Cultivate Diversity and Inclusivity
To establish a visible and central University Advancement resource committed to Diversity, Equity and Inclusion. This page will also serve as the platform for the University Advancement Diversity, Equity, and Inclusion Committee working groups to be transparent and communicate the progress of their work for improving Advancement’s inclusivity portrait. It is our hope that we can come together as a community to amplify the University’s work of becoming both great and good, by cultivating diversity and inclusivity in our professional and personal spaces. The goal of this page is to act as a cohesive but evolving collection of resources that respond to the specific needs of members of the UVA Advancement community.
Diversity: The ongoing commitment to the inclusion of unique perspectives, life experiences, identities, backgrounds and other attributes in all activities of University Advancement.
Equity: The process of promoting access and fairness, including distribution of resources, to create a positive, inclusive culture.
Inclusion: The intentional process of building community well-being through an environment of involvement, respect, and belonging.
DEI and Flexible Work Environment at University Advancement
Committed to attracting and retaining a diverse staff, University Advancement honors your experiences, perspectives and unique identity. Together, we strive to create and maintain working environments that are inclusive, equitable and welcoming so we can achieve our mission of supporting our broadly diverse partners, schools, and networks of engaged alumni, parents, and friends of the University.
UVA Advancement offers a flexible and hybrid workplace. All team members must have access to and maintain a secure home office environment with high-speed internet service and work collaboratively with others using a variety of technologies and tools. Depending on the type of position and work performed, or as deemed by a manager, some positions may be required to work intermittently in a shared office space located in Charlottesville, Virginia.
Advancement Diversity, Equity, and Inclusion Work
- February 22, 2023 - Mark Luellen - Advancement Community Updates
- September 8, 2021 - Mark Luellen - Advancement Community Updates
- Register for first meeting of the DEI Community of Practice (September 21st - 10:30 - 11:30)
- Request copy of Diversity, Equity, and Inclusion in Advancement by Angelique Grant
In August, in follow up to the release of University Advancement’s Inclusive Excellence Plan, our DEI Working Group hosted three listening sessions, with over 100 University Advancement teammates participating. These sessions are a crucial element of our ongoing commitment to always be listening and incorporating feedback from our team members into our Inclusive Excellence Plan execution. Some key themes that emerged from these sessions were as follows:
- There is a great desire for new outlets for individuals and groups to share their experiences, difficulties, and recommendations with each other and senior leadership. There was astute recognition that developing a DEI mindset is a new experience for many, and some need extra time and support to learn and grow.
- There are significant needs and opportunities for robust but nuanced training programs to support our Inclusive Excellence Plan and overall, long-term DEI culture. There’s a near-universal wish for more knowledge and skills that we need to fulfill.
- We must determine specific ways to measure our success and hold ourselves accountable against our Inclusive Excellence Plan, individually and as an organization.
- Individuals in our community feel newly empowered to take direct personal action to apply our Inclusive Excellence Plan principles and goals to operational decision making—this mindset must be supported with follow-through and over time.
- We must continue to find new and stronger ways to represent our DEI values with our external constituents.
View the Inclusive Excellence Plan Dialogue Session Comments
2022 UA Workplace Climate Survey Executive Summary
2022 UA Workplace Climate Survey Responses Overall Results by Percentage
2020-2022 Advancement Climate Survey Benchmark Report
March 30, 2021 - Mark Luellen - DEI Climate Survey Results Communication
2020 UA Workplace Climate Survey Responses Overall Results by Percentage
In March of 2020, two new working groups are formed to continue work on focus areas from the 2019 D & I Committee and align our efforts to the new Inclusive Excellence (IE) framework provided by the Office of the Vice-President and Chief Diversity Officer. The Inclusive Excellence framework was unveiled to the University at a cross Grounds gathering on March 3rd . These groups: Diversity, Equity and Inclusion Grounds-wide chaired by Rob Allen, and Recruitment and Retention chaired by Cindy Fredrick, will convene throughout the calendar year, with progress reports made to the Advancement Senior Leadership team at the beginning of 2021.
In September of 2020, to better coordinate our work around DEI, the two separate groups are merged into one group co-chaired by Cindy Fredrick and Rob Allen. The four subcommittees will meet regularly to work toward their charge and formulate recommendations following the Inclusive Excellence template. The co-chairs will meet with each of their designated subcommittees regularly to review their progress and advise on the next steps. The full DEI working group will meet in September and November to share findings and solicit feedback on each subcommittee’s developing recommendations. Once the recommendations are finalized, they will be submitted to University Advancement leadership in the format suggested by the Inclusive Excellence framework.
- Access + Success (advised by Cindy Fredrick): The Access + Success subcommittee will be tasked with analyzing available data on demographic trends in University Advancement and our processes around recruitment, retention, development, and long-term outcomes for team members. Based on their findings, the subcommittee will make two to three recommendations for improving our processes and will explore what measuring improvement may look like.
- Climate + Intergroup Relations (advised by Rob Allen): The Climate + Intergroup Relations subcommittee will be charged with measuring University Advancement staff perceptions of respect, belonging, and their relationships with colleagues. They will also reevaluate traditional practices for meetings, social gatherings, and staff engagement across our office through a DEI lens. Based on their findings, the subcommittee will submit two to three recommendations for improving everyone’s sense of respect, belonging, and collegiality amongst teammates and between the various units within University Advancement.
- Community + Partnership (advised by Rob Allen): The Community + Partnership subcommittee will be tasked with researching strategies to increase engagement of diverse groups of external constituents and with exploring potential opportunities for our organization to collaborate with others to improve the Charlottesville community. The subcommittee will also review communications with internal and external stakeholders for equitable and inclusive messaging and scheduling. Based on their findings, the subcommittee will make two to three recommendations for how University Advancement could improve its communications and relationships with the Charlottesville community and our broader and diverse community of UVA alumni, parents, and friends.
- Education + Scholarship (advised by Cindy Fredrick): The Education + Scholarship subcommittee will be charged with identifying DEI competencies that can be further developed amongst University Advancement staff, and assessing available advancement-focused training opportunities to address any gaps in our current programs. Based on their findings, the subcommittee will submit two to three recommendations that identify intentionally designed professional development opportunities; increase awareness around DEI, and provide access to resources for our workplace community.
Working Group Committee Members:
- Rob Allen, AVP Advisor
- Eliza Broaddus
- Lori Brookins
- William Cocke
- Derrick Collins
- Caroline Cruz
- Brandi Duncan
- Cindy Fredrick, AVP Advisor
- Michael Goetz
- Lori Hanger (served this year)
- Jasdeep Heim
- Chris Hubert
- Erin Hughey-Commers (served this year)
- Iris Luck
- Kelly McCaskill
- Heather Meixler
- Sarah Morgan
- Cameron Mowat
- Julia Parlette-Cariño
- Treece Roach
- James Rogol
- Annie Stup
- Emily Tate
In the fall of 2019, the University Advancement Diversity and Inclusion Committee presented a report and recommendations to Mark Luellen. The year-long work of this committee included research, benchmarking with similar institutions, investigation of resources, and exploration of our workplace culture and shared with University Advancement senior leadership.
We thank these committee members for their dedication in laying the groundwork for a path forward. We are committed to continuing this vital work:
- Michelle Allen
- Rob Allen, AVP Advisor
- Jennifer Burman, Co-chair
- Erin Hughey-Commers
- Doug Mauney
- Sarah Morgan
- Marla Muntner, Chair
- Ellie Myers
- Jake Pittman
- Devin Reaves
- Nancy Scogna, Committee Manager
- Jazzmond Ward-Opie
- Marilyn Wright
- Amy Yancey, AVP Advisor
In the fall of 2017, Mark Luellen asked a group of Advancement colleagues to begin exploring issues related to diversity and inclusion under the leadership of Lynn King. The group's charge was to provide recommendations for creating a more welcoming, inclusive, and diverse workplace as part of our commitment to strengthening community. This initial committee's formative work offered the next steps. Based on the committee's recommendations, a standing committee was formed to focus on the following:
Overall Goal: Building a culture that nurtures a talented workforce, more closely mirrors diversity across Virginia and UVA, and meaningfully includes our increasingly diverse constituents.
Strategies: Providing face-to-face and digital learning opportunities and resources while fostering the continued improvement of recruitment, retention, talent development, and workplace culture.
Tactics: Review current practices, recommend feasible actions, and measure results
We thank these members for their work and dedication:
- Nadia Anderson
- Miriam Bradley
- Meggie Chopade
- AJ Davidson
- Erin Hall
- Danny Housier
- Autumn Kurtz
- Marla Muntner
- Michelle Packer
- Jane Pietro
- Sarah Morgan
- Ashley Privott
- Katie Shevlin
- Doran Tremblay
- Gordon Willis
- June 30, 2021 - Mark Luellen - Inclusive Excellence Plan
- June 16, 2021 - Mark Luellen - Ideological Balance Efforts
- April 30, 2021 - Mark Luellen - Announcement of Director of Development for DEI
- April 30, 2021 - Mark Luellen
- March 30, 2021 - Mark Luellen
- January 19, 2021 - Mark Luellen
- November 16, 2020 - Mark Luellen
- October 27, 2020 - Mark Luellen
- October 2, 2020 - President Ryan
- September 21, 2020 - Mark Luellen
- August 25, 2020 - President Ryan Memo to the Board of Visitors
- August 19, 2020 - Mark Luellen
- June 24, 2020 - Mark Luellen
- June 12, 2020 - President Ryan
- June 3, 2020 - President Ryan
- March 11, 2020 - University Advancement AVPs
From the DEI Working Group:
Stories and Narratives
While data and metrics are important for understanding our organization and what steps we need to take in order to better our diversity portrait, at the core of those data points are the lived experiences of members of our community. In this section, we hope to highlight the essential human component of DEI work. How the real and lived experiences of members of our community are impacted by our being more intentionally inclusive. In this section, we respond to the question so central to this work: “Why does diversity matter to University Advancement”—or even more essentially, as you’ll see highlighted in the reflections here, “Why does diversity matter to me?”
- Why Diversity Matters to University Advancement: A Perspective by Julia Parlette-Cariño
- Second story
We welcome your personal reflections. If you would like to contribute to this section, get in touch by emailing firstname.lastname@example.org. A member of the current DEI working group will get in touch to work with you on your submission. All submissions may remain anonymous if you wish.
- Written reflections (short vignette/long form essay)
- Ghostwriting (a member of the DEI working group will work with you on a written piece)
- Photo submission (with accompanying descriptive caption of why this picture speaks to the importance of diversity)
- Audio recording submissions
- Recorded interview / conversation (a member of the DEI working group will work with you to help coordinate this piece)
If you have more stories to add to this collection, email email@example.com to add it to the conversation.
- Cavalier Daily: APIDA Student Groups Host Panel on Asian American Identity, Femininity
- UVA Today: Articles on UVA and the History of Race (Full Series)
- Cavalier Daily: Class of 2024 has the lowest number of enrolled students since 2016, most diverse class in UVA history
- Retold: Celebrating the Women of UVA
- UVA Today: Exploring the Design of UVA's Memorial to Enslaved Laborers
- UVA Today: UVA Design-Thinking Collaboration Helps Local Elementary School Win National Award
- UVA Today: Hidden in Plain Sight: Exploring Linguistic Diversity at UVA
- UVA Today: On And Around Grounds, Diversity Leader Emphasizes Inclusiveness and Community
- Language to be Added to All Job Postings
- "Committed to attracting and retaining a diverse staff, University Advancement honors your experiences, perspectives and unique identity. Together, we strive to create and maintain working environments that are inclusive, equitable and welcoming so we can best achieve our mission of supporting our broadly diverse partners, schools, and networks of engaged alumni, parents, and friends of the University."
- "UVA Advancement offers a flexible and hybrid workplace. All team members must have access to and maintain a secure home office environment with high-speed internet service and work collaboratively with others using a variety of technologies and tools. Depending on the type of position and work performed, or as deemed by manager, some positions may be required to work intermittently in a shared office space located in Charlottesville, Virginia. "
- Unconscious Bias in Recruitment
- Sample Job Description
- Interview Resources
- Onboarding Best Practices
- Advancement Community Learning
- Promotions Webinar
- UVA Offerings
- UHR offers LinkedIn Learning courses through Workday. Log into Workday, click the "Learning" icon, click "Browse Learning", search "diversity" for a library of courses such as "Inclusive Mindset for Committed Allies"
- UHR Team Workshops
- "Growing Deeper: The Power of Privilege" 2.5 hours - Discuss racial identity as a way to understand unearned privilege.
- "Multicultural Fluency" 2.5 hours - Learn about your identity and about the identities and experiences of others. Create a Brave Space for honest dialogue.
- UVA Office for Diversity, Equity, and Inclusion Learning Resources
- Diversity, Equity, and Inclusion in Advancement: A Guide to Strengthening Engagement and Fundraising Through Inclusion
- Angelique Grant (Senior Consultant and Vice President, Aspen Leadership Group, LLC)
- Ronald J. Schiller (Founding Partner, Aspen Leadership Group, LLC)
- If you are a University Advancement staff member, you can request a copy here.
- "Fumbling in relationships across difference: the potential spiraling effects of a single racial identity reference at work"
- Sandra E. Cha (International Business School, Brandeis University, Waltham, Massachusetts, USA)
- Stephanie J. Creary (Wharton School, University of Pennsylvania, Philadelphia, Pennsylvania, USA)
- Laura Morgan Roberts (Darden School of Business, University of Virginia, Charlottesville, Virginia, USA)
The Key to the Door: Experiences of Early African American Students at the University of Virginia
- Available for purchase from UVA Press
UVA Library's Understanding Difference - Suggested resources to help you see the world from perspectives different from your own
- These books are available for pickup from the library after requesting via the system.
- UVA Chapter of the Virginia Network: The UVA Chapter of the Virginia Network of Women in Higher Education is a University-wide program that promotes leadership for women in Higher Education. This group supports the professional development of all women faculty, staff, and graduate students, from both the academic and Health System, with opportunities to network, learn from one another, and share common interests.
- Career Path Exploration
- Growing Your Career at UVA: Responsibilities, Roles, and Promotions: (Recorded session) Uncover concrete strategies resulting in career development and promotion at UVA with help from a panel of your advancement peers.
- Black Lives Matter
- Color of Change
- Support Black-Owned Restaurants in Charlottesville
- Support Black-Owned Businesses in Charlottesville
- Charlottesville Tomorrow: Determined: Stories of Resilience in a broken ecosystem
- Jefferson School: African American Heritage Center
- Charlottesville Area Community Foundation
- City of Charlottesville Human Rights Commission
- Center for Nonprofit Excellence (CNE):
- Equity Circle series and other workshops to help organizations to identify clear goals and measurable outcomes
- Race Equity Institute:
- Groundwater Presentation: An excellent introductory program that uses stories and data to examine a perspective that racism is fundamentally structural in nature.
- Racial Equity Workshop: 2-day in-depth training providing historical, cultural, structural, and institutional analyzation. This workshop is a continuation of the introductory Groundwater Presentation.
- Virginia Center for Inclusive Communities:
- Workplace Inclusion Network Programs: Session topics include Unconscious Bias; Recruiting & Retaining a Diverse Workforce; The Business Case for Diversity and Inclusion
- Lunch and Learn: Customized diversity and inclusion conversations facilitated by VCIC and are interactive and engaging for participants.
- Train the Trainer: A 'boots on the ground' approach. Session topics include Building a Foundation, Current Culture, Unconscious Bias.
- Center for Nonprofit Excellence (CNE):
- Council for Advancement and Support of Education (CASE)
- CASE Statement of Ethics
- Minority Advancement Institute: Focus on the management, leadership, and mentoring of professionals of diverse backgrounds in the field of advancement.
- LGBT Initiatives: Our goal is to help institutions connect with lesbian, gay, bi-sexual, transgender constituencies, and allies to create future pathways to current and future advancement professionals of diverse backgrounds.
- The Kirwan Institute for the Study of Race and Ethnicity at the Ohio State University
- The Kirwan Institute strives to provide innovative, compelling, and strategic research to both academic audiences and the broader community.
- Council for Advancement and Support of Education (CASE)
- University of Virginia Data Dashboard
- Tying in the work of the larger UVA Race Equity Taskforce
- Articulation of message
Contact Ashley Privott for help finding DEI resources.