Diversity, Equity, Inclusion, and Belonging

Training modules from the Office of Diversity, Equity and Inclusion.

Make standard trainings more targeted to our office context. For example, how might grant and technology transfer support better meet the needs of diverse faculty.

Office of Diversity, Equity and Inclusion.

Full participation of regular staff members, and optional participation of student workers.

Staff time, demographic information.

Create a database that allows us to track participation of faculty by demographic categories, including race and gender.

Office of Human Resources.

Awareness of differential use of services, leading to plans to address any disparities found.

Continuing, ideally increased, funding for grant programs, awareness of selection committees.

Emphasize diversity, equity and inclusion goals as a key criterion in choosing projects to support in Provost Research Grant, SPARK, SPROUT and I-Corps competitions.

Provost.

Selection committees.

Increase in internally funded DEI-related projects.

Staff time.

Identify potential sources of DEI-related funding.

Encourage and assist researchers in applying. Examples include NIH and NSF minority supplements to existing grants, foundation (e.g., Carnegie, HHMI) programs to support anti-racism.

Researchers.

Corporations.

Foundations.

Increase in applications and success rate for externally funded DEI-related projects.

Staff time.

Develop presentations to include in orientation and onboarding events aimed at BIPOC faculty and staff.

Offer workshops on applying for DEI-oriented support.

Deans.

Increased use of services by BIPOC faculty and staff.