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Unit Contributions to Equity, Diversity, Inclusion

Academic Years: 
2018-2019
Department: 
Psychology Department
Division: 
Natural Sciences
Academics
1. Faculty: 

• Efforts to increase diversity in faculty searches: requiring diversity statement, consideration of best practices in reviewing applications (including focus on specific, scored criteria)
• Participation in natural sciences diversity meetings
• Two faculty members (minimum) serve on departmental diversity committee
• Faculty are eligible for diversity awards that support activities (e.g., travel to conferences of workshops) that will increase diversity and inclusivity in the department
• Yearly visit from Rehearsals for Life (specifically for faculty) to discuss and act out situations (and appropriate responses) related to diversity and inclusivity
• Regular faculty meetings (at least once per year) for discussing CIC survey results and diversity/community related issues

2. Staff: 

• Staff are eligible for diversity awards that support activities (e.g., travel to conferences of workshops) that will increase diversity and inclusivity in the department
• Planned visit from Rehearsals for Life (for staff + ?) to discuss and act out situations (and appropriate responses) related to diversity and inclusivity
• Staff are welcome to be members of CIC

3. Graduate Programs: 

• Yearly visit from Rehearsals for Life (specifically for grad students) to discuss and act out situations (and appropriate responses) related to diversity and inclusivity
• Annual Student Dialogue (w/o faculty) to discuss climate in department and what we can do to improve things
• Student-only safe spaces during grad recruitment weekend so that prospective students can ask questions and get candid feedback about diversity and inclusivity
• Dedicate one class session from the first year graduate seminar for visit from and discussion about CIC
• All new graduate students are introduced to the CIC during new grad student orientation
• Grad students are eligible for diversity awards that support activities (e.g., travel to conferences of workshops) that will increase diversity and inclusivity in the department
• We screen for grad student applicants that are first generation and/or URM or veterans to ensure that they receive full consideration
• GE position dedicated to diversity committee
• Regularly submit PSA awards
• Currently planning efforts to start targeted recruitment at conferences (e.g., at poster sessions geared toward URM students)
• Looking into application fee waiver for URM students applying to Ph.D. program