ToDo List from NDEW 2017
- NDEW 2017 Recommendations Departmental Actions and DAPs
- Create a department diversity committee
- Broadly reflective of your faculty’s perspectives (e.g., include straight, able-bodied white male faculty)
- Don’t overburden URG (under-represented groups) faculty
- Establish deliverables to measure the committee’s success
- Develop a department Diversity Statement and Vision; Post it on departmental website
- Create mentoring programs (vertical and horizontal) for students and faculty
- Conduct a faculty meeting on diversity excellence; include discussion for the business case for diversity
- Conduct faculty searches in broad areas
- Conduct weekly/monthly lunch with faculty to discuss departmental climate (generate a diversity counter space)
- Encourage/support affinity groups (WIC, SACNAS, NOBCChE, etc) through active participation of chair and faculty
- Conduct a departmental survey on environment and seek actionable options (partner with OXIDE)
- Implement a policy/program targeted to address climate and/or demographics
- Partner with OXIDE to assess it!
- Promote the Academic Case for Diversity
- Develop department’s Diversity Action Plan (& embed in your strategic plan)
- With accountability, and visited yearly (just like your strategy plan)
- Publish executive summary on department web site (embed in your mission statement)
- Establish a collective reward system as part of individual annual reviews which provides reporting explicitly on mentoring and inclusive excellence activities, as well as service that advances and promotes diversity
- Promote inclusive climate through work flexibility & sanity (e.g., reward outcomes not amount of time served)
- Implement transparency/clarity in retention-promotion-tenure (RPT) process:
- More structure is better
- Require all faculty to include impact —e.g., teaching and broadening— statements
- In addition to diversity workshops, hold civility awareness workshop
