FM Diversity

The Facilities Management Diversity Team was founded in fall 2018 with the goal of working on inclusion and diversity efforts to help our department meet the diversity plan set forth by the Division of University Operations (DUO). This group is actively advocating for and working on getting information to Facilities Management (FM) employees about trainings and resources related to these subjects and following up on other inclusion needs specific to our department. Additionally, the group aims to be a support for the department in facilitation of the Principles of Community and other related topics such as diversity in the search process. Erika Benti represents Parking and Transportation Services and Jessica Kramer represents Facilities Management on the DUO Committee. They co-chair the FM Diversity Team.

Facilities Management is committed to ensuring CSU and our department is a rewarding, inspiring, productive and inclusive community for all employees, students, and visitors. The DUO Diversity Plan has established goals with a focus on Diversity, Equity, and Campus Climate:

  • DUO Diversity Goal 1: The Division of University Operations will actively support efforts to increase recruitment, hiring and retention of employees from marginalized and excluded populations in all units within the Division.
  • DUO Diversity Goal 2: The Division of University Operations will actively cultivate an inclusive institutional climate through opportunities for training, increased awareness of diverse cultures and identities, and positive reinforcement of measures taken to promote inclusive excellence.

The Facilities Management Diversity Plan outlines the specific actions Facilities Management will take by the Year 2021 to carry out the goals set forth by the DUO Diversity Plan. The FM Diversity Plan was developed by the FM Diversity Team and Department Leadership in summer 2019, and is ongoing effort.

FM Diversity Team Members

Erika Benti
Mark Breuer
Jamie Cardenas
Drew Douglas
Jasmine Hatten
Julia Innes
Jessica Kramer

Interested in joining the team? Have questions, ideas, or feedback for the team? Please email us at

Summer 2019 Updates:

The FM Diversity Team has been working hard at tackling the Principles of Community conversations. The team has met with various FM supervisors and learned different ways that they are promoting the Principles into their day-to-day work and with their teams. To share best practices and promote more of these important discussions, the FM Diversity Team devised a Principles of Community Tip Sheet, which was sent out to all supervisors on May 13, 2019. This information  sheet offers tips and real examples from various FM unit supervisors. The hope is that this information can facilitate discussions into the not so easy conversations. The team will continue to follow up with supervisors and serve as a reference point and facilitator to anyone who might have questions or concerns.

In addition, another goal of the FM Diversity Team is to be supportive in efforts to increase recruitment and hiring and retention of employees from marginalized and excluded populations. The team has met with HR employment specialists in order to understand application processes, job descriptions and postings, and where CSU job postings are regularly posted. The purpose is to see if hiring efforts are reaching all possible applicant populations. The team has also discussed conducting on campus job fairs in order to recruit our very own Colorado State University graduates.

Fall 2019 Updates:

The FM Diversity Team has not only continued their mission with the Principles of Community discussions and updates throughout the summer, but also met with Karin Rees to collaborate and implement an inclusive Annual Facilities Management Summer Picnic. A burger bar provided an assortment of toppings, condiments, and sides, including vegan and gluten free options for people with special requests and diet requirements. A variety of games were added this year, including disc golf, yard Jenga, and table games for various physical abilities and interests.

Many sections within the department have expressed challenges with recruiting employees from a diverse applicant pool, and this is an area that the Diversity Team is working to help with. The team has made efforts to meet with various groups within FM to see how they can add more diversity to the hiring process, such as targeting specific websites for posting job announcements.

This past summer, the FM Diversity Team and Department Leadership developed the FM Diversity Plan. It outlines specific actions FM will take by the Year 2021 to carry out the goals set forth by the DUO Diversity Plan.

Many might be wondering about the results of the 2018 Campus Climate Survey that was conducted last year. The results were presented to FM management in mid-July, and all FM employees will be invited to sessions where this information will be provided in more detail—dates coming soon! In the meantime, if you would like to read the results, please see directly below.

2018 Employee Climate Survey: Facilities Management Survey Results

The survey results for the Facilities Management Department were presented to the FM supervisors on July 17, 2019 and can be viewed here.

To see overall survey results for all of campus, visit:

Principles of Community within Facilities Management

What do the Principles of Community mean to FM employees? What assumptions do we carry about the terms inclusion, integrity, respect, service, and social justice? What do these words mean in the context of our jobs, in relationships with our colleagues, and interactions with our customers? Discussing tangible and real-life examples of the Principles can spark further conversation and awareness of what these concepts look like in action, helping us to perceive how often we do engage with the Principles within our department.

How do I start a conversation about the Principles of Community with my team? Check out this Tip Sheet for Supervisors. One supervisor recommendation is to enter the discussion by focusing on "the professional, the positive, and the practical," exploring how these concepts show up in our work environments daily. We asked FM employees to share examples from within their sections. Below are their responses.


  • When helping customers at the Parking and Transportation Services front desk, employees take extra time to communicate clearly with international students and staff who may have a language barrier to understanding parking regulations on campus.
  • When a leader does not take credit for the successes of the team, instead, they give credit to the team members, recognizing their contributions, expertise, and effort.
  • Who is invited to attend a meeting and give input? Are all the relevant parties who are impacted part of the conversation?


  • When an employee is underperforming, a supervisor needs to address performance, but a supervisor also needs to ask themselves what they are or are not doing to contribute to the problem. How can the supervisor improve to help their employees grow?
  • Am I complaining? If so, how can I be proactive instead? What do I need to be doing to help the situation?
  • Be accountable—when I can’t make it to a meeting, I send a note to the organizer in advance to let them know.


  • When using shared equipment in our operation, returning it with full tanks of gas, cleaned up, blades sharpened, and the equipment is ready for the next user.
  • We have to learn to work with people of different opinions in order to advance the mission of the organization. Even if others are difficult, stubborn, or closed-minded, we need to find common ground. Or are we the one being closed-minded? We need to let go of ours egos and place the mission first.
  • Including people from many facets of Facilities at the beginning of a project shows respect for the different services Facilities staff can provide. This also allows everyone to understand project goals from the beginning and helps to create a realistic budget at the start.
  • Sticking to people's given names is a sign of respect. Don't assume an employee is okay with a nickname given to them; make sure to ask them what name they are most comfortable with.
  • Sending a meeting agenda out in advance is a sign of respect for people's time.


  • If the incorrect trades shop is dispatched to a building issue, the dispatched employee will try to reroute the call to the correct shop and try to coach the customer as to why it would be the other shop for future similar issues.
  • When working with other groups, especially groups outside of Facilities Management, what can we do to make the process better and work more effectively for the both of us?
  • We recently went out of our way to do a wildlife rescue getting some goslings off the roof of GSB. Geese are a nuisance to our operations and the Outdoor Services group spends a ton of time cleaning up after them, yet our staff saved these geese because of the campus community's concerns for the goslings ability to survive on the roof top.

Social Justice

  • Outdoor Services reached out to the Office for Accessibility for their guidance to help improve sidewalk grinding programs to create smoother ADA routes into the core of campus for all sidewalk users.
  • When clearing the sidewalks of snow, FM employees not only clear the ramps and sidewalks, as is required by the Americans with Disabilities Act (ADA), but also make sure to clear additional space for a person in a wheelchair to maneuver into a turn from the sidewalk onto the ramp.
  • Are opportunities to participate on committees given to employees who are not in standard leadership roles? All employees should be offered opportunities to engage and enact their initiative, to develop skills and professionally develop in roles that may otherwise be limited, to make an impact within and further contribute to the department, no matter what position level they are at or what job classification.

Download the Principles of Community (in English)Principles of Community (in Spanish), or Principles of Community (in Arabic) poster to display in your work area.

No Place 4 H8

No Place 4 H8 is a campaign that started in Housing & Dining Services and has been adopted campus wide as a collective message. It embodies the values of CSU’s Principles of Community as a call to action for members of our community to do their part to create an inclusive community for all. As a CSU community, we value different perspectives, experiences and expression of thought. We do not tolerate hate in our spaces and any type of bias-motivated behavior is not acceptable. Together, we can create a community where everyone is respected valued despite our differences. #NoPlace4H8

Print out a No Place 4 H8 poster for your work area.

Search Committee Resources

OEO - Summary of Search Process

OEO - Recruitment Resources

Language about CSU, Fort Collins, and Benefits to include in job announcements

OEO Training: How to Consider Diversity in the Search Process (June 2019)

OEO Training: Search Committee Training (Feb. 2019)

More Inclusivity and Diversity Resources

Office of the Vice President for Diversity

Office of Equal Opportunity

Faith, Belief, and Religious Observances Calendar

Broad and Inclusive Definition of Diversity