DOVS Equity Alliance

Creating a more Equitable World

Together in community

Equity – What we are striving for with in our units, our department, our larger institutions, and our world. We can’t get there without each other

Alliance – The action of being an ally. We are committed to being allies, to being anti-racist, to getting proximate and to holding one another accountable, while being open and respectful.

Want to join the ongoing conversation?
Email the DOVS Equity Alliance

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Objectives

  • Develop a shared language with clear definitions
  • Get uncomfortable to engage in authentic exploration
  • Be accountable to ourselves and our teammates to build an equitable environment
  • Identify equity gaps within our units and with the people we serve
  • Take actions to address policies, change them and eliminate the gaps
  • Evaluate progress, then keep going

Alliance Actions

  • START all your meetings an acknowledgment about what indigenous lands you are currently on and how that came to be
  • PUT your pronouns on your email signature
    • ASK everyone for their pronouns when you meet them
    • Why pronouns matter? Content by UW Gender and Sexuality Campus Center
  • DO SOMETHING – Do not be silent when you witness or experience any microaggression or inappropriate situation. Silence is complicity.
    • Ask questions to frame/diffuse the transgression:
      • I heard you say…. was that your intention with that comment?
      • I’d love to know your source for that information?
      • That impacted me this way…
    • Then use the Value/Problem/Solution/Action framework to step in/continue the conversation
    • Keep going, this takes practice and is uncomfortable
  • WAIT – Why Am I Talking?
    • Are you in a meeting and not hearing from people of color? Or folx who might hold less power in the organization? Try to take a beat and think – WAIT.
    • Then stop talking. Enlist another voice by saying something like, “So-and-so, what would you add to that?” or “Did I miss anything, So-and-so?” or “I think So-and-so had a great idea the other day, want to elaborate?”
    • Listen.

Shared Language Explorations

These are some of the terms we have discussed in our past meetings:

  • Belonging – the opposite of “othering;” close or intimate relationship; chuminess; familiarity
  • BIPOC – Black, Indigenous, People of Color
  • Code-Switching – the switching from the linguistic system of one language or dialect to that of another
  • Identity – the distinguishing character or personality of an individual; the relation established by psychological identification
  • Impact – the force of impression of one thing on another : a significant or major effect
  • Intent – the state of mind with which an act is done, often assumed and not easily proven
  • Intersectionality – the complex, cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, and classism) combine, overlap, or intersect especially in the experiences of marginalized individuals or groups
  • Othering – treating people from another group as essentially different from and generally inferior to the group you belong to
  • Privilege – a right or immunity granted as a peculiar benefit, advantage, or favor
  • URM – Underrepresented Minorities

Additional Resources:

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EXPLORE

WATCH

READ

LISTEN

  • Develop a shared language with clear definitions
  • Get uncomfortable to engage in authentic exploration
  • Be accountable to ourselves and our teammates to build an equitable environment
  • Identify equity gaps within our units and with the people we serve
  • Take actions to address policies, change them and eliminate the gaps
  • Evaluate progress, then keep going
  • START all your meetings an acknowledgment about what indigenous lands you are currently on and how that came to be
  • PUT your pronouns on your email signature
    • ASK everyone for their pronouns when you meet them
    • Why pronouns matter? Content by UW Gender and Sexuality Campus Center
  • DO SOMETHING – Do not be silent when you witness or experience any microaggression or inappropriate situation. Silence is complicity.
    • Ask questions to frame/diffuse the transgression:
      • I heard you say…. was that your intention with that comment?
      • I’d love to know your source for that information?
      • That impacted me this way…
    • Then use the Value/Problem/Solution/Action framework to step in/continue the conversation
    • Keep going, this takes practice and is uncomfortable
  • WAIT – Why Am I Talking?
    • Are you in a meeting and not hearing from people of color? Or folx who might hold less power in the organization? Try to take a beat and think – WAIT.
    • Then stop talking. Enlist another voice by saying something like, “So-and-so, what would you add to that?” or “Did I miss anything, So-and-so?” or “I think So-and-so had a great idea the other day, want to elaborate?”
    • Listen.

These are some of the terms we have discussed in our past meetings:

  • Belonging – the opposite of “othering;” close or intimate relationship; chuminess; familiarity
  • BIPOC – Black, Indigenous, People of Color
  • Code-Switching – the switching from the linguistic system of one language or dialect to that of another
  • Identity – the distinguishing character or personality of an individual; the relation established by psychological identification
  • Impact – the force of impression of one thing on another : a significant or major effect
  • Intent – the state of mind with which an act is done, often assumed and not easily proven
  • Intersectionality – the complex, cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, and classism) combine, overlap, or intersect especially in the experiences of marginalized individuals or groups
  • Othering – treating people from another group as essentially different from and generally inferior to the group you belong to
  • Privilege – a right or immunity granted as a peculiar benefit, advantage, or favor
  • URM – Underrepresented Minorities

JOIN

DOWNLOAD

PRINT AND FOLD

EXPLORE

WATCH

READ

LISTEN

Alliance Members

Member Requirements

  • Be a member of the UW Department of Ophthalmology and Visual Sciences in any capacity – a mix of staff, clinicians, researchers and learners is desired
  • Desire to affect change within team/department/university/community
  • Ability to commit their time, efforts and expertise to creating a more diverse, equitable and inclusive culture
  • Be responsive, respectful and authentic
  • Understand that conversations will be uncomfortable and that’s okay
  • Leadership team committed to a 2-year term on the Alliance

Commitment

  • We ask that you actually do the outlined actions. Be a co-conspirator in anti-racism.
  • Showing up anywhere from 1-minute to 12-hours/month could include the following:
    • 2x/month Alliance meetings or learning circles
    • 1x/month small group discussion
    • 1x/month volunteer
  • Discussion planning, educational and training opportunities

UW Madison Diversity Events

Current Schedule:

The DOVS Equity Alliance currently meets on the 2nd and 4th Thursdays of each month. Our meetings are at 12 noon and generally take place over Zoom.  We sometimes have hybrid (in-person and virtual) meetings.