Staff JEDI Resources

Heritage month and cultural celebration observances are important ways to honor and remember minoritized communities and their contributions locally, nationally, and globally. Below are archived messages, edited for length, sent by Stanford School of Medicine’s Human Resources Group Associate Dean and JEDI team.

Archived Cultural Celebration Messages and Resources

The School of Medicine's JEDI and Employee and Labor Relations Teams are dedicated to ensuring a fair, equitable recruitment and hiring process. Both teams collaborated to develop a set of behavioral-based inclusive interview questions mapped to competencies that may be used in the workplace. Hiring managers and HR personnel can review the questions below. This resource is intended as a helpful guide as you customize your interview questions for candidates.

Behavioral-based Inclusive Interview Questions

Developed by disabled employees and allies affiliated with the Disability Staff Forum (DSF) and Diversity and Access Office, this workshop series educated the broader Stanford community on Disability as a diverse and highly individualized identity and experience during  October 2022's Disability Employment Awareness Month. This series also offered employees clear guidance on seeking disability-related accommodations while supporting employees who seek to grow as advocates and allies in understanding disability accommodations through practical ways that supervisors, colleagues, HR staff, and managers can support disabled employees’ needs and experiences.

Workshop 1 Slides - Disabled Isn't a Bad Word: A Workshop on Disability, Advocacy, and Community

Workshop 2 Slides - A Practical Guide to Requesting and Navigating the Disability Accommodations Process for Employees

Workshop 3 Slides - A Practical Guide to Supporting Employees through the Disability Accommodations Process

Stanford University’s healthcare benefits encompass the broad needs of our diverse workforce to keep our employees, retirees, and their family members healthy. This guide highlights benefits available to Stanford University LGBTQ+ employees, including gender-affirming care, LGBTQ+ related healthcare, and other services, and frequently asked questions. This page seeks to provide general guidance on key benefits and how to best navigate the system. 

LGBTQ+ Health Benefits

The resources listed are starting places to help incoming staff navigate resources at Stanford and in the local San Francisco Bay Area, including San Mateo County and Santa Clara County resources. These resources were compiled by members of the School of Medicine's Human Resources Group JEDI Team. 

Resources for Incoming Staff

The employee respite resources was created to support employees prior to and during heat waves, extremely hot weather, fire season, unplanned emergency shut-downs, and other natural disasters in the Bay Area. These resources were compiled by members of the School of Medicine's Human Resources Group.

Employee Respite Resources

The purpose of this document is to offer recommended practices for inclusive hybrid meetings and teaching experiences, given the changing landscape of the workplace and to support disabled community members at Stanford Medicine. Given the evolving nature of the workplace, this document offers recommended practices and resources on how to lead and engage in inclusive hybrid meetings.

Stanford Medicine Accessible Technology (SMAT) is a group dedicated to diversity, equity, and inclusion looking to create partnerships across Stanford Medicine, Stanford University, and beyond to facilitate the discovery, use, and provision of technology that enhances lived experiences by ensuring accessibility.  We seek to foster inclusivity and create genuine spaces of belonging where anyone, regardless of physical or cognitive differences, can have access to the support they need to thrive. Our goal is to leverage technology to promote a more inclusive and accessible workplace. 

Practices for Inclusive Hybrid Meetings

This document is a guide on practical approaches and recommendations that can apply across teams, departments, and organizations to systemically support staff wellness and prevent burnout. This is not a policy of Stanford University, Stanford Medicine, or Stanford School of Medicine.

Resources for Addressing Staff Wellness

This document is a resource that provides practical recommendations on how to support staff after an unjust social tragedy or a crisis occurs locally, nationally, or globally that negatively impacts minoritized and marginalized identity groups and communities. This resource guide is not a policy of Stanford University. These recommendations were built by the Stanford UHR Diversity, Equity, Inclusion, and Belonging (UHR-DEIB) team, Stanford School of Medicine HRG Justice, Equity, Diversity, and Inclusion (JEDI) team, and the Stanford Humanities & Sciences HR Diversity, Equity, and Inclusion (DEI) team.

Resources for Supporting Staff in Times of Social Injustice and Tragedy

The Restorative Justice Healing Circle Toolkit was created as part of the Stanford Medicine Restorative Justice Hub, which consists of individuals trained in restorative justice practices. Restorative circles provide an opportunity for people to connect using a versatile practice that can be taken proactively, to develop relationships and build community, or reactively, to respond to wrongdoing, conflicts, and harms. Circles give people an opportunity to speak and listen to one another in an atmosphere of safety, decorum, and equity.  This document is intended to equip leaders with templates and resources they may need as circle planning and processes unfold across Stanford Medicine in service of a more connected, unified, and healing environment.

Restorative Justice Healing Circle Toolkit

The Office of the Vice Provost for Institutional Equity, Access, & Community developed a list of common terminology and definitions used to discuss discrimination. 

Institutional Equity, Access, & Community Terminology

Stanford University Identity Guide has offered useful guidance on addressing diversity, equity, inclusion and belonging (DEIB) within imagery (photography, video, illustration and motion graphics). The guide does not address printed items (collateral), swag (t-shirts, pens, etc.) or website, as these are communications vehicles for content and images.

Visual Style Guide for Diversity, Equity, Inclusion, and Belonging

This set of guidelines addresses the best ways to use the Stanford staff DEIB messaging logo, tagline, and purpose statement. The goal is to have consistent messaging across the university for initiatives, programs, services, and projects that are aligned with diversity, equity, inclusion and belonging for Stanford staff. Resources for Stanford communications professionals and DEIB professionals include DEIB logos, virtual backgrounds, and usage guide. View the Google Folder at staffDEIB.stanford.edu. 

Should you have questions about how to best use the staff DEIB mark and messaging, please email us at uhrDEIB-helpme@stanford.edu.

Note - you must be logged into your Stanford-affiliated Google account (SUNet) to access the Google Drive folder. 

UHR-DEIB logo, virtual backgrounds and usage guide