Ongoing:

We have instituted the Young Scholars Conference to occur on an annual basis. In the Fall of 2018, the program was reviewed and revised to be more inclusive of womxn of color. The conference now coordinated by a diverse 9-member student committee and receives consultation from the Science Center, Leadership Alliance and the Graduate School.

Ongoing:

New and sustained efforts have been dedicated at recruiting and retaining HUG faculty in all departments.

The Office of the Provost has provided additional resources to support Target of Opportunity hires for faculty in the Medical School and the School of Public Health. 

Targeted of Opportunity Program mechanisms have been used and encouraged in the previous (AY15-17 and AY16-17) hiring cycles.

Target of Opportunity Program mechanisms have been used and encouraged in the previous (AY15-17 and AY16-17) hiring cycles.

DOF and OIDI are working with a number of departments on TOO proposals for the upcoming academic year.

Efforts are underway to invigorate the use of the Target of Opportunity program to identify and hire faculty of exceptional merit and promise, including members of historically underrepresented groups.

An early career scholar mentoring program has been initiated, and academic and networking events are being offered regularly.  In addition, as of December 2016, Brown became an institutional member of the National Center for Faculty Development and Diversity (NCFDD) in order to provide broader professional development opportunities and resources for faculty.  OIDI has also collaborated with academic departments and centers to offer faculty development activities relevant to specific fields and as requested by different groups of faculty.

Academic departments and centers have put forward plans in their DDIAPs to implement mentoring programs in their departments. A mentoring subcommittee of the DIAP implementation working group is working on resources.

Academic departments and centers have put forward plans in their DDIAPs to implement mentoring programs in their units. A mentoring sub-committee of the DIAP implementation working group is working on resources.

Conduct review of existing mentoring programs in departments and consider new approaches to providing more effective mentoring programs.

The Brown Faculty of Color Network continues to host monthly professional development workshops and networking events.  OIDI also hosted a networking event in Fall 2016 for graduate students of color and faculty of color. As of December 2016, faculty, postdoctoral fellows, and graduate students have access to NCFDD as result of a Brown institutional membership. Further, plans are underway to expand the network to include both clinical and research faculty of color. 

In 2016-2017, the Brown Faculty of Color Network was established; a new mentoring program for early career scholars of color was launched through the FOC Network and ongoing professional development workshops and networking events have been held. Established National Center for Faculty Development and Diversity (NCFDD) institutional membership.

In 2016-2017, the Brown Faculty of Color Network was established; a new mentoring program for early career scholars of color was launched through the FOC Network and ongoing professional development workshops and networking events have been held.  

The FOC Network is hosting monthly professional development sessions this spring and coffee hours to help with faculty recruitment of diverse candidates.

The Faculty of Color Network launched in fall 2015 and will continue to hold mentoring and professional development opportunities this spring.

New graduate fellowships have been created to assist the Graduate School in recruiting highly promising graduate students from diverse backgrounds to Brown’s Ph.D. programs.

Working with Advancement to raise funds.

The Graduate School will oversee the rollout of 25 new graduate fellowships to departments in order to diversify the pipeline.

Individual academic departments have put forward new pipeline initiatives, which OIDI is supporting. This includes the Summer Immersion Program in Philosophy (SIPP) at Brown and the development of a Humanities Summer Institute for humanities-focused fields.

Plans are being developed for a humanities summer institute and a social sciences symposium.

Brown will fund two pilot summer programs for aspiring graduate students in summer 2016.

The offices of Admission and Financial Aid have strengthened partnerships that promote opportunities for high school students of color. A notable success this year is the successful match of 20 Questbridge Scholars from around the country (among them are 9 female, 15 first-generation, 7 African American, 4 Asian American, 7 Latinx, 2 Native American and 9 white students).

Brown faculty and administrators have been in communication with the College Horizons Program (an initiative for Native American, Alaskan Native and Native Hawaiian students), and plans are underway for Brown to host its summer program in 2018. 

Admissions is expanding its partnership with Questbridge and exploring additional CBO partnerships.

Brown commits to host College Horizons, a program for Native American, Alaskan Native, and Native Hawaiian students that includes a summer component, in summer 2016.

UHR rolled out phase 2 of the staff mentoring program in the fall of 2016 with the launch of a formal one-on-one Staff Mentoring Program for a cohort of 30.  In addition to monthly one-on-one meetings, mentees and mentors have been participating in a variety of sessions focusing on their strengths, networking, and informational interviewing.   The formal portion of the program will end in June 2017. 

New Staff Mentoring Program was launched in October 2016 with 15 participants.

New Staff Mentoring Program will launch this October with 15 participants. 

HR will build on the New Employee Advisory Program by pairing entry- to mid-level employees with higher-level employees to foster mentoring relationships.

To establish relationships with preferred vendors, HR is first creating a strategic sourcing entity to identify these vendors. This is in keeping with one of the recommendations of the Deficit Reduction Working Group.

HR will work with preferred vendors to build a workforce development program aimed at developing a more diverse pipeline of job seekers applying to Brown from Providence and surrounding communities.

University Human Resources has been collaborating with OIDI to offer curricula specific to diversity and inclusion. For example, in Fall 2017, OIDI and UHR co-facilitated a book discussion on stereotype threat for the Leadership Certification Program. 

University Human Resources has expanded Leadership Development Program curriculum

University Human Resources has expanded the Leadership Development Program curriculum.

HR’s Center for Leadership and Professional Development will review and make recommendations regarding expansion of the Leadership Certification Program in spring 2016.

UHR and OIDI have being collaborating with academic and administrative departments to increase awareness and knowledge on federal, state and university guidelines for addressing underutilization among women and underrepresented minorities.

UHR has been working with departments to review the diversity of candidate pools.  

HR and the Director of Affirmative Action and Equal Employment Opportunity (AA/EEO) Programs will work with HR specialists to ensure that hiring managers receive regular updates and communications about AA/EEO Plan data.

University Human Resources and the Director of Affirmative Action and Equal Employment Opportunity (AA/EEO) Programs will work with HR specialists to ensure that hiring managers receive regular updates and communications about AA/EEO Plan data. 

The selected Fellows were announced in December 2016 and began the yearlong program in January 2017.

OIDI and University Human Resources will pilot an Administrative Fellows Program has been announced in October 2016 and will launch in January 2017.

OIDI and University Human Resources will pilot an Administrative Fellows Program, which will be announced in Fall 2016 and launch in January 2017.

HR and OIDI will collaborate in spring 2016 to develop and plan for a pilot Administrative Fellows Program to be launched in 2016-17.