruiting, Hiring, Retention - How can ORSP better address DEI in our recruiting, hiring, and retention efforts?
  • Metrics, Assessment, and Reporting -  How can we survey our needs, measure, and report on our progress?

DEI External Experience Subcommittee

  • Description
    • This subcommittee focuses on efforts to enhance one's external experience of ORSP. How are we perceived? If you didn't know ORSP, would we demonstrate that we value DEI? What does our brand or office communicate about DEI?
  • Members
    • Constance Colthorp
    • Cindy Dames
    • Joe Johnson
  • Activities & Accomplishments
    • DEI Newsletter
    • ORSP DEI Web Page

DEI Internal Experience Subcommittee

  • Description
    • This subcommittee focuses on efforts to enhance one's internal experience with DEI. How does ORSP incorporate DEI into our staff education and office culture? Is our staff growing and learning about DEI? How do we consider DEI in our celebrations?
  • Members
    • Hilary Bond
    • Lisa Kiel
    • Tracey Larkin
  • Activities & Accomplishments
    • Media Club
    • ORSP Passport (in progress)
    • External Courses and offerings

DEI in Recruiting, Hiring, Retention

  • Description
    • This subcommittee focuses on enhancing how ORSP can better address DEI in our recruiting, hiring, and retention efforts. 
  • Members
    • Linda Chadwick
    • Debra Dill
    • Dan Garber

DEI Metrics/Assessments/Reporting Subcommittee

  • Description
    • This subcommittee focuses on measuring and quantifying how we work with DEI, creating surveys, key performance indicators, tools, and spreadsheets to help ensure we have metrics on our DEI efforts.
  • Members
    • Emmanuel Pierce
    • Amy Webb
  • Activities & Accomplishments
    • Support for surveys

Our Vision for DEI at ORSP

Our vision is aspirational. This is where we strive to be.

ORSP strives to have an office environment where:

  • DEI is embedded in our organizational culture and recognized as a guiding principle, a source of our strength, and a means to our continued improvement, growth, and success.

ORSP strives to have an office environment that:

  • is an inclusive and welcoming place for all
  • every member of the ORSP staff feels safe and valued for who they are and for their contributions toward ORSP’s goals.
  • allows employees to show up each day as their authentic selves, secure in knowing that they will always be treated warmly, respectfully, and as a peer of equal standing.
  • every ORSP staff member receives due consideration and fair treatment concerning compensation, workload, and access to the resources and opportunities that ORSP provides.
  • across the broader U-M and sponsor communities, every person with whom ORSP interacts is treated ethically, fairly, and with dignity.