Diversity and Inclusion at Ulmer
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Role of a Diversity Officer
The Role of the Chief Diversity Officer in Academic Health Centers Acknowledgements The CDO Forum was convened by the AAMC (Association of American Medical Colleges) in partnership with the American Hospital Association Institute for Diversity in Health Management (AHA-IFD). This report could not have been accomplished without considerable support from Damon Williams, Ph.D., who recorded and distilled information that was captured during the forum, led a series of follow-up interviews with chief diversity officers, and worked closely with AAMC staff to author this publication. We also want to thank Christopher Metzler, Ph.D., for moderating the discussion during the CDO Forum. A special thank you goes to the staff at the AHA-IFD for their work in this partnership and their contributions to the content of this document. We also would like to thank Witt/Kieffer, a top-tier executive search firm, which provided statistics on chief executive and diversity roles, and generously shared their knowledge of qualifications and responsibilities of the role. AAMC’s Diversity Policy and Programs team that led this project include: Marc Nivet, Ed.D., Chief Diversity Officer Laura Castillo-Page, Ph.D., Senior Director, Diversity Policy and Programs Tiffani St.Cloud, Lead Program Management Specialist Jessica Vaughan, Administrative Specialist Kate Gampfer, Administrative Associate Emily Yunker, Administrative Specialist 1 Association of American Medical Colleges, 2012 The Role of the Chief Diversity Officer in Academic Health Centers Table of Contents -
A Master Thesis Entitled the Impact Social
A Master Thesis entitled The Impact Social Media has on Collegiate Gymnasts: Social Support and Body Image by Alaska Richardson Submitted to the Graduate Faculty as partial fulfillment of the requirements for the Masters of Educational Psychology Degree in The Judith Herb College of Education ________________________________ Mary Ellen Edwards, Ph. D., Committee Chair ________________________________ Revathy Kumar, Ph. D., Committee Member ________________________________ Lynne Hamer, Ph. D., Committee Member ________________________________ Amanda C. Bryant-Friedrich, Ph. D., Dean College of Graduate Studies The University of Toledo May 2018 Copyright 2018, Alaska J. Richardson This document is copyrighted material. Under copyright law, no parts of this document may be reproduced without the expressed permission of the author. ii An Abstract of The Impact Social Media has on Collegiate Gymnasts: Social Support and Body Image by Alaska Richardson Submitted to the Graduate Faculty as partial fulfillment of the requirements for the Masters of Educational Psychology Degree in The Judith Herb College of Education University of Toledo May 2018 With the tremendous growth of technology over the years, social media platforms have become a new and improved way for people from all parts of the globe to stay connected. This can cause many different impacts and actions on individuals who are viewing a variety of social media content or posts. One can become inspired by those they follow by engaging in similar practices to either better themselves or begin to compare themselves to others which can lead to more negative side effects such as developing low self-esteem, anxiety, and even depressive thoughts. Little is known about how social media can impact people’s social support and views on their body images. -
The Portrayal of Black Female Athletes in Children's Picturebooks
Strides Toward Equality: The Portrayal of Black Female Athletes in Children’s Picturebooks Dissertation Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy in the Graduate School of The Ohio State University By Rebekah May Bruce, M.A. Graduate Program in Education: Teaching and Learning The Ohio State University 2018 Dissertation Committee: Michelle Ann Abate, Advisor Patricia Enciso Ruth Lowery Alia Dietsch Copyright by Rebekah May Bruce 2018 Abstract This dissertation examines nine narrative non-fiction picturebooks about Black American female athletes. Contextualized within the history of children’s literature and American sport as inequitable institutions, this project highlights texts that provide insights into the past and present dominant cultural perceptions of Black female athletes. I begin by discussing an eighteen-month ethnographic study conducted with racially minoritized middle school girls where participants analyzed picturebooks about Black female athletes. This chapter recognizes Black girls as readers and intellectuals, as well as highlights how this project serves as an example of a white scholar conducting crossover scholarship. Throughout the remaining chapters, I rely on cultural studies, critical race theory, visual theory, Black feminist theory, and Marxist theory to provide critical textual and visual analysis of the focal picturebooks. Applying these methodologies, I analyze the authors and illustrators’ representations of gender, race, and class. Chapter Two discusses the ways in which the portrayals of track star Wilma Rudolph in Wilma Unlimited and The Quickest Kid in Clarksville demonstrate shifting cultural understandings of Black female athletes. Chapter Three argues that Nothing but Trouble and Playing to Win draw on stereotypes of Black Americans as “deviant” in order to construe tennis player Althea Gibson as a “wild child.” Chapter Four discusses the role of family support in the representations of Alice Coachman in Queen of the Track and Touch the Sky. -
Chief Diversity Officer and the Diversity Office
Journal of Student Research (2012) Volume 1, Issue 3: pp. 38-42 Research Article Chief Diversity Officer and the Diversity Office Sabine Cherenfanta and Dr. Rex Crawleya Six universities and colleges were analyzed in this research to assist Robert Morris University in finding a structure for its chief diversity officer and diversity office. Those universities and colleges were chosen because of their already established diversity- related departments. Among other observations, title XI was explored in regards to who is responsible for its coordination. After thoroughly examining those institutions, the RMU potential CDO job description was shared and recommendations were offered. Keywords: Chief Diversity Officer, Diversity Office, Higher Education Institutions Introduction and positions within departments in an organization,” and work teams imply “the groups of employees that work to The purpose of this paper is to explore a structure for the complete a specific task within the organization” proposed position, Vice President for Equity and Chief (Organizational structure, 2004, para. 9-10).Within the Diversity Officer (CDO) and a structure for the proposed diversity office, tasks specialization needs to be established. office of Institutional Diversity and Equity (OIDE). The CDO David Schmidtchen construed specialization as the motor of a task force is in the process of developing a proposal to assist creatively, generatively and dynamically boosting workplace in the position creation process at Robert Morris University. (2007, p. 84). Specialization allows the workplace to run The proposed OIDE will oversee diversity and equity smoothly. management for the university. Research from this paper will Overall, communication is the key to applying diversity assist the task force in determining the most effective in an institution. -
HD [email protected] Or by Writing to the Directors at the Following Address
THE HOME DEPOT PROXY STATEMENT AND NOTICE OF 2020 ANNUAL MEETING OF SHAREHOLDERS Thursday, May 21, 2020 at 9:00 a.m., Eastern Time COBB GALLERIA CENTRE, ATLANTA, GA Table of Contents INVESTOR FACTSHEET Strategy Our One Home Depot strategy aims to deliver shareholder value and grow our market share by providing best- in-class customer service through a seamless, interconnected shopping experience for our customers. We are continuously improving our online and in-store experience and providing enhanced training for our associates. In addition, to ensure we are the product authority in home improvement, we strive to provide unique and comprehensive product offerings, continued innovation, and exceptional convenience and value. To execute our strategy, we have committed approximately $11 billion over a multi-year period to investments in our stores, associates, interconnected and digital experience, pro customer experience, services business, supply chain, and product and innovation. Shareholder Return Principles Our first priority for our use of cash is investing in our business, as reflected by our One Home Depot strategy. Our use of the remainder of our cash is guided by our shareholder return principles: • Dividend Principle: Look to increase the dividend every year as we grow earnings • Return on Invested Capital Principle: Maintain a high return on invested capital, benchmarking all uses of excess liquidity against value created for shareholders through share repurchases • Share Repurchase Principle: After meeting the needs of the business, look to return excess cash to shareholders in the form of share repurchases Key Financial Performance Metrics Set forth below are key financial performance metrics for the indicated fiscal years. -
Comcast Corporation; Rule 14A-8 No-Action Letter
GIBSON DUNN Gibson, Dunn & Crutcher LLP 200 Park Avenue New York, NY 10166-0193 Tel 2 12.351.4000 www.gibsondunn.com Lori Zyskowski Direct +1 212.351.2309 Fax +1 212.351.6309 [email protected] Febrna1y 3, 2021 VIAE-MAIL Office of Chief Counsel Division of Co1poration Finance Securities and Exchange Commission 100 F Sti·eet, NE Washington, DC 20549 Re: Comcast Corporation Shareholder Proposal ofDavid Friedman 1993 Rev Tr (S) et al. Securities Exchange Act of 193 4- Rule 14a-8 Ladies and Gentlemen: This letter is to infonn you that our client, Comcast Co1poration (the "Company"), intends to omit from its proxy statement and fo1m of proxy for its 2021 Annual Meeting of Shareholders (collectively, the "2021 Proxy Materials") a shareholder proposal and statements in suppo1i thereof (the "Proposal") received from As You Sow on behalf of David Friedman 1993 Rev Tr (S) and from United Church Funds, as a co-filer of the Proposal (together, the "Proponents"). Pursuant to Rule 14a-8(j), we have: • filed this letter with the Securities and Exchange Commission (the "Commission") no later than eighty (80) calendar days before the Company intends to file its definitive 2021 Proxy Materials with the Commission; and • concmTently sent copies of this con espondence to the Proponents. Rule 14a-8(k) and Staff Legal Bulletin No. 14D (Nov. 7, 2008) ("SLB 14D") provide that shareholder proponents are required to send companies a copy of any conespondence that the proponents elect to subrnit to the Commission or the staff of the Division of Co1poration Finance (the "Staff'). -
TC Energy 2021 Management Information Circular
Management information circular March 4, 2021 Notice of annual meeting of shareholders to be held May 7, 2021 24668 TC_ENGLISH Circular cover spread.pdf - p1 (March 6, 2021 00:22:29) DT Letter to shareholders ........................................... 1 Notice of 2021 annual meeting ................................ 2 About Management information circular ............................3 TC Energy Summary ....................................................................4 About the shareholder meeting ...............................6 Delivering the energy people need, every day. Safely. Delivery of meeting materials ........................................7 Responsibly. Collaboratively. With integrity. Attending and participating in the meeting .....................8 We are a vital part of everyday life — delivering the energy millions of people rely on to power their lives in a Voting ...................................................................... 10 sustainable way. Thanks to a safe, reliable network of natural gas and crude oil pipelines, along with power generation Business of the meeting .............................................. 14 and storage facilities, wherever life happens — we’re there. Guided by our core values of safety, responsibility, Governance ........................................................33 collaboration and integrity, our 7,500 people make a positive difference in the communities where we operate across About our governance practices ...................................33 Canada, the U.S. and Mexico. -
Notice of Annual Meeting of Shareholders
999 LakeDrive Issaquah, Washington98027 NOTICE OF ANNUAL MEETING OF SHAREHOLDERS TO OURSHAREHOLDERS: TheAnnualMeeting of theShareholders of Costco Wholesale Corporation (the “Company”) will be held by live webcast,onThursday,January 21, 2021, at 2:00 p.m. Pacific time, to: 1. Elect the seven directors nominated by the Board of Directors to hold office until the 2022 Annual Meeting of Shareholders anduntiltheir successors are elected and qualified; 2. Ratifythe selection of KPMG LLP ("KPMG")asthe Company’s independent auditors forfiscal 2021; 3. Approve, on an advisory basis, thecompensation of the Company’snamed executive officers for fiscal 2020 as disclosed in these materials; and 4. Transact such other business as mayproperly come before the meeting or any adjournments thereof. In light of COVID-19and for the safety of our shareholders, employees, and other members of the community, our 2021 Annual Shareholders' Meeting will be held in avirtual format only.Shareholderscan participatefrom any geographic location withInternet connectivity. We believe thisisanimportant steptoenhancing accessibility to our Annual Meeting for all of our shareholders and reducing the carbon footprint of our activities,and is particularly important this year in light of public health andsafety considerations posed by COVID-19. Shareholders may view alive webcast of theAnnualMeeting andsubmit questions digitally during the meeting at www.virtualshareholdermeeting.com/COST2021. Please refertothe "Participating in the Annual Meeting" section of the Proxy Statement formore details. Shareholders can vote their shares before the meeting online at www.proxyvote.com, by calling 1-800-690-6903, by mailing acompleted proxy card or by mobile device by scanning the QRcode on the proxy card or Notice of Internet Availability of Proxy Materials. -
G. CHRISTINE TAYLOR, Ph.D
G. CHRISTINE TAYLOR, Ph.D. EXECUTIVE SUMMARY An innovative and seasoned senior executive with a successful background in change management, program development, marketing, recruitment and process improvement. More than 20 years of progressive leadership experience in higher education with a strong focus on systems thinking and the development of synergistic and collaborative approaches to problem solving. A results-oriented visionary, recognized as a strong communicator and a proactive team builder with the ability to thrive in dynamic and changing environments. EDUCATION American Council for Education (ACE) Fellowship Program Georgia State University, Atlanta, Georgia 8/02 - 7/03 The ACE Fellowship Program is the premiere leadership training program in higher education which includes intensive leadership training programs and mentoring by the senior leadership of the fellow’s host institution. I was hosted by Georgia State University for an academic year and received mentoring from President Carl Patton and members of his cabinet. Areas of emphasis included higher education leadership, organizational governance, enrollment management, foundation board development and management, diversity and change management. Served as a subcommittee member of the University System of Georgia Board of Regents’ African American Male Initiative. Ohio University, Athens, Ohio 1997 Ph.D. Mass Communication Dissertation – A Few in a Thousand: A study of the Experiences of African American Female General Managers of Broadcast Radio and Television Stations. Ohio University, Athens, Ohio 1989 M.A. Telecommunications Management Middle Tennessee State University, Murfreesboro, Tennessee. 1979 B.S. Broadcast Journalism Dr. G. Christine Taylor, Page 2 PROFESSIONAL EXPERIENCE Purdue University, West Lafayette, Indiana Inaugural Vice Provost for Diversity and Inclusion/ Chief Diversity Officer 10/09 - 6/15 Purdue University is a STEM-focused research-intensive institution with a full-time, part-time and continuing education enrollment of more than 38,770. -
Pacecast with Marvin Krislov: Episode 9
PaceCast with Marvin Krislov: Episode 9 Pace University's President Marvin Krislov returns with episode nine of PaceCast! This time, he sits down with Pace's very first Chief Diversity Officer Tiffany Hamilton to discuss the importance of inclusivity and diversity in higher ed and on campus at Pace University. Available for listening at: https://soundcloud.com/user-479814349/pacecast-with-marvin-krislov- episode-10 Marvin Krislov: The people of Pace University are doing amazing things and I want you to know more about them. I am Marvin Krislov, the president of Pace, and this is the PaceCast. Marvin Krislov: Pace University is a vibrantly diverse community. About half of our students come from underrepresented communities. Nearly two thirds are women. Our students come from 47 states and the District of Columbia and from 51 different countries around the world ranging from Albania to Zimbabwe. Nearly half of our incoming first-year students are the first in their families to attend college. More than a third of our students are eligible for Pell grants, which means that they come from low-income families. Marvin Krislov: We're very proud of that diversity. Our long-standing mission of Opportunitas for us means that we open our doors to all hardworking, ambitious students regardless of their backgrounds. But we want to make sure that we're living up to that commitment. That's why this summer we hired our first-ever Chief Diversity Officer and Associate Vice President for Diversity and Inclusion. Tiffany Hamilton is that person and she's in the studio with me today. -
I QUESTIONS PRESENTED Whether the Enhanced Appellate Review
i QUESTIONS PRESENTED Whether the enhanced appellate review reiterated in New York Times Co. v. Sullivan is required for First Amendment protection in a defamation case with a private plaintiff and non-media defendant. Whether it is negligent within the protections of the First and Fourteenth Amendments for a mother to privately share concerns to another mother about pornographic affiliations of a gymnastics facility that advertises false credentials and posts pictures of themselves online at the Playboy mansion. Whether the First and Fourteenth Amendments require the application of the “different effects” test, as adopted in Masson v. New Yorker Magazine, to a denial of a defamation claim on the basis of substantial truth. ii LIST OF PARTIES Petitioner, Jodi A. Smith was the plaintiff/counter-defendant in the Circuit Court Case 2015 CA 5720, and appellant in the Second District Court of Appeal Case 2D17-3288. Respondents, Lakewood Ranch Gymnastics LLC, Laura Parraga, and David Parraga were the defendants/counterclaimants in the Circuit Court Case 2015 CA 5720, and the appellees in the Second District Court of Appeal Case 2D17-3288. iii CORPORATE DISCLOSURE STATEMENT Petitioner has no corporate affiliations. iv TABLE OF CONTENTS Petition for Writ of Certiorari QUESTIONS PRESENTED………………………..…i LIST OF PARTIES ……………………………………ii CORPORATE DISCLOSURE STATEMENT …….iii TABLE OF CONTENTS Petition for Writ of Certiorari ………………….iv TABLE OF CONTENTS Appendix …………………………………………...v TABLE OF AUTHORITIES ………………………...vi OPINIONS BELOW ……………………………..……1 -
Diversity and Inclusion Task Force Report
Focus on the Future Diversity and Inclusion Task Force Report April 24, 2019 Jennifer McCary (Chair), Assistant Vice President for Student Affairs and Title IX Coordinator Dr. Bill Balzer, Vice President for Faculty Affairs and Strategic Initiatives Dr. Tasha Ford, Instructor of Social Work Marcus Goolsby, Vice President, Undergraduate Student Government Jackie Hudson, Graduate Student Coordinator for Multicultural Initiatives for Graduate Student Success (MIGSS) Dr. Andy Kurtz, Dean, Firelands College Gabe Lomeli, Assistant Director of Diversity, Office of Admissions Dr. Julie Matuga, Vice Provost, Institutional Effectiveness Viva McCarver, Chief Human Resources Officer Dr. Sridevi Menon, Associate Professor, Ethnic Studies Shelly Schwamberger, Senior Secretary, Athletics Dr. Katie Stygles, Assistant Director for Diversity Education and LGBTQ+ Programs, Office of Multicultural Affairs Dr. Jessica Turos, Associate Director, Office of Academic Assessment 2 Acknowledgments The authors express their gratitude to President Rodney K. Rogers, his commitment to diversity and inclusion and for the opportunity to participate in meaningful discussion about this critical topic. The perspectives, values, and feedback shared throughout this semester were inspiring and left us hopeful that genuine, tangible, and meaningful change will continue to happen. The authors also wish to thank the past and present members of the President’s Advisory Council on Diversity and Inclusion (PACODI) for many years of service to the campus community and for guiding the work of this Task Force. 3 Executive Summary Following President Rogers’ charge to the Focus on the Future Task Force on Diversity and Inclusion, the Task Force reviewed the current state of BGSU’s diversity and inclusion efforts and assessed evidence on the effectiveness of those diversity and inclusion efforts implemented.