Equity, Inclusion and Diversity Team

Current work and past efforts

Image credit:
Adam Lau


The Equity, Inclusion & Diversity (EID) Implementation Team is charged with helping the Division of Undergraduate Education (UE) thoroughly integrate the values of equity, inclusion, and diversity into its community, programs, and work processes. Formed in 2015 as the Equity & Inclusion Implementation Team, the current EID Implementation Team is made up of 20 staff from units across UE. 


The EID team consists of a steering committee and four subcommittees that were convened in summer 2020. Each EID subcommittee is guided by the following principles:

  • Bring an anti-racism framework to bear on our experiences. Specifically, how do we understand the ways in which anti-Black racism operates? How do we better understand/unpack our own experiences? How do we better understand our colleagues' experiences and make space for members to fully participate?

  • Deconstruct and overcome the awkwardness of difficult conversations. How do we understand and work across differences? 

  • Center our efforts on countering the historic and ongoing marginalization of underrepresented groups.

  • Reframe conventional history to highlight the contributions of non-dominant groups. Acknowledge erasures of marginalized groups and understand processes by which this happens.

  • Work collaboratively and, when possible, in concert with the other subcommittees.

Steering Committee

Description and Goals

The Steering Committee aims to define a framework for EID work within UE that supports sustainability and collaboration. The committee supports the various subcommittees by providing logistical support, coordinating monthly UE EID meetings, and by providing leadership and guidance as needed. The committee also provides advocacy to campus leadership.

Interested in getting involved with UE EID work? Let us know how you'd like to engage!

Organizational Structures and Practices Subcommittee

Description and Goals

The Organizational Structures and Practices subcommittee was created with the goal of enhancing diversity and representation across UE by focusing on ways in which we might adjust and improve hiring processes, pathways for promotion, and other key points during a staff member’s career trajectory at the university that might inform retention. The overarching goal is to ensure that jobs and opportunities for advancement are accessible to candidates from underrepresented and excluded communities who have the skills to be successful in those roles.

In collaboration with other EID committees in UE, the Organizational Structures and Practices subcommittee seeks to build a foundation for working toward these goals through two initial areas of exploration:

  • Develop, administer, analyze, and disseminate the results of an anonymous VCUE staff survey to surface needs to inform structural changes and identify interest and needs for critical conversations and potential future efforts.

  • Identify and share evidence-based strategies for supporting retention and implementing equitable hiring practices (e.g., Horizontal mentorship).

Campus Relations and Communications Subcommittee

Description and Goals

The Campus Relations and Communications subcommittee’s goals are to highlight the efforts of the EID committees in UE, share resources, and identify, promote and encourage opportunities for engagement with EID work. The CR&C subcommittee aims to meet those goals by:

  • Updating the UE EID webpages to highlight current efforts such as the Staff as Students of Social Justice program, host a range of resources from articles and videos to upcoming events and become a repository of past efforts on this topic

  • Send regular newsletters to UE staff regarding EID efforts and resources. Newsletter content will include a staff spotlight, will highlight a key resource or event, provide recommendations for readings or viewings, share any new or ongoing EID efforts from departments within UE and promote the work of the EID subcommittees

  • Creating a structure that creates an easy transition and sustainable model for future staff participation and continues future CR&C subcommittees to build upon the work occurring this year. 

Interested in getting involved with the Campus Relations and Communications Subcommittee? Email Tracie Allen at twgallen@berkeley.edu

Community Building and Belonging Subcommittee

Description and Goals

The Community Building & Belonging Subcommittee aims to create a culture where people look forward to going to work and where they feel valued as a whole person. We recognize that barriers to belonging within the Berkeley community often replicate exclusionary patterns that are embedded in histories of marginalization and unequal access to opportunities. Our efforts are driven by shared values and data that identifies how staff relate to community building and belonging. To that aim, our goals are to:

  • Identify and amplify best practices in community-building and belonging

  • Raise awareness about existing UE/campus organizations, especially those that provide community to staff members from underrepresented populations

  • Give managers tools to foster belonging

Education and Professional Development Subcommittee

Description and Goals

The Education and Professional Development subcommittee aims to support and develop existing professional development resources for UE staff, create new professional development opportunities, and ensure that resources are distributed equitably across all levels of UE staff.

The following specific goals highlight these efforts:

  • Monitor, improve, and grow the Staff as Students of Social Justice Program: In Fall 2020, we funded and launched the Staff as Students of Social Justice program, leveraging the American Cultures (AC) curriculum to enable UE staff to audit an AC class and participate in weekly staff-only discussions led by a dedicated graduate student instructor. The program was widely successful, with several staff sharing that it was “life changing” and “the most meaningful professional learning opportunity” they had ever experienced. During our pilot semester, 16 staff, auditing five different AC classes, successfully completed the program. In Spring 2021, we had 22 staff from the Division of Undergraduate Education, Division of Student Affairs, Administration and IST participating in and drawing connections between four AC courses. We anticipate that interest in the program will continue to grow and continue to expand beyond the Division in future.

  • Encourage use of professional development funds available through UE; prioritizing professional development fund requests to support underrepresented staff and those in a non-managerial position. 

  • Develop and host events that will reach all UE staff such as campus conversations and a book club that will focus on anti-racism

EID Team Timeline

2020     Launched EID newsletter

2020     Developed EID subcommittees
              Launched Staff as Students of Social
              Justice Program

2019     Initiated Multicultural Education
              Program for the Division

2020     Organized second Staff Summit
              focused on professional development                       and fostering belonging

2016     Organized first Staff Summit

2015     Produced report on equity, inclusion, and
              diversity in the Division