Bias Navigator Program

meet our navigators

Navigators can provide a safe space to express concerns, help to navigate through the resources and options available and provide conflict resolution coaching. 

 

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Leila supports her division faculty and fellows with everything from on-site onboarding to managing rotation schedules and educational conferences. As the sleep medicine fellowship administrator, she is the point of contact for the nationwide candidates who apply to the program each year, and once onboard, she helps guide fellows throughout their one-year program.

She particularly enjoys the diverse and passionate people that make up the UW.

Leila credits her role as a Bias Navigator as her way of helping learn more about one another and celebrate diversity.

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Andréa received her undergraduate degree in psychology, with a minor in Spanish from the University of Arizona and obtained her master of science in industrial organizational psychology, graduating from Northcentral University in 2022.

She has served in her role as assistant to the directors for over seven years, in which she manages the onboarding and recruitment of residents in addition to many special projects.

As the primary counterpart to the assistant program directors for diversity and inclusion, wellness, and professional development, Andréa plans several additional program events throughout the year and has collaborated on a number of scholarly projects and presentations relating to these topics.

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Lori received her master of arts degree in speech communication from the University of Washington in Seattle where she studied organizational and interpersonal communication focusing on listening skill development in complex organizations. Since then she has managed, led, and coordinated groups where she has integrated listening as an essential human activity in a variety of roles.

Lori is a relationship-oriented communicator with a passion for serving others, connecting people with the resources they need to be successful, and has worked at UW Medicine for fifteen years.

On the weekends, she enjoys connecting with her family and community, dance classes, and nature walks.

 

What do Navigators do?

Their roles can be broken down into three categories:

Bias Intake and Listening

“What did I just experience? Why do I feel this way?”

Experiencing a bias incident can be jarring and cause people to wonder. Navigators can be there to just listen if you need someone to talk to and help process what occurred. We are here to affirm your experience and offer a safe space to express your concerns.

Resource Guide

We are here to show you your next step if you feel comfortable enough to move a process forward. The Department of Medicine, School of Medicine, and University at large can be a complex institution. A Navigator will be able to inform you of the options available to you after experiencing a bias incident and point you in the best direction, whether you choose to follow an informal or formal process.

Conflict Resolution Coaching

We understand that some individuals would prefer addressing the incidents they may have experienced themselves. Navigators are trained to help coach and help utilize the skills, language, and strategies to have tough conversations on your own. This practice is grounded in understanding context, power dynamics, and other factors that should be taken into account when trying to address a bias incident in your place of work.

What is a bias incident?

A bias incident is an experience of bias of any form, including but not limited to actions, behaviors, or processes against an individual or a group based on their age, religion, disability (physical or mental), race, ethnicity, national origin, sex, gender, gender identity, sexual orientation, marital status, veteran status, socioeconomic status, or any other identity.

These incidents cause distress and do not reflect the prioritization of inclusion and equity expected in all areas of our community. 

CONFIDENTIALITY

It is important to note that Navigators do not perform formal investigations. Our mission is to provide you with support and advocacy while determining follow-up activity where appropriate. Responses will vary based on the nature of the incident and can include additional communications with pertinent offices on campus. In most cases, the employee decides if they want to have a formal investigation initiated. However, there are certain instances (e.g., sexual misconduct, hate crimes) where we may be compelled by law to report.

ADDITIONAL RESOURCES

Well-Being & Safety

• CareLink
• Peer-to-Peer
• Know Your Rights
• LiveWell Confidential Advocates
• Queer Center
• Safe Campus
• Transgender Resources
• TheWholeU

Reporting Tools and Complaint Resolution

• Bias reporting tool
• Civil Rights Investigation Office
• DOM Intranet-Complaint Resolution Resources
• DOM Academic HR: Jackie Monroe or Dr. Cynthia Ko
• DOM Staff HR: Bryn Vaswig or Chrissie Younie

Accessibility

• Disability Services Office
• Ergonomics 
• Office of ADA Coordinator
• Workplace Accident Reporting

Affinity Groups

• Asian and Pacific Islander American Faculty & Staff Association
• Black Faculty & Staff Association
• Q Faculty, Staff & Allies Association (QFS)
• Latinx Association 
• Native Association

Conflict Resolution

• OMBUD