Facilities Management JEDI Team

About the FM JEDI Team

Introduction letter about JEDI Team for new employees within FM. (Leer en español.)

The Facilities Management Justice, Equity, Diversity and Inclusivity Team (JEDI 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. The JEDI Team actively advocates for and works on getting information to Facilities Management (FM) employees about trainings and resources related to these topics, and following up on other inclusion needs specific to our department. We act as a support for the department in facilitation of the Principles of Community; other related topics such as diversity in the search process; and engage in efforts to increase our community's awareness with the aim of fostering a sense of belonging and understanding. In January 2021, the JEDI Team updated their name from the FM Diversity Team to better encompass the charge of the group and to align with the CSU Principles of Community.

Have questions, ideas, or feedback for the team on past, current, and future JEDI Team initiatives? Please email us at Fac_diversity_team@colostate.edu to share your thoughts.

 Image consists of 4 triangle pieces stacked vertical and hortizontal in CSU colors of green, gold, and orange. Text reads "Justice Equity Diversity Inclusion JEDI Facilities Management Colorado State University"

FM JEDI Team Members

Terry Adams, Campus Planning
Richard Adzgowski, Operations - Custodial
Harrison Bridge, Remodel & Construction Services
James Gilbert, Remodel & Construction Services
Julia Innes, Campus Planning (JEDI Team Program Assistant)
Dan Kozlowski, Remodel & Construction Services (JEDI Team Co-Chair)
Jessica Kramer, Campus Planning
Brian Orso, Operations - Trades
Savannah Romero, Finance (JEDI Team Co-Chair)

Thanks to all of our former members who have served on the team as well!

Interested in joining the team? We all come with different perspectives and backgrounds. The JEDI Team sincerely welcomes diverse perspectives from Facilities Management, working toward our goals in a creative, collaborative manner. We meet virtually on the third Wednesday of the month from 11-12:30. If the timing of the meeting doesn't fit with your schedule, reach out to us so we can brainstorm a way for you to participate. We have various working group opportunities that meet at diverse times.

FM Diversity Plan

In 2018 the Division of University Operations (DUO) 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.

Facilities Management outlined specific actions FM would take to meet the goals set forth by the DUO Diversity Plan. View FM’s  2019-2020 Diversity Plan and 2020-2021 Diversity Plan. For an overview of Facilities Management Department's recent DEI efforts and goals accomplished, including professional development and various initiatives, please see: DEI Inventory 2019 through Spring 2021.

The FM Diversity Plan is a living document, an ongoing effort by the JEDI Team. Items continue to be accomplished even while new action items/initiatives come up and the list grows. JEDI Team goals for 2021-2022 include, but are not limited to:

Addressing DUO Diversity Goal 1:

  • Establish baseline for diversity in current hiring pool
    • Collaboration between JEDI Team and FM HR
  • New State Classified Equal Opportunity Coordinator training for Search Process
    • Planning in process / Launching 2022
    • Collaboration between JEDI Team and FM HR
  • Creating Inclusive Excellence Program (CIEP)
    • FM Cohort
    • Launching Summer 2022

Addressing DUO Diversity Goal 2:

  • Inclusive access to all FM employees through technology and communications
    • Provide physical access (computer, smart phone, iPod-Touch) and work time access to all employees in their breakrooms or office areas -  includes Wi-Fi I-Pod Touch Pilot Program (Summer - Fall 2021)
    • Spanish Translation for dept communications (ongoing)
  • Develop budget that supports recognition of diverse identities at FM/CSU and DEI trainings
    • Bring awareness, education, and allyship to 3-4 diverse identities held by CSU employees using different methods including, but not limited to: communication, stickers, buttons, food, etc.
    • Have 3-4 JEDI-related trainings each year during JEDI Team meetings, inviting FM Direct Reports and other FM staff to participate.

Facilities Management is committed to ensuring CSU and our department is a rewarding, inspiring, productive and inclusive community for all employees, students, and visitors.

JEDI Core Competency in Annual Employee Reviews

Video available with subtitles: English (https://vimeo.com/601317197) Spanish (https://vimeo.com/609923954)

PDF - FM Weekly Communication September 23, 2021 - Issue 136

Tipsheet - in English

JEDI Definitions - in English

Competencia Fundamental JEDI

Video disponible con subtitulos: Inglés (https://vimeo.com/601317197) & español (https://vimeo.com/609923954)

PDF - Comunicación Semanal de FM - septiembre 23, 2021 - Edición 136

Tip Sheet - en español

JEDI Definitions - en español

JEDI Communications

Facilities Focus Newsletter - Spring Updates

Updates about Campus-wide Resources for “Inclusive Excellence”

One of the goals of the FM JEDI Team is to help communicate resources related to justice, equity, diversity and inclusion. Here are two valuable resources that can provide information about these topics.

1. Office for Inclusive Excellence and Blog

The CSU Office for Diversity recently changed its name to the Office for Inclusive Excellence. Dr. Kauline Cipriani is the new vice president of this office. Her approach asserts that “diversity, equity, inclusion and justice are integral to excellence and are accomplished through everyone’s actions” and this name change is one of several changes to reflect this approach.

The Office for Inclusive Excellence, or OIE, has a blog that provides up-to-date resources at CSU and beyond:  https://inclusiveexcellence.colostate.edu/about/blog/

This blog also includes a “Get to Know Dr. Cipriani” video here: https://www.youtube.com/watch?v=n7qu6vtU_z4

2. Did you miss the October 2021 CSU Diversity Symposium?

For those who could not attend the October 2021 Diversity Symposium seminars, recordings of the seminars are now available online. There are a wide variety of seminars to view, ranging from critical empowerment for veteran and youth populations to exploring aspects of blindness.

The Diversity Symposium is a week-long conference hosted by CSU featuring dozens of sessions related to diversity and inclusion, cutting-edge research presentations, and a variety of keynote speakers. This symposium is always free and open to anyone. This year’s symposium was a mix of in-person and virtual seminars.

A fun and popular event at the symposium is “CSU Inspire.” These are TED Talk-like sessions led by CSU staff, faculty and students and presented in only 8 minutes!   CSU Inspire presentations are included in the recordings.

To access the recordings, visit the Office for Inclusive Excellence webpage and click on “Diversity Symposium Recordings:” https://inclusiveexcellence.colostate.edu/

Image of the "Principles of Community - Lived Examples" feature from Facilities Focus Spring 2021 IssuePrinciples of Community within Facilities Management

To learn about the Principles of Community, visit: https://inclusiveexcellence.colostate.edu/resources/principles-of-community/.

Look for the JEDI Team's highlight in the Quarterly Facilties Focus newsletter that features the Principles of Community in action by our department. 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 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 poster:

Ethnics Studies: Strength in Diversity flyers (PDF) 

Employee Climate Survey: Facilities Management Results & Actions 2018-2021

2021 - Tom Satterly, AVP of Facilities Management, met with all FM sections in June and July 2021 to talk about FM's progress since the 2018 survey. He had over 40 small group forums scheduled, meeting with employees to talk about the importance of the survey and to share FM's efforts over the last three years. View his presentation to FM here. The survey in a sense is FM's "report card." It guides us in where we are making progress and areas we still need to improve. Tom encouraged FM employees to participate in the CSU Oct-Nov 2021 employee climate survey--and over 80% of Facilities Management employees responded! We celebrated this participation rate in a few different ways - one way which involved reserving three food trucks for an afternoon of good food and community connection.

2020 - Sessions to share the 2018 results with FM employees were scheduled for spring 2020, but became delayed due to the pandemic. These sessions were shared virtually in October 2020. To view one of the recorded sessions, visit here (and be sure to enter the passcode: 8ug%nKX6).

2019 - 2018 survey results for the Facilities Management Department were presented to FM supervisors on July 17, 2019 and can be viewed here.

To see overall 2018 survey results for all of campus, visit: https://diversity.colostate.edu/2018-employee-climate-survey/.

Search Committee Resources

If you are on an FM search committee or supporting one, the JEDI Team has gathered some resources that we're happy to share regarding diversity and inclusion. Just send us an email at Fac_diversity_team@colostate.edu.

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 Resources

Resources that support the CSU community—and can help employees engage & succeed at CSU:

Glossary of Terms

We thank the VPD office for sharing these concepts. For more understanding around these concepts, please visit: https://inclusiveexcellence.colostate.edu/notes-from-the-vpd-qa-how-leaders-can-take-action-to-advance-equity/.

  • Diversity: CSU Diversity Statement includes differences across “age, culture, different ideas and perspectives, disability, ethnicity, first generation status, familial status, gender identity and expression, geographic background, marital status, national origin, race, religious and spiritual beliefs, sex, sexual orientation, socioeconomic status, physical appearance, medical diagnosis, documentation status, and veteran status with special attention given to populations historically underrepresented or excluded from participation in higher education.”
  • Anti-Blackness: Addressing anti-Blackness at CSU requires centering the needs of Black students, staff, and faculty, while also addressing the broad and complex culture of anti-Blackness, which is maintained through more than just individual racist actions.
  • Inclusion: Whereas ‘diversity’ often simply acknowledges that differences exist, inclusion makes those differences meaningful; differences in identity and experience are embraced and included in how things get done. Systems, projects, and programs are created with the needs and talents of a diversity of people and groups in mind, such that people of all identities and backgrounds feel welcomed, valued, and affirmed.
  • Equity: Addresses the conditions – including policies and practices, not just individual actions – that either suppress or uplift the status of those who are members of marginalized groups. An equity mindset does not look at all things equally, but rather focuses on investing attention and resources on areas that improve the condition for those who experience disproportionate burden. “You can’t have equality if you don’t do equity work first.”
  • Whiteness: Not just referring to people who are white based on skin color or identity, but participation in a culture of norms and values that uphold white supremacy. This can show up in daily institutional practices, as well as personal responses that reflect a culture of whiteness. Most people who are socialized in a culture of whiteness will unconsciously internalize it and will need to become aware of whiteness in order to unlearn it.
  • White Supremacy: Not just referring to neo-Nazis or notorious hate groups, but a whole set of cultural norms, values, beliefs, assumptions, policies, practices, and beliefs that reinforce assumptions about white people and whiteness as supreme over other groups that are not white. This can show up as implicit assumptions about an inherently greater value or degree of worthiness and competency among those who are white or embody whiteness.
  • Privilege: Access to power, resources, and assets (as well as a certain degree of protection) that could be used to disrupt systems of inequity. Until it is acknowledged and leveraged as such, privilege often inadvertently perpetuates inequities by giving some people unfair advantages and benefits that are not available to marginalized groups. Leaders with positional power have more privilege to leverage and push for institutional changes.
  • Allyship: When someone uses their privilege to work with and uplift marginalized groups through concerted and deliberate action, including efforts to remove barriers that prevent equal opportunities for disadvantaged groups.