Nebraska Community of Learners — Understanding Diversity through Education
A community of learners dedicated to understanding diversity through education. The series of virtual conversations are intended to help students, faculty, staff, alum and the greater community understand and embrace the opportunities we have to create a greater sense of inclusion for all. #NCLUDE is a space to talk candidly about inclusive excellence being a part of our everyday interactions.
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[00:00:10.430]It's 11:36, almost 11:37.
[00:00:15.303]I think we're gonna go ahead as people continue
[00:00:17.430]to enter into the room, continue to introduce yourselves
[00:00:22.660]and we're gonna go ahead and get started.
[00:00:32.130]So good morning, everyone.
[00:00:35.000]We hope that everyone is well and working toward recovering
[00:00:38.220]from this horrible, debilitating pandemic
[00:00:42.500]that will really impact and change
[00:00:44.610]all of our lives forever.
[00:00:50.830]In response to the murder of George Floyd
[00:00:53.210]and Dr. Barker's call for systemic change,
[00:00:56.520]he stated why, "While I believe in individual
[00:01:00.670]and collective action, I also recognize
[00:01:04.250]that until our system changes,
[00:01:07.430]we dare to repeat the injustices of the past.
[00:01:12.110]I believe we most importantly,
[00:01:14.070]those of us in positions of power
[00:01:17.070]and or with decision-making responsibilities,
[00:01:20.200]have an opportunity to study, address and or shifts systems
[00:01:25.540]that create institutional barriers, foster biases,
[00:01:30.100]and perpetuate racism."
[00:01:32.730]So now, let us break down barriers
[00:01:36.030]through education and conversation.
[00:01:39.210]Welcome to NCLUDE.
[00:01:41.550]This is our first meeting where we will have an overview
[00:01:44.650]of the Office of Diversity and Inclusion, NCLUDE
[00:01:48.210]and learn about the book club.
[00:01:49.840]We will also see the topics for our next meeting
[00:01:53.210]and have a discussion in breakout rooms.
[00:01:56.500]We encourage you to use the #NCLUDE
[00:02:00.250]on your social media channels.
[00:02:04.750]Hi everyone, I'm Jessie Peter.
[00:02:07.110]I'm a Graduate Assistant
[00:02:08.640]in the Office of Diversity and Inclusion
[00:02:11.310]for Inclusive Leadership and Learning.
[00:02:13.600]I'm also a PhD candidate
[00:02:15.280]in the Department of Child, Youth and Family Studies.
[00:02:18.200]Yes, she is.
[00:02:20.720]I'm Dr. Karen Kassebaum.
[00:02:22.690]I'm the Assistant Vice Chancellor
[00:02:24.210]for Inclusive Leadership and Learning
[00:02:26.290]in the Office of Diversity and Inclusion.
[00:02:39.090]So we would like to know which groups
[00:02:41.040]are represented here.
[00:02:43.260]Use the poll to indicate which group you are in.
[00:02:49.048]I am undergraduate student or graduate student,
[00:02:52.140]a staff member, a faculty member, and alum
[00:02:55.630]or a community member.
[00:02:57.150]Just give a minute for that.
[00:03:21.290]Okay, so we have the highest is staff members,
[00:03:25.980]which is 58%, faculty members, 20%,
[00:03:30.230]alum, 10%, community members, 7%
[00:03:34.550]and 4% graduate students and 1%`undergraduate students.
[00:03:38.398]We are (indistinct) you could join us today.
[00:03:41.370]Yes, all right, go undergraduate student,
[00:03:43.820]go undergraduate student.
[00:03:47.080]Way to go.
[00:03:48.746]Our country is deeply rooted in history of exclusion,
[00:03:54.010]starting with the stealing of the lands of indigenous people
[00:03:58.960]to social exclusion that is still prevalent today.
[00:04:02.950]Though we've made progress,
[00:04:04.840]we still have a lot of work to do.
[00:04:06.850]With the current cultural climate
[00:04:08.550]surrounding racial inequity and the most recent
[00:04:11.780]police brutality protests and rallies
[00:04:14.190]NCLUDE is needed not only in Nebraska, but in our country.
[00:04:26.500]Our mission is to promote inclusive excellence
[00:04:30.150]leveraging voices, expertise, skills,
[00:04:35.120]and experience of each member,
[00:04:37.540]supporting one another through conversations
[00:04:40.340]to facilitate mindfulness
[00:04:42.570]and a cognitive shift toward inclusion.
[00:04:46.980]Our vision is to be a supportive inclusive community
[00:04:50.900]that is strengthened by differences, innovation,
[00:04:53.750]risk-taking and conversation.
[00:04:58.600]Our collective goal is to help each other get better
[00:05:02.020]by sharing our experiences and expertise,
[00:05:05.410]and inclusive excellence.
[00:05:08.620]I love this quote, "When we speak, we are afraid
[00:05:12.820]our words will not be heard or welcomed,
[00:05:16.010]but when we are silent, we are still afraid.
[00:05:21.350]But it's better to speak."
[00:05:23.450]And those who know me, know I like to speak.
[00:05:27.120]This quote really sums it up.
[00:05:30.090]It lets us, sorry.
[00:05:33.370]This quote really sums it up.
[00:05:35.590]So let's use NCLUDE as a platform to check our bias,
[00:05:40.810]speak up for others and show up for all.
[00:05:45.800]I welcome Vice Chancellor Dr. Marco Barker
[00:05:48.910]to shared about the Office of Diversity and Inclusion
[00:05:52.070]and priorities of the office.
[00:05:55.130]Thank you, Jessie and thank Dr. Kassebaum
[00:05:58.534]for this invitation and for really launching
[00:06:04.070]our NCLUDE experience and so I know
[00:06:07.180]that I am just really excited and looking forward
[00:06:10.460]to what lies ahead.
[00:06:12.350]And so, to everyone, I've seen some familiar faces
[00:06:17.070]and heads on the screen and some that are new,
[00:06:20.130]and some that are our alums
[00:06:22.080]and part of extended communities.
[00:06:23.440]And so I'm just so grateful to be here.
[00:06:25.870]My name is Dr. Marco Barker.
[00:06:27.310]I do serve as our Vice Chancellor
[00:06:28.990]for Diversity and Inclusion, which is an inaugural role
[00:06:32.220]for the university and our university's first office
[00:06:35.500]of Diversity and Inclusion.
[00:06:37.550]And I'm also an Associate Professor of practice
[00:06:41.710]with Educational Administration.
[00:06:44.333]So, we thought that it would be really important
[00:06:48.180]to take some time, not a lot, 'cause I wanna make sure
[00:06:50.740]that I leave enough time for all of you
[00:06:53.280]to have really meaningful conversations
[00:06:55.650]and again, to be part of this learning community
[00:06:58.550]so that learning can begin.
[00:07:00.060]But we thought because we were a new office,
[00:07:02.040]it may be important to share a bit more
[00:07:04.560]about who we are and how we are organized.
[00:07:07.750]As I mentioned before, the office was created in 2018,
[00:07:11.500]I began in the role in 2019.
[00:07:13.870]And part of starting this office is really thinking
[00:07:17.140]about, who do we serve and what are the areas of work
[00:07:20.530]for our office?
[00:07:21.980]And so we have try to succinctly
[00:07:25.820]divide our office into six areas and these are areas
[00:07:29.860]that we provide support across
[00:07:33.270]whether that is communicating to providing consultation,
[00:07:37.900]working to coordinate across the institution
[00:07:40.100]and certainly celebrating diversity inclusion
[00:07:42.290]across these areas.
[00:07:44.590]The first one is strategic initiatives and partnerships
[00:07:46.900]and so we are always very interested in thinking about
[00:07:49.750]how do we work with others?
[00:07:51.000]How do we collaborate with others
[00:07:52.900]around diversity and inclusion,
[00:07:54.130]and particularly inclusive excellence?
[00:07:56.730]The next area is faculty diversity.
[00:07:58.400]And so that is both thinking about how do we embolden
[00:08:01.770]a more diverse faculty, but also how do we support
[00:08:04.340]our faculty and whether that is faculty who are minoritized
[00:08:07.860]or from marginalized communities,
[00:08:09.550]or this faculty who are interested in being an ally
[00:08:12.420]or other faculty trying to consider
[00:08:14.860]how to make their classrooms
[00:08:16.440]or their learning environments more inclusive.
[00:08:18.950]Our faculty diversity arm certainly works to do that work,
[00:08:23.830]not in silo, we also work
[00:08:25.600]with the Center for Transformative Teaching,
[00:08:27.350]as well as with other colleges on our campus.
[00:08:31.430]The leadership and learning,
[00:08:32.520]which is part of what you're engaged in today,
[00:08:36.160]that is led by Dr. Kassebaum and part of that work
[00:08:39.160]is really helping leaders on campus,
[00:08:42.470]helping individuals who wanna practice leadership
[00:08:44.660]think more inclusively and where the intersection
[00:08:46.710]of diversity and inclusion meets leadership
[00:08:48.490]and so engaging in that work.
[00:08:50.470]The learning piece is certainly something
[00:08:52.990]that is core to our institution,
[00:08:54.530]but also of course, our office,
[00:08:56.420]is that we're always thinking about
[00:08:57.860]what does learning look like
[00:08:59.110]and whether that is traditional learning
[00:09:00.700]in terms of education, workshops and seminars
[00:09:03.970]or nontraditional, whether it is experiential learning
[00:09:07.320]that is through activity,
[00:09:09.910]we're certainly focused on that.
[00:09:11.890]Inclusive student excellence is another arm
[00:09:14.600]that is primarily represented
[00:09:17.350]by the Office of Academic Success
[00:09:19.830]and Intercultural Services.
[00:09:22.010]But again, even thinking broader than that,
[00:09:24.100]how do we think about and frame student success
[00:09:26.925]and student excellence in turn
[00:09:28.610]from a more inclusive excellence lens?
[00:09:30.870]And so we framed this as inclusive student excellence.
[00:09:34.050]Certainly part of our work and I think
[00:09:36.270]where the really transformation happens,
[00:09:39.700]is around how do we work towards bringing people together
[00:09:43.284]and helping to build capacity across the entire institution.
[00:09:46.250]And so, we have a number of efforts and initiatives
[00:09:49.390]that are aimed at again, bringing people together,
[00:09:52.490]whether it's through a committee or through a council,
[00:09:55.290]whether it's through a task force,
[00:09:56.550]and so thinking about how to really leverage
[00:09:59.300]the talents and expertise in the same way
[00:10:01.390]that NCLUDE hopes to do, in order to be able
[00:10:04.060]to advance our institution,
[00:10:06.270]but also advance our state again,
[00:10:07.690]as a public university and as a land grant,
[00:10:10.660]we certainly see and understand our responsibility
[00:10:14.050]to be supportive and to the entire state of Nebraska.
[00:10:17.260]And then the last piece is around the external
[00:10:22.680]and community engagement.
[00:10:24.360]And that is, we do not see our sales as a single entity.
[00:10:29.930]We understand that we are in relationship
[00:10:32.460]with those that are around us.
[00:10:33.620]We are part of the ecosystem.
[00:10:35.790]That is whether that is the City of Lincoln
[00:10:37.780]and whether that is the State of Nebraska,
[00:10:39.800]the community of higher education,
[00:10:42.020]and just as a public entity in our nation
[00:10:47.510]that we certainly understand
[00:10:48.830]our relationship again, to others.
[00:10:50.250]And so we are always thinking about how do we engage
[00:10:53.410]beyond just the walls of our campus?
[00:10:55.670]Some of this work is certainly core to who we are
[00:10:58.130]as part of our extension offices
[00:11:00.030]but even beyond that, we certainly see
[00:11:02.760]that we can be thoughtful and mindful
[00:11:04.900]about inclusive excellent,
[00:11:05.840]showing up in our external engagement.
[00:11:08.880]And so, again, we're just thrilled to have everyone
[00:11:11.350]and have those external to our university
[00:11:14.050]a part of NCLUDE.
[00:11:17.390]And so, I mentioned some of our areas again,
[00:11:19.530]Leadership and Learning is led by Dr. Karen Kassebaum.
[00:11:24.020]And so you've got a chance to meet her.
[00:11:26.170]We have, three other leaders who are leading
[00:11:28.580]some of these areas, Dr. Gwen Combs
[00:11:30.870]who is Director of Faculty Diversity and Inclusion.
[00:11:34.120]She's also an Associate Professor of Management
[00:11:36.520]in the College of Business.
[00:11:37.810]And so, we also have Charlie Foster.
[00:11:40.580]Again, I mentioned before the Office of Academic Success
[00:11:43.490]and Intercultural Services.
[00:11:45.080]So in addition to directing that office,
[00:11:47.160]she also oversees and helps us think about,
[00:11:49.540]how do we ensure that student success
[00:11:52.030]and student activities and engagement
[00:11:56.300]is done through an inclusive excellence lens?
[00:11:58.550]And then lastly, but not least we have Dr. Nkenge Friday
[00:12:02.430]who is our Assistant Vice Chancellor
[00:12:03.540]for Strategic Initiatives.
[00:12:04.490]And so a lot of our partnerships
[00:12:06.550]and a lot of our strategy building is led by Dr. Friday.
[00:12:12.140]We also have in our office, that I don't wanna forget,
[00:12:15.030]is Jerry Harner, who is our Executive Assistant,
[00:12:17.750]who is supporting us today technically behind the scenes.
[00:12:21.640]And so we were just thrilled to have
[00:12:24.030]these leaders as a part of the Office of Diversity
[00:12:26.247]and Inclusion and standing ready to help you.
[00:12:29.130]And so what are we doing in our office?
[00:12:31.590]There's a lot of takes on this slide,
[00:12:32.610]so I will not go through line by line what you have here
[00:12:36.550]but I think it's important for you to know
[00:12:38.990]that when we wake up every day and we come to work
[00:12:42.150]thinking about, what is the work ahead?
[00:12:44.970]These are the areas that we are focused on.
[00:12:47.600]Some of these are informed by what we understand
[00:12:51.140]at the University of Nebraska-Lincoln,
[00:12:52.960]what some of our gaps are from our own study
[00:12:56.530]of our institution, but it's also driven
[00:12:58.610]by what's really essential in thinking through
[00:13:01.990]institutionalizing diversity and inclusion.
[00:13:03.850]And so we would even offer that as you think
[00:13:07.740]about how you're doing diversity and inclusion
[00:13:09.980]in your respective areas, really thinking about,
[00:13:12.910]do some of these show up in there the same way?
[00:13:16.480]But to give you a sense of where we're headed,
[00:13:18.980]there are eight areas that we're focused on,
[00:13:20.900]communication is certainly key and making sure
[00:13:23.450]that not only on our campus, but also now
[00:13:26.550]that you are a part of ODI now,
[00:13:28.980]since you're a part of NCLUDE.
[00:13:29.897]And so we wanna make sure that we are communicating with you
[00:13:32.280]and that we are connecting with you
[00:13:33.510]and keeping you informed,
[00:13:34.630]and so that is so important to us.
[00:13:36.540]And certainly also making sure that our campus community
[00:13:39.180]is also informed about not only what's happening,
[00:13:41.940]but where we are as an institution.
[00:13:44.250]Coordination, I've mentioned this before.
[00:13:46.070]I won't go in depth about this,
[00:13:47.970]but ensuring that we are really maximizing the efforts
[00:13:51.670]that are happening, both across our university,
[00:13:55.290]but also now we're thinking more holistically
[00:13:57.340]about our entire community.
[00:13:58.540]And so, are there efforts and initiatives
[00:14:01.210]and again, expertise in our community
[00:14:02.940]that we can also leverage and make sure
[00:14:05.370]that we are in coordination in our hopes
[00:14:12.280]to be a more inclusive?
[00:14:14.340]Culture and climate is certainly really important to us.
[00:14:17.160]This is an area that I think,
[00:14:19.290]will present some of our most growth that we have
[00:14:23.280]as an institution.
[00:14:24.410]And so, this a key area, I think we just
[00:14:27.110]lost the slide, but, I have this memorized.
[00:14:29.280]And so, another area for us
[00:14:31.890]is certainly leadership development,
[00:14:33.680]and that is thinking about, how do we engage leaders
[00:14:38.150]or decision makers on our campus?
[00:14:39.880]I mentioned before, or Karen shared before the quote,
[00:14:43.050]that I made during this time that there were
[00:14:45.460]a lot of conversations about social unrest.
[00:14:47.760]I really do believe that there is a great responsibility
[00:14:51.880]when we are in positions of decision making power.
[00:14:56.333]I mean, so we have a real opportunity
[00:14:59.670]to be able to make decisions differently
[00:15:01.540]and so, but we understand that not everyone
[00:15:04.850]is well positioned to do that
[00:15:06.160]and people need support and help in doing their work.
[00:15:08.350]And so we certainly want to make sure
[00:15:10.290]that part of our priorities is being able to do that.
[00:15:13.090]Learning and education.
[00:15:14.230]You are a part of that today
[00:15:15.270]and so I've shared a bit more about that already.
[00:15:18.720]Policy and practices is another that we are slowly
[00:15:21.460]getting our hands around.
[00:15:22.560]We certainly know that part of institutional culture
[00:15:26.460]and part of organizations is led by policies
[00:15:29.540]and our practices.
[00:15:30.640]And we have to make sure that those policies and practices
[00:15:33.610]are consistent with our mission,
[00:15:35.960]that our core values translate into behaviors
[00:15:39.740]that are reflective, of not only again, the policies,
[00:15:44.590]but also again, our core values.
[00:15:46.890]And, strategy is one that we are always thinking about,
[00:15:51.870]I think is really important to make sure
[00:15:54.090]that when we are engaging in this work,
[00:15:56.090]that we have not only a clear strategy for our office,
[00:15:59.500]but we are also here to support others
[00:16:01.600]in developing strategies, actually having a roadmap,
[00:16:05.060]by how you approach this work.
[00:16:06.680]And so that's our strategy area.
[00:16:08.930]And then lastly, branding, which is a little misleading,
[00:16:12.280]but really thinking about, we are committed
[00:16:15.090]to how we position our office to be a resource and support,
[00:16:19.850]but also position the university
[00:16:22.580]in a way that is a leader in this space.
[00:16:25.010]And we know that we have work to do
[00:16:27.290]but I'm hoping that with your insight,
[00:16:30.870]with your expertise that we learn from you,
[00:16:34.260]in our quest to be able to do that.
[00:16:35.790]And so, again, I'm thanking Dr. Kassebaum
[00:16:39.200]for this opportunity, and I am looking forward to learning.
[00:16:42.430]I think one of the--
[00:16:44.500]Yes, one of the lessons I hope you get from NCLUDE
[00:16:47.330]is that we are all at different places in our understanding,
[00:16:52.280]and this is really meant to be a place
[00:16:54.816]to allow learning to happen wherever you are.
[00:16:58.050]And so, we're just hoping that you stay with us
[00:17:00.980]and that you join us in that path forward.
[00:17:05.010]So, thank you and I will hand it back over
[00:17:07.780]to Dr. Kassebaum and Jessie,
[00:17:10.410]Thank you, Dr. Barker.
[00:17:12.900]Yeah, let's do the handclap,
[00:17:14.216]so I'll put some snaps on there.
[00:17:15.590]Can we hit that reaction button?
[00:17:17.160]Give him some love.
[00:17:19.470]Thank you for introducing our team
[00:17:21.260]and sharing our priorities.
[00:17:24.130]I'm so excited, the work we're doing.
[00:17:27.930]All right, everyone is a leader in our own capacity.
[00:17:32.120]Inclusion is a core leadership skill,
[00:17:34.010]which impacts the overall performances
[00:17:35.860]of teams and organizations.
[00:17:37.440]Departments, colleges, and Nebraska community
[00:17:40.180]that value and celebrate diverse perspectives,
[00:17:43.100]not only support, engage and advance
[00:17:46.210]underrepresented groups, but it also benefits
[00:17:48.970]by making better decision and exceeding in innovation.
[00:17:53.100]It's important to note that inclusion
[00:17:56.250]is a strong hallmark, right?
[00:17:59.140]It's a hallmark of a strong leader and a team.
[00:18:06.900]So we would like to know
[00:18:11.010]if you're currently involved
[00:18:12.390]in inclusive practices and you can respond
[00:18:14.910]by using this poll.
[00:18:27.430]Look at that!
[00:18:42.460]So, we've got a little work to do.
[00:18:47.673]So we have a lot of people who are involved
[00:18:50.130]in inclusive practices.
[00:18:51.830]So we definitely look forward to learning
[00:18:53.740]about these practices from you.
[00:19:01.970]To encourage self-based, sorry,
[00:19:06.250]I just realized that my video was off, okay.
[00:19:08.490]To encourage self-based intentional learning,
[00:19:10.580]we've chosen three books,
[00:19:12.267]"Caste: The Origin of Our Discontents",
[00:19:14.737]"How To Be An Inclusive Leader"
[00:19:16.440]and "How To Be An Antiracist"
[00:19:22.620]So take a minute to read the books' summaries,
[00:19:25.664]because you'll be asked to identify
[00:19:27.800]the book you want to read.
[00:19:29.860]In "Caste: The Origin Of Our Discontents"
[00:19:32.410]Wilkerson shows the ways that insidious
[00:19:35.610]undertow caste is experienced every day.
[00:19:38.530]In "How To Be An Inclusive Leader",
[00:19:40.970]Brown lays out simple steps to help you
[00:19:42.790]understand your role, boost your self awareness
[00:19:45.150]and take action to become a better version
[00:19:47.430]of yourself in the process.
[00:19:49.700]And in "How To Be An Antiracist",
[00:19:53.350]Kendi helps the reader to see forms of racism,
[00:19:55.630]understand their consequences and to work to resist them
[00:19:59.020]in our systems and ourselves.
[00:20:11.950]So during our next three quarterly meetings,
[00:20:14.900]we will have some time to discuss our key learnings
[00:20:17.610]from the books.
[00:20:18.730]Depending on the book you choose,
[00:20:21.151]the expected number of chapters are visible on the screen.
[00:20:25.090]Make reflective notes as you read.
[00:20:27.110]Also know that this information will be made available
[00:20:30.050]on the NCLUDE webpage.
[00:20:36.540]Okay, so now we have the poll,
[00:20:39.256]and you can choose which book you wanna read.
[00:21:27.320]So we have 22% who wanna read
[00:21:30.507]"Caste: The Origin Of Our Discontents",
[00:21:32.810]41% want to read "How To Be An Inclusive Leader"
[00:21:36.320]and 36% want to read "How To Be An Anti-racist."
[00:21:40.280]So take a minute to kind of put into the chat
[00:21:44.260]which book you chose so then you can find others
[00:21:47.220]who are also reading the same book
[00:21:48.800]and you can have ongoing conversations.
[00:22:34.450]So we did something when we asked everybody to sign up.
[00:22:38.530]When members signed up, they were automatically
[00:22:40.570]entered for a drawing and six members were chosen randomly,
[00:22:45.291]to get the books that they chose.
[00:22:47.130]So the recipients are Tess Jisa, Ashley Toney
[00:22:50.430]Janel Simmon, Simon, sorry, Guy Training,
[00:22:54.880]Nicole Bogen and Kristy Oltman.
[00:22:57.990]So, congratulations winners and let us all use
[00:23:02.050]our reaction buttons to express our congratulations to them.
[00:23:06.470]And we'll get in touch to see what is the best way
[00:23:08.440]to get the book to you.
[00:23:13.663]Way to go, book winners.
[00:23:20.523]Now it's time for discussions.
[00:23:25.073]So if you have your cell phones,
[00:23:27.370]unless you're on your cell phones Zooming,
[00:23:29.450]if you're not taking a picture of this,
[00:23:33.900]not those people, of the slide when it comes back.
[00:23:37.879]♪ Ah, Ah, Ah ♪
[00:23:39.020]So, take a picture of the slide
[00:23:42.590]if you have a phone, if you don't,
[00:23:44.810]somebody will have it in your group.
[00:23:46.840]So what we're gonna do is we're gonna use a prompt
[00:23:51.030]to have a brief discussion in small groups.
[00:23:53.760]You're gonna identify one member in your group,
[00:23:58.040]to be the person that's gonna bring back
[00:24:00.250]the great idea or the great action when you get back.
[00:24:05.090]You're gonna have 10 minutes and you're gonna talk
[00:24:08.270]about during this time of political unrest,
[00:24:10.820]what steps have you taken in your capacity to be inclusive?
[00:24:15.910]And then try to find the one that's like, wow,
[00:24:18.660]that we wanna hear about that, that you wanna share
[00:24:22.250]once you get back into the group.
[00:24:24.770]You're gonna have 10 minutes, introduce yourself,
[00:24:27.410]meet some new people, be friendly and be inclusive.
[00:24:33.060]Hi Dr. Kassebaum,
[00:24:34.060]we actually are gonna have a change of plans.
[00:24:36.610]For some reason, our breakout room option is not showing.
[00:24:43.270]So we're just going to have to have
[00:24:44.940]a group discussion together to address these questions.
[00:24:49.580]So I will put them--
That is even better.
[00:24:51.370]That'd be great cause I like all the people that are on here
[00:24:54.330]and they just look like they'll talk anyway, so.
[00:24:59.560]Let's do this.
[00:25:00.490]I will put the post back on the screen.
[00:25:03.240]Yeah, that'll be great.
[00:25:04.073]If you would like to share,
[00:25:05.560]please raise your hand and then we will call on you
[00:25:08.780]and have you share out with the group.
[00:25:11.034]That would be perfect.
[00:25:11.867]Thank you, Jerri.
[00:25:12.700]You can handle the sharing too.
[00:25:31.200]So do we have anyone who would like to share
[00:25:35.030]their thoughts on the breakout room questions?
[00:25:46.140]Okay, Alex Terry, you can unmute yourself and share.
[00:25:57.880]Okay, there we go.
[00:26:01.640]All right, so what I've been trying to do to be inclusive
[00:26:05.590]is while we've been planning things,
[00:26:08.800]especially for the rest of the year
[00:26:12.010]with everything having to be remote,
[00:26:14.130]I've been trying to keep things in mind,
[00:26:17.550]like having resources for how to do things
[00:26:20.450]like captioning on your videos
[00:26:22.490]and trying to speak up in meetings
[00:26:26.900]even though it's always nerve wracking
[00:26:29.030]about various barriers that folks will face
[00:26:33.050]with trying to do any type of meetings or classes remotely
[00:26:38.140]cause frankly, sometimes you simply can't afford
[00:26:41.320]the equipment to be able to do so.
[00:26:43.980]So there's that.
[00:26:45.337]And then also I've just been trying to seek out things
[00:26:47.420]like podcasts and just various news outlets
[00:26:52.670]from places and viewpoints a lot different from my own,
[00:26:57.550]to kind of broaden my horizon,
[00:26:59.570]to realize all the blind spots
[00:27:01.480]that I'm still not accounting for.
[00:27:07.630]Thank you so much for sharing.
[00:27:09.880]We appreciate that.
[00:27:11.500]Emily Griffin Overocker, you will share next.
[00:27:14.900]You also can share your video too,
[00:27:16.790]so we can see who is speaking.
[00:27:33.510]It wasn't allowing me to unmute myself.
[00:27:35.500]Hi everyone, Emily Griffin Overocker.
[00:27:37.500]I use she/her pronouns.
[00:27:39.230]And, I have two things to share.
[00:27:41.190]One is that my unit is really working
[00:27:43.630]on always introducing with our pronouns,
[00:27:46.810]which we have had some pretty good feedback
[00:27:49.330]from our incoming Huskers that that's helping them
[00:27:54.680]feel like they are safe in our space.
[00:27:56.480]So, it's a work in progress,
[00:27:58.330]but that's one thing we're doing.
[00:27:59.360]And I also, thanks to Bill Watts for organizing
[00:28:03.560]a book club around the "How To Be An Antiracist" book.
[00:28:07.210]I've been diving into that this summer and gosh, it's hard.
[00:28:11.040]And we've been having some really tough conversations
[00:28:13.810]about, it's a cross section of different folks from campus,
[00:28:18.180]but our small group has been wrestling
[00:28:20.470]with some of our practices that we may have on campus
[00:28:22.940]that we have blind spots too.
[00:28:24.720]And I'm sure there are more
[00:28:25.870]but those are two little things that I'm doing
[00:28:28.950]and I'm glad to be a part of this group.
[00:28:35.091]Thank you so much for sharing.
[00:28:37.060]Our next sharer will be Micki Charf,
[00:28:39.970]am I saying that correctly?
[00:28:44.623]Yes, I'm Micki Charf.
[00:28:46.050]It's a saucy H.
[00:28:48.200]I'm just really excited to be here.
[00:28:50.830]I'm an alum of the university and I get to teach adjunct
[00:28:55.980]and most recently I'd started
[00:28:58.160]with the Nebraska Department of Education
[00:29:00.430]and we have big agency-wide goals
[00:29:04.350]to increase equity across the state.
[00:29:07.720]What I have done to better myself
[00:29:11.260]and better my understanding
[00:29:12.840]in regards to the latest events in our country
[00:29:15.270]is understanding more what systemic racism is
[00:29:21.480]and those really invisible things that that most of us
[00:29:26.700]might take for granted that have created this unrest
[00:29:31.080]and these feelings of bitterness and resentfulness.
[00:29:40.750]Thank so much Micki for sharing.
[00:29:42.840]So I just want to say, you all, these are exceptional.
[00:29:46.890]I am just like getting quivers over here.
[00:29:49.900]Let's use our reaction button's to show some love
[00:29:53.150]as people are sharing what they're doing to be inclusive.
[00:29:56.160]So let let's use our reaction buttons, folks.
[00:30:00.710]Our next sharer will be Catherine Jensen.
[00:30:07.980]Hi, all, I'm Catherine Jensen.
[00:30:10.500]I work in the TRIO Program that serves our undergrad,
[00:30:15.660]sorry, underserved populations of undergrad
[00:30:18.980]and pre-college students through LPS Feeder Schools.
[00:30:23.700]And my pronouns are they/them/theirs.
[00:30:26.850]So working with TRIO, being inclusive means to me
[00:30:31.980]whenever I'm in our Zoom meetings
[00:30:33.830]making sure that everybody's voices are heard,
[00:30:36.860]and making sure that people who have different
[00:30:40.930]interaction styles are being honored
[00:30:43.570]and having agendas posted ahead of time,
[00:30:46.960]having opportunities for discussions.
[00:30:49.060]And then for those that don't feel
[00:30:53.250]empowered to share in a group setting,
[00:30:55.300]having them ways to share privately their thoughts,
[00:30:58.540]leaving open discussions, or,
[00:31:03.187]"Hey, we're discussing this at this time."
[00:31:05.660]And then after the meeting, after we group-discuss it,
[00:31:09.230]for those that may have been quieter,
[00:31:11.117]"If you have any other thoughts or feelings on this issue
[00:31:14.090]or suggestions on whatever topic we're discussing,
[00:31:17.690]please, email either the director
[00:31:20.656]or whoever is a lead on that topic
[00:31:25.380]and then, by close of business on whatever date."
[00:31:29.130]So that way we also report back to make sure
[00:31:32.170]that everybody are feeling included
[00:31:34.940]because some people don't like speaking up in groups,
[00:31:37.160]but I wanna hear everybody's thoughts on things.
[00:31:42.950]Thank you so much for sharing.
[00:31:45.020]Our next sharer will be Vicki Highstreet.
[00:31:50.536]Great to see everybody's faces.
[00:31:52.860]I'm one of those extroverts who really need
[00:31:55.250]to see you face-to-face.
[00:31:58.460]I think a couple of things,
[00:31:59.530]Emily mentioned the book discussions
[00:32:01.630]on "How To Be An Antiracist"
[00:32:03.226]and those were extremely meaningful, emotional,
[00:32:10.640]just educational, all of the above,
[00:32:13.010]in terms of the group that I met with.
[00:32:15.899]And, we were all very vulnerable in our feedback
[00:32:21.380]and our conversations and it really came out
[00:32:23.960]to be a really unbelievable experience.
[00:32:27.080]I think the other thing is that, professionally
[00:32:29.870]in my professional association,
[00:32:31.760]I'm involved with a part of the association,
[00:32:35.980]which is Our People of Color and volunteered be a mentor
[00:32:40.260]to our students who are of color within our association
[00:32:44.690]and that's been an unbelievable experience
[00:32:47.260]in terms of me listening, me learning,
[00:32:50.240]but also being able to support them
[00:32:52.062]in what they're going through.
[00:32:54.000]And I think last, well, maybe not last,
[00:32:56.420]but at least last that I'm gonna mention
[00:32:57.920]is that I've really tried to reach out
[00:32:59.990]to my colleagues across the United States
[00:33:02.150]and just say, "How are you?"
[00:33:07.350]Thank you so much for sharing Vicki.
[00:33:11.140]Our next sharer will be Christopher Stratman.
[00:33:19.120]Hi, thank you.
[00:33:21.080]I hope everyone can hear me.
[00:33:24.280]So I've been thinking about this
[00:33:27.040]because I really want to get a better sense
[00:33:30.108]of what exactly inclusion means.
[00:33:34.300]I'm a graduate student in philosophy
[00:33:37.066]and so in philosophy, we oftentimes just think
[00:33:39.840]about what exactly our words mean.
[00:33:41.910]What do our concepts mean?
[00:33:43.130]What exactly is it that we're talking about?
[00:33:45.470]And while I think that we have a pretty good intuitive sense
[00:33:48.400]of what it means to be inclusive,
[00:33:50.840]it's not at all clear to me that we have
[00:33:52.650]a very well defined term.
[00:33:56.290]And so I'm interested in, of course,
[00:33:59.640]understanding better ways for me to be inclusive,
[00:34:03.110]but I'm also just wanna understand
[00:34:05.730]what that word actually means and how we use it.
[00:34:09.610]And, some ways in which I've tried
[00:34:12.760]to kind of at least my own sense of what inclusion means,
[00:34:17.203]how I've used that in the classroom
[00:34:20.000]is, so I've recently done this assignment
[00:34:22.300]where I've tried to get students to think
[00:34:25.090]out of their own perspective, to be be in a situation
[00:34:28.650]where they have to challenge their own views
[00:34:30.320]from somebody else's point of view.
[00:34:33.060]And so what the assignment basically is,
[00:34:35.280]is they're supposed to discuss what future generations
[00:34:40.010]will condemn us for, for what we're currently doing.
[00:34:43.390]So they're at a position where
[00:34:45.000]they have to first consider what we currently condemn
[00:34:49.140]our past generations for, things like slavery
[00:34:52.010]or whatever else, try to understand how we changed
[00:34:56.070]and then apply that sort of line of reasoning
[00:34:59.920]towards what we're currently doing.
[00:35:03.100]And so what that does, is it forces them
[00:35:05.390]to try to think from the perspective
[00:35:07.220]of a future generation or a future perspective,
[00:35:10.900]one that they just can not currently hold
[00:35:14.660]in order to see what our society is currently doing wrong.
[00:35:22.850]Thank you so much for sharing.
[00:35:24.660]That is awesome.
[00:35:26.890]Our next sharer will be Chad McKeighan.
[00:35:32.556]Please correct me if I said that wrong.
[00:35:35.770]It's Chad McKeighan.
[00:35:38.720]Hi, I just wanted to just share,
[00:35:42.410]I was drawn into this group and inclusive means to me
[00:35:46.620]is what the university stands for.
[00:35:50.040]I'm a graduate of UNL and I just feel now more than ever
[00:35:55.740]that unity is needed on our campuses and in our country.
[00:36:00.840]And so I think unity comes from when people come together
[00:36:05.870]and share their beliefs and their solutions.
[00:36:11.020]I think a lot of times, the focus is on the problem
[00:36:14.890]and not on the solution.
[00:36:16.040]So for me, being inclusive is just wonderful
[00:36:20.410]because we get the opportunity to share solutions
[00:36:24.600]to problems that exist in the world.
[00:36:26.010]And my personal goal and mission,
[00:36:33.000]and I've sent it down to UNL,
[00:36:35.030]is that I feel like I deal in the mental wellness area,
[00:36:41.500]so I just want the students to feel inclusive
[00:36:44.660]in the classrooms and to be able to do their schoolwork
[00:36:48.590]and focus on their schoolwork
[00:36:50.000]because I know there's a lot of issues
[00:36:52.700]that are surrounding mental health
[00:36:55.190]and mental illness right now.
[00:36:56.340]So, my goal is just to give back to the university
[00:36:59.730]that gave so much to me.
[00:37:05.265]Thank you so much, Chad.
[00:37:07.700]Our next sharer will be Dr. Fagan.
[00:37:16.480]Chad, that was awesome.
[00:37:18.360]Everybody, you've been sharing so much stuff,
[00:37:20.330]I've been learning from you and writing jotting down notes.
[00:37:24.890]One of the things that I've done to be inclusive
[00:37:27.830]is, especially there in this season of political unrest,
[00:37:31.630]is I have people whose political views
[00:37:35.610]are different than mine over to my house for dinner
[00:37:40.070]and just really try to understand their perspective
[00:37:43.650]because who they are matters to me than what they believe
[00:37:46.377]and what they do and so I really want to create that,
[00:37:51.170]and I use that as a model for my students
[00:37:56.810]that I teach.
[00:37:58.260]I want them to be able to engage, to challenge themselves,
[00:38:02.040]to think differently and connect with people
[00:38:04.470]who are different than them.
[00:38:06.500]And, so I feel like I need to role-model that for them.
[00:38:11.384]A couple of things that I've done during the summer
[00:38:13.550]is I have offered my services.
[00:38:16.630]I do a lot of consulting.
[00:38:17.860]I've offered my services for free
[00:38:20.080]to the Lincoln Police Department and to our State Senate.
[00:38:24.130]And so I'm working with senators on,
[00:38:28.270]what does inclusion look like?
[00:38:30.160]And with our police, what does that look like?
[00:38:32.410]And trying to share the perspective
[00:38:34.510]of those who disagree with them.
[00:38:37.660]And I'm trying to help them to understand
[00:38:40.790]and to let them know that there's an ally
[00:38:43.430]that they can get support from.
[00:38:45.300]And so I've really enjoyed that because it pushes me
[00:38:48.370]out of my comfort zone, but then also it gives me
[00:38:51.780]the opportunity to share a different perspective with them.
[00:38:55.660]So those are things I've been doing.
[00:39:00.880]Thank you so much for sharing that.
[00:39:03.760]Our next sharer will be Rachel White Hawk.
[00:39:14.040]My name is Rachel White Hawk.
[00:39:15.470]I'm an associate attorney at Procopio,
[00:39:18.400]which is a law firm based in San Diego.
[00:39:22.987]I'm a UNL alum, by the way, 2009.
[00:39:27.690]So something that I'm doing is on a systemic level,
[00:39:32.210]I'm also a member of the Rosebud Sioux tribe
[00:39:34.580]out of South Dakota, and so I work right now
[00:39:37.940]in the American Indian Law Centers,
[00:39:40.930]a judicial clerkship program.
[00:39:43.260]So we're working on justice,
[00:39:47.950]working on the judiciary.
[00:39:50.760]So what it means for justice and the judiciary
[00:39:55.910]there is unfortunately a lack of diversity
[00:40:00.380]and inclusion within our judicial branch.
[00:40:03.780]So part of what we do is encourage native Americans
[00:40:08.520]to clerk for judges and there's a link
[00:40:13.300]between clerking and ultimately becoming a judge.
[00:40:18.210]And so native Americans in particular
[00:40:20.750]are very underrepresented in the judicial branch.
[00:40:24.920]So, some of the things that we do in our committee is,
[00:40:28.508]we work with different partners
[00:40:31.220]such as universities to encourage native American students
[00:40:36.790]to apply to our pre-law program
[00:40:39.520]and then once students are in Law School
[00:40:43.380]we send them to the American Bar Association,
[00:40:45.840]has a judicial clerkship program
[00:40:50.440]where students of diverse backgrounds
[00:40:52.450]are able to interact with judges,
[00:40:55.370]to learn about what it is to be a Law Clerk,
[00:40:59.740]and how to apply for clerkships cause judicial clerkships
[00:41:06.400]are sometimes not explained to everyone
[00:41:09.990]in the student population at the Law School there.
[00:41:13.310]Sometimes people are not aware
[00:41:16.050]of Judicial Law Clerk position.
[00:41:19.440]So we try to make sure that that information
[00:41:22.230]is available to everyone.
[00:41:24.960]And so we work closely with students
[00:41:26.680]and we work with universities and law schools
[00:41:29.866]to make sure that students are aware of the resources
[00:41:36.300]available to them to help them succeed
[00:41:39.570]and to be to be in certain positions,
[00:41:43.270]such as in the judiciary where they can affect
[00:41:48.420]the sort of change on a systemic level
[00:41:51.920]and in particular different groups
[00:41:54.830]such as native Americans are affected
[00:41:59.169]especially by the federal courts
[00:42:04.440]with their sovereignty and everything like that.
[00:42:07.340]So that's what we're doing.
[00:42:13.270]Thank you so much for sharing Rachel.
[00:42:16.050]Our next sharer will be who Bhuvana Gopal.
[00:42:38.670]Hello, can you hear me?
[00:42:40.670]Yes, we can hear you.
[00:42:43.318]So, I am originally from India and then,
[00:42:46.970]I'm familiar with the caste system and inequities
[00:42:50.310]that arise from that,
[00:42:51.760]but since I didn't grow up here in the US,
[00:42:53.970]although I've been here 20 years,
[00:42:55.970]a lot of these ideas of systemic racism
[00:43:01.050]and diversity and inclusivity are new to me.
[00:43:05.210]And I was introduced to them
[00:43:06.950]when I took a qualitative research course
[00:43:10.200]a couple of years ago.
[00:43:11.960]I didn't even have this basic idea
[00:43:13.820]of what inclusivity or diversity meant.
[00:43:16.840]And so I'm hoping that being part of this August Group
[00:43:21.197]will help me learn a lot more
[00:43:23.600]and be able to be a better human being.
[00:43:29.960]I will say that as a woman of color and an immigrant
[00:43:35.490]and a software engineer, I've been a minority
[00:43:40.520]in many many ways, pretty much everywhere I go.
[00:43:43.970]So I have experienced a lot of biases
[00:43:47.940]and most of my understanding of inclusion and diversity
[00:43:51.520]and the need for it comes from my personal experiences.
[00:43:55.460]So in joining this group, I'm hoping
[00:43:58.310]that I learn a lot more about various ways
[00:44:00.970]that I can learn and contribute.
[00:44:03.610]One of the things I have been doing
[00:44:04.940]in my software engineering courses,
[00:44:06.420]is trying to empower other women, other female students
[00:44:11.950]who are in the course.
[00:44:13.520]There's very, very few women
[00:44:15.870]in the field of software engineering
[00:44:17.360]and it is one of my passions that I try to help them
[00:44:25.750]feel included and seen.
[00:44:28.040]So I tried to conduct anonymous polls after every class
[00:44:32.010]or before every class, or just things that help people
[00:44:36.780]express how they feel.
[00:44:37.940]I don't use this data for research,
[00:44:40.840]but just for me to get a sense of something
[00:44:45.030]that somebody might be unable to speak up during class,
[00:44:47.990]especially in software engineering,
[00:44:49.700]we have a lot of open-ended discussions,
[00:44:51.460]we have a lot of project-based work.
[00:44:56.700]And oftentimes I have five women in my class
[00:44:59.930]and 45 men and I'm fine trying to find ways to make that
[00:45:05.610]a better experience for all my students.
[00:45:07.490]And this is one of those areas that I have identified,
[00:45:10.510]having anonymous polls really
[00:45:12.550]just has helped me quite a bit.
[00:45:14.450]I've been teaching software engineering for three years now,
[00:45:16.200]so I think I'm getting better at it,
[00:45:19.190]but I'm really looking forward to learning a lot
[00:45:21.710]about some of the things that even my kids,
[00:45:25.480]I have twin boys who are almost 16,
[00:45:27.340]they learned so much about the history of the US
[00:45:29.920]and some of the ugly truths from the past,
[00:45:32.080]which I never got to learn
[00:45:33.020]cause I come from a different country.
[00:45:35.020]I might be an expert on anti-caste type things,
[00:45:38.365]but I certainly don't understand
[00:45:40.470]a lot of the undertones of the cultural fabric
[00:45:43.870]in this country because I did not grow up here.
[00:45:46.100]And so I'm hoping to really hear
[00:45:47.890]from and understand and learn from this group.
[00:45:56.740]Thank you so much for sharing.
[00:45:59.400]We have two more sharers.
[00:46:01.360]Ann Koopmann will go next and then lastly Micki Sandin.
[00:46:09.533]I'm Ann Koopmann she/her/hers pronouns.
[00:46:12.350]I'm with the Department of Computer Science and Engineering.
[00:46:17.708]I've the good fortune of working with Bhuvana over there.
[00:46:21.120]And, a couple of things that I think we're doing,
[00:46:24.640]and as she mentioned, the culture is interesting over there
[00:46:29.660]with our population in terms of few women,
[00:46:35.130]few underrepresented minorities.
[00:46:37.180]But we have started to, in my course,
[00:46:41.110]I teach a first year orientation course
[00:46:43.871]and we discuss or have those students
[00:46:47.649]reflect on implicit bias and trying to at least
[00:46:53.550]grapple with that in their first semester
[00:46:55.780]and maybe at least be introduced to it, right,
[00:46:58.360]if they haven't been before.
[00:47:00.070]And we have a new program, a relatively new,
[00:47:03.760]a learning assistant program
[00:47:05.190]which is something that is changing our TA,
[00:47:09.100]our traditional TA program
[00:47:10.860]where we do more training, more discussions.
[00:47:13.810]And we have a group of senior leaders,
[00:47:16.330]upper class students that really lead that.
[00:47:20.640]And so we talk about inclusion
[00:47:22.800]and have some of those conversations
[00:47:25.040]as we're developing that program
[00:47:26.840]and continue to develop that program,
[00:47:28.870]and what that means, not only in our physical spaces,
[00:47:31.680]but now in our virtual spaces
[00:47:33.640]and how that might come across to our first year students
[00:47:37.710]who are taking those courses.
[00:47:40.250]The department is part of BRAID,
[00:47:42.160]which is a national initiative
[00:47:44.510]standing for building, recruiting
[00:47:47.110]and inclusion for diversity.
[00:47:49.330]So we're trying to get more information again
[00:47:52.410]and continually evaluating ourselves, what are we doing?
[00:47:57.950]And are we doing things that we need to be doing?
[00:48:01.040]So we have a committee that works with that.
[00:48:05.760]I will say that one of the other things,
[00:48:07.610]and that I'm so glad that Bhuvana is here,
[00:48:10.190]is that we're trying to have more conversation
[00:48:11.920]with our faculty about how this happens
[00:48:14.000]in the classroom, right?
[00:48:16.784]Can we have those discussions
[00:48:20.860]in our computer science classrooms too?
[00:48:22.870]I mean, can we bring that up?
[00:48:24.760]So I think that those are the kinds of things
[00:48:27.230]we're trying right now and have lots to learn
[00:48:30.770]in all this, so I'm so happy to be here
[00:48:32.870]and see many of the people I know and meet new people.
[00:48:36.090]So, thank you.
[00:48:37.290]Thank you for doing this.
[00:48:40.770]All right, our last speaker, Micki.
[00:48:46.163]I also am very thankful to be a part of this group
[00:48:48.930]and thankful for just the opportunity
[00:48:50.950]to have such a great discussion with everyone.
[00:48:54.420]A saying that I really love
[00:48:55.920]is that "Diversity is having a seat at the table,
[00:48:59.300]inclusion is having a voice
[00:49:01.580]and belonging is having that voice be heard."
[00:49:04.980]So to me, learning to be a really good listener
[00:49:09.120]and listening to everyone's voice
[00:49:11.670]and giving value to a people sitting right in front of you
[00:49:15.200]is what inclusion really means.
[00:49:17.170]And I think building belonging with everyone
[00:49:20.540]is something we all desire
[00:49:23.070]deep within ourselves, every person.
[00:49:25.350]So I love the word belonging as much as I do inclusion.
[00:49:30.685]Thanks so much Micki.
[00:49:31.590]Oh my goodness!
[00:49:33.290]I just wanna thank everybody for sharing
[00:49:35.510]your inclusive practices.
[00:49:37.318]I hope that we continue to share and grow from each other.
[00:49:42.370]I just really want this group to really just grow
[00:49:46.820]and develop and learn from each other and share.
[00:49:50.320]I just wanna say thank you all, so, so very much,
[00:49:52.960]I really appreciate it.
[00:49:54.630]And tell all your friends about this group too.
[00:49:57.170]So, I'm gonna talk about our upcoming person, yes!
[00:50:03.110]Well, I don't know if Dr. Pace is on here,
[00:50:05.530]but I wanna thank Dr. Pace for volunteering
[00:50:08.898]to lead us in our conversation around privilege
[00:50:12.350]and inclusive practices at our November meeting,
[00:50:16.256]on November 19th.
[00:50:18.340]So be here, be excited, be ready to share
[00:50:23.010]and have conversation, we're gonna talk.
[00:50:26.300]So it's not gonna be you come and listen to Dr. Pace.
[00:50:29.640]We're gonna have a conversation,
[00:50:30.850]he's going to lead the discussion around this, okay?
[00:50:36.560]So I have a reflection that I want us to reflect on,
[00:50:41.700]and I want you to use the chat
[00:50:45.710]and if you wanna say it out loud, you can too.
[00:50:48.510]But I love this quote by one of our professors,
[00:50:52.150]Dr. Kwame Dawes.
[00:50:53.910]He says, "Ignorance is not a sin
[00:50:56.530]it's a prerequisite to understanding."
[00:51:00.060]So I want you to think about that,
[00:51:02.810]what that means to you when you read it, hear it
[00:51:08.791]and then you can share your thoughts in the chat.
[00:51:13.160]That would be fantastic.
[00:51:17.907]"Ignorance, is not a sin
[00:51:19.410]it's a prerequisite to understanding."
[00:51:34.860]Karen said, "This is a continual
[00:51:36.680]learning and growing process."
[00:51:39.160]Sherry says, "This quote suggests to me
[00:51:42.180]that we always have opportunity to learn
[00:51:44.210]and should take every opportunity to learn."
[00:51:47.980]DeBach, "For me, this connects to the importance
[00:51:50.670]of always being in the mood of reflection."
[00:51:54.020]Mary Jane Bruce, "It's always very scary
[00:51:56.150]to admit you don't know something."
[00:51:57.580]I know that, right?
[00:51:59.520]You all are killing it.
[00:52:00.430]These are great.
[00:52:04.080]Jean says, "Approach conversations with humility."
[00:52:08.220]Ann "It's about being humble and open."
[00:52:11.760]Jordan, "Seems to me that it seems we need to understand
[00:52:14.650]our own biases to truly enact change.
[00:52:18.470]We are both part of the problem and solution."
[00:52:23.830]These are really, really good, really good.
[00:52:28.566]Oan, "I think everyone is ignorant about something,
[00:52:31.530]we need to accept and embrace it.
[00:52:33.740]We seek to learn more.
[00:52:35.150]We need to have more compassion and accountability
[00:52:37.840]for our ignorance."
[00:52:41.660]Christopher Stratman, wow!
[00:52:43.027]"I used to think that ignorance was an insult,
[00:52:45.010]now I see it as a way to learn,
[00:52:47.060]when I can do bad, do different."
[00:52:49.063]I love that.
[00:52:52.730]Beverly Russell, "(indistinct) is a good reminder
[00:52:54.790]that we're at a university and part of constructing
[00:52:57.300]a learning environment where we all learn."
[00:53:00.610]These are wonderful.
[00:53:01.910]Thank you all so much.
[00:53:03.600]And you can keep throwing those in there
[00:53:05.017]and we're gonna go on and closed it out for you
[00:53:08.860]so you might be able to finish your lunch.
[00:53:12.900]We look forward to seeing you all again, November 19th.
[00:53:15.860]And what I want you to do is I want you to spread the word,
[00:53:19.000]bring your friend, and learn to be more inclusive.
[00:53:24.310]To learn more about being inclusive in UNL,
[00:53:29.750]To stay updated on current events, resources,
[00:53:33.230]accomplishments around diversity and inclusion,
[00:53:35.770]sign up for our newsletter.
[00:53:38.440]It's called Ignite Inclusive Excellence.
[00:53:41.420]We're gonna put the link in the chat
[00:53:43.180]so you can sign up for that.
[00:53:45.460]I thank you all for being present today.
[00:53:49.300]I look forward to seeing you in November,
[00:53:52.100]be intentionally inclusive.
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