In Administration

  • 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.

In 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.

In Teaching

  • 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.

In Research

  • 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)