In 2020 the CDO Team prioritizes Support and Sustainability, and sharpens the focus on Discrimination and Decolonization.
Support is important because most of the people working on improving issues of equity, diversity and inclusion receive little or no compensation. Because the subjects are emotional and personal, they can also be draining.
Sustainability is necessary in order to embed EDI policies within the university. Discrimination needs to be exposed and perpetrators held accountable so the UvA becomes more inclusive. And the process of Decolonization breaks down barriers and educates about the past so we can better understand the present. In practical terms, this works out as being a facilitator, negotiator and promotor of change, and also someone who links people, a contact person within (inter)national networks, an expert and a stimulator.
In addition, processes involving social justice, intersectionality and decolonization are prioritized and explored.
From the start of the Corona crisis, the CDO team and the FDOs realized structural inequalities were made more visible and worsened for marginalized staff and students, while new sets of concerns had arisen for other members of the academic community. We addressed these issues in our memo with concerns about equity, diversity and inclusion at UvA.
What are the next steps in driving forward the process of cultural change? At this stage, it is crucial to identify how to embed EDI concepts within the existing organizational structure. What are the mechanisms that need to be developed to promote this process?
The nature of cultural change is that in order for it to become sustainable, it needs to grow organically, rather than be forced linearly. The CDO Team recommends that the workshops become mandatory for management, new teaching staff and all first-year students in the form of introductory courses.
Focus points include:
The 2020 plan includes prioritizing these subjects for discussion among the faculty education committees. Steps to take: