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Metrics for Evaluating Support for Equity, Inclusion, and Justice
- Incorporating expectations for advancing equity, inclusion, and diversity in all position descriptions.
- Evaluating employees for contributions to diversity efforts.
- Holding all faculty accountable for social justice competencies.
- Rewarding employees for successful efforts in advancing equity, inclusion, and diversity.
- Defining and advancing a unit vision that incorporates diversity as integral to excellence.
- Requiring a Search Advocate for all searches.
- Requiring recruitment of a diverse pool of finalists for all positions.
- Mentoring effectively across all aspects of difference.
- Assuring equitable distribution of access to mentoring resources and networks.
- Ensuring salary equity, equitable start-up packages, and equitable space allocation.
- Conducting regular unit climate surveys and utilizing data to enhance/improve climate.
- Participating in leadership training opportunities that builds expertise around equity, inclusion, and diversity.
- Offering training/professional development opportunities for employees to build expertise around equity, inclusion, and diversity.
- Rewarding employee participation in training/professional development opportunities and diversity-related activities and events.
- Addressing instances of insensitivity, discrimination, and bullying.
- Rewarding work/life balance through mentoring, training, and policies.
- Ensuring fairness in policies and practices that assign teaching and service.
- Effectively mentoring students across all aspects of difference.
- Serving on University or College committees that have a diversity/social justice focus.
- Serving as faculty advisor for a student group that has diversity/social justice as a focus.
- Training and serving as a Search Advocate.
- Attending workshops and conferences that help build multicultural competencies.
- Participating in outreach programs aimed at serving a wide range of populations, particularly those that have been historically underserved/excluded from participation.
- Introducing discussions of diversity/social justice at department meetings.
- Attending diversity and social justice events and speaker presentations.
- Participating in the DPD faculty seminar.
- Developing a DPD, Cultural Diversity, or Contemporary Global Issues course.
- Sponsoring programs that focus on issues of diversity and social justice.
- Engaging in recruitment efforts to increase the diversity of faculty, staff, and students.
- Working with community groups on issues of diversity/social justice.
- Speaking on campus or around the state/nation about issues of diversity/social justice.
- Including a diversity of perspectives in course content with particular attention to centering the concerns of marginalized individuals/populations.
- Including writings by people who represent a diverse array of social identities in required and recommended readings.
- Including multiple perspectives on each issue in a course.
- Including films or other audiovisual resources that bring a diversity of voices into the classroom.
- Including a statement of commitment to diversity in each syllabus.
- Providing students with guidelines for creating a safe and respectful classroom.
- Interrupting oppressive behavior in the classroom (such as inappropriate jokes or comments)
- Modeling inclusive language.
- Utilizing guest speakers who represent a diversity of voices/perspectives.
- Utilizing examples that do not reinforce stereotypes.
- Creating inclusive environments that make space for the range of student needs and provide reasonable accommodations as needed (religious holidays, for example).
- Including the University’s statement on disabilities and accommodation on the syllabus.
- Utilizing a variety of instructional strategies.
- Utilizing cooperative learning.
- Including opportunities for Service Learning in your syllabi.
- Encouraging and rewarding students for attendance at events that advance equity, inclusion, and diversity.
In the Office
- Diversifying the images, identities and perspectives represented in photos, artwork and print materials.
- Creating safe and inclusive environments, including becoming a Safe Zone.
- Providing brochures and other materials in a variety of languages and formats.
- Creating marketing that embeds diversity and social justice as central to the mission of the department/college/university.
- Conducting research that centers issues of diversity/social justice.
- Including diverse perspectives on the research team, particularly among co-PIs.
- Emphasizing diversity to address broadening participation in grant proposals.
- Writing articles and books that address issues of diversity/social justice.
- Presenting conference papers on issues of diversity/social justice.
- Increasing the diversity of students who serve as research assistants.
- Encouraging professional societies to adopt formal statements about diversity/social justice and/or policies to address harassment at conferences. (For example, see the Joint Mathematics Meetings "Welcoming Environment" Policy: http://jointmathematicsmeetings.org/meetings/national/jmm2016/2181_misc)