Sustaining a community in which all members are included and valued is one of six priority areas in Brown’s Pathways to Diversity and Inclusion action plan. The plan articulates that members of the Brown community must be free from the experience or threat of harassment and intimidation on the basis of race, class, ethnicity, sexual orientation, political orientation, nationality, religion, veteran status, gender identity, or disability status. But beyond this, Brown aims to create a community that works actively to counteract inequity and injustice and that promotes, among all students, an attitude of mutual respect.

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

Community
Action Responsible Unit Progress
Establish a Diversity and Inclusion Collective

Office of Institutional Diversity and Inclusion

Diversity working groups, which meet regularly, have provided feedback on professional development and community-building activities. This feedback has been used and incorporated into professional development programming (e.g., Diversity and Inclusion Professional Development Lunch Series, Unpacking Diversity and Inclusion Professional Development Day, Diversity and Inclusion Summit).

Updated: Feb 27, 2017
Strengthen departmental-level mentoring programs

Office of the Provost

OIDI has been working with departments to support pilot programs for department based mentoring.

Updated: Feb 27, 2017

OIDI working with departments to pilot department based mentoring programs.

Updated: Nov 30, 2016
Establish a Diversity and Inclusion Collective

Office of Institutional Diversity and Inclusion

OIDI will coordinate the development and implementation of professional development programs starting in spring 2016. The D&I Collective will be an in-house group of consultants, made up of administrators, staff, faculty, and student employees who will serve both as trainers and consultants.

Updated: Jan 31, 2016
Develop and run professional development workshops on race, sexual orientation and gender identity

Office of Institutional Diversity and Inclusion, Office of the Dean of the Faculty, University Human Resources, Office of the Provost

Professional development events and smaller training workshops continue to be facilitated and coordinated by OIDI. The Professional Development Day that was initiated in Spring 2016 is now an annual event and occurred again on February 2017. OIDI also continues its Professional Development Lunch Series in Spring 2017. Trainings for faculty search committees and graduate school admissions committees as well as outreach and recruitment initiatives were also conducted at the end of Fall 2016 by OIDI and the Graduate School. Trainings on implicit bias were also delivered by OIDI for the Medical School staff and are planned for UHR in Spring 2017.

Updated: Feb 27, 2017

Professional development events and smaller training workshops were facilitated and coordinated by OIDI in Spring 2016. The February 2016 Professional Development Day was attended by over 600 staff and faculty. TPAC training on implicit bias was facilitated by OIDI in Spring 2016. OIDI launched a Professional Development Seminar Series, along with the Diversity and Inclusion Lecture Series in Fall 2016. Trainings for faculty search committees and outreach and recruitment initiatives are planned for Fall 2016 by OIDI.

Updated: Nov 30, 2016

Professional development events and smaller training workshops were facilitated and coordinated by OIDI in Spring 2016. More than 600 staff and faculty members attended the Feb. 2016 Professional Development Day. A calendar of offerings will be announced in Fall 2016. TPAC training on implicit bias was facilitated by OIDI in Spring 2016. Training for faculty search committees and outreach and recruitment initiatives are planned by OIDI for Fall 2016.

Updated: Aug 30, 2016

The first major professional development opportunity, "Unpacking Diversity and Inclusion in the Academy," occurred on February 23, with nearly 650 faculty, staff, and graduate students participating.

Updated: Mar 16, 2016

OIDI is coordinating efforts in spring 2016 to provide a daylong professional development opportunity for faculty and staff; a university-wide lecture series on implicit/unconscious bias, inclusive classrooms, and stereotype threat; and a professional development series.

Updated: Jan 31, 2016
Establish a center for first-generation college students

Office of the Dean of the College, Office of the Vice President for Campus Life and Student Services

A search is underway for an inaugural director of the FLiCenter.

Updated: Feb 27, 2017

First Generation College and Low-Income Student Center established and officially opened on September 16, 2016. Searching for program director positions to support the FLI Center and international students

Updated: Nov 30, 2016

A First Generation College and Low-Income Student Center was established, and will officially open Sept. 2016.

Updated: Aug 30, 2016

The DOC has hired a part-time graduate student coordinator for the center. Space has been allocated in the renovations of the Sciences Library and will be available within the next few months.

Updated: Mar 16, 2016

In December 2015 the Dean of the College launched a search for a graduate student coordinator and established and filled six paid positions for undergraduate student staffers.

Updated: Mar 3, 2016
Promote the University’s positive impact on Providence

Office of Government Relations & Community Affairs

The Office of Government and Community Affairs has convened a working group to review existing initiatives and programs, as well as to consider how best to leverage resources to support ongoing work of Brown University in the Providence/RI area. The group is currently undertaking a comprehensive survey to assess current initiatives initiated by Brown faculty, students and staff. The working group will issue a report in Spring 2017.

Updated: Feb 27, 2017

Established a working group to review initiatives and consider how to leverage resources to support ongoing work of the University in Providence. Surveying community to assess current

Updated: Nov 30, 2016

Established a working group to review initiatives and consider how to leverage resources to support ongoing work of the University in Providence.

Updated: Aug 30, 2016
Focus on training for the Department of Public Safety

Public Safety Oversight Board, Office of Institutional Diversity and Inclusion

DPS, with support from OIDI, continues to offer opportunities for its staff to gain hands-on training to tackle issues relevant to supporting a diverse campus community (see DPS’s DDIAP for training goals).

Updated: Feb 27, 2017

DPS in collaboration with OIDI implemented additional training in Spring 2016 and provided support for enhance resources. Ongoing training will be provided.

Updated: Nov 30, 2016

DPS, in collaboration with OIDI, implemented additional training in Spring 2016 and provided support for enhanced resources. Ongoing training will be provided.

Updated: Aug 30, 2016

OIDI will work with DPS to enhance resources and support for training opportunities during spring 2016. The standing Oversight Committee is engaged in an assessment reviewing current DPS policies and training practices that will be completed by the end of 2015-16.

Updated: Jan 31, 2016
Support critical living and learning expenses for low-income students

Office of the Vice President for Campus Life and Student Services, Office of the Dean of the College, Office of the Provost

Campus Life and Student Services administers an emergency fund intended to support the essential and critical living and learning expenses of low-income students.  This fund for undergraduate, graduate and professional students has been doubled from $60,000 to $120,000.

Updated: Feb 27, 2017

Emergency funds for students have been doubled and a new Assistant Dean for Financial Advising has been hired in the Dean of the College Office.

Updated: Nov 30, 2016

Emergency funds for students were doubled and a new Assistant Dean for Financial Advising was hired in the Dean of the College Office.

Updated: Aug 30, 2016

The Provost is doubling the Campus Life Emergency Fund, which means a growth of $30,000 to a total of $60,000 as of July 1.

Updated: Mar 16, 2016

Additional emergency funds will be allocated in spring 2016. The Dean of the College launched a search for a new Assistant Dean for Financial Advising.

Updated: Jan 31, 2016
Provide adequate levels of culturally competent, licensed, and confidential counseling services

Office of Counseling and Psychological Services (CAPS)

Counseling and Psychological Services has diversified its staff (45% are staff of color) and expanded resources for culturally competent services. In addition, CAPS staff members have initiated new outreach opportunities at the Brown Center for Students of Color, Sarah Doyle Women’s Center and LGBTQ Center. They have additionally engaged in a yearlong process to explore an integrated, holistic vision of health and wellness, while simultaneously considering the efficacy of space and geography of offices and resources on campus from a health and wellness perspective.

Updated: Feb 27, 2017

Counseling and Psychological Services has diversified its staff and expanded resources for culturally competent services.

Updated: Nov 30, 2016

7-session limit has been eliminated. In addition:

Making ProtoCall counseling phone line available 24/7

Continuing Saturday hours in 2016-2017

Holding Counseling and Psychological Services staff outreach opportunities at the Brown Center for Students of Color and Sarah Doyle Women’s Center/LGBTQ Center

Engaging in a yearlong process to explore an integrated, holistic vision of health and wellness and examining space and geography of offices/resources and campus from a health and wellness perspective

Updated: Nov 30, 2016

Counseling and Psychological Services has diversified its staff and expanded resources for culturally competent services.

Updated: Aug 30, 2016

CAPS will work with other relevant offices to determine an approach to eliminating the seven-session limit.

Updated: Mar 3, 2016
Diversify CAPS staff

Office of Counseling and Psychological Services (CAPS)

CAPS has diversified its staff, and 45 percent are staff of color.

Updated: Feb 27, 2017

CAPS will review current practices to assess needs and will determine resources required to provide culturally competent services beginning in spring 2016 and continuing on a yearly basis.

Updated: Jan 31, 2016
Expand support for campus life offices and centers (Chaplains, FLIC, BCSC, LGBTQ and Sarah Doyle)

Office of the Vice President for Campus Life and Student Services

Additional staff support is currently being expanded in Campus Life and Student Services.  Since July 2016, a new program coordinator has been hired in the LGBTQ Center, and three key staff positions have been expanded and/or strengthened by retooling existing resources — —the LGBTQ Center director; Protestant chaplain and Muslim chaplain. A part-time position to support Muslim students is also being piloted.

 

An Assistant Director and Program Coordinator has also been hired in the Brown Center for Students of Color, and searches are currently in progress for the First-Generation College and Low-Income Student Center (program director), Student Support Services (associate dean/director), and Residential Life (director). Retooling of resources also has enabled the division to create a program director for increasing support for international students, and an additional assistant dean in Student Support Services.

Updated: Feb 27, 2017

A new Program Coordinator was hired in the LGBTQ Center, and she started July 2016.

Increasing capacity to support students by strengthening three key staff positions: LGBTQ Center director (11 to 12 months); Protestant Chaplain (10 to 11 months); and Muslim Chaplain (9 to 10 months) Increasing support for Muslim students by piloting part-time position for community building

Updated: Nov 30, 2016

A new Program Coordinator was hired in the LGBTQ Center, and she started July 2016.

Updated: Aug 30, 2016
Expand mentoring programs

Office of Institutional Diversity and Inclusion, Office of Alumni Relations

A Mentoring Programs Committee has been meeting to consider coordination of mentoring resources and re-alignment and expansion of existing mentoring programs. A Lifework Connections event geared towards current graduate students to offer greater mentoring and networking opportunities with graduate school alumni was held in early Spring 2017. A Lifework Forum Event geared towards undergraduate students is planned for mid Spring 2017. Efforts are underway to expand ALANA Mentoring Program. The FOC Network has established a mentoring program for faculty of color.

Updated: Feb 27, 2017

A Mentoring Programs Committee has been convened to consider coordination of mentoring resources and re-alignment and expansion of existing mentoring programs. New Mentoring Network events are being planned for 2016-2017 (Lifework Forum Events). Efforts are underway to expand ALANA Mentoring Program. The FOC Network has established a mentoring program for faculty of color.

Updated: Nov 30, 2016

A Mentoring Programs Committee convened to consider coordination of mentoring resources and re-alignment and expansion of existing mentoring programs. New Mentoring Network events are being planned for 2016-2017.

Updated: Aug 30, 2016

OIDI led a working group on early implementation of DIAP proposals and convened a group in January 2016 that has begun planning for enhanced and expanded mentoring opportunities.

Updated: Jan 31, 2016