Equity, Diversity, Inclusion, and Belonging (EDIB)

“You belong here. With your help, we can build an environment that opens more doors, helps more people feel a sense of belonging and is a greater source of pride for everyone.”

~ Chancellor Thomas Gibson

Equity, Diversity, Inclusion, and Belonging Matter

UW-Stevens Point Human Resources focuses on supporting a culture of equity, diversity, inclusion, and belonging.


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:


​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.