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Diversity and Inclusion Learning Road Map

Find out about courses and other resources to contribute to your Individual Development Plan.

Diversity and Inclusion Road Map

Related UC Core Competencies

  • Diversity and Inclusion

Summary: This Diversity and Inclusion Learning Road Map suggests key learnings in the following areas:

  • Expanding the definition of diversity and inclusion
  • What it means to be actively inclusive
  • Ways to develop cultural competence across interpersonal relationships
  • Discovering unconscious biases

Certificate Available: Coming soon

Developing on the Job

  • Actively expand your understanding of issues related to diversity, equity and inclusion.
  • Explore UC San Diego’s Equity, Diversity and Inclusion
  • Participate in staff associations and campuswide committees and work groups.
  • Expand your definition of diversity to include:
    • nationality/ citizenship
    • immigration status
    • race
    • skin color
    • ethnicity/culture
    • size/appearance/athleticism
    • age
    • religion/spirituality
    • relationship/marital status
    • veteran status
    • ability/disability
    • socio-economic class – of origin and current
    • geographic region
    • family status and constellation – of origin and current
    • language proficiency/use of English
    • educational background
    • years of experience in profession, field, organization
    • position and level in organizational hierarchy
    • work style
    • communication style
    • sex assigned at birth
    • gender identity
    • gender expression
    • sexual orientation
  • Seek active discovery of your biases, assumptions, and stereotypes for the full range of privileged and marginalized groups.  Interrupt, reframe, and unlearn them.
  • Understand how your various privileged and marginalized group memberships impact how you are perceived and experienced by others.  Understand how those group memberships impact how you make meaning of situations and how you react and respond to them.
  • Learn now your beliefs about what is effective has been influenced by your socialization and experiences in your multiple privileged and marginalized group memberships, e.g., communication style, decision-making practices, dialogue skills, conflict resolution, training, meeting management, supervision, and advising.
  • Use an inclusion lens to self-reflect to examine your behaviors, assumptions, feelings, and attitudes and their impact on others.
  • Continually seek and utilize feedback about your behaviors and attitudes from members of privileged and marginalized groups and use their input to improve your practice.
  • Notice the various privileged and marginalized group memberships of others during meetings, conversations, etc.
  • Notice how people interact with each other, including those whose ideas get attention, whose ideas are ignored/dismissed, who interrupts, who gets interrupted, who is given leadership, how much air time people use, how people react verbally and nonverbally as others share, how decisions get made, who has eye contact with whom, to whom people direct their comments.
  • Describe the details or facts of your observations without judgment, assumption, interpretation or conclusions.
  • Notice what issues of diversity are discussed effectively and which ones are ignored or not addressed productively.
  • Introduce topics or issues related to diversity, equity, and inclusion that others do not seem to raise or bring up.
  • Respond when you notice stereotypic and/or exclusionary comments and behaviors in meetings.
  • Observe how people may experience and interpret comments and nonverbal behaviors differently based upon their cultural perspective, and their experiences in their multiple privileged and marginalized groups.
  • Encourage others to participate and actively engage them in process.
  • Use listening and communication techniques to ensure understanding and engage with others
    • clarifying
    • paraphrasing
    • summarizing
    • making transitions
    • open-ended questions
    • humor
    • silence
    • tone of voice
    • nonverbal behaviors
    • self-disclosure
    • sharing feelings, thoughts, opinions and experiences
    • moving discussions along and keeping the group focused and on track
    • minimizing using a telling style and maximize posing open-ended questions and dilemmas to facilitate dialogue
    • using connecting language to bridge one individual’s comments to another’s
    • Demonstrate empathy
  • Relate with and see yourself in others to find compassion and make a connection with them, rather than judging or distancing yourself.
  • Appropriately acknowledge others’ participation in discussions and meetings.
  • Actively seek and follow through to gain participation from all group members in a discussion.
  • Challenge your own thought process as well as that of others.
  • Find some relevant point in meeting participant comments, even those that seem off topic.  If you believe the individual is on a tangent, redirect the conversation back to the group’s topic.
  • Acknowledge comments that sound inappropriate or triggering, and engage the individual in dialogue.
  • Recognize that resistance and challenges from group members are often doorways to deeper understanding and learning for the group.
  • Learn to respond effectively to challenges by engaging resistance from group members without taking it personally or feeling deeply triggered.
  • Use triggering events as teachable moments.
  • Become aware of your common triggers and their intrapersonal roots.
  • Learn the early warning signals that you are beginning to feel triggered.
  • Learn to recognize and navigate your own triggered feelings of anger, fear, stress, and grief so that you do not work your issues on your peers and colleagues.
  • Help others recognize assumptions and help them differentiate between observable facts and interpretations.
  • Adjust to the needs of a group in the moment -- go with the flow and be flexible in discussions and with the agenda.
  • Meet others halfway to understand their position on a topic or subject.
  • Discuss specific behaviors and actions that create and facilitate an inclusive environment.
  • Demonstrate respect for all participants across privileged and marginalized group memberships.
  • Learn and practice navigating discussions where group members are feeling and expressing deep emotions, including anger, sadness, fear, frustration, and hopelessness.
  • Learn and practice navigating conflict and disagreement among group members.
  • Be present during group discussions and difficult dialogue.
  • Respond effectively to behaviors that are distracting from a group discussion, including dominating, interrupting, side-tracking, and side conversations.
  • Find opportunities to observe without interacting – learn by watching.  Note the behaviors that are occurring and compare them with what you would typically do in similar situations.
  • Recognize what identity groups will and will not most likely have their needs met given a specific policy, practice, or program.  Recognize possible unintended negative differential impact across group memberships.
  • Track the utilization of your unit’s programs and services by group membership.  Continually gather data about the impact, perceptions, and experiences of the programs, services, and climate by group membership, and use the data to evaluate and revise to ensure inclusion for the full breadth of the constituency your area serves.
  • Create process maps of programs, services, policies, procedures, norms, and unwritten rules to identify where they create inclusion and where greater equity is needed.
  • Identify the discretionary points where unintended bias could result in differential treatment and experiences in planning and decision-making processes, hiring and development practices, programs, and services, policies and procedures.
  • Continually research national and international trends and promising practices from sister UC campuses, peer institutions and other campus departments.

Learning From Others

  • Mentoring
    • Observe, interview, and learn from others who you identify as culturally competent
    • In partnership with the HR division of Equal Opportunity Services, we offer the Staff Mentorship Program.  The Staff Mentorship Program matches staff mentors and mentees based on their interests and experiences, and provides assistance with goal setting, job satisfaction, job enhancement and lateral or upward mobility.  Please call (858) 822-2633 for more information.
  • Feedback from Others
    • Become part of a group whose members are engaged in cultural competence.
    • Informally seek feedback from professionals trained in diversity and cultural competence, your boss, direct reports, past associates or constituencies, internal and external customers, HR professionals, peers and colleagues.
    • Participate in a formal feedback process such as a 360-degree feedback instrument.
    • Seek feedback from a wide base of diverse constituencies and individuals.
    • Hire a tutor or coach.


  • Cultural Proficiency, Randall B. Lindsey, Kikanza Nuri Robins, and Raymond D. Terrell
  • The Cultural Proficiency Journey, Franklin CampbellJones, Brenda CampbellJones, Randall B. Lindsey
  • Culturally Proficient Coaching, Delores B. Lindsey, Richard S. Martinez, Randall B. Lindsey
  • Culturally Proficient Leadership, Raymond D. Terrell and Randall B. Lindsey
  • Diversity and Inclusion, Nano Riley (Skillsoft)
  • The Secret Life of Decisions: How Unconscious Bias Subverts Your Judgement, Meena Thuraisingham and Wolfgang Lemacher (Skillsoft)
  • SET for Inclusion: An Underlying Methodology for Achieving Your Inclusion Dividend, Mason Donovan and Mark Kaplan (Skillsoft)
  • The Inclusion Dividend: Why Investing in Diversity & IUnclusion Pays Off, Mark Kaplan and Mason Donovan (Skillsoft)

Related Skillsoft Courses

Log in to Skillsoft and search related key terms.

Other Resources

  • Websites
    • Dr. Kathy Obear, Alliance for Change
  • Assessments
    • Self-Assessment:  Critical Skills for Inclusion Practitioners, developed by Kathy Obear, Ed.D., 2014
For more information, contact Staff Education and Development, (858) 534-4890.