HHSOM Committee on Diversity, Equity, Inclusion, and Belonging (DEIB) announces current action plan

In Summer 2020, the Director of the HHSOM formed an ad hoc Committee for Diversity, Equity, Inclusion, and Belonging (DEIB).  In the next month, faculty will vote on bylaw revisions to establish DEIB as a standing advisory committee, with formal directives, leadership, and responsibilities.  Prior to this point, DEIB focused throughout the fall semester on major change initiatives, including raising questions and making initial recommendations about the School of Music’s recruitment efforts, audition and application process, UGA admissions, performance repertoire, and more.  Those discussions continue and have been reported to other governing committees within the School and University.  DEIB is committed to continued advocacy on these issues.

We acknowledge, however, that messages like this may seem performative.  We have not yet proven our commitment.  Not enough communication or action has occurred on behalf of the School to make meaningful changes to our current culture, as indicated in last week’s launch of the demographic webpage.  But, as promised, the HHSOM and DEIB understand communication is vital to this work, ensuring all stakeholders are involved through regular updates on successes, progress, and yes, mistakes.    

This semester DEIB looks toward the tangible differences we can make right now, realizing that creating a community of belonging is necessary for any long-term changes to take root.  Below, please find a summary of DEIB’s current action plan and goal dates.  Regular communication will always be provided by the goal date, even if the goal is not fully met or challenges occur during implementation.

Many will note the success of the meaningful approach taken by students--including AARI--during the last year.  DEIB will work in counterpoint with our students, and in good faith with our entire community, to ensure all the important work on these issues is amplified and coordinated.  Institutional systems can sometimes be their own barrier.  Those barriers do not absolve our responsibility to dialog openly and honestly.  

We commit to lead with “creative yes,” not “systemic no.”

DEIB Action Plan