Natesan Batley is a professor in the Department of Counseling and Human Development and interim associate dean for faculty excellence at UofL’s College of ����ֱ�� and Human Development (CEHD). Although she specializes in statistics, there is another side to her life. Natesan Batley is a three-time Indian National Champion of Bharatanatyam, a classical Indian dance form, and founder of Eyakkam Dance Company.

“The left and right sides of my brain are always fighting against each other. Dance is a nice creative outlet for my mathematical brain, so it gives me a good balance,” said Natesan Batley.

Natesan Batley has taken part in more than 300 performances and uses them to explore the vocabulary of the past to tell the stories of the present. Many of her productions highlight contemporary social and cultural issues, while others underscore the intricacies of classical literature. She has performed with jazz musicians, modern dancers, flamenco and tap artists, and Celtic musicians. Natesan Batley volunteered to teach dance to migrant workers in Lebanon where their only common language was dance. “Art transcends boundaries and Bharatanatyam especially does that because it relies so much on facial expressions and body language, which are universal.” She has directed shows with more than 75 dancers, an enormous task that she describes as “rewarding, educative and akin to herding cats.”

Recently, Natesan Batley was featured by Fund for the Arts in the annual “I Am An Artist” campaign. Each year they feature three-to-five artists whose primary profession is not art, but who excel at art as a second profession. For the campaign, Natesan Batley was involved in a video montage with other artists.

“Our jobs can consume so much of our time, especially as faculty, but when you love your job as much as I do, you are in awe that someone pays you to have fun with numbers,” she said.

Natesan Batley explains that research and teaching are her life’s work, but dance also has always remained fundamental to her existence. She owes much of her success to the encouragement from her husband, mom, brother and her guru.

“I have known dancers who have not been able to fulfill their dreams because they might not have the significant level of support that is required for being immersed in the arts. I also have a guru whom I consider a second mother. When we choreograph, we are in absolute sync with each other,” adds Natesan Batley.

Why Dance?

In addition to being a creative outlet, dance also has become a way for Natesan Batley to further her work in social justice. You may wonder what does an Indian classical dance form have to do with a place known for shaping future educators? She explained that by working in the CEHD, she connects her left and right brain with social justice as a driving force.

“I’m a statistician. I could work anywhere on campus, but I found a home here because the issues we address are close to my heart. As a college, we work with underrepresented groups, we talk about how to teach minority and Black and Indigenous people of color (BIPOC), and we talk about the well-being of BIPOC faculty.”

Natesan Batley started her journey in dance when she was 12 years old. In 2012 she established in Dallas, Texas, and is now based in Louisville. Eyakkam focuses on social justice, particularly in the practice of dance. Historically, Bharatanatyam has been subject to stereotypes and exclusion based on stigmas of the abolished Hindu caste system – a human rights violation that still exists in India and among the Indian diasporas.

Despite being involved in the dance form for more than 30 years, Natesan Batley has experienced exclusion from the Bharatanatyam community.

“I come from a mixed caste background and generally, people do not welcome someone like me. I am not seen as being part of that inner circle,” she said.

After struggling with the concept of not belonging, Natesan Batley realized that the world was her oyster. “I realized that what we do, such as being kind and compassionate, is what marks our identity – not belonging to a group determined by the roulette wheel of our birth,” she said.

Natesan Batley’s dance company seeks to reinvent Bharatanatyam by remaining true to the art while erasing the caste, religious and physical identities expected of dancers. Her dance company, Eyakkam, means “movement” in Tamil. She says although most Bharatanatyam dance companies choose a Hindu word or name with religious implications, she “wanted the name to be secular, so people understand that we don’t just dance. Eyakkam is not just physical movement. It is a political movement. It is a social movement.”

Eyakkam Dance Company serves the community through performances, workshops and teaching. In its community outreach efforts, Eyakkam has helped raise over $1.3 million to rebuild schools and facilities for children with disabilities, for organizations focused on water, sanitation and hygiene products in southern India.

Dance/USA Fellowship Opportunity

In October, Natesan Batley was named through Dance/USA, an organization that champions an inclusive and equitable dance field by leading and supporting individuals and organizations. The fellowship is funded by the Doris Duke Foundation.

As the only fellow from Kentucky, Natesan Batley will receive funding and have the option to participate in an emergent programming process that honors choices around connection, rest and desire. She plans to use her funding to produce a short film on sexual abuse and sexual harassment called “Dirty Secrets,” in partnership with Uniting Partners for Women and Children and the contemporary dance program at Indiana University.����

“For me, this award means recognition,” said Natesan Batley. “Not only for my work and what I have endured within the community in the form of discrimination but for what I am doing within the dance form. Just like I believe everyone can learn statistics, I believe everyone can dance. The Dance/USA community has embraced me and my work with open arms and that is a kind of appreciation I did not get back home even when I was the national champion. It makes me wonder what ‘home’ really means. By truly becoming inclusive, it is not just the art that can gain visibility, but the dancers who can truly evolve as humans.”

By Tessa Chilton, CEHD. Read more updates and stories on the .

Video courtesy,

“UofL is so pleased by these accomplishments, knowing there is more work to be done – but let’s celebrate success steps as we continue to break down barriers where they exist,” said Lee A. Gill, UofL vice president for Diversity, Equity and Inclusion. “The hard work of so many people across our campuses are leading DEI initiatives, and we thank them for their efforts over the years.”

“I’d like to give special recognition to Faye Jones and her team at HSC for providing innovative health equity programs; Marian Vasser and the entire Cultural and Equity Center for creating a national model for cultural centers; and Diane Whitlock, our division chief of staff for compiling and submitting data to the INSIGHT committee. All have been excellent stewards of UofL’s journey toward inclusive excellence,” he said.

Among the DEI efforts recognized by the award are:

• UofL’s Cultural and Equity Center.
• Louis D. Brandeis School of Law’s participation in the Kentucky Legal ����ֱ�� Opportunity Summer Institute, a program to��prepare students from low-income or historically marginalized backgrounds for the rigors of law school.
• Workshops led by the Graduate School, including Creating a Harassment-Free Lab; Attracting, Retaining and Supporting International Students; and Inclusive Teaching Strategies.
• Programs in the College of Business, including the Skills and Professional Development program for minority-owned businesses in collaboration with One West, and the Kentucky Distillers’ Association/University of Louisville Scholars Program.
• The School of Public Health and Information Sciences’ series��“Cardinal Conversations: Racism as a Public Health Issue.”
• The Summer Health Professions ����ֱ�� Program for first- and second-year college students interested in exploring a career in the health professions.
• UofL’s new Asian American Pacific Islander Employee Resource Group.

Lenore Pearlstein, publisher of INSIGHT Into Diversity, presented the HEED Award to UofL on Nov. 9 during the inaugural President’s Inclusive Excellence Forum, featuring keynote speaker , former president of the University of Maryland, Baltimore County.��

• .

The CEHD Social Justice Library hosted its opening ceremony in late February.��

“I knew there was a need for more guidance in terms of reading, as well as a space to have critical conversations,” said Brigitte Burpo, the unit’s assistant dean for Diversity, Equity and Inclusion.����

Making the transition from faculty member to assistant dean beginning in May of 2021,�� Burpo knew the space was needed among her colleagues in the College of ����ֱ�� and Human Development.����

“I had questions from college leadership regarding book recommendations and summer reading circles, so I was already finding books that could spark conversation. Those kinds of conversations confirmed to me that there was a need for more resources specific to social justice,” Burpo said.��

The converted space, once a conference room located in the Dean’s Suite, has been turned into a cozy and inviting nook.����

“I saw more of need for a communal space rather than simply a space devoted to meetings,” Burpo said. “When you look around our building, we have a lot of spaces devoted to formal meetings. We have less opportunity to meet informally and comfortably in a space that encourages conversation around social justice and diversity.”����

Burpo added she wants the space to be a “hub” where people can find at least one book about their own identities, or a list of resources they can seek out. The space itself includes materials about several identities groups, including��international students, those with disabilities, LGBTQIA+ students and more.

Burpo relied on expertise within the College of ����ֱ�� and Human Development to curate many of the resources now present in the library.����

“I know my own area of expertise is in race and ethnicity, so I relied on others with expertise in diverse areas to offer recommendations and guidance into what resources should be offered,” Burpo said.������

Burpo intends to expand the library’s function in the coming months, with plans for “Mid-day Movies” – short films hosted during lunch hour to inspire discussion, community, and comfort with difficult topics.����

The Social Justice Library is continuing to accept donations of books and learning resources. Contact Burpo at brigitte.burpo@louisville.edu for more information about donations, starting resource circles, or making resource recommendations.����

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Last fall, the J.B. Speed School of Engineering partnered with GE Appliances to develop a scholarship for pre-engineering students to pursue their studies in STEM. The GEA Scholars Program is designed for students whose dreams and aspirations centered on becoming an engineer, but who struggled to make that dream a reality because of a lack of opportunity. The program also strengthens the pipeline of minority engineering professionals.

“We know what a Speed School student looks like. You see the 75%, but what about the other 25%?” said Jonathan Hughes, director of admissions and community engagement. “If you look at engineering, that’s a lot when it comes to diversity.”

The GEA Scholars Program aims to redefine student success at the Speed School and what a scholarship means. The scholarship provides pre-engineering students who are taking pre-requisites in the College of Arts & Sciences with tuition assistance as well as tutoring and mentoring opportunities.

“GE is providing other capital that contributes to student success like mentorship, networking, and future career opportunities,” said Hughes. “There’s one thing giving people money, but what about that additional opportunity? There is talent everywhere, but few opportunities.”

With the strenuous workload that comes with following their academic endeavors to the fullest potential, both in the classrooms and through co-ops, GEA and UofL hope the Scholars Program will alleviate some of the hardship of having to work more hours to receive an education.

“This scholarship is not about equality but about equity,” said Hughes. “The scholarship combats the negative connotation of pre-engineering students and better prepares them for all the skills needed to succeed in their career path.”

The first recipient of the scholarship was Sarah Bogan, who received $10,000��– $5,000 per semester��– to pursue her degree in civil engineering. As a first-year Speed School student and second-year UofL student, Bogan found a home in Speed School and plans to pursue a master’s degree in hopes of improving infrastructure after graduation.��

To apply for the GEA scholarship, click .

Lee Gill, chief diversity officer and special assistant to the president for inclusive excellence at Clemson University, will join UofL as vice president for diversity, equity and inclusion on May 15.

With more than 25 years of experience in the diversity field, Gill currently is a member of the president’s leadership team at Clemson, where he is credited with building a sustainable infrastructure to incorporate diversity, equity and inclusion efforts into the campus culture and with creating programs that support and address the challenges facing women, Black and Hispanic students and the LGBTQ community.�� He created the Clemson University Men of Color National Summit, which brings together more than 2,000 students, educators, business professionals, government officials and community leaders from around the country to explore issues and share best practices to increase high school and college graduation rates.

Gill serves on a number of boards of directors, including the National Conference on Race and Ethnicity in Higher ����ֱ��. In 2014, he received the National Diversity Visionary Award from Insight into Diversity magazine for his significant contributions to diversity in higher education.

“Mr. Gill’s extensive experience in building programming and weaving diversity, equity and inclusion efforts into the fabric of the universities he has served stood out among the many qualified candidates we reviewed,” said Lori Stewart Gonzalez, UofL’s interim president. “His enthusiasm is contagious, and we are excited about the advancements our campus community will make under his leadership.”

Prior to joining Clemson, Gill served for eight years as associate vice president for inclusion and equity and chief diversity officer at the University of Akron. He previously had served as chief executive officer of Stratus Group Consultants Inc., a firm providing diversity audits and training, management assessments and other services. Prior to that role, he held the position of dean of the Institute for Diversity and Leadership at Lake Michigan College in Benton Harbor, Michigan.

“I am excited at the opportunity of working with Interim President Gonzalez and the leadership team to help advance the DEI mission of this great university,” Gill said. “So many best practices, and national models are in place here at UofL along with an engaged faculty, staff and student body. I look forward to working with them and others to continue building a dynamic, inclusive campus community.”��

Gill holds a juris doctorate in law from the Chicago-Kent College of Law, Illinois Institute of Technology and bachelor of arts in political science from the University of Michigan.

He succeeds V. Faye Jones, who has served as interim senior associate vice president for diversity and equity since 2019. A tenured professor of pediatrics, Jones will continue her appointments as associate vice president for health affairs – diversity initiatives at the Health Sciences Center and vice chair of inclusive excellence in the Department of Pediatrics.

“Dr. Jones has served the university community well in her many roles, including as interim vice president,” Gonzalez said. “We look forward to her continuing commitment and excellent work on behalf of our students, faculty and staff. I hope the entire campus will join me in thanking her for her efforts and wishing her well.”

All of the company’s participate in UofL Trager Institute’s network training hub, for example. Our School of Nursing houses a state-of-the-art simulation lab, upgraded just last year thanks to Trilogy’s $250,000 commitment.

And it just so happens that Trilogy’s founder, Randall J. Bufford, is one of our most prominent alums. In 2016, he was named the alumni award winner for the College of Business and just last month earned our inaugural Alumni Ambassador Award. The 1981 graduate was a part of UofL’s 1980 national championship men’s basketball team. He has since been recognized for his leadership in his profession and community, as Trilogy employs over 10,000 people and is considered to be one of the best senior housing companies in the world.

It’s no wonder, then, that Trilogy would tap into UofL’s expertise to transform its organization to emphasize diversity, equity and inclusion. The company’s DEI plan was developed earlier this year with the help of UofL researchers from the College of ����ֱ�� and Human Development, Geneva Stark, Jeffrey Sun, Heather Turner.

UofL’s researchers worked alongside Todd Schmiedeler, Trilogy’s chief engagement and innovation officer, and Priscila Mattingly, Trilogy’s chief human resources and inclusion officer. The team worked for a year collecting and spoke to every level of employee to capture the company’s strengths and improve both employee and resident outcomes.

“Trilogy Health Services has an impressive leadership team and has been dubbed one of the nation’s best workplaces for aging services. They care about their employees who are truly integrated as community members of the organization. They sought to expand their diversity, equity and inclusion efforts, and building off our existing relationship (which is based on trust and genuine interest in each other’s success), we also engaged with them on rethinking their practices, policies and priorities to ensure that diversity, equity and inclusion actively and visibly became a critical component of their organizational culture and values,” Sun said.

“In fact, they revised their whole Environmental, Social & Governance structure so diversity, equity, and inclusion were not simply words or temporal concerns, but a lived experience where employees felt a sense of belonging and are hopefully having rich and valuable encounters across the company, even with their vendors and partners. It’s likely no organization has reached these aspirations, but Trilogy Health Services is trying, and we are honored to be partners with such a caring and focused company,” he added.

Together, the UofL and Trilogy team identified four key areas to advance Trilogy’s DEI efforts: Accountability, recruitment, retention and development, and culture.

Accountability: The DEI plan tasks Trilogy’s leaders to develop unit-specific and measurable annual diversity goals. The goals are also to be monitored quarterly, so leaders can assess progress and readjust if necessary. Leaders are also tasked with holding regular campus town halls to ensure all employees have a voice in enacting these changes.

Further, Trilogy is conducting an audit of its suppliers to ensure their values are consistent with Trilogy’s, and the organization will revise supplier contracts to include this consideration.

Recruitment: Trilogy will analyze job postings for content and placement to identify language or phrasing that may deter applicants. The company is also strengthening partnerships with organizations – such as universities and nonprofits – to help facilitate a recruitment pipeline. Finally, the company plans to establish a business resource group for networking – all with an objective of increasing the diversity of its applicant pools.

Retention and development: Trilogy is creating individualized employee growth plans to provide employees with steps for advancement into leadership roles. The plans are paired with advancement and mentorship programs that include training, resources and mentoring.

Culture: Trilogy aims to break down siloes by creating employee resource groups (ERGs) to focus on connecting people with similar interests across campuses and creating a stronger sense of belonging with the company.

This plan has been published in and will be presented next week at the 2021 annual conference of the Association for the Study of Higher ����ֱ��. This isn’t likely the last of the UofL/Trilogy partnership, however.

“In the College of ����ֱ�� and Human Development, our commitment is to our community, and since 2019, we have been working with Trilogy to build and enhance its workforce through innovative learning designs such as apprenticeships and workforce diversity,” Sun said. “Under the leadership of (CEHD) Dean Amy Lingo, we plan to continue expanding our private/public partnerships to learn from each other and increase community engagement.”

Natalie Hewlett, CEHD’s coordinator for development and communications, contributed to this story.

The Cardinals have proven leadership as a two-time Diversity Champion, a distinction given to institutions scoring in the top tier of all HEED Award winners. Diversity Champions set the standard for thousands of other campus communities striving for diversity and inclusion.

“We are honored by this recognition. UofL remains steadfast in our anti-racism commitment to provide education that is fair, just and true, and is inclusive of our multiple identities, but there is still much more work to do,” said V. Faye Jones, interim senior associate vice president for diversity and equity.

As a recipient of the annual HEED Award, UofL will be featured, along with 100 other recipients, in the November 2021 issue of INSIGHT Into Diversity magazine.

“The HEED Award process consists of a comprehensive and rigorous application that includes questions relating to the recruitment and retention of students and employees — and best practices for both — continued leadership support for diversity, and other aspects of campus diversity and inclusion,” said Lenore Pearlstein, publisher of INSIGHT Into Diversity magazine. “We take a detailed approach to reviewing each application in deciding who will be named a HEED Award recipient. Our standards are high, and we look for institutions where diversity and inclusion are woven into the work being done every day across their campus.”

Other recipients of the 2021 HEED Award are:

• Adelphi University
• Agnes Scott College
• Arkansas State University
• Ball State University
• Binghamton University
• Broward College
• California State University Fullerton
• California State University San Marcos
• California State University, Fresno
• Case Western Reserve University
• Central Washington University
• Clemson University
• Columbia University in the City of New York
• Cuyahoga Community College
• Davenport University
• East Carolina University
• El Paso County Community College District
• Florida Atlantic University
• Florida Gulf Coast University
• Florida State University
• Georgia Institute of Technology
• Georgia State University
• Grand Valley State University
• Hillsborough Community College
• Hudson County Community College
• Indiana University – Purdue University Indianapolis
• Indiana University Bloomington
• James Madison University
• Johns Hopkins University
• Kansas State University
• Kennesaw State University
• Kent State University
• Lehigh University
• Metropolitan State University
• Metropolitan State University of Denver
• Miami University
• Millersville University
• Mississippi State University
• Mount Holyoke College
• North Hennepin Community College
• Northern Illinois University
• Northwestern University
• Ohio University
• Oklahoma State University
• Oregon State University
• Pikes Peak Community College
• Regis College
• Rice University
• Rochester Institute of Technology
• Rockland Community College
• Rowan University
• Santa Clara University
• Santa Rosa Junior College
• Seminole State College of Florida
• Shippensburg University
• Southern Illinois University Edwardsville
• Southwestern Law School
• Stetson University College of Law
• Stockton University
• Suffolk University
• SUNY Old Westbury
• Swarthmore College
• Texas A&M University
• Texas Christian University
• Texas Tech University
• The University of Alabama at Birmingham
• The University of Texas at Arlington
• The University of Texas at Austin
• The University of Tulsa
• Towson University
• UNC Greensboro
• Union College
• University at Albany
• University of California System UC Office of the President
• University of California, Merced
• University of Central Florida
• University of Cincinnati
• University of Dayton
• University of Georgia
• University of Houston
• University of Houston Law Center
• University of Houston-Downtown
• University of Illinois Chicago
• University of Illinois Urbana-Champaign
• University of Kentucky
• University of Louisiana at Lafayette
• University of Memphis
• University of Missouri-St. Louis
• University of North Florida
• University of North Texas
• University of Oklahoma
• University of Oregon
• University of Pittsburgh of the Commonwealth System of Higher ����ֱ��
• University of Rochester
• University of West Florida
• Virginia Commonwealth University
• Virginia Polytechnic Institute and State University
• Virginia Wesleyan University
• West Chester University of Pennsylvania
• West Virginia University
• William & Mary
• Worcester Polytechnic Institute (WPI)

More information about the 2021 HEED Award is .��

is a human resources initiative and part of the “great places to work” vision.

According to , director of employee development and success, the pilot program will match mentors and mentees and then—for the most part—let them decide how often to meet, what to discuss, and how they can learn from each other.

“We decided that an informal approach is best because we want to allow plenty of room for employees and mentors to decide what goals they want to work on, and the best way to go about it,” Buford said. “Plus, it gives us an opportunity to gather information so we can tweak the program and make it even better.”

As a general guideline, organizers recommend that mentors-mentees meet at least once a month.

While the program is open to all employees, the 2019 launch prioritizes staff because, historically, there have been fewer mentoring opportunities available to them.

“This program is an easy way for employees to take part in professional development without having to leave campus or take time away from their normal work day,” said John Elliott, interim associate vice president for human resources. “Employees who are engaged with their co-workers are happier and healthier and that’s a very big deal for us.”

Employees from marginalized groups (women, people of color, LGBTQ and others) are especially encouraged to apply as part of the university’s commitment to fostering diversity, equity and inclusion.

Buford notes that mentoring is a smart way to tap into institutional knowledge that may be specific to UofL and higher education. The relationship between co-workers and is a good example.

Lynum-Walker, a Kent School counselor and advisor, was paired with Taylor, assistant provost for student affairs and assistant dean of students, because she wanted to learn more about student conduct policies.

After a few meetings with Taylor, Lynum-Walker said, “The mentorship has allowed me to build a professional relationship with someone that I probably would not have been afforded the opportunity to meet otherwise.”

Employees interested in learning more or signing up for Mentoring for Success can

After the sign-up period closes March 29, there will be a kick-off event in mid-April, a series of workshops during the summer and fall and a culminating celebration in December.