Creating a more equitable world

Together, in community

Equity – what we are striving for with in our units, our department, our larger institutions and our world. We can’t get there without each other.

Alliance – the action of being an ally. We are committed to being allies, to being anti-racist, to getting proximate and to holding one another accountable, while being open and respectful.



  • Develop a shared language with clear definitions
  • Get uncomfortable to engage in authentic exploration
  • Be accountable to ourselves and our teammates to build an equitable environment
  • Identify equity gaps within our units and with the people we serve
  • Take actions to address policies, change them and eliminate the gaps
  • Evaluate progress, then keep going

















  • DO SOMETHING – Do not be silent when you witness or experience any microaggression or inappropriate situation. Silence is complicity.
    • Ask questions to frame/diffuse the transgression:
      • I heard you say…. was that your intention with that comment?
      • I’d love to know your source for that information?
      • That impacted me this way…
    • Then use the Value/Problem/Solution/Action framework to step in/continue the conversation
    • Keep going, this takes practice and is uncomfortable
  • WAIT – Why Am I Talking?
    • Are you in a meeting and not hearing from people of color? Or folx who might hold less power in the organization? Try to take a beat and think – WAIT.
    • Then stop talking. Enlist another voice by saying something like, “So-and-so, what would you add to that?” or “Did I miss anything, So-and-so?” or “I think So-and-so had a great idea the other day, want to elaborate?”
    • Listen.
  • PLAY music from diverse artists at your next meeting. This Spotify playlist from the Leading for Equity leadership series is a good place to start. You can also watch the videos for each song we play during our meetings by checking the email recaps.

Shared Language Explorations

Racial Equity Tools – A Glossary*

Please print and review this glossary, keep it handy. Add to it. Bring your voice to our meetings to share. Below are the terms we have discussed in detail to date.

  • Belonging – the opposite of “othering;” close or intimate relationship; chuminess; familiarity
  • BIPOC – Black, Indigenous, People of Color
  • Code-Switching – the switching from the linguistic system of one language or dialect to that of another
  • Identity – the distinguishing character or personality of an individual; the relation established by psychological identification
  • Impact – the force of impression of one thing on another a significant or major effect
  • Intent – the state of mind with which an act is done, often assumed and not easily proven
  • Intersectionality – the complex, cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, and classism) combine, overlap, or intersect especially in the experiences of marginalized individuals or groups
  • Otheringtreating people from another group as essentially different from and generally inferior to the group you belong to
  • Privilege – a right or immunity granted as a peculiar benefit, advantage, or favor
  • URM – Underrepresented Minorities

*Glossary document last updated October 2019 via Racial Equity Tools.


Here is a running list of content to explore:

Alliance Leadership Team

Tetyana Schneider, PhD

Director of Education and Faculty Development

(608) 262-5066

Shilpa G. Reddy, MD

Assistant Professor, Wellness Director

Amy L. Walker, OD, MBA, FAAO

Clinical Adjunct Assistant Professor, Co-Vice Chair of Clinical Affairs

Allie Lippitt

Administrative Support Assistant - Glaucoma, Oculoplastics and Neuro-ophthalmology

(608) 263-4823

David Perez

IT Specialist

(608) 262-3214


  1. Member Requirements

    • Be a member of the UW Department of Ophthalmology and Visual Sciences in any capacity – a mix of staff, clinicians, researchers and learners is desired
    • Desire to affect change within team/department/university/community
    • Ability to commit their time, efforts and expertise to creating a more diverse, equitable and inclusive culture
    • Be responsive, respectful and authentic
    • Understand that conversations will be uncomfortable and that’s okay
    • Leadership team committed to a 2-year term on the Alliance

Commitment –

  • We ask that you actually do the outlined actions. Be a co-conspirator in anti-racism.
  • Showing up anywhere from 1-minute to 12-hours/month could include the following:
    • 2x/month Alliance meetings or learning circles
    • 1x/month small group discussion
  • 1x/month volunteer
  • Discussion planning, educational and training opportunities
  • Pledge – All Alliance members will be invited to sign a pledge to uphold a culture of respect, accountability and service