University of Wisconsin–Madison

Community Well-Being

“Stop saying rest is a luxury or a privilege. It is not — it is a human right. The more we think of rest as a luxury, the more we buy into these systemic lies. I will never donate my body to capitalism, I will never donate my body to white supremacy. Let us remember: Rest as reparations and rest as a form of resistance. This is about uplifting. Rest can help us get there — it gives us space to embody and live in divinity.”Tricia Hersey

Community well-being is framed by a shared, interconnected understanding of who we are as humans, our relationships with each other, and the spaces and communities with which we engage. Well-being is a holistic and multidimensional journey. It is a shared responsibility of the entire institution. (Adapted from NIRSA/NASPA/ACHA Interassociation)

Culture and Community

The organizational culture and the sense of community created on campus has a great impact on how individuals and groups of employees can and do engage at work. Equity, inclusion, belonging, and well-being belong at the heart of organizational culture to ensure employees have what they need to grow and thrive in the workplace. The following are resources to support developing an organizational culture that centers the needs of employees:

Division of Diversity, Equity and Educational Achievement (DDEEA)

The Division of Diversity, Equity, and Educational Achievement works to increase access for historically underrepresented student groups, recruit and retain a more diverse workforce, prepare all students and employees to thrive personally and professionally, and enhance the campus climate for inclusion.

Center for Humane Technology

An organization dedicated to radically reimagining our digital infrastructure. Their mission is to drive a comprehensive shift toward humane technology that supports our well-being, democracy, and shared information environment. They have resources for technologists, policymakers, educators, parents, and youth.

Center for User Experience

The Center for User Experiences partners with campus schools, colleges, divisions, departments and units to create more accessible, usable and inclusive digital spaces for students, faculty and staff.

Collaborative for Reproductive Equity (CORE)

Conducts and translates research to inform policies and programs so that all Wisconsin residents and families may live with reproductive autonomy–able to make decisions about their reproductive health and access needed services.

Communications and Events (Guides)

The following guides and resources provide recommendations on how to develop or engage in equitable and/or inclusive communications and planning, implementing and hosting events or meetings on campus.

Employee Assistance Office (EAO)

The Employee Assistance Office (EAO) provides consultation and counseling services for UW-Madison employees.

Employee Disability Resources (EDR) Office

The Employee Disability Resources (EDR) Office serves as a campuswide hub for information on the disability accommodation process for employees and applicants. All UW-Madison employees and applicants with disabilities have a right to ask for a reasonable accommodation during the hiring process or while performing job duties.

Digital Accessibility Liaisons

Established to serve as a network and to support their local units with digital accessibility issues. Liaisons work in partnership with the Center for User Experience with the goal of removing digital accessibility barriers.

Disability Rights Wisconsin

A Wisconsin based private non-profit organization that helps people across Wisconsin gain access to services and opportunity through its advocacy and legal expertise.

Foundation for Black Women’s Wellness

A Wisconsin based non-profit organization committed to mobilizing African American women to pursue and sustain mind-body-spirit wellness, and to raise the visibility and support of Black women’s health as a community and public health priority.

Institute for Collective Well-being

An organization dedicated to building relationships and co-creating collective well-being for all through building connections, working across divides to deepen and broaden our shared understanding and need for collective well-being.

National Collaborative for Health Equity (NCHE)

NCHE equips institutions and leaders from historically marginalized and excluded communities with tools to improve the social, economic, and environmental conditions that shape health. These tools include leadership development, policy analysis, data mining and analysis, and community organizing and mobilization to address a range of issues that are the ultimate determinants of health. NCHE is committed to addressing the deep racial and ethnic health inequities that persist largely due to structural and institutional racism and exclusion.

Office of Sustainability

The Office of Sustainability strives to integrate sustainability into our campus culture. At UW–Madison, sustainability is the process of teaching, learning, researching, and operating in our community that actively contributes to the equitable, just, and healthy management of our planetary environment, now and in the future.

Supporting Employee Mental Health

Resources to help managers and mentors to care for their own mental health while supporting the mental health of their students and employees.

University Health Services (UHS)

UHS strives to promote, protect, and restore health and well-being. UHS offers direct support and resources predominantly for students and offers partnership and support for employees as needed.

UHS Pregnancy Resources

UHS provides a list of pregnancy resources for students and employees who are looking for support with their reproductive health and well-being needs.

UHS Violence Prevention

The UHS Violence Prevention Program works to build the capacity of the campus community to prevent violence, support survivors, and shift the culture.

Policies and Guidelines

Policies are formal organizational requirements that generally apply to all members of UW–Madison. Guidelines are formal organizational recommendations that often provide information about how to engage in a process; guidelines are not requirements. Organizational policies and guidelines significantly impact how people can and do engage in their work and with each other. The following have been identified as policies and guidelines that significantly impact the employee experience.

Digital Accessibility

Provides shared definitions and practices, digital accessibility requirements and standards, and reporting requirements to ensure compliance with the university’s obligations to nondiscrimination and commitment to fostering a culture of full inclusion.

Employee Accommodations

Provides shared definitions, processes, guidelines, and resources for employees seeking accommodations in the workplace.

Equal Employment Opportunity and Affirmative Action Statement

States the university’s commitment to equal opportunity in employment and advancement to all qualified individuals and prohibited discrimination in employment based on protected classes.

Family-Related (Parental) Leave

Provides information to employees related to how and when they are able to take leave when needed.

Hostile and Intimidating Behavior

Provides institutional definitions of what constitutes hostile and intimidating behavior and processes to address such behavior in the workplace.

Interview Time

Provides time for employees to participate in job interviews for career opportunities within UW–Madison during scheduled work hours.

Gender Inclusive Restrooms

Gender inclusive restrooms enable transgender and gender nonconforming people on campus to use restrooms without harassment.  This policy also supports families with young children and people who employ personal care assistants.

Names and Pronouns

Name and pronoun use guidelines make explicit the University’s commitment to non-discriminatory programs, activities, and facilities and promotes a respectful university community free from discrimination based on gender identity or expression.

New Employee Onboarding

Requires divisions to develop and sustain an onboarding program that meets the needs of employees. Meaningful onboarding programs reflect shared definitions, values, timing, clear activities, expectations, and roles and responsibilities, along with consistent execution and evaluation. Onboarding programs can and should improve employee engagement and enhance organizational culture.

Native American Logos and Names

States the Athletic Department’s commitment to stop the use of Native American names and symbols by athletic teams.

Performance Management

Requires divisions to engage in effective performance management activities for all employees with an anticipated appointment greater than one year. Meaningful performance management can and should support employees in their day-to-day work and in their overall performance and career development.

Personal and Legal Holidays

Provides information regarding the eligibility and processes for administration of personal and legal holidays for employees.

Recruitment, Assessment, and Selection of Academic Faculty, Limited and University Staff Employees

Provides shared definitions, processes, procedures, and guidelines for recruitment, hiring, and selection in an effort to diversify applicant pools, and to develop and sustain equitable recruitment practices.

Religious Observances

Provides guidance for employees who need or would like to take time for a religious observance or holiday. Currently, this guidance only applies to academic staff, faculty and/or limited appointees.

Remote Work

Remote work is a workplace flexibility option that allows employees to work off-site, generally through virtual technology. This workplace flexibility provides greater access for employees to fulfill their job responsibilities and autonomy to structure their work and work time. This type of work option also provides employees the ability to achieve greater work-life integration or balance.

Smoke Free

States that smoking of any material is prohibited in all campus buildings, facilities, and vehicles owned and operated by the university. Smoking is not permitted near exits and entrances of buildings, except at a reasonable distance (25 feet or more) or unless otherwise designated.

Support for Employee Learning and Development

Promotes the learning and development of university employees.

Gender Equity Policy

This policy of University Recreation and Well-Being (Rec Well) states that all students and employees with paid recreation and well-being memberships are eligible to participate in the gendered Sport Club of their choice based on their gender identity, regardless of national governing body policies.

Guidelines for Developing Policy at UW–Madison

Learn more about how to engage in policy development on campus.

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