Diversity and Inclusion
CHES COMMITTEE
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Capstone Creed
“As a member of The University of Alabama community, I will pursue knowledge; act with fairness, integrity and respect; promote equity and inclusion; foster individual and civic responsibility; and strive for excellence in all I do.”
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Upcoming Events: (check back soon)
We recognize National Native American Heritage Month, which pays tribute to the rich ancestry and traditions of Native Americans. Provided above is the documentary "The Thick Dark Fog: Reclaiming Native American Identity". Please also find the accompanying .pdf, which provides discussion questions, stats, and action steps.
discussion questions
discussion questions
Who we are: CDI College Representatives
Student Representatives coming soon......
What we believe:
We understand that diversity work is complex and encompasses a lot of issues. Here’s how we understand some key concepts:
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Ally: The ACT of standing up in support for members of social identity groups that are not your own (University of Houston).
Gender Identity vs. Gender Expression: Gender Identity is the personal conception of one's own sense of gender, how they internally feel about their own gender. Gender Expression is the external and public presentation of one's gender (Ontario Human Rights Commission).
Source: https://www.itspronouncedmetrosexual.com/
Intersectionality: The overlapping or intersecting social identities (gender, race, class, sexuality, ethnicity, nation, ability, and age) and related systems of oppression that make up experiences for marginalized groups that cannot be understood separately (Crenshaw, 1991).
Internalized Racism: Occurs at the individual level. It includes an acceptance by members of the stigmatized racial groups of negative messages about their own abilities and intrinsic worth. It involves accepting limitations to one’s own full humanity (Jones, 2000).
Interpersonal Racism: Occurs at the relationship level. It includes the expression of racism between individuals. This is the most commonly understood type of racism. Racist expressions at this level may be intentional or unintentional (Jones, 2000).
Institutional Racism: Occurs at the community level. It includes discrimination and unfair policies that advantage and disadvantage people based on race within and between institutions (Jones, 2000).
Structural Racism: Occurs at the societal level. It includes 1) History that lies beneath the surface, 2) Culture which normalizes and replicates racism and exists all around, and 3) Interconnected institutions and policies at the advantage of the white majority (Lawrence & Keleher, 2004).
Internalized Racism: Occurs at the individual level. It includes an acceptance by members of the stigmatized racial groups of negative messages about their own abilities and intrinsic worth. It involves accepting limitations to one’s own full humanity (Jones, 2000).
Interpersonal Racism: Occurs at the relationship level. It includes the expression of racism between individuals. This is the most commonly understood type of racism. Racist expressions at this level may be intentional or unintentional (Jones, 2000).
Institutional Racism: Occurs at the community level. It includes discrimination and unfair policies that advantage and disadvantage people based on race within and between institutions (Jones, 2000).
Structural Racism: Occurs at the societal level. It includes 1) History that lies beneath the surface, 2) Culture which normalizes and replicates racism and exists all around, and 3) Interconnected institutions and policies at the advantage of the white majority (Lawrence & Keleher, 2004).
Source: https://www.wcsap.org/prevention/concepts/social-ecological-model
*Nearly all forms of discrimination can be understood using this multi-level approach, including sexism, ableism, classism, and heteronormativity.
*Nearly all forms of discrimination can be understood using this multi-level approach, including sexism, ableism, classism, and heteronormativity.
Microaggression: Intentional or unintentional verbal, non-verbal or environmental communication that is hostile, derogatory or negative (University of Houston).
Privilege: Personal, interpersonal, cultural, and institutional benefits, advantages and favors of dominant groups at the expense of targeted groups. Those with privilege include but are not limited to white people, able-bodied people, heterosexuals, males, Christians, middle or owning class people, and English speaking people (Vanderbilt University).
Privilege: Personal, interpersonal, cultural, and institutional benefits, advantages and favors of dominant groups at the expense of targeted groups. Those with privilege include but are not limited to white people, able-bodied people, heterosexuals, males, Christians, middle or owning class people, and English speaking people (Vanderbilt University).
What we do:
Click the photo for a larger view
Outreach: We support student education and professional development aiming to increase access to valuable resources and services.
CHES leadership attends presentation by Deborah Grimes, UAB Health System Chief Diversity Officer
CHES faculty and staff attending the Diversity and Inclusion workshop
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Students learning about the importance of ethnic studies during Hispanic/LatinX Heritage Month
Dr. Taylor, VP of Diversity, Equity, & Inclusion, speaking to faculty and staff at Color Brave workshop
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Improving Lives alumni event for Black History Month
Dr. Burton speaking with students about the importance of seeing and celebrating differences
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Dr Michael Innis-Jimenez presents: The Long History of the Latinx South
Understanding Institutional Racism
Members of the Diversity and Inclusivity Committee discuss Understanding Institutional Racism - understanding key concepts, facts, how racism operates, and how we move forward.
UA DEI RESOURCES:
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REporting:
Click below to learn how to report discrimination through the UAct website.