Diversity, Equity, Inclusion & Belonging (DEIB)
“We’re All Widener – More Than a Saying – It’s a Way of Life”
The CH&HS Diversity Committee is planning a year full of opportunities to learn and practice antiracism – plans and scheduling will be shared as we get further into the 2023-2024 academic year!
Living With Pride
Dr. Brent Satterly’s Week of Belonging Events (April 3 – 7, 2023)
Hi…I’m Clitty…and this week was a drag.
This week was Widener University‘s Week of Belonging, which was intended to advance a climate of acceptance, validation, and empowerment. And I had the opportunity to make the Queer Love that is DRAG center stage given the sheer amount of literally hundreds of unprecedented republican legislative attacks on LGBTQIA+ people and communities. And given the vitriolic effects of such attacks on vulnerable Queer people (especially trans youth), those who care have to speak even louder with courage and conviction to make sure that all Queer people know that they belong.
On Monday, I spoke to my upcoming book, “Slaying the Classroom: The Pedagogy of Drag” in the Provost’s Scholarship Hour highlighting how teachers can use their own personas to build connection with all students. The pedagogy of drag is about creating Queer spaces for categorically denied places in history, in theory, and the classroom. Challenging and encouraging straight and cisgender faculty to do this is a social worker’s job.
On Tuesday, I conducted a drag queen makeup tutorial to “Slay with Pride” that included giving opportunities for anyone to practice their hand at beating their own proverbial faces! Being me, the not-so-subtle social justice commentary likening each stage of drag makeup to LGBTQIA+ advocacy work was not only fun, but compelling! With laughter, good food, strong tea, and some tears, we had a glorious time! Thank you to my social work peeps who helped with set up and break down– Rebecca, Myrick M, Linda, and more!
And finally, I had the opportunity to be part of our first annual Drag Brunch, organized by university peeps who care. And they gave me a mic! So I was sure to name some of Widener’s not-so-admirable history when it came to Queer inclusion, but also long efforts of the last two decades for inclusion, social justice, and equity. And this present moment also reveals that the “Widener that was is not the Widener that is….” And it is those of us who speak to this accurate history and intentional fierce leaning toward justice that makes me proud to be part of a PRIDE. We have a long way to go, but we aren’t where we were.
The drag brunch was a fantastic success raising money for the ACLU and Erin In The Morning (Erin Reed), a trans journalist who tracks anti-LGBTQIA+ legislation. And it was SUCH an amazing time because of my sisters who came when I put out the High Heel Bat Signal. These gurls, Estee Lauderdale, Patti O’Furniture and Heidi Ho, showed up and SLAYED. And I cannot thank them enough. I also want to thank my husband, Don Dyson, and other volunteers (hey Stacey!!) who helped so much!!! We love you!
And can we talk about the AUDIENCE???!!! The audience was one of those audiences that you just LOVE to perform for in such a venue. Such audience members included our faculty and staff, their children (gasp!), our undergraduate and graduate students, community members, and lots of administrative personnel including our cheering President, Dr. Stacey Robertson, whose inauguration we celebrate next week.
With whooping, clapping, laughter, and hoots, the Queens STEPPED it up! Afterwards, the Queens and I were celebrating at a local restaurant…and a Widener administrator who happened to be dining there, came up to us and said, “That was the best time I’ve had all semester.” And then he bought our lunch. Thank you. It meant more than you know.
And today, my Widener heart is beaming with gratitude and joy. Ya done good, WU. 
2022-2023 University Update
Widener University received the 2022 Higher Education Excellence in Diversity Award from INSIGHT Into Diversity magazine, the oldest and largest diversity-focused publication in higher education. For more information, click here.
Highlights representing Widener’s commitment to including diversity, equity, inclusion and belonging throughout programs and practices on its three campuses include:
- Implicit Bias and Search Committee Workshop. The offices of the Provost, Human Resources and the Chief Diversity Officer have implemented a professional development opportunity for all members of the university community serving on hiring search committees. Participation by search committee members have led to an increased awareness of implicit bias in hiring and has resulted in an increase of faculty and staff from diverse backgrounds joining the Pride family.
- Faculty and Administrators of Color Network. This is an active affinity network that includes faculty and staff from across our three campuses and hosts numerous events that support members of our multicultural community. Most recently, the network partnered with the Office of Alumni Engagement to launch a mentoring program, Legacy 56, that engages alumni and students. The Legacy 56 Mentoring Program was piloted with success last year and will be formally introduced at Homecoming in October.
- The DEIB Communications and Resources Hub. The Diversity, Equity, Inclusion and Belonging Communication and Resources Hub is an online repository for DEIB updates and reports from Widener University schools, colleges and departments, The hub is updated on a regular basis and can be accessed by Widener faculty, staff and students via the university intranet.
- The Wollman Award for Diversity, Equity, and Inclusion. This award, endowed by immediate past university president Julie E. Wollman, was presented for the first time in May 2022 and is the first university-wide award given annually to an employee who advocates for, and affects change at Widener in support of diversity, equity, and inclusion.
- Diversity programming mini grants. These grants allow faculty and staff to apply for funding to assist with DEI-themed programming and events. Ten grants valued between $100 and $500 are available each academic year.
- DEI fund. This fund was established last year through a collaboration between University Advancement and the chief diversity officer as a giving opportunity for faculty, staff and alumni interested in supporting DEI initiatives, events and activities.
- The 1821 Experience Living Learning Community. The Multicultural Student Affairs Office partnered with the Offices of Residence Life and Student Success to offer a living-learning community this fall for first-year students from diverse backgrounds and/or who self-identify as the first generation in their families to attend college. First-year students who participate in the 1821 Experience Pre-Orientation Program are offered an opportunity to take a first year seminar class as a cohort and reside in the living learning community. Staff from the Multicultural Student Affairs Office maintain a part-time presence in an established satellite office space.
2021-2022 University Update
Please see the following DEI related highlights in AY 2021-22:
- Joseph D. Farris III, Esq. has been appointed as the Assistant Dean of Diversity, Equity and Inclusion at Delaware Law School (DLS).
- The DLS Black Alumni Network has been formally established and recognized by Delaware Law School and Alumni Association/Council.
- We have improved significantly in attracting diverse candidate pools for our faculty hires as a result of new inclusion statements on position announcements reflecting the commitment of each school and college to a diverse and welcoming work climate, required Implicit Bias and Search Committee workshops and new strategies for advertising openings by our Human Resources Office. Early metrics indicate a significant increase in the number of faculty from diverse backgrounds hired in the Fall 2021 cohort. Strategies and initiatives are already underway to address the retention of our faculty to the benefit of our community of learners.
- A DEI Program Manager position has been created and applications are currently under review. This position will support and advance the work of the CDO across our three campuses. Priorities for this position include the completion and launch of the DEI Communication Hub and LGBTQA+ related initiatives.
- Faculty and staff needing assistance with DEI programming and events may now apply for a DEI Programming Mini-Grant in the amount of $100-$500. Ten DEI Programming Mini-Grants will be available in the 2021-2022 academic year. The online application containing additional information will be available on Monday, September 13, 2021.
- The Advancement Division has recently introduced the Diversity, Equity and Inclusion Initiatives Fund as a giving opportunity for faculty, staff, students, alumni and friends of the university desiring to assist in raising funds that will directly benefit our DEI related initiatives and efforts.
- The Julie E. Wollman, Ph.D. Endowed Award for Diversity, Equity and Inclusion; recently formalized to provide an annual award to a current faculty or staff member through a nomination process with the selection made by a committee chaired by the Widener University Chief Diversity Officer.
Wolfgram Library houses An Incredible Collection of Vintage Pamphlets related to LGBTQIA Communities & Gay Rights
June 2020 marks the 50th anniversary of LGBTQ+ Pride and in honor of that anniversary, the Widener University Sexuality Archives offers a selection of materials from its collections dealing with issues related to sexuality orientation and gender identity. Enjoy some of pamphlets below!
Written by Dr. Ralph Blair this pamphlet is an examination and condemnation of the so called “conversation therapies.
A young person’s guide to gay sexuality, coming out to parents, health issues, dealing with peers, and homophobia.
Publication Date: 1981
Bisexual People in the Workplace: Practical Advice for Employers
This guide, the first of its kind to capture the experiences of bisexual employees, shows that the discrimination they often face can prevent them achieving their full potential at work. Contained in this guide are key recommendations and
suggestions, many offered by bisexual employees themselves, on how to make work environments better for bisexual people.Publication Date: 2009
suggestions, many offered by bisexual employees themselves, on how to make work environments better for bisexual people.Publication Date: 2009
Safer Sex Handbook for Lesbians
This pamphlet details safer sex practices for women who have sex with women.
Publication Date: 1993
Lesbian Mothers and Their Children
A Bibliography of legal and psychological resources for lesbian mothers and their children.
Publication Date: 1983
