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Diversity

The mission of the IPP Diversity & Inclusion Initiative is to create and maintain a culture of inclusion where differences are valued in the workplace.
 

The Diversity Advisory Group has established specific goals in line with the university's Towards New Destinations initiative:

  • Composition: Measure and improve pipeline or increased diversity within the four distinct job groups - Custodians/head custodians, Energy plant personnel, Grounds personnel, Transportation service representatives.
  • Achievement: Develop processes to promote career advancement and/or professional development opportunities for IPP staff.
  • Engagement: Establish an outreach committee that will work on distinct activities that promote inclusion and diversity throughout the division. 
  • Inclusion: Respect at Cornell required of every employee and supervisor within IPP. Develop and implement a diversity and inclusion 'Tool-Kit'.

IPP Vice President KyuJung Whang signs the Statement of Committment to Inclusion in April of 2012.

 

What is the role of the Diversity Advisory Group? 

  • Act as an advocate to managers and supervisors to develop plans of action in response to areas of concern resulting from the IPP Climate Survey.
  • Participate in search teams and provide input about recruitment strategies or referral regarding diversity-related issues, laws, guidelines, policies, and procedures.
  • Monitor department-wide progress on diversity issues.
  • Serve in an advisory capacity to the IPP Diversity Advisory Group Co-Chairs and IPP Leadership Team.
  • Maintain up to date awareness of diversity-related laws, procedures, and guidelines so as to be able to advise and refer individuals as appropriate.
  • Maintain awareness of, and communicate diversity initiatives within, the department, division, and Cornell.
  • Serve as staff ally; resolve issues related to diversity and inclusion by utilizing appropriate resources.

Committee Members

Cynthia Lockwood and Joshua LaPenna (Co-Chairs), Donna-Marie Parker and Kelley Yeomans (Advisors), and Bernard Amponsah, Lisa Belokur, Sarah Brylinsky, Lisa Ciaschi, Laurrie Coffin, Carina Ehrensberger, Susan Evans, Kaz Hattori, Delia Herrin, Debra Howell, Suzanne Wilkins, Stanley Lazeski, Shayne Miller, Julie Phelps, Michael Swartwout, and Catherine Carlson.

Resources for dealing with workplace concerns

There are many ways to deal with concerns in the workplace. Below are a few options, dependant on the situation. More detailed support resources are located here.

  • Give feedback directly. If you hear or see something you feel is inappropriate, and you feel comfortable addressing the issue directly, tell the person or people about how their behavior impacted you.
  • Contact your supervisor to discuss what happened. Your supervisor can help you address the issue and engage others as needed.
  • Contact IPP Human Resources to discuss the situation. IPP HR can work with you to find an appropriate resolution.
  • Contact the Office of Workforce Policy and Labor Relations to report harassment or bias.
  • If you are represented by a union, contact your union. Your union representative, steward, or local office can support you through the process and help you in dealing with the situation.
  • Contact a member of the IPP Diversity Advisory Group.