During the comment period for the initial working draft of Pathways to Diversity and Inclusion: An Action Plan for Brown University (shared with the Brown community on November 19, 2015), there were 62 submissions, edits, comments, etc. in the category of inclusion (see the Proposals Received section below listing the input). Appendix D of the final DIAP summarizes how the University addressed this input in the final revisions to the DIAP.
Comments on accountability focused on how to ensure that the faculty is engaged in the process of developing departmental DIAPs, and in promoting diverse recruitment of students, staff, and faculty. There were questions about whether diversity could be tied to annual reviews of faculty.
Proposals Received: Accountability
- Employ an outside consulting agency that periodically can survey students, staff, and faculty to provide anonymous feedback regarding experiences of exclusion and discrimination, and regarding the efficacy of the steps taken by Brown toward inclusion. Faculty, staff, and non-graduating students who leave Brown should also be surveyed to assess whether their reasons for departure are related to issues of exclusion or discrimination.
- Develop criteria and metrics to assess faculty members’ history of service, mentorship, and/or scholarship on race, social justice, diversity, and inclusion, and tie the findings to tenure/promotion.
- Ensure that the Office of Institutional Diversity and Inclusion (OIDI), together with the President and the Office of the Provost, lead the new Diversity and Inclusion Oversight Committee. The OIDI is the unit on campus that has a demonstrated commitment to diversity and it should play a central role in monitoring the implementation of the plan.