Cultural Competency Seminar – Conclusion with Judith Greiman

>>In our last video you will hear from our
Chief Deputy to the President and Senior Vice President for External and Governmental Relations,
Judith Greiman. She summarizes all the topics and areas that
were covered in our previous seminar videos. Most importantly, she stresses that if you
have any additional questions or concerns related to microaggressions, discrimination,
sexual misconduct, disruption, or best practices concerning inclusion and equity, please access
the resources that were provided throughout the seminar. Also, please take the opportunity to give
us your feedback via the link at the end of this webpage. My office will receive your message and get
back to you about your concerns in a timely fashion. We thank you for spending time with us and
we hope that these modules have enlightened you about how to recognize signs of harassment
and discrimination. But most importantly, how to address these
issues as a community.>>Good morning. Hi, I’m Judy Greiman. I’m Chief Deputy to President Stanley and
I also oversee our government and community relations. And I am thrilled that you’ve all come here
today and I thank you on behalf of our students, our patients, our visitors, each other, and
thank you for helping to build a strong Stony Brook community. This session really had its roots in conversations
with students that we started in 2015 and at the time they outlined some of the statements
and some of the attitudes held by some faculty and staff that really caused them pain. And they asked us to deepen our training on
hidden bias and to find ways to highlight the impact of microaggressions. And we created the R.E.D.I Program, which
was ably led by Robbye Kinkade. And that began to get at these issues but
it didn’t reach everyone. And so then we began to hear from faculty,
from both the East and West campus who raised concerns about hidden bias, about sexual misconduct,
about the insidious impacts of power dynamics both between students and faculty between
junior colleagues and senior colleagues. And they too asked us to deepen our training
and to set people straight on our actual processes and our actual policies and to bust some of
the myths that people thought were our processes and policies and I’m so grateful to those
people who really joined these productive conversations with particular shout out to
the concerned women of CASS who really helped us to structure and to think through productive
solutions to some of the issues that are on campus. So I think we’ve covered a lot of information
today. I hope you’re walking away with tools and
practical advice. If any of you, if the seminar raises concerns
about your experiences at Stony Brook you saw there are ton of resources here and I
hope that you will make use of those resources. This is really the start of a conversation
about difficult issues. As you’ve heard from other speakers we intend
to have more seminars, more speakers, more things throughout the year and I hope that
you’ll attend. In the meantime I hope you’ll continue to
reflect as you leave today, that you listen to each other, continue to build trust and
to really support our community of Seawolves. And I’m going to turn it over, back over to
Vernon who will conclude the seminar and actually there will finally be an answer to “What’s
a Seawolf” in that conclusion. So thank you.>>Please take a moment to watch the various
videos on the Chief Diversity Officer website at And feel free to share your feedback about
what you learned on this site. Thank you.

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