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Diversity, Equity, Inclusion, & Belonging
UWEC AMA Program

In the 2023-2024 academic year, the Diversity, Equity, Inclusion, & Belonging Program offered by UW-Eau Claire’s American Marketing Association aims to engage our members within the ongoing conversation of integrating DEIB into the workplace. Our program creates a better understanding of a diverse workforce and fostering inclusive behaviors. Activities of our implementation includes hypothetical questions to open each meeting, and guest speakers to discuss workplace fairness and inclusivity.

Year-Round Program Specifications

During General Meetings, members will participate in various DEIB activities. Topics covered will include:

  • Defining Diversity, Equity, Inclusion, & Belonging / Why it is important in the workplace

  • Understanding the difference between Diversity and Inclusion

  • Raising awareness of unconscious bias

  • Allyship encouragement

  • Microaggressions and Inclusive Language

  • Supporting Gender Identity and Expression 

  • Bystander Intervention 

  • Discussion of Privilege

  • Companies’ relationships with DEIB 

  • Creating an inclusive culture

Related Articles

"Research: Where Employees Think Companies’ DEIB Efforts Are Failing"
https://hbr.org/2023/03/research-where-employees-think-companies-deib-efforts-are-failing

Summary

This article, published by Harvard Business Review, juxtaposes the diversity, equity, inclusion, and belonging perception of company leaders and their employees. While most employers believe their DEIB efforts are excelling, their employees say otherwise. This powerful piece challenges leaders to uncover their employees’ DEIB needs and align them with their current practices. Author Jeremie Brecheisen walks the reader through 10 needs that employees feel aren’t being met and offers a deeper understanding of how leaders can create real change. Brecheisen encourages leaders to truly listen to what their employees are saying regarding their DEIB experience and share updates regarding DEIB initiatives consistently and frequently. Not only will this foster respect, but it will also uncover diversity blind spots and trust gaps within the organization – all of which drive the world toward a more diverse and inclusive environment.

 

Relevance

Many companies struggle with the disconnect between what is said to be happening and what employees are actually seeing in the organization. The likelihood of each of us experiencing this clash is high, especially when it comes to DEIB strategies. Holding leaders accountable for their DEIB efforts is an excellent way to continue to propel inclusion in the workplace. By regularly discussing them and tracking their progress, we can all play a pivotal role in shaping an organization’s DEIB and driving universal change. As you enter the workforce, prioritize opportunities to make DEIB part of the conversation.

Reporting Bias Incidents
UW Eau Claire is committed to each individual’s right to a safe living, learning, and working environment. The Bias Incident Reporting Team (BIRT) – comprised of students, staff, and faculty, provides an opportunity to share, document, and annually track campus bias incidents, while ensuring targets of bias receive immediate support.
https://www.uwec.edu/edi-student-affairs/bias-incident-response/

Additional Resources

  • Black History Month Library: This free Google drive contains information about influential people, events and movements to help further educate around Black history.

  • TedTalks: There are many TedTalks available that discuss various areas of diversity and inclusion.

  • Podcasts: There are a wide variety of podcasts available that discuss individual identities or how they intersect.

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