Organizational cultures of belonging thrive on the recognition that belonging is a core human need, one that exists within the workplace. At Illinois Extension the need to connect and build professional bonds is not only central to our partnerships, but it is also essential for individual staff members whose uniqueness factors into Extension work.
Since October 2022, I have had the honor of leading diversity, equity, inclusion, and access (DEIA) opportunities that support a culture of belonging at Illinois Extension. Since its inauguration, the DEIA office has worked with individual staff members, teams, regions, leaders, community organizations, the north-central region, and national collaborators to demonstrate and promote the value of inclusion work that supports belonging at Illinois Extension. Over the past two years, Illinois Extension staff members have engaged with their DEIA office in multiple ways: provided feedback in a DEIA climate survey, shared input through other formal and informal channels, participated in professional development workshops and webinars, completed civil rights compliance training, and continue to integrate DEIA principles in their programs and partnerships.
As we collected input, we asked Illinois Extension staff members to share what an organizational culture of belonging means to them, and from those responses emerged several themes.
- Connectedness: Collaborating with others, building internal and external support, working across disciplines, and managing work and life experiences.
- Humility: Valuing respect in the workplace, remaining open-minded, practicing listening skills, and embracing empathy, fairness, and inclusion through authentic connections.
- Uniqueness: Accepting individuality, expressing appreciation for differences, and valuing contributions through recognition.
- Welcoming: Embracing and honoring people’s lived experiences, extending invitations to participate, and showing kindness and care.
These themes are embedded in our values: collaboration, credibility, inclusivity, and learning.
This work to build an organizational culture of belonging at Illinois Extension is ongoing and involves all our staff members — regardless of job title — volunteers, youth, and everyone connected to Extension. The stories shared in this report aim to provide highlights of the role of the DEIA office in supporting our mission and strategic priorities.
- Integrate Staff Feedback
- Professional Development Opportunities
- Advance Cultural Competence
- Create Opportunities
- Increasing Staff Resources
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Integrate Staff Feedback
In October 2023, Illinois Extension's DEIA office launched a climate survey to learn about staff members' experiences. It included questions about personal experiences, career development, hiring and retention, and belonging. Over 280 respondents, representing different job classifications and responsibilities throughout the organization, completed the survey.
Inclusive Excellence Committee
- The Inclusive Excellence Committee is Illinois Extension’s statewide DEIA committee that guides organizational processes. The committee has provided guidance for DEIA and civil rights processes in Illinois Extension. After revising its goals, the committee refocused its work on helping to enhance opportunities for all of Extension. In 2024, the committee contributed to the DEIAB plan for Extension, provided feedback on training programs, and reviewed staff development case scenarios for skill development and team-building exercises.
- The committee meets 4 times per year (3 online and 1 in-person).
- The committee consists of educators and county directors with specialists and leadership team members serving in Ex-Officio roles.
- Members serve 2-year terms.
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Professional Development Opportunities
Extension staff can take advantage of optional professional development training opportunities throughout the year to increase awareness, build knowledge, and expand Extension's impact and reach to more residents of the state.
Quarterly Staff Development
The quarterly DEIA webinars bring a wide range of topics for Illinois Extension staff members. These optional one-hour sessions are development opportunities that are open to all staff members. They cover topics that matter to staff members and are based on feedback, training requests, and emerging and research-based topics.
Topics Covered
- Integrating Cultural Humility in Extension Programming and Partnerships.
- Accommodating Visible and Non-visible disabilities
- Planning for Language Access in Your Programs
- Digital Equity [in our community-based programs]
- Lead with Empathy
- Considering Diversity, Equity, and Belonging for LGBTQ+ Farmers
- Addressing Ageism and Promoting Inclusivity
Session Engagement
2023: 542 staff members registered for sessions, and approximately 308 attended live presentations.
2024: 546 staff members registered for the sessions, and approximately 280 attended the live presentations.
Ouch! That Stereotype Hurts
What communication skills are needed to help promote inclusive and respectful workspaces? Ouch! That Stereotype is an interaction training program that allows participants to practice techniques for engaging in respectful workplace conversation and techniques to disrupt and address stereotypes and bias-based statements. While many Illinois Extension staff members have completed this voluntary training, we have been offering group training for units, teams, and volunteer groups. Training over the past year and a half includes:
- Five units
- Extension State Advisory Committee (ESAC)
- Master Gardeners
- Illinois Extension Annual Conference training
- County Directors Workshop
- Program Area Team Workshop
Evaluation data indicate several key takeaways from the workshops. Participants learned techniques for approaching difficult conversations and shared new concepts they learned from the workshops.
- “The communication skills discussed are good for so many different situations.”
- “That you are not alone when you may say some things yourself and not realize it.”
- “Different ways of addressing stereotypes.”
- “It helped me think through bias experiences that I may not have caught at the time and give me tools – how to respond.”
- “Asking questions without blaming.”
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Advance Cultural Competence
The Navigating Difference Cultural Competency program is one of the signature programs for Illinois Extension. It helps to equip staff members with the knowledge and skills to engage with diverse audiences. The training incorporates techniques and tools to increase awareness and build cultural competencies and provides opportunities to examine how personal and organizational cultures influence our ability to work across differences.
Washington State University Extension developed the cultural competency curriculum using key adult education theories and practices that create a safe and welcoming environment for all learners. In 2023, WSU passed on leadership of the curriculum to Iowa State University Extension, Purdue University Extension, and University of Illinois Extension. The collaborative leadership team is working on plans to update the curriculum, provide support and additional guidance for the trainers, and develop new cohorts of leaders for Navigating Difference.
At Illinois Extension, we will continue to lead opportunities for our staff and community members. We will work internally to provide more workshops for staff to build competencies in all aspects of their work.
National
In 2024, eighteen Extension professionals representing six states completed the train-the-trainer three-day workshop at Allerton Park and Retreat Center in Monticello, IL.
Internal
Our internal team is made up of staff members who represent different areas of Extension. Our team offers internal training for all three regions of Illinois Extension.
2024 Regional Training
In 2024, we had three regional training workshops, with 39 staff members completing a training evaluation. Participants shared the most important thing they gained from attending Navigating Difference workshops:
- “Learning about frameworks to make me aware of my personal/organization culture. Differences in culture affect communication styles, conflict management, and relatability to situations. Open-mindedness/accommodation is important for community capacity.”
- “Realizing that you don't know everything. You can learn something new every day. I also learned that people react to statements differently.”
- “Learning about other people's perspectives and experiences regarding their own ethnicities and societal traits.”
- “That things are a continuum. That we can constantly develop our cultural knowledge and sensitivity.”
- “Getting a better understanding of different styles of dealing with conflict.”
- “Having a deeper understanding of the differences between cultures and how I can aid in understanding the difference.”
- “Even when trying to be helpful, without cultural knowledge and research I can make mistakes when dealing with different cultures.”
- “In order to improve our programs & better serve our communities, we can't be afraid of having open & honest conversations with each other. If we don't start there, we won't get very far. More people are willing to have those conversations than I thought.”
- “I was glad to interact with colleagues from Extension, to get to know more about their programs, audiences, and ways they are thinking about these issues.”
- “New ways of thinking about interacting with others from a different culture, approaching the communities I serve with their culture in mind, and how my cultural background may alter my perspective”
2023 Regional Training
In 2023, we offered regional in-person and virtual workshops. 54 staff members completed the training evaluation. Participants shared the most important thing they gained from attending Navigating Difference workshops:
- “A better understanding of communication styles as well as an understanding of my privilege in its many forms”
- “that open communication and education is key to growth”
- “I’ve realized how extremely helpful it is – both personally and professionally – to have cultural competency”
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Create Opportunities
Illinois Extension conducts internal civil rights compliance reviews to ensure that we are proactively monitoring our program delivery methods and data to ensure barriers do not exist that impede the participation of all eligible populations based on race, ethnicity, gender, persons with disabilities, limited English proficiency, and other underserved audiences.
Three-Year Review Rotation
These reviews identify program strengths and areas for improvement and make specific recommendations to improve the overall outreach of the programs. The Compliance Review process is standardized to facilitate uniform reviews across the state. Extension organizationally groups Illinois' 102 counties into 27 units. All 27 units are reviewed on a three-year rotation basis.
Completed Reviews (2023)
- Unit 5: Serving DuPage, Kane and Kendall Counties
- Unit 8: Serving Bureau, LaSalle, Marshall and Putnam Counties
- Unit 9: Serving Grundy, Kankakee and Will Counties
- Unit 11: Serving Fulton, Mason, Peoria and Tazewell Counties
- Unit 14: Serving Adams, Brown, Hancock, Pike and Schuyler Counties
- Unit 17: Serving DeWitt, Macon and Piatt Counties
- Unit 24: Serving Gallatin, Hamilton, Hardin, Pope, Saline and White Counties
- Unit 25: Serving Edwards, Lawrence, Richland, Wabash and Wayne Counties
- Unit 27: Serving Alexander, Johnson, Massac, Pulaski and Union Counties
Completed Reviews (2024)
- Unit 1: Serving Jo Daviess, Stephenson and Winnebago
- Unit 6: Serving Cook County
- Unit 7: Serving Henry, Mercer, Rock Island and Stark Counties
- Unit 10: Serving Henderson, Knox, McDonough and Warren Counties
- Unit 13: Serving Champaign, Ford, Iroquois and Vermilion Counties
- Unit 15: Serving Calhoun, Cass, Greene, Morgan and Scott Counties
- Unit 16: Serving Logan, Menard and Sangamon Counties
- Unit 22: Serving Madison, Monroe and St. Clair Counties
- Unit 23: Serving Bond, Clinton, Jefferson, Marion and Washington Counties
- Unit 26: Serving Franklin, Jackson, Perry, Randolph and Williamson Counties
Language Access Plan
Ensuring meaningful access for limited English proficiency persons is a primary responsibility for Illinois Extension. Language access means providing persons with limited English proficiency (LEP) with reasonable access to the same materials, programs, and services as English-speaking individuals. “Individuals who do not speak English as their primary language and who have a limited ability to read, speak, write, and/or understand English can be limited English proficient, or LEP.”
In 2024, Illinois Extension finalized its language access plan, which outlines its commitment to providing language access and guidelines for units and offices. This plan serves as a resource for all of Illinois Extension and will be updated biannually.
Increasing Staff Resources
Civil Rights Compliance Manual
The internal civil rights compliance manual is a guidance document that outlines policies and procedures for documenting required civil rights processes in Illinois Extension. The manual can be found in the civil rights section of the staff portal.
Equal Employment Opportunity (EEO) Program Plan
This organizational document is updated and provided to all Illinois Extension employees annually. It includes information on employment practices, procedures, labor market areas, organizational structure, and promotion guidelines. The EEO Program Plan can be found in the civil rights section of the staff portal.
DEIA Blog
The Inclusive Extension blog explores topics on equity and access that are relevant to Illinois Extension staff members. With topics such as ageism in the workplace and disability rights at work, this bi-monthly blog focuses on building awareness and increasing knowledge about topics and issues that matter to all employees.