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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

  • Emily Baxter
  • Raymond Cluckey
  • Constance Colthorp (co-chair)
  • Cindy Dames
  • Debra Dill (OVPR Liaison)
  • Daniel Garber
  • Michael Hudson
  • Joe Johnson
  • Tracey Larkin
  • Daniela Marchelletta
  • Becca Timmermans
  • Elaina Wiggins

Members Ex Officio / Current Staff

  • Linda Chadwick
  • Lisa Kiel
  • Eric Ward
  • Beth Wenner

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 meet once per month, and then the DEI committee meets collectively once per month. For each member, this results in a twice-monthly (at least) commitment. Formed in January 2023 subcommittees work to produce deliverables or output with a focus on four areas that help support some of the assessed needs and feedback we have heard from our office. 

  • Celebrations - A working group to 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.
    • Cindy Dames, Debra Dill, Tracey Larkin
      • Deliverable/Output:
        • Docent-led Bus Tour of Underground Railroad sites of Ann Arbor, Pittsfield Township, and Ypsilanti, and visit to Ann Arbor African American Cultural and Historical Museum. 
  • Media Club - A working group to propose content (podcasts, books, articles, documentaries and other media) for optional staff discussions a few times a year.
    • Emily Baxter, Raymond Cluckey
      • Deliverable/Output
        • Media Club event in support of Black History Month
  • 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.
    • Dan Garber, Michael Hudson, Elaine Wiggins
      • Deliverable/Output:
  • Recruiting, Retention, Development - A working group to generate and propose ideas that enhance and support recruiting and/or retention through professional development efforts.
    • Joe Johnson, Daniela Marchelletta, Becca Timmermans
      • Deliverable/Output:
  • Events and Support for All Subcommittees
    • Constance Colthorp (DEI co-chair)

ORSP's DEI Committee's Previous Working Groups

Previously, in DEI 1.0, from 2020-2022 we focused on:

  • External experience - How do others perceive ORSP's commitment to DEI?
    • Deliverable/Output:
      • We created this DEI page on our website
      • We looked into training to enrich staff and ultimately how we engage with staff, faculty, sponsors, and one another
  • Internal experience - How do individuals feel at ORSP? Is our staff growing and learning about DEI? How do we consider DEI in our celebrations?
    • Deliverable/Output:
      • We formed the Media Club
  • Recruiting, Hiring, Retention - How can ORSP better address DEI in our recruiting, hiring, and retention efforts?
    • Deliverable/Output:
      • Working with Linda Chadwick, we formalized our hiring process and created hiring committees.
  • Metrics, Assessment, and Reporting - How can we survey our needs, measure, and report on our progress?
    • Deliverable/Output
      • We created a survey for every event.
      • We contributed to questions on the Employee Engagement Survey

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.