FM Diversity Team

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

Terry Adams
Zane Bamesberger
Erika Benti
Mark Breuer
Harrison Bridge
Jamie Cardenas
Drew Douglas
Lauren Finley
Jasmine Hatten
Julia Innes
Jessica Kramer
Leon Major
Robert Sanchez
Matt Smith

Interested in joining the team? Have questions, ideas, or feedback for the team? Please email us at Fac_diversity_team@colostate.edu.


Fall 2020 Updates

The FM Diversity Team would like to highlight the upcoming 20th Annual Diversity Symposium being held October 19-23. Facilities Management employees are encouraged to attend one or more sessions as there are critical learning opportunities for the FM and overall Colorado State University community. The 2020 Symposium is FREE and open to all Colorado State University faculty, staff, and students. Registration is required, so sign up online as soon as possible and plan with your supervisor for this once a year opportunity. Click here for more information on the Symposium and for the complete schedule.

Diversity Team Communications this past summer included:

On 06/19/2020, the FM Diversity Team co-authored a Black Lives Matter statement with Tom Satterly. Read it here.

On 7/30/2020, AVP of Facilities Management Tom Satterly wrote a communication about the importance of racial justice and equity. Read it here.


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

Diversity, Equity & Inclusion Timeline

Office of Equal Opportunity

Physical and Virtual Campus Committee

FM Physical Inclusivity

Broad and Inclusive Definition of Diversity

Educate Yourself

Faith, Belief, and Religious Observances Calendar - Check the calendar when scheduling large events or mandatory trainings that involve staff members or members of the community. If you know that a co-worker practices a faith and belief system that you are unfamiliar with, check the calendar to better understand what they are observing or to offer them well wishes while they observe a certain celebratory date.


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: https://diversity.colostate.edu/2018-employee-climate-survey/.


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.

Inclusion

  • 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?

Integrity

  • 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.

Respect

  • 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.

Service

  • 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.


Glossary of Terms

We thank the VPD office for sharing these concepts. For more understanding around these concepts, please visit: https://diversity.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.