Everyone at SPH is being called on to play an active role in achieving the change we seek through our Strategic Plan for Antiracism.

Review the examples below of ways to get involved (not an exhaustive list), and watch this video that showcases how some SPH faculty and staff are committing to antiracism.

SPAR Stewards

People in some areas of the school have very specific actions to take. These people are listed in each Goal Area and identified as either “Lead” or “Additional” Stewards.

Everyone

For many members of the SPH community, committing to antiracism, working to create a welcoming environment, and recognizing and challenging racism are essential ways to get involved.

Educate yourself and allow time for reflection:

• Learn about DEI-related topics by reading, listening to podcasts, watching films and documentaries, having conversations, and digging into other resources.
• Examine your words and actions through an antiracism lens. Spend time learning about and reflecting on racism and how it operates in your own life. This will help you consider what changes you need to make personally.
• Participate in DEI groups and committees.
• Make time to read and understand the Strategic Plan for Antiracism, asking questions when necessary, deciding to support its goals, and reflecting on how to help advance the goals. Reach out to the Lead Stewards of each goal area with questions.
• Talk about the plan at meetings and events, and with colleagues.

Challenge racism when you see it:

• Accept that racism exists and challenge it when you see it. Ways to recognize and challenge racism include:
  • Ask individuals to clarify statements that come across as discriminatory.
  • Respond to or report incidents of bias.
  • Interrupt oppression and amplify marginalized voices.

Meetings and conversations:

• Lead and facilitate discussions without tone policing (see also the Dara Katz article that was referenced at the July 27, 2022 SPH Community Forum).

Policies:

• Advocate for equitable policies and decisions at SPH.
• Bring a critical, anti-oppressive lens when reviewing and editing policies.
• When you notice a policy that is inequitable, figure out who to talk to about it and then advocate for a review.

Events:

• Coordinate inclusive events.
• Ensure supplier diversity when coordinating events (SPH resource forthcoming in fall 2022).

Recruitment, hiring, onboarding, and evaluation:

• Provide feedback on position descriptions, candidates, and interview practices.
• Participate in search committees.
• Share job postings.
• When colleagues are being onboarded, get involved in supporting them during their first few days, weeks, and months.
• Provide honest feedback to colleagues in annual reviews.

Faculty and Instructors

Review these examples in addition to the examples for “Everyone” above (not an exhaustive list):

• Allow students the space, time, and flexibility to process racist events. (Resource: “Discussion Guide: Reckoning with Violence and Crises”)
• Create an inclusive learning environment.
• Ensure that you use the correct pronouns and pronounce names correctly.
• Make sure your syllabus includes authors of color and from Indigenous communities.
• Use inclusive language in your teaching and curriculum.

Supervisors

Review these examples in addition to the examples for “Everyone” above (not an exhaustive list):

• Learn about and commit to recruitment, hiring, onboarding, and evaluation practices that prioritize antiracism. (Resource: Hiring and Onboarding)
• Learn about inequities (current and historical) in compensation among people of color and women. Advocate for and support equitable compensation policies and practices. (Resource: Total Compensation)
• Encourage and give team members time to engage in DEI and antiracism events, education, and training opportunities.
• Allow team members the space, time, and flexibility to process racist events. (Resource: “Discussion Guide: Reckoning with Violence and Crises”)
• Create inclusive work spaces.

Researchers

Review these examples In addition to the examples for “Everyone” above (not an exhaustive list):

• Use inclusive language in your research and publications.
• Prioritize diversity in research teams, participants, citations, and authorship.