R.I.D.E. Framework: Focus Areas and Guiding Questions

1. How do I define and understand key concepts? (e.g. inclusion, diversity, equity, unconscious bias, accessibility, intersectionality, etc.)
2. How do I increase my self-awareness of the identities I hold?
3. How do I understand the identities of others?
4. How do I affirm the identities of others?

1. How do I demonstrate understanding and empathy for the experiences of others?
2. How do I understand the complexity of terms and concepts related to the identities of others?
3. How do I actively seek out opportunities to understand accessibility, social identities, diversity, equity, and inclusion, by engaging in dialogue with people who are different from me?

How do I feel respected, valued, accepted, cared for, included, and that I matter at Wake Forest University?

1. What beliefs do I hold about people from different backgrounds being able to succeed at Wake Forest University (e.g. students across different backgrounds in my course(s), colleagues across difference backgrounds, etc.)?
2. What personal biases do I hold?
3. How do my personal biases affect the way that I engage with others?
4. How do I value and appreciate ways of being, doing, and thinking other than my own?

1. How am I able to/do I safely intervene in situations that can cause harm to others sense of inclusion and equity?
2. How do I use my identities for effective bystanding or allyship?

1. How do I experience Wake Forest University in a way that aligns with a value for accessibility, inclusion, diversity, and equity?
2. How often and in what ways do I experience or witness acts of discrimination?

1. How representative is the membership of my organization or department? (e.g. racially, ethnically, gender identity and expression, sexual orientation hierarchically, language, disability, religion, age, etc.) represented within and across the levels of my organization, department, or unit? (Hierarchical, tenure track vs. teaching track, senior administration vs. lower or middle level, etc.)
2. How are diverse voices, view points, and experiences lifted as relevant in the curriculum and programming?
3. How does my department, organization, or unit support pathways for leadership for individuals across all identities and backgrounds?

1. How does my department, organization, or unit prioritize or create space for training, professional development, dialogue, or other opportunities that support all students, staff and faculty?
2. How does my department, organization or unit make decisions to stop the efforts that aren’t working?
3. How is budgeting, resource allocation and fundraising developed and by whom?

1. How does my department, organization, or unit engage the broader body in visioning and decision-making?
2. How does my department, organization, or unit communicate direction and decisions, as well as their rationale, to the broader body?
3. How does my department, organization, or unit transparently use data to make informed decisions and engagements?
4. How does everyone understand the process through which decisions are made, who has decision-making power and who does not?
5. How do we regularly and accurately receive feedback about our departmental, organizational, or unit processes, practices, and climate?

How do the traditions and practices that are observed in my department, organization, or unit differentially impact individuals across a broad range of backgrounds and identities? (e.g. birthday celebrations, toilet papering the Quad, etc.)

1. How is there a shared understanding of the criteria for advancement?
2. How are opportunities for improvement in performance management and/or career advancement promoted?
3. How are individuals with different academic, scholarly and professional goals valued equally? (e.g. tenure vs non-tenure track, permanent staff versus temporary staff)

1. How do individuals across all identities and backgrounds experience incidents of harassment based upon their identities?
2. What are the intergroup relations and behaviors within the department, organization, or units?
3. How are discussions and work around view point diversity and belonging viewed as essential to the department or organization?

1. How does the department, organization, or unit partner or engage with the broader Winston-Salem community?

1. How are individuals from all identities and backgrounds represented across the senior leadership of the institution and governing bodies? (e.g. racially, ethnically, gender identity and expression, accessibility, sexual orientation hierarchically, language, ability, religion, age, etc.)
2. How are individuals from all identities and backgrounds represented across the levels of the institution? (Board of Trustees, Divisional and departmental leadership, mid-level, service industries, etc.)
3. How are diverse voices, view points, and experiences lifted as relevant in institutional discourse?
4. How does the institution support pathways to institutional leadership across individuals from all identities and backgrounds?

1. How does the institution prioritize or create space for training, professional development, dialogue, or other opportunities that support all students, staff and faculty?
2. How does the institution make decisions to stop efforts that aren’t working?

1. How does the institution engage students, faculty, and staff in visioning and decision-making? (e.g. Review of the Student Code of Conduct, selection of senior leadership, etc.)
2. How does the institution communicate institutional direction and decisions, as well as their rationale, to the broader body? (e.g. hiring, institutional processes, accessibility, resource availability, etc.)
3. How does the institution demonstrate clear and transparent policies and procedures that govern how we conduct business?
4. How does the institution regularly and accurately receive feedback about institutional processes, practices, and climate?

1. How do the traditions and practices that are observed by the institution differentially impact all identities and backgrounds?
2. How are all identities and backgrounds represented in institutional traditions and practices? (e.g. Founder’s Day, etc.)

1. How are institutional leaders held to the same expectations and accountabilities?

1. How do individuals across all identities experience incidents of harassment and discrimination?
2. What is the institutional culture, attitudes, and practices towards groups representing all identities and backgrounds?
3. What are the intergroup relations and behaviors within the institution?

1. How does the institution partner or engage with the broader Winston-Salem community?
2. How does the institution support community engagement initiatives?