Inclusion, Equity, and Community Building

This five-module series provides a comprehensive approach to addressing cultural humility, bias awareness and identity development, microaggressions, privilege and allyship and change leadership for participants interested in applying intentional inclusion to their policies, programs, practices, and people. The series ends with action planning and guidance from the Office of Diversity and Inclusion to sustain inclusive excellence. Participants who complete all five modules of the series receive a certificate.

Module Descriptions:

  • Module 1: Cultural Humility and DEI Alphabet Soup: This introductory workshop explores cultural humility, self-reflection and identity, and their application to participants’ professional roles. The session also provides an overview of relevant social justice and diversity, equity, and inclusion terms.
  • Module 2: Bias Awareness, Socialization, and Identity Development: Participants explore their own biases via the Harvard Implicit Association Test and how they are influenced by socialization. Identity development, with a focus on internal and external authoring, is introduced to demonstrate the importance of intentionally inclusive environments on positive student development and employee engagement. Pre-work is required for this session (+/-10 minutes)
  • Module 3: Inclusive Language, Communication, and Triggers: This session explores microaggressions and the role of language, communication, and socialization in inclusion and exclusion. Participants also explore how these contribute to identity authoring and lived experience.
  • Module 4: Privilege, Collusion, and Allyship: Participants explore various types of privilege in their lives and the lives of others, and engage specifically in an examination of privilege, collusion, and positional power at UNT. The session also discusses needed efforts to practice allyship and apply intentional inclusion strategies. Pre-work is required for this session (+/- 30 minutes).
  • Module 5: Change Leadership and Action Planning: This workshop explores what organizational change looks and feels like, and examines how we can use our spheres of influence to enact change. Participants will consider applying change strategies to an aspect of their work environment. Pre-work is required for this session (+/- 30 minutes).

Enrollment/Participation Requirements:

To preserve the integrity of the curriculum, participants will agree to the following:

  • Supervisor approval is required to participate in the Inclusion, Equity and Community Building series. Each registrant’s supervisor will receive an email with full instructions requesting approval for their attendance.
  • Supervisors will also approve those who are waitlisted, and the learner must notify them if they are waitlisted.
  • Supervisors will have the option to indicate why they have denied a participant’s enrollment in the course.

To preserve the integrity of the curriculum, participants will agree to the following:

  • Supervisor approval is required to participate in the Inclusion Equity and Community Building series. Each registrant’s supervisor will receive an email requesting approval for their attendance.
  • Participants must attend each module in proposed order.
  • Due to limited staff, session make-ups cannot be provided. Participants must attend all scheduled modules to achieve completion and will be removed from the roster if a session is missed.
  • Participants must attend each module’s entire four-hour session. Those arriving later than 15 minutes after start time will be removed from the roster.
  • Adhere to the “Principles of Engagement” of the series:
  • Each participant will receive a reflection journal in which they can complete their pre-work, take notes, and answer reflection questions. Laptop computers are not permitted in the sessions.
  • All assigned pre-work must be completed before session (including assigned activities, reflections, and other assignments).
  • Participants will receive slide decks for each module via email after each session they complete.

Inaugural Inclusion, Equity, and Community Building Class

Congratulations to the inaugural cohort of the Inclusion, Equity and Community Building open enrollment series, which graduated its first class of completers October 5th. Representative of employees across the university, these participants attended all five modules and were tasked with identifying a practice, program, or perspective within their respective units that could be improved by intentional inclusion. The cohort will continue to meet throughout the year to provide support and feedback for their change strategies. The next cohort will be offered Fall of 2019. For more information, contact Diversity.Inclusion@unt.edu.

Inaugural Inclusion, Equity, and Community Building Class
Back row (L-R): Anjelita Cadena, Bethany Blackstone, Vicki Campbell, Felita Cook, Saria Outhier, Elizabeth Hinkle Turner.
Front Row: Lilly Ramin, Kathy Neira Gonzalez, Meghan Fitzgerald, Mariah Hope.

For a basic introduction to cultural humility, the Office of Diversity and Inclusion offers “Cultural Humility and Inclusion: Seeing Ourselves to See Others.” Presented by UNT Director of Diversity and Inclusion Shani Barrax Moore in partnership with UNT System Talent Management, this one-hour session introduces participants to cultural humility, intentional inclusion, and productive engagement with difference.

These short, interactive activities (typically less than an hour) can be used as icebreakers or an opportunity for a cursory exploration of differences among teams or classes. These are also useful for residential community activities, student organizations, staff retreats, and other settings where an awareness of differing perspectives may help to build stronger teams.

Click each topic to reveal more information about their associated trainings:

Topic Minimum Participants Maximum Participants Estimated Training Time Required Description
Passing Perspectives 12 30 50 min. This 50-minute workshop uses a “Diversity Thumball” to initiate conversation about difference and our own personal perspectives. Catch the ball and if your thumb lands on questions such as “what makes you different,” “in what ways is your world diverse,” or “share a situation where you were in the minority,” you can give and receive perspectives about things you likely never even thought about. The experience will help you learn more about yourself, your peers, and how diversity enriches us.
“Keep It Real” Game 5 18 1-1.5 hours “Keep it Real” board game: Your team of 5 to 18 will play the diversity board game which provides participants with a powerful and enjoyable interactive experience of inclusion, bonding and bridge-building, while it facilitates a positive and dynamic environment. Facilitated dialogue will conclude this teambuilding activity.
Topic Minimum Participants Maximum Participants Estimated Training Time Required Description
Creating an Inclusive Work Environment (Awareness building) 12 40 2 hours Delivered as part of the training series for new supervisors, this session explores the difference between compliance and inclusion, introduces cultural humility as a tool for inclusion, discusses the importance of modeling behavior that creates inclusive environments.
Inclusion Equity and Community Building Group of 20 Group of 35 20 hours in 5-day increments This five-module series provides a comprehensive approach to addressing cultural humility, bias awareness and identity development, microaggressions, privilege and allyship and change leadership for units interested in applying intentional inclusion to its policies, programs, practices, and people. The series ends with action planning and continued guidance from the Office of Diversity and Inclusion to sustain inclusive excellence. Participants who complete the series receive a certificate. This series is recommended for working groups such as diversity and inclusion councils who will address diversity, inclusion, and equity-based action planning at UNT, and can be customized to meet each unit’s needs.
Faculty Resource: Don't Cancel That Class! (provided by the Learning Center) 16 30 50-80 minutes Faculty, before you consider canceling a class, please contact the Learning Center and its partners. Being pulled away for any reason – to attend a conference or host a symposium – is always a challenge. Consider these alternatives to allow your students to practice their skills while you step away for a day. Sessions include "Cultural Humility: Seeing Ourselves to See Others" and "Passing Perspectives" Visit the Learning Center's website for more information.

Request a training

Please allow at least 30 days before the desired training date to submit a training request. Most of the trainings provided by our office require at least an hour and 15 minutes for presentation.

Click the button below to fill out the training request form:

These sessions are typically two hours or less, with the primary goal of being introduced to a singular concept with less time for practical application to the participants’ environment.

Click each topic to reveal more information about their associated trainings:

Topic Minimum Participants Maximum Participants Estimated Training Time Required Description
Cultural Humility Towards Culturally Responsive Teaching 16 30 75-90 min. Intended for faculty, this session introduces cultural humility and self-reflection as a tool to effectively engage students through a cultural lens.
Cultural Humility for Inclusive Community Building 16 30 4 hours Initially designed as training for Housing and Residence Life, this presentation is applicable to any role or entity responsible for creating and building community. Includes an introduction to cultural humility and self-reflection, the impact of microinvalidations on climate, and the impact of microvalidations on building and maintaining inclusive communities.
Topic Minimum Participants Maximum Participants Estimated Training Time Required Description
Bias-Based Profiling 16 36 2 hours Presented in in conjunction with the UNT Police department, this session incorporates the use of the Harvard Implicit Association Test to provide opportunities for awareness to law enforcement officials regarding the impact of implicit bias on policing.
Perceptions and Interactions: Do You See What I See? 12 24 90 min. Intended for groups or individuals whose role may contribute to organizational climate, this session examines the role of identities in shaping perceptions and experiences, and how perceptions can impact interactions and interpretations.
Topic Minimum Participants Maximum Participants Estimated Training Time Required Description
Call to Inclusive Excellence: A Leadership Perspective 10 30 2-3 hours Designed for those in leadership roles and initially delivered to the President’s Cabinet, this session introduces leaders to inclusive excellence, equity-mindedness, and the role they play as leaders in facilitating these concepts within an institution.
Equity-Mindedness and Inclusive Excellence: 21st Century Approaches to Student Success 12 30 2-3 hours This session combines an exploration of cultural humility with an introduction to inclusive excellence and equity-mindedness, and introduces how to institutionalize inclusive excellence within departments and units.
Topic Minimum Participants Maximum Participants Estimated Training Time Required Description
Access, Equality, Equity, and Inclusion - Distinction and Application 16 30 1.5 hours Intended for student affairs professionals, this session discusses the difference between access, equality and equity, their relationship to intentional inclusion, and how their knowledge and practice relates to our role as student success professionals. Case studies are used to explore how to apply equity to the co-curricular nature of student success and development initiatives.
Facilitating Student Success with Cultural Humility 12 30 1.5 hours Intended for student affairs professionals (advisors, counselors, etc.), this session explores the difference between cultural humility and cultural competence, and how the dimensions of cross-cultural competence can be used to effectively engage students.

Request a training

Please allow at least 30 days before the desired training date to submit a training request. Most of the trainings provided by our office require at least an hour and 15 minutes for presentation.

Click the button below to fill out the training request form:

The Office of Diversity and Inclusion’s learning and development sessions provide participants a comprehensive opportunity to learn, explore, and apply concepts and strategies that contribute to a more inclusive and equitable learning and working environment. We use the terms learning and development rather than the more commonly used term training, as these facilitated sessions are less about learning a specific technical skill that is production-centered; our person-centered sessions facilitate self-reflection and awareness, encourage problem-solving and create an alignment of the learning experience with the specific work environment. Our by-request sessions are customized to the specific department or unit, and our open-enrollment sessions encourage application of the material to each participant’s role and work environment.

Topic Minimum Participants Maximum Participants Estimated Training Time Required Description
Cultural Humility Towards Culturally Responsive Teaching 16 30 75-90 min. Intended for faculty, this session introduces cultural humility and self-reflection as a tool to effectively engage students through a cultural lens.
Cultural Humility - Seeing Ourselves to See Others 16 30 1-2 hours Intended for students, this class presentation introduces the concept of cultural humility, self-reflection, and their application to all fields of study.
Cultural Humility for Inclusive Community Building 16 30 4 hours Initially designed as training for Housing and Residence Life, this presentation is applicable to any role or entity responsible for creating and building community. Includes an introduction to cultural humility and self-reflection, the impact of microinvalidations on climate, and the impact of microvalidations on building and maintaining inclusive communities.
Topic Minimum Participants Maximum Participants Estimated Training Time Required Description
Language and Communication - Key Drivers for Inclusive Environments 16 36 2.5-4 hours This session discusses key concepts related to inclusive and exclusive language, uses case studies to explore the potential usage and impact of offensive language, and discusses ways to correct and interrupt offensive language.
Microaggressions and Student Success - Experiences and Impact 16 36 1.5-4 hours Applicable to advisors, counselors, and any others who have direct student interaction and facilitate their student success, this session explores the impact of language on climate by connecting participants with their own microaggression experiences, and discusses how microaffirmations can facilitate student success.
Cultural Humility and Communication - Key Drivers for Inclusive Environments 16 40 4-6.5 hours This session combines the exploration of cultural humility, microaggressions, and relationship estimation to discuss their personal and organizational impact on inclusive environments.
Calling People In, Not Out: Interrupting Microaggressions 16 30 3-4 hours This session, recommended as a follow up to any of the introductory microaggressions sessions, further explores the practice of interrupting microaggressions and how to call people in to more inclusive language rather than calling people out. The session includes an introduction to creating a more intentionally inclusive departmental culture that embraces calling people in and serves as a primer for further discussion regarding organizational culture.
Topic Minimum Participants Maximum Participants Estimated Training Time Required Description
Diversity in the Classroom: Multiple Perspectives and Pathways to Success 12 30 3-4 hours Designed for faculty, this session explores culture, identity, multiple perspectives, and culturally responsive pedagogy as a tool for facilitating student success. Participants also have the opportunity to explore how their perspectives are shaped by biases and socialization.
Providing Academic Leadership with Cultural Humility 12 30 2-4 hours Intended for faculty and faculty leadership, this session introduces cultural humility and self-reflection as a tool to effectively engage students through a cultural lens. The session also begins to explore how to institutionalize inclusive pedagogy through practices, programs, and people.

Organizational Culture

These sessions are designed to help units evaluate their departmental organizational culture, with particular focus on values, beliefs, and norms as a foundation for creating inclusive environments. The sessions are typically preceded with an anonymous pre-survey distributed to participants to determine perceived departmental culture, and are used as a foundation for the discussion. Organizational development sessions are typically a minimum of 3 hours.

Request a training

Please allow at least 30 days before the desired training date to submit a training request. Most of the trainings provided by our office require at least an hour and 15 minutes for presentation.

Click the button below to fill out the training request form:

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