Professional & Organizational Development

BIPOC Staff Development Program

This program is open to permanent, benefits-eligible UW staff who identify as BIPOC (Black, Indigenous and other people of color) on a space-available basis, with priority enrollment given to classified staff and professional staff levels 5–8 since staff in these groups may face more challenges with equity, inclusion, career pathing and advancement at the UW.

This new program, which launched in October 2022, has received a tremendous response and is at capacity. As of December 1, 2022, registration for the program and waitlist are officially closed. We hope to reopen the program enrollment in the future, contingent upon funding.

Gain a greater sense of belonging and see your future at the University of Washington more clearly through the BIPOC Staff Development Program. Strengthen your connections with other BIPOC staff as you participate in classes and activities designed to mentor and empower you as a BIPOC staff member and promote your professional development at the UW.

This new program is free for permanent, benefits-eligible UW staff who identify as BIPOC and is geared towards classified staff and professional staff in grades 5–8. Program content includes self-paced online programming, in-person and Zoom events, competency-based workshops and specialized content — all free of charge to BIPOC staff while enrolled in the program.

Participants will be required to:

  • Complete core program requirements.
  • Choose one area of specialization for their individual professional development and complete courses in their chosen area: Administrative Excellence, Human Resources Administration or Supervisory Skills.
  • Participate in Centering BIPOC Voices events and learning pods.

Time needed to complete the program will vary. You can learn more about the program curriculum and requirements in the Curriculum guide (PDF) and in the Welcome to the BIPOC Staff Development Program online class.

Staff who successfully complete the program will receive one of the following certificates, depending on their chosen area of specialization:

  • BIPOC Staff Development Program Certificate in Administrative Excellence
  • BIPOC Staff Development Program Certificate in Human Resources Administration
  • BIPOC Staff Development Program Certificate in Supervisory Skills

Staff who successfully complete the program will be given credit for six months of experience when applying for UW jobs related to their area of specialization.

Institutional outcomes for the BIPOC Staff Development Program include creating a more welcoming and engaging workplace for BIPOC staff, increasing retention of BIPOC staff and advancing a culture of inclusion.

This program aligns with:

  • UWHR’s strategic priorities around fostering employee engagement, supporting an inclusive workplace culture and enhancing retention efforts in concert with UW’s diversity and inclusion goals and initiatives.
  • Diversity Blueprint 2022–2026 Goal 1: Cultivate an accessible, inclusive and equitable climate and Goal 4: Attract and retain diverse staff.
  • Campus Climate Survey findings around lack of belonging and career development.

Participants have one year to complete core requirements and three years to complete requirements in their chosen area of specialization (Administrative Excellence, HR Administration or Supervisory Skills).

According to the University’s release time policy, employees are “released from normal work duties and compensated at the regular rate of pay to attend staff training and development programs designed to assist in developing and/or improving job skills” for “up to a maximum of 24 hours per quarter plus the travel time to and from class” and “employees who are not scheduled to work during the time a course is offered may participate in the course; however, no compensatory time off or additional compensation will be allowed.”

Time required to participate in this program each quarter will vary depending on how quickly participants complete requirements yet should fall well below the release time maxes for full-time employees and even for most part-time employees. Employees nearing their quarterly max can simply complete some requirements in a future quarter.