Equity, Diversity, Inclusion, and Belonging Defined

Do's and Don'ts to Actively Engage in Equity, Diversity, Inclusion, and Belonging*

To support you in having effective conversations:

​DO...	​DON'T...
​Ask how you can help. Learn More.	​Don't be afraid to talk about racism, injustice, and what’s going on - if your employees/colleagues want to talk.
​Understand that conversations about privilege will be uncomfortable. Learn More.	​Don't insist your way of thinking is "correct" or "right". Instead, focus on listening with the intent to understand the other person's perspective.
​​Listen.	​Don't ask insensitive questions or make insensitive statements.  Some examples from real experience include: “Why are they looting?”; "Is that your real hair?"; "You are articulate."; "Everyone must stand up..."; "Let's powwow."; "Where are you really from?"
​Expect that you may have missteps and do or say the “wrong” thing. Learn More.	​Don't be defensive if someone points out that you committed a microaggression or had another misstep. Doing so will fail to recognize their experience and will be a wasted opportunity to improve your work setting.
​​Reflect and recognize where you might have had a misstep. Apologize if you have been inconsiderate about matters in the past and if they occur in the present.	​ Don't apologize if it’s insincere.
​Demonstrate compassion and empathy.  Learn more.	​Don't be offended if your colleagues don’t want to talk to you about recent events, protests, or their experience with oppression.
​Be an ally. Speak up and indicate if a statement or behavior was not professional. To schedule Bystander Intervention Training for yourself and/or your department, contact DOS@uwsp.edu.	​Don't ignore insensitive, racist, sexist, homophobic, queerphobic, ableist, or demeaning “jokes” or comments by others. (The "ist" and phobic items are for example only and are not an inclusive list).
​Research about oppression based on race, gender, sexual orientation, differing abilities, and other topics. ​ Read, watch, and be active with your growth. Use the resources linked within the EDIB pages to support you.	​Don't expect an employee who falls within a group that is oppressed to educate you. Allyship lies in taking initiative to seek out proactive learning and action.
​Develop cultural competency and work to uncover your own unconscious bias on an ongoing basis and by using UWSP resources.	​Don't delay educating yourself - block time in your calendar.  Continue to make this a priority even when the headlines aren't focusing on issues of racism, hate crimes based on gender and sexual orientation, sexual assaults, and other violent crimes against those who are oppressed.
​Find out your implicit biases with Project Implicit	​Don't take just one implicit test and don't dismiss your results.
​Recognize that others may be in different phases of understanding and advocacy.	​Don't shame people who have more to learn; instead, offer opportunities for education and respectful dialogue.

*Adapted from UC Berkley's Race Matters resources.

All EDIB Resources

We would like to recognize that the University of Wisconsin-Stevens Point occupies the lands of the Ho Chunk and Menominee people. Please take a moment to acknowledge and honor this ancestral Ho Chunk and Menomonee land, and the sacred lands of all indigenous peoples.