While employers are paying more attention to diversity, equity and inclusion, Brownlee believes recent DEI initiatives are a first step for Maine businesses and other organizations.
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As the first diversity, equity and inclusion officer at Portland’s Maine College of Art & Design, Margaret Brownlee juggles responsibilities from mentoring students to training staff. A year into her job at the school that recently tweaked its name, the Portland native chatted with Mainebiz about her plans for the year ahead, and her advice for all Maine employers when it comes to DEI.
Mainebiz: What first attracted you to higher education?
Margaret Brownlee: When I moved back home to Maine in 2011, I found a great job working for TRIO College Programs at the University of Southern Maine [which helps first-generation and income-eligible college students, as well as those with disabilities, achieve their academic, career and financial goals]. The job involved teaching support classes and supporting high school students in their transition to college. I worked at USM and Deering, Portland and Sacopee Valley high schools. I fell in love with higher education by working with the students in TRIO.
Mainebiz: How do you define diversity, equity and inclusion?
MB: I tend to use only three words: People, power and perspectives. However, when I’m doing a DEI training, I go in-depth with the definitions and talk about the diversity of people, thoughts and perspectives. I explain equity in terms of policy and power dynamics and then inclusion of voice and organizational culture.
Mainebiz: You have also talked about the next stage of DEI that incorporates justice. Can you explain?
MB: I think it’s really important to unpack DEI in terms of all the other aspects. There’s a new collaborative called JEDI [Justice, Equity, Diversity and Inclusion], which talks about incorporating justice and how we treat people in our core values and beliefs. I also like to include the conversation of belonging and how we utilize friendships and relationships as part of this work. I also talk about access, because without access you cannot have any of these things.
Mainebiz: What was it like growing up as a biracial person in Maine?
MB: It’s difficult, because I feel like a stranger in my own hometown [Portland] since Maine is a predominantly white state. For example, I’m constantly asked where I’m from because of the color of my skin or the way I talk, and it’s frustrating. I wish people in Maine were more inclusive and open-minded, rather than constantly putting me into a box. It’s hard to explain, but it’s become easier in the last few years with the resurgence of Black Lives Matter and the push for DEI across the country.
Mainebiz: What are your main job responsibilities at Maine College of Art & Design?
MB: My focus is to develop a culture of social change, racial justice and inclusion, which means that I focus on supporting students, faculty and staff. I’m a mentor for the Students of Color Coalition and Gender Sexuality Alliance. I also work closely with the vice president for academic affairs on diversifying the curriculum, and I facilitate workshops and training for human resources. It’s a lot of work, but I really love it and I’m passionate about this topic.
Mainebiz: What tops your to-do list in your second year on the job?
MB: This year I’d really like to put together a dynamic and powerful Resilience Week in February 2022 where students, faculty and staff come together around topics of intersectionality, belonging and resilience. I’d also really like to bring in community partners this year like Indigo Arts Alliance, Creative Portland and Space Gallery.
Mainebiz: Outside your job, what are some of your other activities related to DEI?
MB: I serve on the South Portland Human Rights Commission, where our focus is on supporting marginalized communities. I also facilitate DEI training to help businesses and nonprofits advance their DEI goals.
Mainebiz: Finally, what’s the first thing you’d advise any Maine employer about DEI ?
MB: I would encourage them to do a “SWOT” analysis by defining the strengths, weaknesses, opportunities and threats of the organization. Then host a few focus groups of six to eight people who are dedicated to DEI and are interested in having in-depth conversations about the topic and consider hiring someone like me to help facilitate the next steps. It’s a creative process that uses best practices and requires critical analysis, action items and strategic planning.
