Sofia K. Lane’s Post

Techie with a Heart for Inclusion: Staff Spotlight on Anthony Richard T. A native of Long Island, New York, Anthony Tufano came to Florida to start a new chapter with his family later following. During his time as an undergraduate student at SUNY Albany, Anthony was a Peer Advisor assisting first year students navigate the advising process. This is where his passion for higher education started and unintentionally led into his career later earning his MBA from UCF. He began working in graduate admissions supporting his passion for higher ed, loving working directly with students. When a position with Crummer came up, it was the perfect alignment of applying skills from his MBA in a higher ed setting with a program, Slate, he used a lot at UCF. "It was an awesome crossroads between IT and higher ed. I like the techie stuff but also the personal side."   Anthony is an Operations and Database Manager for Crummer. "Slate is our CRM system that we use for admissions purposes. My job is to manage it in a way that it functions for how each person needs to use it for their particular role." Besides being an absolute whiz with Slate, Anthony is also a friendly people-person. In fact, the people are his favorite thing about Crummer. "We are all here to support the mission of Rollins and Crummer. We give the students and alums the best experience we can collectively as a group." He also deeply supports DEIB efforts being a member of the LGBTQIA+ community.    When it comes to his job, Anthony is passionate about working with all the different teams in Crummer to make Slate function better for them so they can do their jobs more efficiently. His biggest teamwork tip is clear communication, talking things through and bouncing ideas off one another. He also believes visualizing is helpful for clear communication and will often draw diagrams to make things understandable for others. One challenge he faces is that since COVID, the admissions field has shifted and continues to change. "We have to pivot and be fluid and flexible to move in the direction we need to put ourselves in front of potential students. We need to embrace change and make the best of it."   When Anthony isn't working, you might find him at the theme parks, visiting with family, going to the beach, tending to his many plants, partaking in karaoke (Taylor’s Version) or playing dodgeball with Out Sports, an LGBTQIA+ and allies social sports league. In five years, he hopes to still be working in higher ed. "I love the work that we do and the mission we accomplish. I believe knowledge is power and education is so crucial for compassion, empathy, and a more inclusive world." Another thing Anthony is looking forward to? Becoming an uncle for the first time. That will happen toward the end of this summer. Thank you, Anthony, for all your hard work. We love having you on staff! #FiatLux

Here's how I would structure the article with the new opening lines: Some were born into it, while others had to fight for it. A recent survey suggests that class discrimination is alive and kicking in the creative industries.  Are the creative industries restricted by the class ceiling? I grew up proudly working class, my silver lunch token a badge of honour. So when I stepped into the world of photography and TV, it revealed a different world. One dominated by the upper crust. The thing that always stood out was how confident people appeared. Then once you got familiar, you realized most of it was just appearances.  You don't often hear about class ceilings these days, which made the recent research by Creative Access, a UK diversity and inclusion enterprise, so interesting. In their study speaking to professionals across the creative industries, they concluded: - 70% believed "soft" class indicators like education and confidence impact peer perceptions - The proportion of working-class actors, musicians and writers has halved since the 1970s, despite 48% of the UK identifying as working class in 2021 - Ethnic minorities were more likely to observe class barriers to access  - Only 1/3 of working-class respondents felt equally rewarded for their work - Lack of senior working-class representation is seen as the most urgent issue to address by respondents - Upper-middle-class respondents are less likely to agree there is underrepresentation - Unpaid internships disproportionately benefit those from upper-class backgrounds according to working/middle-class respondents - 76% of upper/upper-middle class respondents believe social mobility is easier than ever, compared to only 43% of working-class respondents From this survey, it seems class discrimination remains an issue in these industries. I worry that in the current climate with a lack of creative jobs in TV, these class divides may become even more entrenched, with people from working classes less able to wait out the storm. It's ironic, as I always assumed most TV was watched by working-class people. Creative industries are known for breaking boundaries. Yet this study reinforces that for a sector meant to reflect society, we're failing a large segment of the population. There's more work to be done to smash these class ceilings and foster true inclusivity in creative fields. If you work in the creative industries, I would love to hear your thoughts.

I want to be proved WRONG: No race equality working group or inclusion training works more effectively than removing the barriers you deliberately put in place to prevent PoC from participating in decision-making. 5 things I learned from working as a full-time student representative with the remit of inclusion as an international Asian queer student: 1. The system creates little games and rules to drag you along and drain your energy, preventing you from doing the real work. 2. If they don’t believe or listen to you the first time, be prepared to tell your story repeatedly until they do. 3. Speak up, because no one else will advocate for you and others like you. 4. Recognise performative acts and refuse to play by their rules—the rules are designed to benefit them, not you. 5. It’s valid to feel angry after giving them multiple chances to change or fix the broken system. - I wasn't informed about the tuition payment policy implications when I applied for a voluntary suspension to take on the elected student representation role. This role was meant to support the University's accountability and initiatives in student representation, inclusion, and equality issues. Had I known, I would have reconsidered my decision to take on the role—working for the University only to end up owing more money and falling deeper into debt. Even if I had been informed, the fact that I would need to reconsider my decision based on this barrier shows that the University is aware of the inequality and disadvantage faced by international students but allows it to persist. Truth is, I ran for the Student Union election seeing the unfairness the University pressed on international students. Yes, internatioanl students came to the UK to pursue a better future in the UK institutions because that is what all these institutions brand themselves as, an inclusive and welcoming environment, full of opportunities, and a brighter future. I worked as a receptionist in the Union where I encountered so many cases of houseless international students in the year with no knowledge of the housing market around the campus. As the only international student in my full-time elected team in 2022/23 , I very much knew that I was fighting on issues that don’t concern anyone else. I also know that given my intersectional identities and my role in inclusion, the barriers in front of me have already built up before my start. And now, after leaving the elected role, I am also facing unfairness myself despite me being jumping through hoops for more than a year. So the question remains: If the University genuinely seeks to increase the representation of People of Colour (PoC) within the institution, why impose additional barriers on international students, who are often PoC, from participating in student democracy?

This is what I see happening in 2024-2025. Belonging and Engagement. Departments of Belonging and Engagement. Directors of Belonging. So..... Understanding Belonging is going to matter. And Belonging, y'all, centers the experience of the individual. It's not about what YOU do to make them feel welcome (that's inclusion). It's not treating them fairly and recognizing that fair means people have different needs (that's equity). Belonging is about the experience of the individual. Do people FEEL that they belong? Are they EXPERIENCING belonging? We're hard at work on findings from our recent study of a cross section of American workers on the subject of belonging. And I think what we've found will surprise you. Want a hint? You can't ask people the question "do you feel that you belong?" and get an accurate sense of who feels a sense of belonging or not. Stay tuned for why. https://lnkd.in/ePUafGEH

Today, August 12th, we celebrate International Youth Day! It is a day for us to reflect on the ways we can create a culture that truly supports and uplifts young professionals. Building more inclusive environments isn’t just a nice-to-have; it’s essential if we want to stay innovative, grow as a community, and achieve our long-term success. I’ve often found myself in situations where I was the “only” in the room—whether as the only African, the only man, the only non-white person, or some combination of these. It hasn’t always been easy. But what has helped me stay relevant is my commitment to staying up-to-date with industry trends, continuously learning, and always giving my best. By turning my unique perspectives into strengths, I’ve been able to contribute in meaningful ways that benefited the whole organisation. Diverse teams bring diverse ideas and solutions. When young professionals from different backgrounds are included, the creativity that emerges is powerful—it is what helps us to solve some of our most critical challenges. Diversity entails two things: equity and inclusion. Equity means understanding that everyone has different needs and making sure they have what they need to reach their full potential. Inclusion is about creating a culture where everyone feels valued, heard, and respected. For those who, like me, have sometimes felt like the “only” in the room, having this support is crucial. At the end of the day, DEI isn’t just about ticking boxes. It is about recognizing the different contributions each person brings to the table, especially young professionals who represent the future of our workforce. As leaders, mentors, and colleagues, we have a responsibility to create spaces where young people feel they belong and can thrive. This International Youth Day, I encourage all of us to think of ways we can foster diversity, equity, and inclusion in our workplaces. Because when young people succeed, we all succeed! P.S. This photo was taken during my NYSC year in Zuru, Kebbi State. 

Happy International Women’s Day! #InspiringInclusion: Let’s shine the spotlight on our female associate who has emboldened herself to step into a male-dominated field.   Who inspired her? What keeps her going? Let us find out as we get to know her stories. Fayth Pumaren – Host, Guest Service Center Fayth started playing basketball in 2008. Ever since she was a child, basketball has been part of her family as her grandfather, dad, and uncles were players and coaches. Compared to now, women’s basketball was not as prolific compared to its male counterpart. Fayth continuously receives questions, especially over her decision to choose basketball over volleyball. Fortunately, she was able to play for a team in both high school and college and that never made them feel unqualified to play the sport because they are women.   Fortunately, playing in high school and college never diminished her drive to strive for success just because of the gender she was born in. Self-discipline, teamwork, and resilience are the things she learned throughout her 15-year stint playing basketball. “Self-discipline - It helped me in setting priorities for the things that are most important in achieving success. Teamwork- I gained experience working with individuals who have varying backgrounds, traits, and personalities. It made me realize how crucial it is to build strong relationships in order to accomplish a major goal, much as in the workplace. Resilience - I meet every challenge life hands me head-on and never back down.” Fayth believes that organizations can elevate their commitment to inspire inclusion by embracing this as part of the company culture. By doing so, this will guarantee that everyone is respected and heard.

Thought provoking and helpful article, relevant to many scenarios not just school governance. The workplace, sports clubs or teams, or any form of people cooperating with each other! “For me, inclusion boils down to four different elements; feeling respected, feeling trusted, feeling safe, and feeling valued. And when we feel all of those, we have a sense of belonging Feeling included or not included has consequences. For example, If we feel included, and we experience negative treatment, or even direct discrimination, we are much more likely to have a conversation with that individual or with our line manager. But if we don’t feel included - respected, trusted, safe or valued and the same thing happens, whether it’s a major or minor issue, we are much more likely to take out a formal complaint, or a grievance. Having an inclusive environment doesn’t mean people are suddenly able to manage their unconscious biases. Inclusion isn’t a magic bullet in that sense, but it does mean that when things go wrong, as they inevitably do, people will engage in a more positive way. It also means that people are much more receptive and open to taking on board new ideas.”

The discussion around DEI is more than academic; it's about real people and their opportunities. As someone who has witnessed the positive impact of DEI in grad programs, I see its value in fostering inclusive environments where every voice is heard and valued. The article by Josh Bersin raises critical points about the resilience of DEI despite challenges. In my journey, I've seen how DEI shapes minds and drives innovation by bringing diverse perspectives to the table. It's clear that while DEI roles evolve, their essence remains crucial in building sustainable, inclusive, and equitable future. https://lnkd.in/gHEDES-x #Diversity #Inclusion #Equity #DEI

Reflecting on my recent virtual lectureship, Dieter Scharitzer, thanks for the virtual invite to Viena, where I engaged with experts and leaders on #EmployerBranding and #DEIB. I noticed a frequent emphasis in this group on the "young" or "younger generation." At 46, this made me feel momentarily out of step—not that I consider myself old. On the contrary, I believe that at 46, I am not just relevant; I am at my peak, and will continue to be so in the years to come. The truth is that professional acumen and the ability to drive meaningful change are not the exclusive domain of the young. As we discuss employer branding and the future of work, embracing a language that includes all ages is crucial, celebrating diverse experiences as a comprehensive approach to growth and innovation. This inclusivity enriches our workplaces and challenges us to rethink what it means to be ideally qualified or positioned for impact in our industries. It’s high time we move beyond the traditional “Under-XX” lists. These lists reflect a cultural obsession with youth and early achievements that fail to honor the diversity of human life paths. As an expert, I witness daily how this singular focus on young adulthood overlooks many impressive careers and life achievements that begin past the age of XX. Why not shift our focus to the pioneers of everyday life—people over XX who dare to embark on new professional paths, pursue academic advancements, or acquire new vocational skills later in life, often while managing extensive caregiving responsibilities? These individuals demonstrate that true strength and innovation are not confined by age. Our challenge as a society is overcoming outdated stereotypes about age and capability. We must promote an inclusive culture that recognizes each stage of life as a phase of growth and development. The continued belief that professional and personal success belong exclusively to those under 40 or even under 30 needs to be actively questioned, as it promotes a subtle form of age discrimination. Let us convey a clear message: the capacity for innovation and personal change is not tied to age. It is time to rethink the youth-centric portrayal of talent and dynamism. A society that truly aims for progress must celebrate the diversity and potential of all age groups. The wisdom and experience life brings are valuable assets that age restrictions cannot confine. Let us acknowledge and celebrate the breadth of human potential at every stage of life. Thanks to the active discussion on Saturday morning: Holger Gerhard, Josephine Köckeritz, Anna Salamatov, Anna Thoms, Jens Dubberke, Kai Timmer, Kerstin Wrage, Lisa Ebert, Nadine Caflisch, Niklas Petelkau, Sophia Baierl, Stefanie Bretschneider, Jessica Stannat wish you a lot of success and energy for all your projects. ID! Blue background, with white letters and the message ten times: You can't put a time stamp on talent.

Sometimes people ask me, "Why did you choose your career path and a potential academic path in supporting diversity and inclusion?" Five and a half years ago, as an international student on the brink of graduation, I was filled with uncertainty about my future. Seeking guidance, I scheduled an appointment with an academic advisor. After reviewing my file, the advisor asked, "Are you an international student?" When I confirmed, he replied, "Well, since you're an international student, don't you have family businesses to inherit? What kind of advice do you need?" This response left me feeling hopeless and even more uncertain about my future. A year after graduation, I chose to work in education, supporting international students who faced similar challenges. One day, a senior student came to me sobbing, sharing an incident that had left her deeply distressed. As an Asian female in STEM, she already felt like a minority. However, her professor’s announcement that they would only write recommendation letters for students got A+ or who were Black, transgender, or Indigenous left her feeling even more marginalized and excluded. This announcement was a shock, highlighting the complex layers of inclusion and the importance of a nuanced approach. This week, while attending my husband's graduation ceremony, I experienced another instance of differential treatment that left us feeling deeply uncomfortable. We were excited to bring our newborn on stage as part of the significant achievement. However, when it was our turn, a staff member abruptly stopped us and said, "He cannot appear on the stage," referring to our baby. Despite seeing other graduates with their babies on stage, we were denied this opportunity without any clear explanation, leaving us feeling unfairly singled out and excluded. Even after years of learning, and this September marks my 10th year at the University of Toronto, there are moments when I realize that the journey towards equity and inclusion is long and challenging. Each experience reinforces my commitment to advocating for those who are marginalized and ensuring that every individual has the opportunity to feel seen, heard, and valued. It’s never easy, but it’s a path I am committed to walking. #DiversityAndInclusion #InternationalStudents #EquityInEducation #TransitionsInLife