The Diversity, Equity, and Inclusion Committee may consist of faculty, staff, students, and postdoctoral associates and is responsible for organizing and implementing plans which promote accountability for the principles of diversity, equity, and inclusion among our student body, faculty and staff. The committee will work with the Chair and other associated committees to promote the recruitment, retention and support of people from diverse backgrounds, including women and underrepresented minorities such as, but not limited to, Black, Indigenous, Latinx, and other POC groups, members of the LGBTQIA+ community, the neurodivergent community, and persons with varying degrees of physical able-bodied status. The committee will also promote access to tools, resources, and knowledge to promote the values and practices of a diverse, equitable, and inclusive workplace and learning environment. Please see our strategic plan on how to achieve our goals.
Black Resistance: Leadership in the Academe
February 28, 2023
Register now for APLU's special virtual Black History Month event, "Black Resistance: Leadership in the Academe" on Tuesday, February 28 at 3:00 pm EST.
The event will celebrate Black leaders who have paved the ways for others and provide an opportunity to hear from four public university leaders as they explore this year's Black History Month theme of "Black Resistance" with a particular focus on the need for the higher education community to take steps to expand the number of Black higher ed leaders.
Please view our list of resources. These include educational opportunities and resources to increase individual DEI awareness and improve inclusivity in Teaching, Research, and Extension activities.
Quarterly open meetings are an opportunity for department students, staff, post-docs, and faculty to bring comments or suggestions directly to the committee for open discussion, and to listen in on that month's committee meeting agenda items.
This is an anonymous ideas box for members of the Entomology & Nematology department to make suggestions for changes in practices, policies, and procedures surrounding our departmental missions of research, teaching and extension. What would you like to see our department start doing, stop doing, or do more of to promote a more inclusive, diverse and equitable department community?
The DEI committee will discuss these anonymous submissions to find solutions to problems, integrate any suggestions provided, and look for opportunities for learning and growth in the department. Thanks for your participation in helping to improve our work environment.
There are established methods recommended by UF and IFAS HR for reporting instances of bias, discrimination, or harassment in the workplace and the classroom. The person who has been harmed may seek an informal resolution by speaking directly to their supervisor or, if their supervisor is the source of their complaint or concern, to their supervisor’s supervisor, with Dr. Siegfried being the ultimate departmental HR administrator. Students may wish to talk to the Undergraduate or Graduate Coordinator for guidance or go directly to Dr. Siegfried. If a within-department resolution is not possible, the harmed person should contact IFAS HR or the appropriate office listed below with a request to investigate the concern informally or formally. They are described here and here. To report potential legal, policy, or ethical conduct violations or concerns, please use the University of Florida Compliance Hotline.