Investing in people is one of six priority areas in Brown’s Pathways to Diversity and Inclusion action plan. Brown seeks to identify, recruit, and retain individuals from groups that have been historically underrepresented in higher education. 

The summary table below outlines the actions Brown has committed to in this area, identifies the responsible office(s) for implementation and provides updates on the progress of each initiative.

Progress on Action Steps

Double the number of faculty from historically underrepresented groups by 2020-2022.
Action Responsible Unit Progress
Require departments to submit a plan for diversification and inclusion before authorization of faculty hiring

Office of the Provost, Office of Institutional Diversity and Inclusion

Administrative unit DDIAPs were submitted on September 1st, 2016, and reviews were conducted in Fall of 2016. The administrative unit DDIAPs will be posted by March 2017. 

 

OIDI has been meeting with academic departments to support them in the implementation of their DDIAPs.

Updated: Feb 27, 2017

Departmental DIAPs were required of all academic departments and were submitted by June 1, 2016—now posted on the DIAP website. Departmental DIAPS for administrative units were due on September 1, 2016 and will be posted in March 2017.

Updated: Nov 30, 2016

Departmental DIAPs required of all academic departments were submitted by June 1, 2016. Departmental DIAPs for administrative units are due Sept. 1, 2016.

Updated: Aug 30, 2016

DOF and OIDI have sent departmental guides to chairs and directors. OIDI is meeting with individual departments, with a goal to complete DDIAPs by June 1, 2016. Non-academic units will receive a guide in March with a September 1 deadline for submission.

Updated: Mar 16, 2016

In AY 2016-2017 and for the duration of the plan, faculty-hiring requests will be authorized only after departments submit a diversity and inclusion plan for approval.

Updated: Jan 31, 2016
Create endowed professorships for researchers on issues of diversity, social justice, power, and privilege

Office of the Provost, Office of the Dean of the Faculty

Actively working with Advancement to raise funds.

Updated: Nov 30, 2016

OIDI is hosting alumni panels with faculty around the country and working with Advancement and University Communications to produce collateral to support fundraising for professorships as part of the BrownTogether fundraising campaign.

Updated: Mar 16, 2016

As part of the BrownTogether campaign launched in Fall 2015, Brown will endow professorships that support the integrative themes and support researchers who study issues of diversity, social justice, power, and privilege.

Updated: Jan 31, 2016
Young Scholars Conference program

Office of Institutional Diversity and Inclusion

We have instituted the Young Scholars Conference and plans for next year's conferences are currently underway. 

Updated: Feb 27, 2017

Implemented Young Scholars Conferences, two in 2015-2016 academic year and one in Fall 2016.

Updated: Nov 30, 2016

Implemented Young Scholars Conferences, two in 2015-2016 academic year and one upcoming in Fall 2016.

Updated: Aug 30, 2016

OIDI is working with relevant departments to plan for conferences. June's conferece will be on the theme of the Environment (with DEEPS and IBES faculty)

Updated: Mar 16, 2016

In September 2015 the Office of Institutional Diversity and Inclusion hosted the first Young Scholars Conference, which was aimed at providing guidance and mentoring for STEM women scholars in brain science. The office plans another focused on the environmental sciences in June 2016.

Updated: Jan 31, 2016
Presidential Diversity Postdoctoral Fellowship Program

Office of Institutional Diversity and Inclusion, Office of the Dean of the Faculty

The application deadline was February 1, 2017. OIDI is currently reviewing 251 applications and working with departments with a goal of finalizing selections by May 2017. 

Updated: Feb 27, 2017

Selected second cohort of Presidential Diversity Postdoctoral Fellows Program. Two program alumni have been hired into tenure track positions. Two others are being considered.

Updated: Nov 30, 2016

Selected second cohort of Presidential Diversity Postdoctoral Fellows Program.  Two program alumni have been hired into tenure track positions.

Updated: Aug 30, 2016

The application deadline was Feb 10. OIDI is currently reviewing 200 applications and working with departments, with a goal of finalizing the pool by end of March 2016. OIDI also is working to improve the visibility of presidential post-docs on campus, including via communications vehicles.

Updated: Mar 16, 2016

Six Presidential Diversity Postdoctoral Fellowships were awarded in 2015, and efforts are underway to recruit more for fall 2016.

Updated: Jan 31, 2016
Cluster hiring initiative

Office of the Dean of the Faculty

The Vice President for Academic Development, Diversity and Inclusion has been working with the DOF to consider cluster hiring in a number of departments and there are efforts to continue to identify opportunities to recruit more women in the physical sciences and Asian American Pacific Islander scholars in the humanities and social sciences. 

Updated: Feb 27, 2017

Roughly one-third of the new hires made in AY16-17 were HUG Faculty. Efforts continue through the hiring cycle. Professors Tricia Rose and Christopher Rose were appointed as Associate Deans of the Faculty to support and promote cluster and HUG hiring in the Social Sciences/Humanities and Physical Sciences, respectively.

Updated: Nov 30, 2016

Roughly one-third of new hires made in AY16-17 were HUG Faculty. Efforts continue through the hiring cycle. Professors Tricia Rose and Christopher Rose were appointed as Associate Deans of the Faculty to support and promote cluster and HUG hiring in the Social Sciences/Humanities and Physical Sciences, respectively.

Updated: Aug 30, 2016

Efforts to begin cluster hiring began last fall, and early results are promising.

Updated: Jan 31, 2016
Enhanced Target of Opportunity Program

Office of the Dean of the Faculty, Office of the Dean of Biology and Medicine, Office of the Dean of Public Health 

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. 

Updated: Feb 27, 2017

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

Updated: Nov 30, 2016

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

Updated: Aug 30, 2016

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

Updated: Mar 16, 2016

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.

Updated: Jan 31, 2016
Diversity Visiting Scholars Program

Office of Institutional Diversity and Inclusion, Office of the Dean of the Faculty

There are 3 visiting scholars this Spring 2017: Professor Sylvester James Gates, Jr., appointed through June 2017 with Physics, Dr. Ronald Aubert, appointed through December 2017 with the School of Public Health and CSREA, and Dr. John Asher Johnson, appointed through May, 2017 with Physics and CSREA. 

Updated: Feb 27, 2017

Launched New Provost Visiting Scholars Program. Candidates are being solicited for AY16-17 and AY17-18. Three visiting professors have been appointed for spring 2017. Professor James Gates is the inaugural Visiting Scholar in Physics.

Updated: Nov 30, 2016

Launched New Provost Visiting Scholars Program. Candidates are being solicited for AY16-17 and AY17-18.  Professor James Gates will be inaugural Visiting Scholar in Physics.

Updated: Aug 30, 2016

The Associate Dean for Strategic Initiatives and OIDI are developing lists of Visiting Scholars for the coming year.

Updated: Mar 16, 2016

The Dean of the Faculty will begin work in spring 2016 to develop a Diversity Visiting Scholars program to launch by the end of 2016.

Updated: Jan 31, 2016
Invest in faculty mentoring inside and outside of departments

Office of Institutional Diversity and Inclusion

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.

Updated: Feb 27, 2017

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.

Updated: Nov 30, 2016

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.

Updated: Aug 30, 2016

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

Updated: Jan 31, 2016
Faculty of Color Network

Office of Institutional Diversity and Inclusion

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. 

Updated: Feb 27, 2017

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.

Updated: Nov 30, 2016

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.  

Updated: Aug 30, 2016

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

Updated: Mar 16, 2016

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

Updated: Jan 31, 2016
Institute professional development training for members of the Tenure, Promotions, and Appointments Committee (TPAC)

Office of the Provost, Office of the Dean of the Faculty

TPAC training on implicit bias was facilitated by OIDI in Spring 2016. Plans to develop more professional development opportunities are currently underway. 

Updated: Feb 27, 2017

OIDI and TPAC are finalizing professional development programming for TPAC members.

Updated: Mar 16, 2016

TPAC members will receive training in conscious and unconscious bias and other forms of professional development.

Updated: Jan 31, 2016
Develop a diverse graduate and medical student body at Brown, with the specific goal of doubling the number of graduate students from historically underrepresented groups by 2020-2022.
Action Responsible Unit Progress
Create 25 new graduate fellowships over the next 5 years

Graduate School

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.

Updated: Feb 27, 2017

Working with Advancement to raise funds.

Updated: Nov 30, 2016

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

Updated: Jan 31, 2016
Expand programs like IMSD to other departments

Office of the Provost, Graduate School

The Dean of the Graduate School has led an expansion of the Initiative for Maximizing Student Development (IMSD) Program. The program has extended its reach to provide research training, support and mentoring of graduate students in the physical sciences, social sciences and humanities for the 2016-2017 academic year admissions cycle (beyond the original scope of supporting students in the life/biomedical sciences and public health).

Updated: Feb 27, 2017

The Provost has allocated funds to support the expansion of the IMSD program to other departments.

Updated: Nov 30, 2016

The Provost has allocated funds to support the expansion of the IMSD program to other departments.

Updated: Aug 30, 2016

Plans to expand such programs as the Initiative to Maximize Student Development (IMSD) to other departments are underway.

Updated: Jan 31, 2016
Create new research opportunities to aspiring PhD students

Office of Institutional Diversity and Inclusion

We continue to collaborate with the Leadership Alliance Consortium and the Brown-Tougaloo Partnership (BTP) in order to create pipeline opportunities for aspiring PhD students. BTP also supports pipeline efforts in Brown’s schools of medicine and public health through early identification programs. Additional funding from OIDI will provide four summer slots and funding to the Leadership Alliance Consortium to provide opportunities for aspiring medical students.

Updated: Feb 27, 2017

OIDI provided resources to undergraduate students for additional funding of summer research opportunities and is working with departments to develop new pipeline initiatives.

Updated: Nov 30, 2016

OIDI provided resources to undergraduate students for additional funding of summer research opportunities, and is working with departments to develop new pipeline initiatives.

Updated: Aug 30, 2016

OIDI has approved funding for three positions for the Institute at Brown for Environment and Society (IBES) and will use Departmental DIAPs to identify other expansion opportunities.

Updated: Mar 16, 2016

The Office of Institutional Diversity and Inclusion allocated funding to the Leadership Alliance to support three additional positions in the Summer Research Early Identification Program in summer 2016.

Updated: Jan 31, 2016
Residential summer programs for aspiring PhD programs

Office of Institutional Diversity and Inclusion

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.

Updated: Feb 27, 2017

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

Updated: Nov 30, 2016

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

Updated: Jan 31, 2016
Increase diversity in the Warren Alpert Medical School and affiliated residency programs

Warren Alpert Medical School

The Medical School’s Office of Diversity and Multicultural Affairs is working closely with the OIDI to develop new strategic partnerships to increase recruitment and outreach to prospective HUG medical students, improve support for curricular and co-curricular efforts, and to provide professional development support and mentoring for diverse medical students and medical residents/trainees.

Updated: Feb 27, 2017

Associate Dean for Diversity working with clinical programs to develop outreach and recruitment efforts.

Updated: Nov 30, 2016

The Medical School's Office of Diversity and Multicultural Affairs has made a decision to hire medical students to serve as fellows to support the work of the office.

Updated: Mar 16, 2016

The Medical School will build on existing recruitment efforts and develop new pipeline programs.

Updated: Jan 31, 2016
Hire new deans for diversity initiatives in the Graduate School and Alpert Medical School

Graduate School, Warren Alpert Medical School

The Graduate School has hired a new Associate Dean for Diversity and Strategic Initiatives who started in January 2016. The Associate Dean for Diversity and Multicultural Affairs at Alpert Medical School was appointed October 2016.

Updated: Nov 30, 2016

The Graduate School has hired a new Associate Dean for Diversity and Strategic Initiatives who started in January 2016. 

Updated: Aug 30, 2016

Marlina Duncan, Associate Dean of Diversity Initiatives for Brown's Graduate School, started on March 1. The Medical School is currently reviewing applications for a permanent associate dean for diversity.

Updated: Mar 16, 2016

The Graduate School has completed its search for an associate dean of diversity initiatives, and the Medical School launched a search in January 2016.

Updated: Jan 31, 2016
Enhance our efforts to develop diversity among our undergraduate population with a specific focus on African American/Black, Latinx, Native American, Southeast Asian, Pacific Islander, and first-generation, low-income, and undocumented students
Action Responsible Unit Progress
Expand partnerships with CBOs

Admissions Office, Office of the Provost

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. 

Updated: Feb 27, 2017

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

Updated: Nov 30, 2016

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.

Updated: Jan 31, 2016
Expand resources for ADOCH

Admissions Office, Office of the Provost

The Office of the Provost has doubled funding for ADOCH 2017.

Updated: Feb 27, 2017

Funds have been provided to Admissions Office to expand support for bringing admitted students from historically underrepresented groups to campus for A Day on College Hill.

Updated: Nov 30, 2016

Brown will double the funding available to bring low-income students from diverse backgrounds to ADOCH.

Updated: Jan 31, 2016
Grow financial aid for Summer at Brown

School of Professional Studies

SPS significantly expanded financial aid to Providence area students to participate in Brown’s Pre-College Summer Program, starting in summer 2016. A total of 349 HUG students received $962,000 in scholarships.

Updated: Feb 27, 2017

The School of Professional Studies has expanded financial aid for Providence area students to participate in Pre-College summer program in Summer 2016.

Updated: Nov 30, 2016

The School of Professional Studies expanded financial aid for Providence area students to participate in Pre-College programs in summer 2016.

Updated: Aug 30, 2016

SPS has adjusted scholarship award policies to make them advantageous to more students in need of financial support. SPS is monitoring applications and will increase aid funding to meet demand and to increase the diversity of our student populations. SPS is also actively working to increase partnership engagement with community organizations across the country that support and guide the students the School seeks to enroll. A search has been opened for a new assistant director who will work to increase efforts in this area.

Updated: Mar 16, 2016

The School of Professional Studies will pilot expanded financial aid for Providence-area students to participate in the summer 2016 Pre-College Programs.

Updated: Jan 31, 2016
Promote hiring practices, professional development, and mentorship programs that will increase the diversity of staff, and further the careers of staff and administrators, especially from historically underrepresented groups
Action Responsible Unit Progress
Expand Brown's staff mentoring program

University Human Resources

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. 

Updated: Feb 27, 2017

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

Updated: Nov 30, 2016

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

Updated: Aug 30, 2016

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

Updated: Jan 31, 2016
Develop a pipeline of diverse temporary employees from the local community

Office of Human Resources

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.

Updated: Mar 16, 2016

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.

Updated: Mar 3, 2016
Expand the Leadership Certification Program

University Human Resources

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. 

Updated: Feb 27, 2017

University Human Resources has expanded Leadership Development Program curriculum

Updated: Nov 30, 2016

University Human Resources has expanded the Leadership Development Program curriculum.

Updated: Aug 30, 2016

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

Updated: Mar 3, 2016
Improve communication with hiring managers regarding Brown’s Affirmative Action Plans

University Human Resources

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.  

Updated: Feb 27, 2017

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.

Updated: Nov 30, 2016

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. 

Updated: Aug 30, 2016
Establish a working group identify ways to improve communication around existing practices

University Human Resources

University Human Resources is convening in Fall 2016 a working group this fall to examine current communication around hiring practices, career pathways, and professional development programs.

Updated: Nov 30, 2016

University Human Resources is convening a Fall 2016 working group to examine current communications around hiring practices, career pathways, and professional development programs. 

Updated: Aug 30, 2016

HR will convene a working group in spring 2016 to examine current communication around existing hiring practices, career pathways, and professional development programs

Updated: Jan 31, 2016
Pilot an Administrative Fellows Program

University Human Resources, Office of Institutional Diversity and Inclusion

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

Updated: Feb 27, 2017

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

Updated: Nov 30, 2016

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

Updated: Aug 30, 2016

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

Updated: Jan 31, 2016