You are here

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

  • Emily Baxter
  • Constance Colthorp (co-chair)
  • Cindy Dames
  • Debra Dill (OVPR Liaison)
  • Tracey Larkin
  • Daniela Marchelletta
  • Becca Timmermans
  • Elaina Wiggins

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.

 

Diversity Wheel

ORSP aligns with the U-M's definitions of diversity, equity, and inclusion. 
Diversity utilizes the Four Dimensions of Diversity Wheel that encompasses organizational, external, internal, and personality dimensions. Wheel with four layers: Organizational, External, Internal, Personality

  • 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 Working Groups

ORSP's DEI's committee working groups formed in January 2023 and meet once per month. The DEI committee meets collectively once per month. For each member, this results in a twice-monthly (at least) commitment. The subcommittees/ working groups help us focus on areas that help address the assessed needs and feedback we have heard.

  • Celebrations - Generate ideas for approximately 3-4 celebrations per year to honor cultural holidays and recognition days with activities. In some cases, the Celebrations Working Group will partner with the Workplace Culture Committee (WCC) as some events may have WCC and DEI components that support celebration and team-building.
  • Media Club - Propose content (podcasts, books, articles, documentaries and other media) for optional staff discussions a few times a year.
    • Team: Emily Baxter, Thomas Paluchniak
    • Example of Deliverable/Output: Media Club event in support of Black History Month and how the banning of books or revisions of AP African American History will impact historical understanding and knowledge
  • Newsletter - A working group to curate content and compose short articles on average of once a month to be featured in the DEI section of our internal newsletter.
    • Team:  
    • Example of Deliverable/Output: Curating content for our internal ORSP newsletter such as the Pink Tax or Michigan League history in celebration of Women's History Month.
  • Recruitment, Retention, Development - A working group to generate and propose ideas that enhance and support recruiting and/or retention through professional development efforts.
  • Events and Support for All Subcommittees
    • Constance Colthorp (DEI co-chair)

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.