In part one of a two-part series, Michael Goh, Ph.D., vice president for equity and diversity at the University of Minnesota, explains why equity and diversity are critical for success.
Q: On the landing page of the website of the Office for Equity and Diversity is this quote: “We all share responsibility for equity and diversity—it’s everybody’s everyday work.” Can you talk more about this?
In order to reach the highest levels of inclusive excellence, equity and diversity must be integrated into all aspects of an institution. At the University of Minnesota, my office partners extensively across the system to ensure that we are increasing representational diversity on our campuses, creating environments that are welcoming for all of our community members, and developing strong and lasting partnerships to help us achieve our institutional equity and diversity goals.
As you can imagine, with goals that call for broad and systemic change, it is crucial to have support across the institution. Students, staff, faculty, leaders, community members, and corporate partners are an integral part of any and all progress that is made. That is why we stress the importance of working collaboratively every day to continue making our great institution inclusive for all of our community members.
"Research shows that beyond the fundamental importance of creating environments where all people are valued and can thrive, having a diversity of views and experiences enhances the productivity, creativity, and overall climate of a work environment.” - Michael Goh, Ph.D.
Q: What do “equity” and “diversity” mean?
At its core, equity is about ensuring that everyone has the support, resources, and opportunities that they need to grow, develop, and achieve their goals. Knowing that each of us brings our own set of experiences and identities to all that we do, it becomes clear why equity work requires targeted and sustained efforts to engage communities, especially those that have historically been left out of educational opportunities.
Concerning diversity, we believe that it is our responsibility as an institution—as part of our commitment to creating a welcoming and affirming climate—to serve and support the following individuals and groups at the University of Minnesota: American Indians and other indigenous populations; people of color, including underrepresented groups and new immigrant populations; people with both apparent and non-apparent disabilities; people who identify as women; people of various gender and sexual identities and expressions; and first-generation students from economically disadvantaged backgrounds. We also address issues of access and climate for individuals who might encounter barriers based on their religious expression, age, national origin, ethnicity, or veteran status. Furthermore, we recognize the importance of working with people who claim more than one of the above identities.
As you can see, we utilize a broad definition of diversity, honoring all members of our campus community and their unique lived experiences.
Q: Why do equity and diversity matter to 3M? The state of Minnesota? Employers?
Equity and diversity are critical to the success of all corporations, institutions, organizations, and the state of Minnesota. Research shows that beyond the fundamental importance of creating environments where all people are valued and can thrive, having a diversity of views and experiences enhances the productivity, creativity, and overall climate of a work environment.
This is why my office stresses the importance of both representational diversity, which is increasing the numbers of diverse populations, and interactional diversity. Interactional diversity emphasizes the importance of encouraging and facilitating engagement across difference. We broaden our perspectives and learn a great deal when we can work effectively and collaboratively with those who are both similar and different from ourselves.
With shifting demographics and a greater recognition of how different perspectives enhance the work and experiences of employees, I believe that equity and diversity will continue to be an important part of strategic planning goals across a variety of sectors.
Read part two of our conversation with Michael Goh, and learn more about why 3M is important to the University’s equity and diversity efforts.
Photo courtesy of the Office for Equity and Diversity
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