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
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.
Evaluate Faculty and Staff Work 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. You can survey your faculty to determine if you have any inequities. Request the survey.
Inclusive Instruction in Courses
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.
Unit Policies on 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.
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 participated in them. Below are some scheduled opportunities, but keep an eye on the Daily Blast and the DI&A Homepage for other campus happenings.
Advocates and Allies
We will be bringing the nationally recognized Advocates and Allies program to campus April 4-5, 2019, 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
Log in to Skillsoft and search “implicit bias.” We recommend taking the two trainings together (~20 min each): “Understanding Unconscious Bias” followed by “Overcoming Unconscious Bias in the Workplace.”
On the oSTEM website (Out in Science, Technology, Engineering, and Mathematics), 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
There are series for inclusive classrooms, active learning, etc. Visit the Trefny website for details.
Reach out and collaborate with some of our existing programs that support DI&A student recruiting and retention.
Hosts a wide range of professional development, recruitment and retention programming for women. Contact WISEM to support one of their ongoing efforts.
Organizes several K-12 outreach events. Contact SWE to make sure that your department is showcased!
Provides academic support, professional development and leadership opportunities for students who are historically underrepresented in STEM. Contact MEP for more information.
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 to support one of their ongoing efforts.
K-14 Center of Excellence
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 and want to be on this list, contact us!
Additional Programming Ideas
Employ HEx practices in graduate student, post doc and research faculty hiring.
Have the committee take a HEx training (request by emailing firstname.lastname@example.org) 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 and 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 and diversity; and developing effective pipelines and networks. Check out a more detailed report from Hanover Research and the tips compiled by ASU.