Justice, Equity, Diversity & Inclusion

Justice, Equity, Diversity & Inclusion

In Place

Faculty and Staff

  • New Bridge Faculty Hiring Program: As a key component of UW’s Faculty Diversity Initiative (FDI), the chancellor and vice chancellor for Academic Affairs have allocated temporary funds of $700,000 to recruit faculty who have a demonstrated commitment to diversity, equity and inclusion while contributing towards the campus’s progress to diversifying the faculty body.
    Partner: Office of the Chancellor
  • All faculty searches include a formal plan regarding a) how the school defines diversity and b) the school plan for mentoring the success of the individual(s) hired during the early part of their career.
    Partner: Office of Diversity & Equity
  • Search ad placement in a variety of venues focused on diversity recruiting.
    Partner: Organizational Excellence & Human Resources
  • Pilot program to provide community-centered, professional support for early career faculty from marginalized groups.
    Leads: Drs. Madzima and Price
  • Well-being support for faculty and Academic Affairs staff: The guidelines are finalized for the Community-building, Networking, & Leadership towards Equity & Justice in Higher Education funding. We encourage members of our community who are experiencing systemic inequity and injustice to use these funds in ways that you define.
  • Faculty webinars to provide expert advice/discussion about maximizing the value from teaching evaluations while minimizing the trauma from student feedback.
    Partner: UW Seattle Center for Teaching & Learning
  • Using materials from a variety of sources (UW Tacoma, UW Seattle’s Office of Faculty Advancement, UW Bothell’s School of Interdisciplinary Arts & Sciences), we are developing policies for all faculty searches to promote diversity, equity and inclusion. The initial draft is being reviewed by the General Faculty Organization’s Executive Council and the Council of Academic Deans with requests to get broad input before finalizing.
    Partners: OE/HR and Office of Diversity & Equity
  • Developing and implementing anti-bias training along with best practices for evaluating diversity accomplishments that P&T committees can use.
    Lead: GFO’s Campus Council on Promotion and Tenure
  • Providing academic year teaching-load reports annually, available to all faculty and deans.
    Partner: Office of Institutional Research

Students

In Progress

Faculty and Staff

  • Two-year process within each school to clarify unit-level Promotion & Tenure guidelines for research, teaching, and service and align them with campus and tri-campus expectations. Items to address include an inclusive definition of scholarship (removing obstacles and clarifying what counts as evidence), expectations for how teaching effectiveness is assessed, and expectations for contributions towards diversity and equity.
    Partners: Schools and GFO’s Campus Council on Promotion and Tenure
  • Examining structures and practices that cultivate a welcoming climate for under-represented faculty while removing barriers to success.
    Lead: CAD
  • Developing a standard protocol for regular reports of faculty salaries that include diversity characteristics in collaboration with CAD.
    Lead: GFO’s Council on Planning and Budget
  • Reviewing various policies and practices regarding faculty compensation for course releases, overloads, cancelled courses, invisible labor, etc. for transparency and equity.
    Partners/Leads: CAD and GFO’s Executive Council, depending on policy

Students

  • Working with the Division of Enrollment Management, develop diversity goals for student admission pools and overall enrollment, and add metrics to regular enrollment reports that go to deans.
    Partners: CAD, DEM and others as identified

Under Consideration

Faculty and Staff

  • Considering the equity development needs for Academic Affairs leadership.
    Partner: CAD
  • Considering the equity development needs for Academic Affairs staff.
    Partner: TBD