Meeting #1 | June 30, 2022 | 8 a.m. | Zoom

Introductions:

• We have a wide range of people serving on our core change team, and we want to thank them in advance for giving their time and effort.
• You will see a group that is tied into the areas where we can have the greatest impact on making our cultural shift.
• They can bring insight into their departments while also looking at the university.
• We will also be forming an Advisory Team comprised of leaders from across campus, including students, that we will report to on a quarterly basis.
• We will begin meeting in June to start our work.

Why SEA Change

• The AAAS seeks to “advance science, engineering, and innovation throughout the world for the benefit of all people.”
• AAAS is the world's largest multidisciplinary scientific society and a leading publisher of cutting-edge research through its Science family of journals; AAAS has individual members in more than 91 countries around the globe.
• STEMM – full campus initiative including Medicine

Connection to UI Strategic Plan

• Our work is tied directly into the new UI strategic plan.  As we build a welcoming and inclusive environment, the work the of SEA Change initiative will be to facilitate the proactive culture change as outlined in the plan.

The Advisory Team

• Role – bring awareness and community partnerships
• Community leaders
• Student leaders
• Identification of members
• Meet four times per year
• This Core team group will be evaluated by the advisory group before we submit action items to the campus

Areas of Focus

The goal this year is will:

• Use existing climate and course data
• Collect an inventory of DEI efforts
• Use these data to formulate achievable strategies to enact proactive culture change to cultivate a more respectful, inclusive environment that embeds diversity and equity into the Iowa experience.

RECRUITMENT: 

• Use data to evaluate the state of UI's ability to recruit a diverse, inclusive, and equitable community of faculty, staff, and students.

RETENTION:

• Use data to evaluate the state UI’s ability to retain a diverse, inclusive, and equitable community of faculty, staff, and students.

IMPACT:

• Use data to evaluate the cultural and economic impact of a more diverse, inclusive, and equitable experience at UI on our community, state, and nation.  

Data

• Goal: in six weeks, people have engaged in the data and know what we do or don’t have or be able to compare data from one bin to another. Start asking questions about what the data can answer.  Get the questions squared away.
• Four key data centers
  • Campus climate survey data in the reports
  • OTLT
  • SERU and Grad SERU
  • Dashboard from Liz’s office
• The key question for our group is How do we get everyone acquainted with what is out there and a first run of what data we want to collect as we ask our questions.
• Our philosophy on this is a ’small wins’ approach.  in a feasible and reasonable approach
• It is going to take more time to get the data accessible.  What should we state the expectation of what we should be proposing six weeks from now?

Homework

• Subcommittee assignments:
  • Recruitment: Maurine, Hannah, TM
  • Retention: Brad, Motier, Alaina
  • Impact: Charlie, Kristina, Liz
• Goal: in six weeks, people have engaged in the data and know what we do or don’t have or be able to compare data from one bin to another. Start asking questions about what the data can answer.  Get the questions squared away.
• Sign in to the Slack channel to communicate.
• Meet with your group & data team to understand existing data in the next few weeks.
• Evaluate data related to your area of focus.
• Understand the data we have.
• Determine if data is missing.
• Propose small wins and large initiatives related to your area.
• Prepare initial findings to propose to the Core Team on August 15, 2022