Ensuring accountability for the actions in Brown’s Pathways to Diversity and Inclusion action plan is embedded as one of the six priority areas of the plan. The plan specifies that responsibility for effecting change rests with all members of the University community — administrators, faculty, staff, students, alumni, and the Corporation of Brown University.

The summary table below outlines the measures Brown has been undertaking to ensure that the actions described in the DIAP are carried out. The table identifies the responsible office(s) for implementation and provides updates on the progress of each initiative by indicating whether they are ongoing (an action that is currently underway with no definitive completion date), in progress (an action that is currently underway with plans for completion at some point in the future), or completed (an action that has been fully executed).

People

Double the number of faculty from historically underrepresented groups by 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 Equity and Diversity Ongoing:
Academic department DDIAPs and second annual report summaries have been reviewed. All academic departments who submitted an annual summary received feedback. Third annual DDIAP annual report summaries are due on July 1, 2019.  The Provost convenes a diversity deans meeting that reviews the various aspects faculty searches.

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

Ongoing:

Actively working with Advancement to raise funds for professorships as part of the BrownTogether fundraising campaign. Of the 100M DIAP fundraising goal for faculty hires, 65M has gone towards supporting the hiring of faculty from HUGs as of May 2019.

Connect with diverse early-career scholars

Office of Institutional Equity and Diversity

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.

Create a pipeline from postdocs to faculty with Presidential Diversity Postdoctoral Fellowship Program

Office of Institutional Diversity and Inclusion, Office of the Dean of the Faculty, Office of the Dean of Public Health, Office of the Dean of Biology and Medicine

Ongoing:

Since the program's inception in 2015, 17 of the 18 presidential postdocs have secured tenure-track positions across the country with four remaining at Brown: Kevin Escudero, Adrienne Keene, Jonathan Collins and Jennifer Pabelonia Nazareno.

Engage in cluster hiring 

Office of the Dean of the Faculty

Ongoing:

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

Revitalize the 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 

Ongoing:

The Office of the Provost has provided additional resources to support Target of Opportunity hires for faculty across the various divisions.

Launch a Diversity Visiting Scholars Program

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

Ongoing:

The program launched in fall 2016 with three inaugural visiting professors who had appointments in several academic departments. The program also proved to be a powerful recruiting tool, as one visitor, Professor Sylvester James Gates Jr., joined the Brown community permanently as Ford Foundation Professor of Physics. The program continues, and future visiting professors are under review.

 

Invest in faculty mentoring inside and outside of departments

Office of Institutional Equity and Diversity

Ongoing:

OIED provides funding for mentoring and networking events that are being offered regularly through the Faculty of Color Network. 

Brown also 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.

Create Faculty of Color Network to increase success among diverse faculty

Office of Institutional Equity and Diversity

Completed/Ongoing:

The Faculty of Color Network launched in fall 2015. One on one mentoring for faculty of color was launched through the FOC Network with ongoing professional development workshops and networking events.

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

Completed/Ongoing:

TPAC members received training in conscious and unconscious bias and other forms of professional development in Fall 2018. In Spring of 2019, OIED released an e-learning module on unconscious bias which is now available to TPAC and other members of the Brown community on an ongoing basis.

Increase representation of historically underrepresented groups among the Warren Alpert Medical Schools clinical faculty 

Warren Alpert Medical School

 

People

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 2022 and sustaining and enhancing the successful recruiting of historically underrepresented groups in medicine  

ACTION RESPONSIBLE UNIT PROGRESS

Create 25 new graduate fellowships over the next 5 years

Graduate School

In progress:

Diversity Fellowships were created in early 2017 for admission beginning in 2017-18. These fellowships are intended to diversify doctoral programs, with priority given to students from HUGs. Diversity Fellowships are for top admitted doctoral candidates from across the disciplines, who receive enhanced stipends for three years and a one-time $1,000 research account.

Expand programs like Initiative to Maximize Student Development (IMSD) to other departments 

Office of the Provost, Graduate School

Ongoing:

The Dean of the Graduate School 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 (beyond the original scope of supporting students in the life/biomedical sciences and public health).

Create new research opportunities to aspiring PhD students

Office of Institutional Equity and Diversity

Ongoing:

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. Funding from OIED has supported summer slots to the Leadership Alliance Consortium students mainly from HBCUs and MSIs to conduct research at Brown.

Expand residential summer programs for aspiring Ph.D. students

Office of Institutional Equity and Diversity

Ongoing:

Individual academic departments have put forward new pipeline initiatives, which OIED is supporting. This includes the Summer Immersion Program in Philosophy (SIPP) at Brown, the development of a Humanities Summer Institute for humanities-focused fields, and the expansion of the Department of Earth, Environmental and Planetary Sciences partnership with the Leadership Alliance.

Increase diversity in the Warren Alpert Medical School and affiliated residency programs

Warren Alpert Medical School

Ongoing:

In fall 2018, the Alpert Medical School welcomed the most diverse incoming class of first year medical students to date with 26% identifying as URiM (amongst U.S. residents for whom race is known). To date, URiM representation in the medical school represents 23% of the entire student enrollment (this marks slow growth as the total number of medical students has also increased). Further, with significant increases in the participation of HUGs in the Brown Minority Housestaff Association, the Medical School is optimistic about attracting candidates from HUGs into their residency programs.

Hire new deans for diversity initiatives in the Graduate School and Alpert Medical School

Graduate School, Warren Alpert Medical School, School of Professional Studies

Completed:

The Graduate School hired an 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.

People

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 community organizations that promote opportunities for high school students of color

Admissions Office

Ongoing:

The offices of Admission and Financial Aid strengthened their capacity to promote opportunities for high school students of color through Questbridge Scholars and College Horizons Programs. Brown is currently underway with plans to host College Horizons.

The School of Professional Studies collaborated with the Native American and Indigenous Studies Initiative at Brown (NAISAB) to develop a Brown pre-college partnership with the Center for Native American Youth at the Aspen Institute.

Expand resources for ADOCH

Admissions Office

Completed:

The Office of the Provost doubled funding for ADOCH to bring low-income students from diverse backgrounds.

Expand enrollment, financial aid, and programming for diversity in [email protected]

School of Professional Studies

Ongoing:

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 have received $962,000 in scholarships.

People

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

Establish a working group to identify ways to improve communication around existing practices

University Human Resources

Completed:

University Human Resources convened a working group in fall 2016 to examine communication around hiring practices, career pathways, and professional development programs.

Improve communication with hiring managers regarding Brown’s Affirmative Action Plans

University Human Resources

In progress:

UHR revised its website to include updated and easier-to-understand web pages regarding hiring practices and professional development in fall 2016.

Develop a pipeline of diverse temporary employees from the local community

University Human Resources

Ongoing:

HR has been working with Unique Advantage (new sole source vendor for temporary employees) to build a workforce development program aimed at developing a more diverse pipeline of job seekers applying to Brown from Providence and surrounding communities.

Expand the staff mentoring program

University Human Resources

Completed:

University Human Resources has expanded the Staff Mentoring Program, to pair entry- to mid-level employees with a senior leader for a nine-month one-on-one mentoring experience.

Expand the Leadership Certification Program

University Human Resources

Completed:

In collaboration with OIED, University Human Resources has added a three-hour training on implementing equitable and culturally competent strategies in supervision and management of staff.

Pilot an Administrative Fellows Program

Office of Institutional Equity and Diversity, University Human Resources

Completed/Ongoing:

After successfully launching the pilot and graduating the first cohort, the second cohort of administrative fellows was welcomed in summer of 2018. In Fall of 2018, the Administrative Fellows program was reviewed and revised to offer participating fellows a more comprehensive training experience in implementing diversity initiatives.

Academic Excellence

ACTION

RESPONSIBLE UNIT

PROGRESS

Enhance support for the Center for the Study of Race and Ethnicity in America (CSREA) and the Center for the Study of Slavery and Justice (CSSJ)

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

In progress:

Fundraising efforts continue in order to develop additional resources for both CSREA and CSSJ.

Relocate CSREA

Office of the Provost

Completed:

CSREA has moved to a larger location at 96 Waterman Street in fall 2016. 

Launch a Native American and Indigenous Peoples Initiative

Office of the Provost

Completed/In progress:

The Native American and Indigenous Studies initiative at Brown (NAISAB) launched in spring 2016. During the 2016-17 year, an interim steering committee conducted the first round of a director search. The first round did not result in a hire. Notable gains have included a newly formalized Native American Brown Alumni group and collaboration with the School of Professional Studies on the establishment of a scholarship for Native students to attend the [email protected] Program

Incorporate issues of race, ethnicity, and identify into the integrative themes in the Building on Distinction strategic plan

Academic leaders of the integrative themes 

Ongoing:

Academic departments continue to put forward new academic initiatives centered on scholarship related to diversity and inclusion in their DDIAPs.

Assess requests for faculty hiring in departments that demon strate growing teaching demands

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

Ongoing:

Following a budget process in the spring 2016, Brown supported requests for faculty hiring in departments that demonstrated student growth. Additional visiting and/or regular faculty positions were provided to departments and programs with curricular growth.

Support efforts of other research centers to devote attention to race, ethnicity, and immigration

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

Ongoing:

Research centers have submitted DDIAPs which articulate goals to enhance scholarship on race, ethnicity and immigration and diversity faculty and postdoctoral fellow cohorts.

Create seed fund for programming on race and ethnicity

Office of Institutional Equity and Diversity

Completed:

A funding mechanism was established within the Office of Institutional Equity and Diversity for programming on race and ethnicity. To date, a number of programming events have been supported by this seed fund.

Curriculum

ACTION

RESPONSIBLE UNIT

PROGRESS

Expand programs to catalyze achievement among students of color in the sciences

Office of the Dean of the College

Completed:

The New Scientist Collective-Catalyst (NSC-Catalyst) and the New Scientist Peer-Advising and Leadership (NS-PAL) Program were expanded and initiatives were launched in fall 2016.

Double the number of first-year and sophomore seminars related to issues of power, privilege, inequality, and social justice

Office of the Dean of the College

Completed:

The  Task Force on Diversity in the Curriculum revised  the Diversity Perspectives in Liberal Learning (DPLL) designation for courses covering structural inequality, racial formations and/or disparities and systems of power. In February 2017, the College Curriculum Council unanimously approved a new DIAP Courses designation: Race, Gender and Inequality, along with establishing a new process to determine which courses receive the new designation. Gains from these efforts are most notably seen in the number of sophomore seminars that now focus on diversity perspectives, from 29% in 2015-16 to 73% in 2017-18. As of Fall 2018, 126 courses had the DIAP designation.

Expand BrownConnect and UTRAs

Office of the Dean of the College

Ongoing:

Both individual and team Undergraduate Teaching and Research Awards (UTRAs) have been expanded with specific outreach to HUG students, first and second year students and women in the STEM fields.  The BrownConnect mentoring and internship program increased engagement of low-income students with internship opportunities by 2.3%, leading to an overall 10% increase over the last five years. Engagement of students from HUGs also increased by 3%.

Establish a committee to implement curriculum reform

Office of the Dean of the College

Completed:

The Dean of the College convened a Task Force on Diversity in the Curriculum.

Report from the Task Force on Diversity in the Curriculum was released in September 2016.

Provide seed funding for critical scholarship and course development

Office of Institutional Equity and Diversity

Ongoing:

A funding mechanism has been established within the Office of Institutional Equity and Diversity and became available in fall 2016.

Community

ACTION

RESPONSIBLE UNIT

PROGRESS

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

Completed:

Undocumented First Generation College and Low-Income Student Center (U-FLi) was established and officially opened on September 16, 2016. A Program Director was hired in summer of 2017, and a Student Success Program Coordinator was hired in the fall of 2018.

Provide adequate levels of culturally competent, licensed, and confidential counseling services

Counseling and Psychological Services (CAPS)

Ongoing:

CAPS has been hosting monthly in-service training on topics relevant to domestic and international student of color populations.

A therapist position was created and filled to be housed in Counseling and Psychological Services (CAPS) and located at the medical school to improve medical students’ access to services.

An open clinic model was also implemented for the first 2 weeks and the last 2 weeks of each semester to enable all students, including graduate students, to be seen during these critical four weeks for same day, walk-in, no appointment needed sessions. A crisis specialist was also hired to increase CAPS capacity to see students on an immediate basis.

Eliminate the seven-session limit by the 2017-18 academic year

Counseling and Psychological Services

Completed

Support critical living and learning expenses for low-income students

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

Ongoing:

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.

Brown replaced loans with scholarship funds in financial aid packages for all returning and incoming undergraduate students as of the 2018-19 academic year.

The University also increased efforts to enhance support for the lowest income students at Brown to address food insecurity and provide access to textbooks. In addition to this, the Office of the Registrar was able to institute a one-time document fee waiver to cover transcripts.

 

Expand support for student support centers (Brown Center for Students of Color, the LGBTQ Center and the Sarah Doyle Women’s Center)

Office of the Vice President for Campus Life and Student Services

In progress:

A new assistant vice president oversees the student centers (i.e., Brown Center for Students of Color, Undocumented, First Generation College and Low-Income Student Center, International Student Experience, LGBTQ Center, and Sarah Doyle Women’s Center) as well as Student Activities Office and the Office of Veterans and Military Affiliated Programs.  

Further, the centers have been strengthened with the hiring of 2 new staff in 2 centers, expanding positions in 3 centers, and increasing funding for programs across these centers.

Expand mentoring programs

Office of Alumni Relations

In progress:

A Mentoring Programs Committee convened to consider coordination of mentoring resources and re-alignment and expansion of existing mentoring programs. The committee reviewed multiple software platforms that would allow for a mentor-mentee match process as well as having mentoring be more streamlined across multiple programs on campus.

Develop and run professional development workshops on race, sexual orientation and gender identity

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

Ongoing:

Professional Development Day was initiated in spring 2016 and is now an annual event occurring each year in February for faculty and staff. Diversity and Inclusion Lunch Series was initiated in  fall 2016 offering 6-8 sessions per semester. In collaboration with a UHR, OIED released an e-learning training module for faculty and staff on unconscious bias in the spring of 2019. A module for students is currently being developed with release slated for summer of 2019.

Focus on training for the Department of Public Safety

Public Safety Oversight Board, Office of Institutional Equity and Diversity

Ongoing:

DPS offers opportunities for its staff to gain hands-on training to tackle issues relevant to supporting a diverse campus community.

Strengthen departmental-level mentoring programs through a Diversity and Inclusion Collective

Office of Institutional Diversity and Inclusion

Never initiated

Promote the University’s positive impact on Providence

Office of Government Relations and Community Affairs

In progress

Convene a working group to evaluate and report on Brown’s contributions to Providence and Rhode Island

Office of Government Relations and Community Affairs

Ongoing:

Brown’s Office of Government and Community Relations (GCR) chaired the Community Engagement Working Group (CEWG) composed of key staff members from community-facing departments and centers on campus, as well as senior administrators. The CEWG created a survey to take inventory and help strengthen and coordinate community-facing programs that currently exist, identify gaps in services and provide information that can lead toward promoting the University's positive impact on Providence and the surrounding region. The Community Engagement Working Group Report is now available online.

Knowledge

ACTION

RESPONSIBLE UNIT

PROGRESS

Improve data collection, defining and identifying members of historically underrepresented groups (HUGs)

Office of Institutional Research

In progress:

A working group has been established to review current definitions and data collection and reporting processes. The group is  delineating and articulating aspects of identity that are salient to students, faculty and staff but that are not fully captured from enrollment data information (e.g., LGBTQ, disability, religious, socioeconomic and other identities).

Conduct a university-wide campus climate study

Office of the Provost, Human Resources, Office of Institutional Research

Ongoing:

The first climate study was conducted in spring of 2016. The results of this climate study were shared with the Brown community widely, and the results can be found in an online dashboard.

 

We conducted the second university-wide climate survey of staff and faculty from January 14th to February 19th. The student climate survey was administered on November 5th.  These results are currently being analyzed with a goal of disseminating to staff in the summer of 2019 and the rest of campus (faculty and students) in the Fall of 2019.

Accountability

ACTION

RESPONSIBLE UNIT

PROGRESS

Feature the findings of the Slavery and Justice Report on the University website

Office of University Communications, Office of Institutional Equity and Diversity

Completed:

The Slavery and Justice Report is now featured on the OIED website.

Review Title VI Oversight and improve Title VI communications

Office of Institutional Equity and Diversity

In progress:

The Title VI policy review working group convened in the summer of 2016 and submitted a report in December of 2016 that was approved (Discrimination and Harassment policy). There is a campus-wide policy review underway and the 2016 policy will be reviewed and updated again to align with other related policies.

Create departmental plans for diversity and inclusion

Office of the Provost, Office of Institutional Equity and Diversity 

Completed:

All academic, administrative, and student-facing departments and centers developed multi-year plans for diversity and inclusion. Progress on goals and actions outlined in these plans are reviewed on an annual basis.

Incorporate progress on diversity in external reviews

Office of the Provost

Completed/Ongoing:

The Provost office spearheaded efforts to put emphasis on issues of diversity and inclusion in academic review process, including adding to the external review committee’s charge issues of climate and inclusion, and providing the committee the relevant DDIAP.

Strengthen and streamline oversight of diversity and inclusion initiatives

Corporation of Brown University, Office of the President, Office of Institutional Equity and Diversity 

Ongoing:

The first annual report was released on March 9, 2017. The second annual report was released on May 16, 2018. This later release day reflects an effort to align with the academic calendar. This change enabled an evaluation of a full year of progress, and also allowed the Diversity and Inclusion Oversight Board (DIOB) ample time to review and give feedback on the draft of the report. The third annual report was released May 8, 2019.

 

Expanded resources for OIED to hire new staff member

Office of Institutional Equity and Diversity

In Progress: 

Under the leadership of Vice President for Institutional Equity and Diversity, Shontay Delalue, OIED staff now includes an Assistant Vice President for Academic Development, an Assistant Vice President for Institutional Equity and Diversity, a Director for University Inclusion Programs, a Director for Institutional Equity and Community Engagement, an Institutional Equity Officer (Investigator), and an Equity and Diversity Data Analyst.

 

Also under OIED is the Title IX Office which includes a Title IX Program Officer as well as Title IX Program Coordinator.  

 

OIED will be hiring the second Institutional Equity Officer (Investigator) by summer 2019.