We are convening a series of virtual brave space forums in which participants can share and process impact and emotion, ask difficult questions, or simply expand their awareness. The forums help participants foster an open dialogue, while also focusing on various diversity, equity, and inclusion topics , including privilege, microaggressions, inclusive language, and ability status. Departments interested in hosting a session should contact us. 

HR's Diversity and Inclusion (D&I) Team has compiled a short curated list of multimedia resources to help employees on their personal journey toward understanding and supporting racial equity. The resources have been categorized by what one can do for one’s self, family, and community.

A comprehensive list of resources, curated by HR's D&I Team, is also available for adults and children to explore and share, with the goal of developing a fuller understanding of the race-related issues that confront our country and the actions needed to address them. Contact us if you have questions and/or would like to recommend a resource to be added to this list.

Fostering a Culture of Inclusion for Employees

To create a culture of inclusion, we must all do our part to strengthen and sensitize our relationships and interactions. Join us for a series of webinars designed to enhance knowledge and encourage dialogue regarding diversity, equity, and inclusion.

• Part one was held on June 30; watch the Part 1 recording on Media Central 
• Part two was held on July 30; watch the Part 2 recording on Media Central
  Log in with NetID and password to watch

Leading in a Culture of Inclusion for Managers

Leaders play a critical role influencing a unique and differentiated employee experience and contributing to an inclusive culture. This series deepens core diversity, equity, and inclusion skill sets and provides tools to enhance inclusive environments within the teams participants lead.

• Part one was held on June 30; watch the Part 1 recording on Media Central
• Part two was held on July 30; watch the Part 2 recording on Media Central
  Login with NetID and password to watch

If your administrative unit or team is interested in a live facilitated replay of the "Culture of Inclusion" series, contact us.

The 2020 Diversity & Inclusion Summer Series — a sequel to the 2019 ERG Summer Showcase — was offered virtually in four weekly sessions between July 9 and August 5. 

The program provided opportunities to:

• Elevate our spirit of community and engagement
• Increase our knowledge on diversity, equity, and inclusivity
• Encourage self-care to address stress, regain a sense of balance, and stay healthy

Refer to the event webpage for details and links to session recordings.

Watch a recording of the opening session, "Moving the Needle from Ally to Upstander," led by HR Diversity and Inclusion Director Kimberly Tiedeken (login to Media Central with NetID and password.)

HR Diversity and Inclusion Director Kimberly Tiedeken discusses next steps to individually and collectively disrupt bias in the workplace and in our lives. Watch on Media Central (login with NetID and password.)

This session, held on July 9, 2020, was part of the 2020 D&I Summer Series. 

As COVID-19 has swept across the United States, it has unmasked and amplified existing racial inequities. The virtual panel “Race in the COVID Era: What America’s History of Racism and Xenophobia Means for Today” on June 8 discussed strategies to address marginalization and empower impacted communities. You can re-watch this important conversation on the University’s Facebook page, Media Central website, and YouTube channel.

The Office of Religious Life has compiled various interfaith resources to provide perspective and a space for thoughtful reflection.

Read "How to Be an Active Bystander When You See Casual Racism," by the New York Times. 

Princeton employees have access to the New York Times Digital Edition provided by Princeton University Library.

Tips for Building Self-Awareness

The following tips can help employees navigate conversations with thoughtfulness, inclusion, respect, and self-awareness and recognize the boundaries of others within their workplaces.

• Consider one’s own personal comfort to engage or not to engage in discussions with colleagues about the election and/or civic interests
• Actively manage one’s own emotions and how to react to different viewpoints
• Acknowledge that some individuals welcome such discussions and are more comfortable sharing their views while others do not welcome such conversations and may consider political views private; respect, without judgment, the decision of others to refrain from or engage in conversation
• Consider one’s own University role and professional responsibilities; be aware of the potential impact of discussing the election given that role; if managing others, be particularly aware not to assert influence over or alienate the viewpoints of team members
• Remain open to hearing the other viewpoints; prior to engaging in conversation, reflect on how to interact with colleagues who hold different perspectives
• Refrain from making or taking action on assumptions about the values and motivations of others
• Practice effective listening skills that allow all parties to feel heard
• Be mindful of how to express personal viewpoints in a non-judgmental way and seek to engage versus alienate or “shut-down” other perspectives
• Respect confidentiality; refrain from sharing conversations with others without having obtained permission to do so; an easy reminder of this in practice is to talk with others, not about them

Examples for Declining Discussions

The following examples can help employees use respectful language when declining to have conversations with others:

•  “I value how important this topic is in our daily lives. While our views may or may not align, I would like to refrain from having these discussions at work.” 
• “I find these conversations difficult to talk about at work and would rather not engage in this type of discussion.”