THE OFFICE OF EQUITY, DIVERSITY, & INCLUSION

MISSION

The Office of Equity, Diversity, and Inclusion (OEDI) is committed to and responsible for institution-wide leadership to build, strengthen, and sustain a culturally conscious and responsive environment. The office provides resources, coaching, consultation, and strategies to help lead the college and conservatory and its diverse community toward a more equitable and just future through policy, classroom practices, activities and addressing workplace climate.

In addition to OEDI, the equity, diversity, and inclusion mission of the College is fulfilled through policies, protocols, support services, committees, and leadership teams.

• Strategic Coaching & Support
• EDI Resources, Programs, & Support At The College
• Land Acknowledgement & Beyond Committee
• Culturally Responsive Syllabi

STAFF

• CHIANTI C. BLACKMON (she/her/ella)
  

  VICE PRESIDENT OF EQUITY, DIVERSITY, & INCLUSION

• STEPHANIE HARING (she/her)
  

  DIRECTOR OF LEARNING AND EQUITY

• HANNAH ENENBACH (she/her)
  

  DIRECTOR OF ACCESSIBILITY SERVICES

POLICIES & PROTOCOLS

DIVERSITY STATEMENT

AMDA is committed to dismantling existing structures that historically exclude and oppress minoritized groups. This commitment requires each of us to take responsibility to actively grow and preserve AMDA’s diverse community and culture. As such, AMDA will actively elevate and prioritize equity, diversity, inclusion, and belonging in our curriculum, creative productions, services, and administration. Most crucially, we will continue to work towards the recruitment, retention, and advancement of students, faculty, and staff from underrepresented populations in higher education and the performing arts.

As an integral part of our mission, AMDA expects all of its community members to exemplify the following principles:

• ACCOUNTABILITY: We build trust with others by following through on our mission and commitments. We endeavor to normalize giving and receiving feedback in the inevitable areas of growth in this work and continue to confront implicit biases and systems of oppression.
• COLLABORATION: We acknowledge that our work is a shared responsibility and we best achieve our goals when we work together in an effort to create a more equitable and inclusive campus.
• INNOVATION: We empower our community to define and own their unique artistry, connecting our personal experiences to our creative work. Through intentional representation, narrative reframing, and personal agency, we allow the art we create to increase our understanding of one another.
• INTEGRITY: We live our institutional values in our work across campuses and with each other. We show up authentically when challenged, and acknowledge that part of our wholeness is the continuation of growth and learning.
• TRANSPARENCY: We develop healthy relationships by sharing information, policies, and procedures openly with each campus and with each other, while protecting confidentiality where needed.

AMDA recognizes that honoring this commitment requires us to create and maintain campus resources, offer frequent EDI-focused learning opportunities and establish consistent and clear systems of accountability for all community members. Accordingly, AMDA rejects and condemns all forms of harassment, wrongful discrimination and disrespect, and expects that this core value will be reflected in the behaviors of all its employees and students.

PHILOSOPHY AND STANDARDS REGARDING CASTING PRACTICES

At AMDA, we are committed to creating and upholding the best standards and practices regarding casting for our students in our classrooms, on our stages, and for our on-camera work. We hope one day soon to see these standards and practices realized across platforms for performing artists including Broadway, national and international stages, film and television.
Click here to view our full casting policy.

Lived Name & Pronouns

Lived Name Policy

AMDA firmly believes that everyone should be addressed by the name with which they would like to be referred, and which authentically reflects their identity. AMDA acknowledges the importance that a change of name may have to students during their time with us, and therefore the institution allows for students to provide a lived first and middle name that is different from their legal name. At this time, last names/surnames can be changed only with legal name change documentation.

• Where can my Lived Name appear? +−

  • Communication with student and related contacts (such as parents and guardians)
  • Student Portal
  • Student ID Card
  • Student Email
  • Canvas Course Rosters

• Where must my Legal Name be used? +−

  • International Student Documentation
  • Student Accounts Documentation
  • Financial Aid Documentation
  • Federal Requests for Information
  • Official Transcripts
  • Student Employment and Payroll Documentation
  • Other areas where legal name is required

Pronoun Policy

An individual’s pronouns are not a preference. They are a statement of fact, and a form of self-expression and self-affirmation. Accordingly, students may indicate pronouns to be used within the College & Conservatory’s information systems. This includes AMDA’s Learning Management System (Canvas), as well as Student Information System (Campus Nexus). Pronouns may be added, edited, or removed at any time during enrollment. In cases when government verification is involved, such as federal loan processing, a student’s sex assigned at birth may also be required. In all cases, AMDA strives to approach this with care and discretion. While students may make changes to their pronouns within Canvas at any time during enrollment within the account settings, changes to pronouns on the student record can only be made on the administrative level.

• Who will my Pronouns be visible to at AMDA? +−

  • Faculty using *Canvas course rosters
  • Academic and administrative personnel authorized to view a student’s information in AMDA’s Student Information System

  *Students must enable pronouns in their Canvas account settings in order for faculty to have access to student pronouns on Canvas rosters.

Frequently Asked Questions

• Why does AMDA use lived name and not preferred name? +−

  AMDA acknowledges that “preferred” may suggest this name is a preference and does not need to be recognized. “Lived” instead recognizes the names which students utilize in their lived experiences.

• What is a Lived Name? +−

  A lived name is the self-chosen name used in place of a legal name.This may differ from a stage name, which is used in the context of the performing arts industry.

• What is a Legal Name? +−

  A legal name is the name that appears on official government-issued documentation, including your passport, driver’s license, birth certificate, or U.S. Social Security Card.

• I plan to use a stage name. How does that differ from updating my lived name? +−

  Members of the performing arts industry often utilize a stage name, which is a name chosen for professional use within unions and the public sphere. AMDA allows students to designate an optional stage name, which is separate and distinct from the student’s lived name and legal name. While many students may use the same name for all three fields, each name may be unique.

• Do I have to use a Lived Name? +−

  A lived name must be entered on your account so that AMDA knows how to refer to you, however, you may choose to keep it as your legal name or enter a different name. Should you choose to change your lived name after matriculating at AMDA, students will need to submit the Lived Name & Pronoun Request Form to the Office of the Registrar.

• Does this policy cover student names on academic documents? +−

  Yes, lived names will appear on eligible academic documents including diplomas and master thesis.

• What happens if a member of the community does not recognize my lived name? +−

  AMDA is committed to fostering a safe and inclusive environment for the benefit of our entire campus community. Please connect with the Office of Equity, Diversity, and Inclusion at OEDI@amda.edu if you experience this.

• What happens if I do not want my lived name shared with my emergency contact or family members? +−

  AMDA endeavors to use the lived name provided by students in as many areas as possible, including mailings to permanent addresses. However, we recognize that there are instances where, for safety reasons, students may need to solely use a legal name in their home environment. AMDA will make a good faith effort to use a legal name when communicating with members from your home environment if a safety concern is shared.

• Who will have access to my legal name? +−

  Select administrative staff, and, if you’re employed by the College, your supervisor(s) will have access to both your legal and lived names. The Office of Equity, Diversity, & Inclusion will partner with the Title IX & Equity Coordinator to provide regular training for key administrative staff regarding the proper use of lived names.

• I have changed my name legally. How can this be updated in AMDA’s systems? How can I request a legal name change?

  +−

  If you have pursued a legal name change at the state or federal level, students should please submit applicable documentation to the Office of the Registrar (New York: NYRegistrar@amda.edu; Los Angeles: LARegistrar@amda.edu).

Student Religious Observance

AMDA will make good faith efforts to provide reasonable religious accommodations to students whose sincerely held religious beliefs conflict with a school policy, procedure, or other academic requirement. Requests should be made as early as possible to allow sufficient time to engage in an interactive process. Please note: To receive a religious accommodation, one's religious tradition must require religious observance. This policy guarantees that students are not unduly prevented from observing their spiritual beliefs or practices; however, students should seek to make arrangements in advance with the appropriate instructors/administrators at the start of a semester/start of a rehearsal process. Requests will generally be approved unless they would result in an undue hardship on the institution. Religious accommodations categories include: Housing, Dining, Medical (Immunizations), Academics (Classes; Productions). Click the button below to request a student religious accommodation:

Reporting

Bias Related Incidents

AMDA College & Conservatory of the Performing arts is actively committed to supporting diversity, equity, inclusion, and belonging in our education, creative productions, services, and administration. Accordingly, AMDA rejects and condemns all forms of harassment, wrongful discrimination and disrespect, and expects that this core value will be reflected in the behaviors of all its employees and students. If you believe that you have been a target of or witness to a bias incident occurring within the AMDA community, please report the incident using the form below.

This protocol is to guide faculty, staff, students, and the greater AMDA community of the ways to report hate-bias incidents and provide transparency regarding potential institutional responses.

As outlined in our Non-Discrimination Policy, AMDA strictly prohibits discrimination against any person on the basis of race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or status, marital, parental, familial, veteran, or military service status, political affiliation, age, or disability. As explained in all the AMDA Code of Conduct policies (please see Student Handbook, Faculty Handbook, or Staff Handbook for more information), if an employee or student is found to be in violation of any such policies, they are subject to disciplinary sanctions ranging from a disciplinary warning up to and including separation from employment or dismissal. A number of state and federal policies reflect and elaborate upon these standards, including Title VI and Title VII of the Federal Civil Rights Acts of 1964, as amended, as well as Sections 503 and 504 of the Rehabilitation Act of 1973, Title IX of the Education Amendments of 1972, and other state laws (NY State / CA State).

Bias Related Incidents: Definitions

What is a Bias Incident?

A bias incident is an act of conduct, speech, or expression motivated, in whole or in part, by intolerance, bias, or prejudice against another. Unlike a hate crime, the act is not a criminal act; like a hate crime, the act is motivated by prejudice. It differs from a hate crime in that no criminal activity is involved but its effect is to discriminate, demean, embarrass, assign stereotype, harass, or exclude individuals because of their actual or perceived identities, including but not limited to: race, ethnicity, national origin, language, sex, gender identity or expression, sexual orientation, disability, age, veteran status, or religion. Examples of hate-bias incidents may include but are not limited to: speech, gestures, epithets, direct insults, graffiti, harassment, etc. Hate-bias incidents can occur even if harm is unintentional or the act is meant as a joke or prank. This definition is not meant to inhibit classroom discussion of sensitive or controversial topics related to the above. This definition is also intentionally broad to reflect AMDA’s values.

The expression of viewpoints and disagreements on political or social issues is permitted at AMDA, and therefore not subject to disciplinary action. However, the expression of such opinions can have harmful impacts regardless of intention, and in some cases may undervalue personal rights, dehumanize individuals, and adversely affect someone's sense of belonging. In such cases, this protocol will be used in whole or in part as a means of promoting greater awareness of the impact of our words and behaviors, and allowing for restoration following harm - even when it is unintentional.

A hate-bias incident may or may not target a specific person, may be a one-time incident or an ongoing circumstance, and may or may not violate other AMDA Policies (Student Code of Conduct, the Faculty/Staff Workplace Code of Conduct, among others). Because these policies prohibit criminal as well as some noncriminal behavior, the definitions of and the College’s response to "hate crime" and "hate-bias-related incident" may overlap. Students, faculty, or staff accused of committing hate-bias-related incidents are subject to discipline in accordance with AMDA’s Code of Conduct, Non-Discrimination Policy, and other appropriate policies.

Hate Crimes

Hate crimes are not separate, distinct crimes, but rather traditional criminal offenses under federal or state law that are motivated in whole or in part by the offender's bias toward the victim's race, religion, disability, sexual orientation, nationality, gender or ethnicity. Because there is always an underlying criminal offense involved in a hate crime, the perpetrator is subject to criminal prosecution. Hate crimes may include threatened, attempted, or actual crimes; and may include assault and battery, vandalism, or other destruction of property, as well as verbal threats of physical harm as noted in Federal & state policies (NY State / CA State). Harassment or intimidation may also be a hate crime when used to deprive or interfere with a person's exercise of civil rights.

Related Terms

• • Impacted Person/Party: Individuals or groups who are harmed by the actions of a responsible person or group.
  • Responsible Person/Party: Individuals or groups whose actions, regardless of intent, have caused harm to an impacted individual or group.
  • Restorative Practices: Practices which aim to build and maintain positive relationships, and to resolve and repair harm where there has been conflict.

Reporting Bias Related Incidents

AMDA is committed to addressing incidents of bias and needs your assistance in bringing them to our attention. If you believe that you have been a target of or witness to a bias related incident, please report it. By documenting incidents, we can better protect and educate our community, and best enable the College and Conservatory to prevent this behavior and to address it properly when it occurs.

If you believe that you have been a target of or witness to a hate crime, please contact AMDA Campus Security before using this protocol. If necessary, seek medical attention, and if you feel unsafe, contact designated authorities. If it is an emergency, please call 9-1-1. In addition, Campus Security will also inform the local police department if a hate crime, as defined in Penal Law Chapter 40, Part 4, Title Y, Article 485, Section 485.05 (NY) Penal Code, Part 1, Title 11.6, Section 422.55 - 422.57 (CA) is suspected and/or alleged.

Reports will be kept confidential to the extent possible unless it requires judicial or administrative action. AMDA has a zero-tolerance policy for retaliation for those who report incidents (see Non-Retaliation Policy). Upon notification and awareness of allegations of hate-bias incident, AMDA will take immediate safety and security measures and appropriate action to assess, and/or investigate what occurred.

If you have any questions about the reporting form, its use, or the Bias Incident Protocol, please contact Chianti Blackmon, Vice President of the Office of Equity, Diversity & Inclusion at cblackmon@amda.edu.

Once an incident is reported, you will receive an acknowledgement of the report either from the Vice President of Equity, Diversity, and Inclusion, or from one of their designees, within 3 business days, wherein they will notify you of next steps and available resources.

TITLE IX

AMDA is committed to providing an academic environment free from sex discrimination, where all members of the school community are treated with respect and dignity. Sex discrimination includes both sexual and gender based harassment and violence. All members of the AMDA community, including students, employees, and third parties, are protected under this policy.
Click here to view Title IX policies, resources, and information.

ACCESSIBILITY SERVICES

The mission of AMDA's Accessibility Services Office is to ensure that all students are afforded an equal opportunity to fully participate in and benefit from AMDA's performing arts education and diverse community of creative artists. We believe that disability is an integral part of the diversity of experience that fuels creative excellence. Therefore, it is our goal to remove access barriers to allow every student to reach their fullest potential. Services and Resources Provided by the Office include:

• Students +−

  • Assessment of eligibility for disability accommodations, including both classroom and residential accommodations
  • Tips, resources, and strategies to manage any difficulties that may not rise to the level of requiring official accommodations
  • Staff support for student-led alliances surrounding disability rights, awareness, support, and/or advocacy
  • Assistance with developing self-advocacy skills and communicating with instructors and peers
  • Assistance for disabled students within other AMDA meetings where extra support, presence, or advocacy may be needed
  • Help finding local resources to utilize after graduation from AMDA

• Faculty/Staff +−

  • Regular trainings and professional development opportunities to ensure that faculty and staff have the tools to teach inclusively
  • One-on-one assistance with effectively incorporating student needs into unique courses and teaching styles
  • Information to reference on the Faculty Dashboard including FAQs, communication tips, resources for universal design, and a changing library of videos including performances involving disabled performers and talks by disabled panelists/speakers
  • Consultation regarding incorporating the needs of disabled students into curricula, programs, events, performances, and other AMDA programming

INTERNATIONAL STUDENT SUPPORT

International Student Services is committed to providing support to international students to achieve their educational goals while enrolled at AMDA. International Student Services assists with immigration and visa processes in compliance with government rules regarding student visas. The office provides referrals to resources and serves as an advocate for international students as they pursue their education in the United States. International student advisors are available to work with students prior to enrollment and during their time at AMDA to offer support and guidance.

For questions or if you need support, please contact the International Student Office:
NY: InternationalNY@amda.edu
LA: InternationalLA@amda.edu

PROFESSIONAL DEVELOPMENT CALENDAR

Calendar of Events

• Spring 2024 +−

  EDI Skill Building
  
  Gender Wise Growth facilitated by Avery Pearsall (he/him/his) & Stephanie Haring (she/her) NEW Spring 2024

  Gender discrimination can impact every level of society, from institutions and governments to personal relationships. The socially constructed characteristics and behaviors of gender stereotyping can be both limiting and harmful to people of all genders. Through shared language and an exploration of the impacts of such thinking and behavior, this workshop aims to explore personal and cultural attitudes toward different genders and offers practical strategies to disrupt sexism. This is a one-part workshop, open to all staff & faculty.

  Tuesday, March 5, 2024; 8am-10am PT/11am-1pm ET | Monday, March 18, 2024; 3pm-5pm PT/6pm-8pm ET
  
  
  Actors, Allies, & Accomplices facilitated by Chianti Blackmon (she/her/ella) NEW Fall 2023

  In this interactive workshop, participants will engage in self-reflection and action planning around how they can use privileged aspects of their identity to dismantle systems of oppression. This workshop expands upon the framework provided by www.whiteaccomplices.org to encompass multiple identity markers in addition to race (e.g., gender, sexual orientation, class, etc.). This session will particularly benefit participants who are interested in using their privileged identities to grow in their advocacy for social justice. This is a one-part workshop, open to all staff & faculty.

   Monday, May 13, 2024; 3pm-5pm PT/6pm-8pm ET | Monday, May 20, 2024; 8am-10am PT/11am-1pm ET

  
  

  
  

  Diversity Leadership
  
  

  Equity & Inclusive Leadership facilitated by Chianti Blackmon (she/her/ella)

  This session will focus on knowledge building around our EDI policies and procedures, explore opportunities for growth as an inclusive leader and build out your EDI toolkit from a leadership perspective. This is a two-part training required for VPs, Directors, Managers, Division Chairs, Academic Department Directors, and any others who supervise.
  Part 1: Tuesday, March 12, 2024; 9am-11am PT/12pm-2pm ET | Part 2: Tuesday, March 26, 2024; 9am-11am PT/12pm-2pm ET
  
  
  Disability Justice
  
  Accessibility At AMDA: Your Role in Helping Create an Accessible and Inclusive Campus Community facilitated by Hannah Enenbach (she/her/hers)

  This workshop provides AMDA faculty and staff with the tools necessary to create an accessible and inclusive environment for students and colleagues with disabilities. Participants will review what disability accommodations are, how they are requested, and how they are provided at AMDA. Breakout discussions will address additional ways you can support and be inclusive of students with disabilities in your classroom or office. Participants will learn what services the Accessibility Office provides (it’s not just accommodations!), how to refer students, and tips for effective communication with your students with disabilities. All members of the AMDA community who have not yet attended this workshop, and those who need a refresher, are encouraged to attend.
  Monday, April 1, 2024; 3pm-5pm PT/6pm-8pm ET | Wednesday, April 17, 2024; 8am-10am PT/11am-1pm ET

  
  
  Culturally Responsive Teaching
  
  Creating an Inclusive & Equitable Classroom facilitated by Dr. Rosie Bolen (she/he/hers) & Stephanie Haring (she/her)

  Inclusive teaching includes course design, teaching strategies, and evaluation practices that cultivate a learning environment where all are treated equitably, have equal access to learning, and feel supported in their learning. In this workshop, we will discuss strategies for creating an inclusive and equitable classroom, including providing equitable access, building community, creating an inclusive climate, active learning, and transparent and equitable assessment. Come prepared to share your experiences with your colleagues and leave with action steps you can apply to your own classroom! This is a faculty-centered workshop, but all are welcome.
  Friday, April 26, 2024; 8am-10am PT/11am-1pm ET | Wednesday, May 8, 2024; 3pm-5pm PT/6pm-8pm ET
  

• Fall 2023 +−

  The Office of Equity, Diversity, & Inclusion is offering the following professional development workshops for the Fall 2023 semester. Faculty & Staff should check their AMDA email or contact OEDI@amda.edu to RSVP.

  
  
  

  Disability Justice
  
  

  Accessibility At AMDA: Your Role in Helping Create an Accessible and Inclusive Campus Community facilitated by Hannah Enenbach (she/her/hers)
  This introductory training provides faculty and staff with the tools necessary to create an accessible and inclusive environment for students and colleagues with disabilities. Participants will review what disability accommodations are, how they are requested, and how they are provided at AMDA. Breakout discussions will address additional ways you can support and be inclusive of students with disabilities in your classroom or office. Participants will learn what services the Accessibility Office provides (it’s not just accommodations!), how to refer students, and tips for effective communication with your students with disabilities. All members of the AMDA community who have not yet attended this workshop, and those who need a refresher, are encouraged to attend. Coming in January 2024: Advanced Topics in Accessibility. Wednesday, November 1, 2023; 12pm-2pm PT | 3pm-5pm ET Thursday, November 9, 2023; 8am - 10am PT | 11am-1pm ET
  
  
  EDI Skill Building
  
  

  Actors, Allies, & Accomplices facilitated by Chianti Blackmon (she/her/ella) NEW Fall 2023!
  In this interactive workshop, participants will engage in self-reflection and action planning around how they can use privileged aspects of their identity to dismantle systems of oppression. This workshop expands upon the framework provided by www.whiteaccomplices.org to encompass multiple identity markers in addition to race (e.g., gender, sexual orientation, class, etc.). This session will particularly benefit participants who are interested in using their privileged identities to grow in their advocacy for social justice. This is a one-part workshop, open to all staff & faculty. Monday, November 13, 2023; 2:30pm-4:30pm PT | 5:30pm-7:30pm ET

  
  
  Anti-Oppression
  
  

  Antisemitism 101 facilitated by Beth Douthirt Cohen (she/they)

  Over the past few years, there has been a rise in antisemitic incidents in the United States and beyond. In a recent survey, 20% of American adults harbored extensive antisemitic beliefs (often unconsciously) and workplace harassment of people who are Jewish, or are perceived to be Jewish, is on the rise. This session covers the basics of Antisemitism, often currently called Anti-Jewish Oppression, and how it connects with other systems of oppression. This is part one of a two-part workshop, open to all staff & faculty. Tuesday, November 7, 2023; 1pm-3pm PT | 4pm-6pm ET
  
  

  Antisemitism 102: Connected and Interlocking Oppressions | How Antisemitism and Racism Feed Each Other facilitated by Beth Douthirt Cohen (she/they)

  This session will look at how antisemitism and racism feed each other and how these two systems of oppression are currently operating in coordination in the U.S. and beyond. Participants will examine how each of us can interrupt and address these systems and build solidarity across marginalized/minoritized communities. This is part two of a two-part workshop, open to all staff & faculty.  Wednesday, November 29, 2023; 10am-12pm PT | 1pm-3pm ET
  
  
  Diversity Leadership
  
  Equity & Inclusive Leadership facilitated by Chianti Blackmon (she/her/ella)
  
  

  This session will focus on knowledge building around our EDI policies and procedures, explore opportunities for growth as an inclusive leader and build out your EDI toolkit from a leadership perspective. This is a two-part training required for VPs, Directors, Managers, Division Chairs, Academic Department Directors, and any others who supervise. Part 1: Monday, November 6, 2023; 1pm-3pm PT/4pm-6pm ET;  Part 2: Monday, November 27, 2023; 1pm-3pm PT/4pm-6pm ET 

  
  
  

• Summer 2023 +−

  The Office of Equity, Diversity, & Inclusion is offering the following professional development workshops for the Summer 2023 semester. Faculty & Staff should check their AMDA email or contact OEDI@amda.edu to RSVP.
  
  

  Anti-Oppression
  
  Antisemitism 101 facilitated by Beth Douthirt Cohen (she/they) 

  Over the past few years, there has been a rise in anti-semitic incidents in the United States and beyond. In a recent survey, 20% of American adults harbored extensive antisemitic beliefs (often unconsciously) and workplace harassment of people who are Jewish, or are perceived to be Jewish, is on the rise. This session covers the basics of Antisemitism, often currently called Anti-Jewish Oppression, and how this system of oppression is connected to others including racism and most importantly how we interrupt it in ourselves and others. This is part one of a two-part training, open to all staff & faculty. Part two will be offered in the Fall 2023 term. | Friday, July 14, 2023 & Tuesday, August 15, 2023
  
  Skill Building
  
  Coded Language facilitated by Tirrany Thurmond (she/her) 

  Language is heavily nuanced. It's the tool we use to connect, convey emotions, share perspectives, and build community. However, it's the same mechanism used to exclude, persecute, and in the words of scholar Patricia Williams, murder the spirit of people different from ourselves. During this 90-minute session, we will define coded language, explore the dangers and harm unchecked language causes, and gain clarity on naming and reframing our words so that we say what we really mean. This is a one-part training, open to all staff & faculty. | Wednesday, July 26, 2023

  
  Diversity Leadership
  
  

  Equity & Inclusive Leadership facilitated by Chianti Blackmon (she/her/ella)

  This session will focus on knowledge building around our EDI policies and procedures, explore opportunities for growth as an inclusive leader and build out your EDI toolkit from a leadership perspective. This is a two-part training required for VPs, Directors, Managers, Division Chairs, Academic Department Directors, and any others who supervise. | Part 1: Thursday, August 31, 2023; Part 2: Thursday, September 7, 2023

• Spring 2023 +−

  The Office of Equity, Diversity, & Inclusion is offering a full calendar of professional development workshops for the Spring 2023 semester:
  
  
  Anti-Racism
  
  

  Internalized Dominance facilitated by Beth Douthirt Cohen (she/they) NEW Spring 2023!

  This two-part training series focuses on common behaviors connected to having unearned privilege that keep workplaces from engaging the diversity within them. Part 1 of this series will review how dominance is internalized; how you can interrupt the patterns of dominance in yourself and others; why and how perfectionism, individualism, defensiveness, and other characteristics get in the way; and how to interrupt them in yourself and others. Part 2 focuses on what typically holds us back (defensiveness and perfectionism, we are looking at you!) when we find out we have had an impact on someone across difference, and how we can recover and enact our values of racial justice, care, and connection. This workshop series is recommended for all staff & faculty.
  
  

  Part 1

  Wednesday, February 22, 2023; 11am-1pm PT/2pm-4pm ET
  Tuesday, March 14, 2023; 8am-10am PT/11am-1pm ET

  
  

  Part 2
  Tuesday, March 21, 2023; 9am-11am PT/12pm-2pm ET

  
  
  EDI Skill Building
  
  

  Coded Language facilitated by Tirrany Thurmond (she/her/hers) NEW Spring 2023!

  Language is heavily nuanced. It's the tool we use to connect, convey emotions, share perspectives, and build community. However, it's the same mechanism used to exclude, persecute, and in the words of scholar Patricia Williams, murder the spirit of people different from ourselves. During this 90-minute session, we will define coded language, explore the dangers and harm unchecked language causes, and gain clarity on naming and reframing our words so that we say what we really mean. This is a one-part training, open to all staff & faculty.
  
  Tuesday, March 28, 2023: 9am-10:30am PT/12pm-1:30pm ET
  Wednesday, April 26; 8am-9:30am PT/11am-12:30pm ET

  
  
  

  But…I didn’t mean it like that!—Microaggressions facilitated by Chianti Blackmon (she/her/ella)

  This session focuses on micro-encounters and micro-behaviors that impact the ways we interact across difference. We will explore common uses of microaggressions, how they tend to manifest, how people respond and we will use scenarios for deeper discussions. This session will also support participants in developing ways to respond when witnessing or perpetrating a microaggression. We will also discuss strategies for strengthening our own resiliency when being called-in. This is a one-part training, open to all staff & faculty.
  
  Tuesday, February 21, 2023; 9am-11am PT/12pm-2pm ET

  
  
  

  Navigating Hot Buttons & Triggers facilitated by Chianti Blackmon (she/her/ella)

  When was the last time you were triggered? Many times we are on autopilot and react to triggers in ways that are counterproductive to our goals. This interactive workshop aims to develop participants’ skills when identifying and navigating triggers, specifically within interactions across differences. This includes comments, behaviors, and exchanges with students, as well as colleagues. This is a one-part training, open to all staff & faculty.
  
  Friday, April 7, 2023; 10am-12pm PT/1pm-3pm ET

  
  
  

  Disability Justice
  
  

  Accessibility At AMDA: Your Role in Helping Create an Accessible and Inclusive Campus Community facilitated by Hannah Enenbach (she/her/hers)

  This training provides AMDA faculty and staff with the tools necessary to create an accessible and inclusive environment for students and colleagues with disabilities. Participants will review what disability accommodations are, how they are requested, and how they are provided at AMDA. Breakout discussions will address additional ways you can support and be inclusive of students with disabilities in your classroom or office. Participants will learn what services the Accessibility Office provides (it’s not just accommodations!), how to refer students, and tips for effective communication with your students with disabilities. This workshop is open to all staff & faculty.
  
  Monday, April 10, 2023; 2pm-4pm PT / 5pm-7pm ET
  
  
  

  Advanced Topics in Accessibility facilitated by Hannah Enenbach (she/her/hers) NEW Spring 2023!

  This session is for AMDA faculty and staff who have attended the introductory Accessibility at AMDA workshop and are interested in exploring disability access, inclusion, and justice in more detail. Topics will include fostering respectful class discussion, casting considerations, selection of course material, and how the industry is becoming more accessible to disabled performers and audiences. Please come ready to actively participate in discussions! This workshop is open to all staff & faculty.
  
  Monday, May 22, 2023; 9am-11am PT / 12pm-2pm ET
  
  
  

  Gender

  LGBTQIA+ Allyship Refresher facilitated by Andy Cofino (he/him/his)

  It's likely been a while since you participated in Allyship at AMDA, so we're offering a 90 minute refresher, which includes a review of the basics as well as some updated terminology and information. This session is also great for folks who have not yet engaged in this topic at AMDA. This is a one-part training, recommended for all staff & faculty.
  
  Tuesday, February 21, 2023; 1pm-3pm PT/4pm-6pm ET
  
  
  

  Getting Pronouns Right facilitated by Andy Cofino (he/him/his)

  This session is a dedicated conversation about pronouns: how to navigate usage, what to do if you make a mistake, and best practices. This is a one-part training, recommended for all staff & faculty.
  
  Wednesday, February 22, 2023; 8am-10am PT/11am-1pm ET
  
  
  Trauma Informed

  Trauma Informed Pedagogy facilitated by Sam Skaller (she/they) and Tracia Banuelos (she/they)

  This series will equip AMDA faculty with tools and skills to create safer educational spaces for students. Participants will unpack how the impacts of trauma may show up in their classrooms and strengthen their skill sets in responding to trauma disclosures, best practices of trauma-informed care, and more. This two-part workshop is best suited for faculty, directors, choreographers, and anyone who leads classroom spaces with students.
  
  Part 1

  Thursday, March 16, 2023; 3pm-5pm PT / 6pm-8pm ET

  
  Part 2
  Thursday, March 30, 2023; 3pm-5pm PT / 6pm-8pm ET

  
  
  

  Diversity Leadership

  Equity & Inclusive Leadership facilitated by Chianti Blackmon (she/her/ella)

  This session will focus on knowledge building around our EDI policies and procedures, explore opportunities for growth as an inclusive leader and build out your EDI toolkit from a leadership perspective. This is a two-part training required for VPs, Directors, Managers, Division Chairs, Academic Department Directors, and any others who supervise.
  
  Part 1

  Monday, March 6. 2023; 12pm-2pm PT/3pm-5pm ET
  Monday, April 17, 2023; 1pm-3pm PT/4pm-6pm ET
  
  

  Part 2
  Monday, May 1, 2023; 1pm-3pm PT/4pm-6pm ET

• Fall 2022 +−

  Faculty & Staff should check their AMDA email for information about signing up!
  
  Skill Building

  But…I didn’t mean it like that!—Microaggressions facilitated by Chianti Blackmon (she/her/ella) NEW Fall 2022!

  This session focuses on micro-encounters and micro-behaviors that impact the ways we interact across difference. We will explore common uses of microaggressions, how they tend to manifest, how people respond and we will use scenarios for deeper discussions. This session will also support participants in developing ways to respond when witnessing or perpetrating a microaggression. We will also discuss strategies for strengthening our own resiliency when being called-in. This is a one-part training, open to all staff & faculty.

   
  Tuesday, October 18; 12pm-2pm PT/3pm-5pm ET
  Thursday, January 26; 11am-1pm PT / 2pm-4pm ET

  
  Gender

  Getting Pronouns Right facilitated by Andy Cofino (he/him/his) 

  This brand new session is a dedicated conversation about pronouns: how to navigate usage, what to do if you make a mistake, and best practices. This is a one-part training, recommended for all staff & faculty.
  
  Thursday, October 20; 8am-10am PT/11am-1pm ET
  Wednesday, November 30; 8am-10am PT/11am-1pm ET
  Friday, January 13; 1pm-3pm PT/4pm-6pm ET

  
  

  Allyship Refresher facilitated by Andy Cofino (he/him/his)

  It's likely been a while since you participated in Allyship at AMDA, so we're offering a 90 minute refresher, which includes a review of the basics as well as some updated terminology and information. This session is also great for folks who are newer to AMDA and have not yet engaged in this topic. This is a one-part training, recommended for all staff & faculty.
  
  

  Thursday, December 1; 1pm-3pm PT/4pm-6pm ET
  Thursday, January 5; 8am-10am PT/11am-1pm ET

  
  

  Trauma Informed

  Trauma Informed Pedagogy facilitated by Sam Skaller (she/they) and Tracia Banuelos (she/they) NEW Fall 2022!

  This training series will equip AMDA faculty with tools and skills to create safer educational spaces for students. Together we will unpack how the impacts of trauma may show up in our classrooms and strengthen our skill sets in responding to trauma disclosures, best practices of trauma-informed care, and much more. This workshop is best suited for faculty, directors, choreographers, and anyone who leads classroom spaces with students. This is a two-part training recommended for all faculty.

  
  Part 1
  Thursday, November 10; 10am-12pm PT / 1pm-3pm ET
  Tuesday, December 6; 8:30am-10:30am PT / 11:30am-1:30pm ET

  
  Part 2
  Thursday, January 12; 8:30am-10:30am PT / 11:30am-1:30pm ET
  Monday, January 30; 10am-12pm PT / 1pm-3pm ET

  
  

  Disability Justice

  Deaf Culture and Communication presented by Andrew Moore of ASL with Andrew (he/him/his) NEW Fall 2022!

  Participants will learn how to immerse themselves into Deaf culture and understand the importance of communication. They will leave the sessions feeling more confident about their ability to communicate with Deaf and hard-of-hearing individuals. Session 1 will focus on Deaf culture, communication & language, the ASL alphabet, numbers, and general phrases. Session 2 will focus on information relating specifically to AMDA’s campus culture, information, and programs. These sessions are required for public-facing staff and all student workers.
  
  

  Part 1: Thursday, October 27; 10am-12pm PT / 1pm-3pm ET
  Part 2: Saturday, November 12; 1pm-3pm PT / 4pm-6pm ET

  
  

  Series on Autism and Neurodivergence presented by Asperger/Autism Network (AANE) NEW Fall 2022!

  Part 1: Through a New Lens: Understanding an Autism Profile

  This workshop is for college professionals working with autistic individuals. Attendees will review attributes associated with an autism profile, as well as an overview and history of language use as it relates to supporting autistic individuals. Attendees will leave with a comprehensive, up-to-date understanding of autism and learn how to apply a neurological lens to better understand autism and their autistic students. This is part one of a two-part series, required for all AMDA faculty and staff.
  
  

  Wednesday, November 16; 8am-10am PT / 11am-1pm ET
  Tuesday, November 29; 5pm-7pm PT / 8pm-10pm ET

  
  

  Part 2: Neurodiversity on Campus: Supporting Autistic College Students

  Creating responsive and inclusive campus cultures is a priority for colleges across the country. This workshop will highlight how colleges can create classrooms and campus communities that are responsive to the needs of autistic students, and in doing so, respond to the needs of all students. Through a universal design lens, this workshop will help college professionals build and develop a neurodiversity lens and learn concrete, applicable strategies for making their classrooms and campus communities inclusive for neurodivergent students. This is part two of a two-part series, required for all AMDA faculty and staff.
  
  

  Wednesday, December 7; 8am-10am PT/11am-1pm ET
  Tuesday, December 13; 5pm-7pm PT / 8pm-10pm ET

  
  

  In Our Own Words: A Self-Advocate Panel presented by Asperger/Autism Network (AANE) NEW Fall 2022!
  Panelists: Sue Ann Pien, Lillian Carrier

  Join us for a facilitated discussion with a panel of autistic young adults, who are recent college graduates or current college students, detailing their lived experiences with the goal of encouraging inclusivity and acceptance. This panel discussion will highlight the perspective and lived experiences of our panelists, some of whom are in the TV and film industry, and cover topics such as their experiences in college and in the performing arts. Panelists will share what they would want students, faculty and other college professionals to know about being an autistic student and creating neuro-inclusive classrooms and campuses. Our speakers will answer attendee questions and share their insights and recommendations for students and college professionals. This session is open to everyone in the AMDA community; students, faculty, and staff are all welcome.
  
  Saturday, December 17; 11:30am-1pm PT / 2:30-4pm ET

  
  

  Accessibility At AMDA: Your Role in Helping Create an Accessible and Inclusive Campus Community facilitated by Hannah Enenbach (she/her/hers)

  This training provides AMDA faculty and staff with the tools necessary to create an accessible and inclusive environment for students and colleagues with disabilities. Participants will review what disability accommodations are, how they are requested, and how they are provided at AMDA. Breakout discussions will address additional ways you can support and be inclusive of students with disabilities in your classroom or office. Participants will learn what services the Accessibility Office provides (it’s not just accommodations!), how to refer students, and tips for effective communication with your students with disabilities. This session is required for all members of our community; however, if you have attended an Accessibility at AMDA session since January 2022, you do not need to attend again.
  
  Tuesday, January 17; 8am-9:30am PT / 11am-12:30pm ET

  
  Leadership

  Equity & Inclusive Leadership facilitated by Chianti Blackmon (she/her/ella)

  This session will focus on knowledge building around our EDI policies and procedures, explore opportunities for growth as an inclusive leader and build out your EDI toolkit from a leadership perspective. This is a two-part training required for VPs, Directors, Managers, Division Chairs, Academic Department Directors, and any others who supervise.
  
  Part 1
  Monday, November 7; 8am-10am PT/11am-1pm ET
  Friday, November 18; 10am-12pm PT / 1pm-3pm ET
  Part 2
  Friday, December 16; 8am-10am PT / 11am-1pm ET
  Wednesday, January 18; 11am-1pm PT / 2pm-4pm ET

• Summer 2022 +−

  Faculty & Staff should check their AMDA email for information about signing up!
  
  

  Navigating Triggers facilitated by Chianti Blackmon (she/her/ella)

  When was the last time you were triggered? Many times we are on autopilot and react to triggers in ways that are counterproductive to our goals. This interactive workshop aims to develop participants’ skills when identifying and navigating triggers, specifically within interactions across differences. This includes comments, behaviors, and exchanges with students, as well as colleagues. This is a one-part training, open to all staff & faculty.

  
  

  Thursday, July 14, 2022: 8am-10am PT/11am-1pm ET
  Monday, August 22, 2022: 10am-12pm PT/1pm-3pm ET

  
  
  

  Accessibility At AMDA: Your Role in Helping Create an Accessible and Inclusive Campus Community facilitated by Hannah Enenbach (she/her/hers)

  This training provides AMDA faculty and staff with the tools necessary to create an accessible and inclusive environment for students and colleagues with disabilities. Participants will review what disability accommodations are, how they are requested, and how they are provided at AMDA. Breakout discussions will address additional ways you can support and be inclusive of students with disabilities in your classroom or office. Participants will learn what services the Accessibility Office provides (it’s not just accommodations!), when/how to refer students, and tips for effective communication with your students with disabilities. This training is required for all members of our community, even if you have attended an Accessibility Services training before 2022.

  
  Wednesday, July 6, 2022: 8am-9:30am PT/11am-12:30pm PT
  Tuesday, July 12, 2022: 5pm-6:30pm PT/8pm-9:30pm ET

  
  
  

  Equity & Inclusive Leadership facilitated by Chianti Blackmon (she/her/ella)

  This session will focus on knowledge building around our EDI policies and procedures, explore opportunities for growth as an inclusive leader and build out your EDI toolkit from a leadership perspective. This is a two-part training required for Directors, Managers, Division Chairs, Academic Department Directors, and any others who supervise.

  
  

  Part 1
  Monday, July 25, 2022: 8am-10am PT/11am-1pm ET
  Monday, August 15, 2022: 12pm-2pm PT/ 3pm-5pm ET
  Wednesday, September 7, 2022: 9am-11am PT/12pm-2pm ET

  
  

  Part 2
  Monday, September 12, 2022: 1pm-3pm PT/4pm-6pm ET
  Thursday, September 22, 2022: 8am-10am PT/11am-1pm PT

  
  
  

  New! LGBTQIA+ Offerings facilitated by Andy Cofino (he/him)

  It's likely been a while since you participated in Allyship at AMDA, so we're offering a 90 minute refresher, which includes a review of the basics as well as some updated terminology and information. This session is also great for folks who are newer to AMDA and have not yet engaged in this topic. Plus a brand new session dedicated to pronouns: how to navigate usage, what to do if you make a mistake, and best practices. Open to all staff & faculty.

  
  Friday, July 22, 2022: 8am-9:30am PT/11am-12:30pm ET - Refresher: LGBTQIA+ Allyship 
  Thursday, July 28, 2022: 1pm-2:30pm PT/4pm-5:30pm ET - Getting Pronouns Right

  
  
  

  New! Title IX: What is it, What Does it Cover, and What is Your Responsibility? facilitated by Grand River Solutions

  This brand new session will cover the basics of Title IX and what you need to know. Most people assume Title IX only refers to sexual misconduct, so this session aims to expand our knowledge around the depth and breadth of Title IX. Case studies will be reviewed to build awareness as participants debunk myths and expand their overall understanding of AMDA's Title IX Policy. This is a one-part training, recommended for all staff & faculty.
  
  

  Title IX is the most commonly used name for the federal civil rights law in the United States of America that was passed as part of the Education Amendments of 1972.
  
  Monday, August 1: 8am-10am PT/11am-1pm ET
  Thursday, September 8: 12pm-2pm PT/3pm-5pm ET

  
  
  Supervisors & Title IX facilitated by Christine Galdston (she/her)

  Facilitated by AMDA’s own Title IX Coordinator, this session will provide supervisors with tools and skill building to support their staff in compliance with AMDA’s Title IX Policy. This is a one-part training specifically for supervisors and managers.
  
  Wednesday, August 31: 11am-12:30pm PT/2pm-3:30pm ET
  Tuesday, September 20: 9am-10:30am PT/12pm-1:30pm ET

  
  
  

• Fall 2021 +−

  Listening Circles

  The goal of listening circles is to discover, clarify and record themes regarding employee/student perception of and reaction to the climate at AMDA. Climate is defined as the experience of individuals and groups on a campus and the quality and extent of the interaction between those various groups and individuals. A healthy campus climate is not the same as a positive climate, or a climate that is always comfortable. These circles aim to include as much of the campus as possible in the development of the strategic EDI plan.

  
  

  Anti-Racism Series (3 parts)

  1. Why Now: AMDA, Equity, Justice, and Inclusion
  2. The Role of Faculty & Staff in Navigating Hot Button Triggers in Difficult Interactions Across Difference
  3. Building Skills - Interrupting Perfectionism, Individualism, Defensiveness, & Other Tools of Internalized Dominance
     
     

  LGBTQIA+ Allyship Series (2 parts)

  LGBTQIA+, and specifically trans, nonbinary and gender non-conforming students are increasingly comfortable being out on college campuses, but often are frustrated or let down by staff and faculty members’ lack of knowledge or discomfort about their identities and experiences. Staff and faculty who can address the needs of LGBQ and trans and nonbinary individuals can make a huge difference inside and outside the classroom.

  
  

  Accessibility at AMDA: Your Role and How Accessibility Services Can Support You

  Coming in 2022!