This model has been specifically developed to provide structure and support for campus-wide efforts under the Women & Gender Collaborative that seek to improve the culture and climate around gender and make Colorado State University the best place for women to work and learn. 

For information about the Women & Gender Collaborative Committees, click here

To get involved and serve on a committee, please fill out this form

Read our guest column in SOURCE about the SLDS model. 

Systems-Based Leadership Development through Service 

The Systems-Based Leadership Development through Service (SLDS) model creates opportunities for 1) leadership and professional development among diverse individuals that 2) educate on inclusive practices and operationalize skills that foster a culture of accountability and effectiveness through 3) committee activities focused on programming and recommending, which holistically and systemically support the University mission to improve the campus culture and climate around gender.

Committee Co-Chairs and Membership

Campus community members can submit their names (via this online form) throughout the year to indicate their interest and preference for committee involvement. Each summer, membership and co-chairs for committees will be reviewed, assessed, and assigned to ensure adequate representation for committee purposes and development of employees across campus for activities in the upcoming year. Involvement will be encouraged among employees seeking professional and leadership development, and whose involvement will support the overall representation of a diverse committee perspective and approach.

Committee membership and leadership will be determined based on:

  • Personal and professional interest in the topic
  • Content expertise and passion
  • Previous training around diversity, equity, and inclusion
  • Commitment to serve and support the development of other committee members

Goals of committee activities under the SLDS model include:

  • Develop skills and competencies among committee co-chairs and members to run and participate in effective committee meetings, activities, projects and outcomes
  • Provide ongoing leadership development for co-chairs and committee members
  • Invite, leverage, and engage diverse perspectives to inform and conduct related University committee activities
  • Support and educate members on best practices for facilitating group dynamics in inclusive ways that promote and encourage input from multiple positions and perspectives, particularly from those whose voices are often not heard (or invited to the table), which include practices of accountability, transparency, feedback, dialogue, collaboration, and addressing problematic or exclusionary behavior, attitudes, values, systems, and practices
  • Create opportunities for professional development through service (particularly for administration professional and classified personnel staff who are not often afforded service opportunities) that enhance members’ knowledge of university systems and operations; build working relationships and connections with others across campus units; provide learning and growth experiences for creating inclusive group dynamics
  • Effectively execute planning, development, implementation, evaluation, and assessment of committee tasks and charges that serve University goals and initiatives on a holistic level with continuous feedback loops
flow chart of different committees that are part of the Women & Gender Collaborative model

Connection and Support Among Committee Co-Chairs

The Women & Gender Collaborative will pull all co-chairs together on a quarterly basis for SLDS Retreats and the Gender Summit. Retreats will create critical contact points for co-chairs to stay on task regarding all committee operations, including maintaining focus on respective committee charges; tracking themes and qualitative insights throughout the year; providing mid-year progress check-ins and end of the year reports on activities.

These half-day events will also provide the opportunity for co-chairs to more deeply engage in self-reflection; personal and professional development around diversity, equity, and inclusion; practices of feminist friendship, and learn about key topics to help inform the performance of chairs on their respective committees. Supporting effective and inclusive committee dynamics is a key priority so that all Women & Gender Collaborative committees provide opportunities to practice, foster, and experience possibilities for culture change.

Additional objectives will be to communicate and clarify how each committee fits in to the overall campus ecology around gender equity efforts, and to assess the performance and impact as a collective group working on gender issues.