Implementation Plan Resources and Programs

To help you with your DI&A Implementation Plan, we have compiled a host of Mines resources as well as summaries of programs derived from best practices. Feel free to use any that support your DI&A goals! Contact us if you want some advice or guidance on topics not included here.

“Following the DI&A self-assessment, we had the most moving, meaningful, and significant discussion within HR team ever.  We moved right to the heart of important matters with data to support the conversation.  Everyone should take the time to reflect on these issues and what they mean for your teams.” Michelle Darveau, Human Resources 

Collaborate with Mines Programs

Reach out and collaborate with some of our existing programs that support DI&A student recruiting and retention.

  • WISEM: Hosts a wide range of professional development, recruitment, and retention programming for women. Contact WISEM to support one of their ongoing efforts.
  • SWE: Organizes several K-12 outreach events. Contact SWE to make sure that your department is showcased!
  • MEP: Provides academic support, professional development, and leadership opportunities for students who are historically underrepresented in STEM. Contact MEP for more information.
  • Admissions: Coordinates outreach to K-14 schools and organizes many visits for underrepresented prospective students (e.g. they host three Making the Connection events for accepted women students). Contact admissions@mines.edu to support one of their ongoing efforts.
  • K-14 Center of Excellence (coming soon!): Will serve as a hub for all K-14 recruitment activities. The Center will provide a one stop shop for families, Coloradans, and community members to find summer camps and K-14 opportunities at Mines. The center will provide Mines faculty and staff with campus-wide coordination, resources and best practices to maximize your K-14 outreach efforts.
  • If you are a group that could support implementation plans & want to be on this list, contact us!

Assess Your Climate and Practices

  • Conduct a self-assessment: Consider doing the self-assessment as either a survey, a focus group, or both. Please note that we recommend that departments obtain student feedback by using focus groups. If you elect to survey students; we ask that only departments do so because people are so highly surveyed. Non-academic units should not send the self-assessment to students. Request the survey here.
  • Evaluate your faculty & staff service load: Women and underrepresented faculty often have higher internal (i.e., within Mines as opposed to professional societies) service loads and more hidden service than their colleagues; this impacts their productivity in other important areas for promotion and tenure. Survey your faculty to determine if you have any inequities.
  • Evaluate your courses for inclusive instruction: Have your faculty go through their courses and complete this checklist to see how many inclusive classroom practices you’re employing. Mines is currently working on updating our course evaluations so that you will soon get a report of the students’ experience with respect to inclusion in the classroom.
  • Evaluate your unit policies for support of work-life balance, health, and wellness. Conduct a focus group to see what your employees need and if they take advantage of existing work-life balance policies and programs.
  • Evaluate your employees’ ability to take part in professional development activities. There are a wide range of professional development programming offered at Mines, both online and in person. Survey your employees to see if they take advantage of these programs, and assess whether there are any inequities across different demographics.

Trainings and Workshops

Encourage your employees and students to participate in workshops or events to learn more about DI&A. And then report on how many employees have done these trainings. Below are some trainings; keep an eye out in the Daily Blast and mines.edu/diversity for other campus happenings and learning opportunities.

  • Advocates and Allies: April 4-5, 2019, we will bringing the nationally recognized Advocates and Allies program to campus to teach us all how to be better supporters and allies for underrepresented colleagues, students and friends. There are separate workshops for men (register here) and women (register here) in order to provide a safe space for conversations and questions. The workshop provides you with a deeper understanding of the inequities facing different groups, and provides you with a set of tools to respond in the moment as an ally. Learn more about Advocates and Allies.
  • Implicit Bias Training via Skillsoft: Log in to Skillsoft and simply search “implicit bias.” We recommend taking the two trainings together (~20 min each): “Understanding Unconscious Bias” followed by “Overcoming Unconscious Bias in the Workplace.”
  • Safe Zone Training: on the oSTEM website, click on view calendar, then search for “safe zone.” You can also contact oSTEM to organize a training for your entire unit.
  • Survivor Response Training: via the Title IX office; you can request training for your working group or department/division
  • Trefny workshops; there are series for inclusive classrooms, active learning, etc.

Other Ideas for DI&A Programming

  • Employ HEx practices in graduate student, post doc, and research faculty hiring. Have the committee take a HEx training (request by emailing recruitment@mines.edu) and use principles from broadening your applicant pool and rubrics for evaluation.
  • Integrate DI&A into employee performance plans. Download templates for the performance plan, evaluation and example activities that individuals at Mines have used in our pilots. The DI&A Council piloted DI&A in CASA and HR employee performance plans; and these examples represent our best practices and advice!
  • Thinking of a mentorship program? Contact us, because we just got a gift from Phillips66 to establish a mentor program. A good mentorship program takes a lot of work and facilitation; best practice does not include simply assigning mentors. Check out the resources and recommendations from the National Mentoring Resource Center and the National Center for Faculty Development & Diversity for grad students and faculty.
  • Adopt best practices for inclusive meetings (which can also be applied to research groups). The best tips we’ve found are from Harvard Business Review that target meeting practices for women, remote workers & introverts and also Atlassian’s general inclusive meetings
  • Employ best practices for grad student recruitment: these days you can not sit back and wait for the best applicants. You have to recruit them. Some of the recommendations include designing a deliberate and thoughtful social media campaign; democratizing access to undergraduate research experiences which improve graduate persistence, retention & diversity; and developing effective pipelines and networks. Check out a more detailed report from Hanover Research and the tips compiled by ASU.