Realizing Inclusion, Diversity, and Equity (R.I.D.E)

In fall of 2022, The Program for Leadership and Character distributed a survey asking the Program’s college staff to share their perceptions of: (1) the general working climate at the Program, (2) R.I.D.E. target area strengths, and (3) R.I.D.E. target growth areas. The following were specific components of this RIDE target area that respondents identified as the greatest growth areas:

Organizational Climate

Normalizing DEI Discussion

Normalizing discussion and work around DEI as normal and essential to the work and encouraged rather than viewed as distractions from the “real work.”

2023-2024 Progress

Annual Survey: Information on team culture and DEI is collected in the Spring of each year, and debriefed as a team in June. The survey will include a space to reflect on our progress along our DEI goals for the year. The team uses the data and a series of discussions to set goals for the upcoming year and measure progress from the previous year.

Speakers and Co-Sponsored Events: We prioritized bringing a diverse set of speakers and experts this academic year (see above) to center and explore topics of character. A key focus of these events is recognizing the contextually and culturally sensitive nature of character. Through these events, we explore how character is developed and exercised depends on one’s context, background, and situation.

Expressed Commitment to DEI

Expressed commitments to DEI.

2023-2024 Progress

Co-sponsored Speakers and Events: (See above).

Staff Meetings: RIDE committees provide regularly updates at our bi-weekly staff meetings on the progress of our goals. The Executive Director and leadership team routinely emphasize the importance of these initiatives. DEI trainings and events are compiled and shared at each meeting.

Cultural Conflict Style Inventory: The team worked with ODI in Summer 2023 to complete this inventory that assesses intercultural competence—the capability to shift cultural perspective and appropriately adapt behavior to cultural differences and commonalities. 

Communications Across Differences Summit 2023: A representative from the leadership team attended the Communication Across Differences Summit at Wake Forest in December 2023. This interactive, skills-based learning summit covered Courageous Conversations and Confronting Racism and is hosted by the Office of Diversity and Inclusion in partnership with Center for Center for Management and Organization Effectiveness.

Organizational Practices

Creation of organization policy that promotes DEI.

2023-2024 Progress

Refined Internal Hiring Practices: At the beginning of every search, search committee members are sent a link to the Inclusive Hiring training, a list of questions that committees may ask to understand candidates’ commitments to DEI, and a list of possible job ad sources that can promote a diversity of applicants.

Refined Onboarding Practices: An inclusive onboarding plan was created with a focus on connecting our new employees to their role, their team and Wake Forest. Each employee is oriented on our RIDE commitment and the DEI offices and offerings on campus.

Transparency in Process, Communication and Data

Feedback-Friendly Culture

Regularly and accurately soliciting and receiving feedback about program processes, practices, and climate.

2023-2024 Progress

Building and Fostering Relationships: A committee (4 people) coordinated opportunities for the team to develop trust in our working relationships. We open each staff meeting with a “Team 15” that gives each staff member an opportunity to lead that offers a chance for team building, sharing work, or deepening our understanding of leadership & character.

Feedback during the Performance Cycle: Supervisors attended three trainings offered through the Provost Office and the PDC on giving and receiving effective feedback. Through this process, we refined and provided more consistency and guidance around our Performance Management Process.

Transparency in Decisions and Process

Communicating direction and decisions, as well as their rationale to the broader body (e.g. hiring, organizational processes, resource availability, etc.).

2023-2024 Progress

Open Calendar and Team Meeting Agendas: Through a shared calendar and editable team meeting agendas, we encourage the team to share events that may be of interest to the team and provide updates the updates they feel are most important. A space for questions and gratitude was added to the meeting agenda that will encourage questions, communication, and openness.