B&F Diversity, Equity & Inclusion
In the summer of 2020, a survey was conducted of the 300+ staff members across B&F to understand any experiences of microaggressions encompassing race and gender, and to determine what goals should be adopted to better support our under-represented communities.
In September 2020, the B&F Diversity, Equity & Inclusion Committee was formed, chaired by Michael Papadakis, CFO & Senior Vice President, with committee members representing all areas and levels throughout the unit.
Tasked with the creation of actionable plans and metrics in alignment with the university Task Force on Racism and Racial Inequities, the B&F Committee meets monthly to provide tangible plans for implementation.
In its inaugural year, sub-committees have formed to explore the following:
- Are there current policies, practices and services that should be reviewed for inclusion and equity?
- Do communications affirm diversity, equity and inclusion?
- How can there be clear expectations on staff roles in supporting an inclusive culture?
- Are we cultivating connections to prospective diverse talent pools?
During the 2021-2022 academic year, the B&F Diversity, Equity & Inclusion (DEI) Committee created subcommittees to drive action plans in the following areas:
- Expanding the talent pipeline through the development of an internship program;
- Improving B&F employee awareness of Diversity, Equity and Inclusion principles by increasing usage of university DEI training and recommending a training schedule;
- Collaborating with the university senior commodity manager focused on supplier diversity to increase the awareness and usage of diverse suppliers throughout the university and providing spend data to assist areas in setting attainable and achievable goals.
We seek to foster a more diverse and inclusive climate and build a community that promotes an equitable, healthy, supportive, and nurturing environment in Business and Finance.
We strive to be active change agents for our university and local community by acknowledging and addressing policies, practices, programs, and positions contributing to inequity or differential outcomes for specific groups within Business and Finance.
Through these efforts, we will inform and engage university officials, support the University’s Task Force goals, and recruit and retain a diverse talent pool with a deep commitment to action, ensuring that all are respected and valued.
FY22 B&F DEI Accomplisments
- Established initial plan for The Business & Finance, Diversity, Equity, and Inclusion Internship Program in partnership with Fisher College of Business office of Diversity & Inclusion. Two student interns were hired in the program's pilot year working within the Tax Office and Office of Investments.
- Alignment of DEI Committee goals with B&F Human Resources and Chief of Staff broader goals regarding recruitment and retention.
- Established required training for all B&F Staff (Diversity Basics) and for all B&F managers (Navigating Difficult DEI Conversations). Created DEI Guide to help facilitate open dialogue and provide additional DEI resources to B&F staff.
- Created Workday report on diverse supplier spending in order to help set and track unit-specific goals. Met with Senior Fiscal Officers to discuss opportunities to engage with diverse suppliers.
- To increase demographic diversity in applicant pools and the overall employee population within the Office of Business and Finance.
- To improve B&F employee awareness of Diversity, Equity and Inclusion principles by increasing usage and availability of DEI training and professional development resources.
- To increase the awareness and usage of diverse suppliers throughout the university by providing spend data to assist areas in setting attainable and achievable goals.
|Jasmine Anderson||Associate Director|
|Abbey Castle||Financial Analyst||Financial Planning & Analysis|
Treasury Associate- Debt
|Vella Garrett||Business Continuity Manager|
AP Interim Manager
Financial Services Special
|Kai Peters||Senior Commodity Manager||Purchasing|
Director of Investment Operations
|Tracy Shrimplin||Sourcing Analyst||Purchasing|
|Mindy Swanner||Technology Training Developer|
Energy Project Manager
Subcommittees include Talent Pipeline, Training & Professional Development and Supplier Diversity. Interested in supporting a subcommittee? Let the committee chairs know by responding here.
Mike Papadakis, Chair
Yolanda Zepeda, Office of Diversity & Inclusion Representative
Karina Brown, Director of Communications
Contact the B&F Diversity & Inclusion Committee at firstname.lastname@example.org.
The Office of Business and Finance would like to acknowledge that the land The Ohio State University occupies is the ancestral and contemporary territory of the Shawnee, Potawatomi, Delaware, Miami, Peoria, Seneca, Wyandotte, Ojibwe and Cherokee peoples. Specifically, the university resides on land ceded in the 1795 Treaty of Greeneville and the forced removal of tribes through the Indian Removal Act of 1830. We want to honor the resiliency of these tribal nations and recognize the historical contexts that have and continue to affect the Indigenous peoples of this land.
What is a Land Acknowledgement?
A land acknowledgement recognizes and respects the relationship that exists between Indigenous peoples and their ancestral and contemporary territories. Additionally, a land acknowledgement provides opportunity to explore the current impact of colonization and systemic oppression on Indigenous peoples. Land acknowledgements do not exist in past tense or a historical context as colonialism is a current ongoing process.
Learn more about Ohio State's Land Acknowledgement at the Center for Belonging and Social Change.