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Published by tengholm, 2019-10-01 10:16:32

ISR DEI Impact Report (10/1/19)

Accessible Final DEI Impact Report (1)

2019 TROPER
INSTITUTE FOR SOCIAL RESEARCH TCAPMI

Diversity,
Equity &
Inclusion

TABLE OF CONTENTS 1 Guiding Principles Statement
4 Letter from the Director
This report was created to 5 Priority Goals
share the progress ISR has 6 Strategic Plan
made towards becoming a 9 Implementation Highlights
more diverse, equitable, and 20 Community Engagement and Learning
inclusive place with all
community members.

GUIDING PRINCIPLES STATEMENT

JUNE 2018

At the Institute for Social Research, our efforts to conduct and
promote social science research are founded on our desire to
develop a more diverse, inclusive, and equitable organization
that is reflective of the broad communities we study and serve.
To continue our groundbreaking work into the future, embracing
the principles described below is critical, and therefore, we are
proud to make the following statements:

2

WE BELIEVE

that diversity, equity, and inclusion should be actively cultivated and celebrated at
our organization. Our many backgrounds, perspectives, identities, cultures,
languages, and orientations shape who we are and what we aim to achieve.

WE KNOW

that the contributions of our community of diverse people and perspectives are
central to our mission to offer the broadest possible range of approaches to
addressing global issues. We seek to understand and leverage the insights and
experiences that make our stories different. Diversity of thought and background
contribute to the production of high quality research and education, meaningful
innovation, and a wealth of opportunities in all areas.

WE ASPIRE

to be an organization that develops individuals who make a positive difference in an
increasingly interconnected, multicultural world. As a diverse, equitable, and
inclusive organization, we are better able to foster an environment in which all
members are inspired to excel.

3

WE EMPOWER

our community to create the conditions of equal
opportunity, equal access, and inclusion in which
each member has the resources to thrive
professionally and personally.

WE COMMIT

to pursuing deliberate efforts to ensure that our
organization is a place where differences are
valued, welcomed, & needed, and where
perspectives are respectfully heard. We will
support these guiding principles in all aspects of
our environment including recruiting, hiring,
developing, and retaining employees. We will hold
ourselves accountable, and the organization will
take measures to provide the resources to
promote success in the strategies of diversity,
equity, and inclusion.

4

Letter from
the Director

The Institute for Social Research (ISR) seeks to develop, strengthen, and diversify its research faculty, students,
and staff. ISR and its constituent centers have a strong commitment to the diversity of our institution because we
recognize that having a diverse organization improves the quality of our scientific research. Diverse perspectives

strengthen our ability to study a diverse society. We work to value all participants in the research process,
including faculty, students, staff, study participants, and data users. ISR is committed to maintaining a welcoming

and inclusive organization so that we can learn from one another to sustain and continually revitalize our
research and training activities.

The aim of strengthening and promoting diversity is integral to all aspects of ISR: hiring, training and instruction,
and scientific research. We recognize that by promoting diversity we will advance ISR’s mission. Our DEI strategic
plan outlines a framework to address five priority goals, via 20 strategic objectives that reach into all parts of our

ISR community. We are committed to implementing the objectives in this plan by integrating these activities into
all our operations. In the pages to follow, we highlight some of the innovative actions and solutions we've
generated in the first few years of implementation.

5

PRIORITY

5 GOALS

1 2 3

Create an inclusive, Adopt best practices to Recruit diverse faculty by creating a
welcoming environment encourage diversity in pipeline of young scholars who are
with collegial relationships faculty, staff, and student prepared and interested in working
and interactions at all levels hiring in the intense research and
entrepreneurial environment of ISR

4 5

Strengthen faculty and staff Recruit diverse students
through effective mentoring into our training programs
and leadership development

6

ISR STRATEGIC
PLAN

12

Increase the diversity of Assure consistent support
faculty across many for career development of
dimensions
junior faculty to increase
diversity of junior faculty
promoted and retained

34

Assure the equitable use of Diversify the leadership of
research professor and ISR, including center
research scientist tracks directors, program
directors, and senior
faculty

56

Increase the diversity of Assure consistent,
staff across many equitable, and transparent
dimensions
support for staff
development

7

20 STRATEGIC
OBJECTIVES

7 8 9 10

Promote sensitivity to and Increase diversity among Increase the diversity of Maintain the diversity of
awareness of diversity, SRC’s master’s and PhD participants, instructors, and participants in the
students participating in
equity, and inclusion issues the Michigan Program in staff involved in the ICPSR Population Studies Center
among faculty and staff Survey Methodology, as Summer Program in (PSC’s) pre- and
supervisors well as students in SRC’s
Summer Institute in Survey Quantitative Methods of postdoctoral training
Social Research across programs across many
Research Techniques many dimensions
across many dimensions dimensions

11 12 13 14

Increase the diversity of Assure inclusion of ISR Increase the diversity of Increase the coverage of
graduate student graduate students in ISR undergraduate research
topics related to diversity,
researchers in ISR across activities assistants in ISR
many dimensions equity, and inclusion in all ISR

7

training programs

8

15 16

Increase the amount of Create an inclusive,
research conducted on welcoming environment with
topics related to diversity,
collegial relationships and
equity, and inclusion interactions across all

structural levels and centers

17 18

Create a work environment Increase awareness of
that fosters barrier-free diversity-related issues
among ISR faculty, staff,
participation of staff, faculty,
and students with disabilities and students
in their ISR job responsibilities,

as well as job related ISR
activities and events

19 20

Assure equitable Contribute to the local
provision of staff salaries community’s capacity to
serve and understand our
and opportunities for
promotion diverse community

9

IMPLEMENTATION
HIGHLIGHTS FROM

YEARS
O N E , T W O,
and T H R E E

10 &1 5STRATEGIC

YEAR ONE OBJECTIVES

Increase the diversity of faculty and staff across many
dimensions

We Added explicit language noting our commitment to
diversity to all job postings initiated at ISR and to
postings for PSC postdoctoral applications
We now require all staff postings to be posted for at
least two weeks
We revised the ISR Intranet DEI site and offered clear
links to these postings there, in a weekly email to All-
ISR, and in monthly All-ISR News Notes newsletters

7STRATEGIC

OBJECTIVE

Promote sensitivity to and awareness of diversity, equity, and
inclusion issues among faculty and staff supervisors

We held on-site Unconscious Bias in Everyday Life
training sessions for staff supervisors across ISR and an
on-site training on Disability Awareness and Etiquette
for all interested
We held two additional on-site Unconscious Bias
training sessions in 2018 for the entire ISR community,
as well as an on-site session of Intercultural Awareness
We held a presentation by Scott Page on the Diversity
Bonus in October 2017 and a CRLT Players enactment
of “A Thousand Cuts” in February 2018

11

8 9STRATEGIC&

OBJECTIVES

Increase the diversity in the ICPSR and SRC
summer programs

We were awarded our FY18 budget
request for matching funding for
fellowships to support under-represented
participants

17STRATEGIC

OBJECTIVE

Create a work environment that fosters
barrier-free participation of staff, faculty, and

students with disabilities

We created a comprehensive
accommodation and accessibility policy
for ISR events and distributed it widely,
designated clear contacts and included
information about accessibility on
promotional materials
We are working with an accessibility sub-
committee to increase our compliance
with expectations for accessible research
products emerging from our scientific
work, to set a new bar for ourselves and
for social science research institutions

12

educational YEAR
programs
work group TWO

community staff We expanded our
work group work group implementation team to

ISR ISR DEI include four focused working
Director groups and an overarching
implementation
team DEI committee comprised of
the ISR director, the directors
PRS
work group of each ISR center, and key
administrative staff from each
DEI
committee center and from the Institute
centrally.

Each working group is
tackling a set of action
items most aligned with

their knowledge and
priorities.

13

1 5STRATEGIC&

OBJECTIVES

Increase the diversity of faculty and staff across many dimensions

We have been working toward a statement of guiding
principles related to DEI to be used in search and hire
processes as well as in all processes at ISR
We revised one of our action items from “appointing a
diversity champion” on search committees to developing an
agreement to uphold principles of DE&I, to be distributed
to all search committee members and hiring managers. The
Staff working group took this action item and moved
forward by developing a guiding principles document to be
used more widely at ISR, not just by search committees

6STRATEGIC

OBJECTIVE

Assure consistent, equitable, and transparent support for staff development

We have made the job postings from across ISR more easily
available to all, listing them on an intranet site. However,
we’ve gone beyond this to send out regular emails to the
entire community, so that everyone at ISR has easy access to
other opportunities across Centers
We have implemented a community integration program for
recently hired employees. The ISR Community Guides
Program launched in Spring 2018 to:

1) help build a sense of inclusivity and connectedness within
the ISR by providing sustained support to new hires

2) assist staff in their transition into the ISR as new employees
3) increase access to resources, establish and expand networks
4) share information and knowledge

14

STRATEGIC In 2018, SISRT offered the Diversity
Fellowship Program, a 2.5 week
8OBJECTIVE
program focused on the recruitment
The Summer Institute in Survey Research Techniques is a of upper-level undergraduates from
the University of Michigan and around
teaching program of the Survey Research Center. The mission the country who are considering
of the Summer Institute is to provide rigorous and high quality graduate school in quantitative social
graduate training in all phases of survey research. The program science fields.

teaches state-of-the-art practice and theory in the design, applications
implementation, and analysis of surveys.
38 were received
$300k 128
participants
committed by the University and total 2018 Summer
14 were hosted
ISR for SISRT DEI initiatives Institute participants
Students hail from:

University of Michigan
Michigan State University
Western Michigan University
Hampshire College
University of Florida
Hampton University
University of Wisconsin-Madison
University of California-Riverside
University of California-Merced
University of Texas-El Paso

15

The University of Michigan

and ISR have committed

STRATEGIC $300k half of ICPSR’s 2018

9OBJECTIVE for ICPSR DEI initiatives teaching assistants

Since 1963, the Inter-university Consortium 15 students received onewere female and
for Political and Social Research has ICPSRsupport from the quarter were
Summer Program Diversity
offered the ICPSR Summer Program in people of color
Quantitative Methods of Social Research Initiative to attend one or
$148,000
as a complement to its data services. The both of the sessions in the
ICPSR Summer Program provides rigorous, 2018 Summer Program donated to the ICPSR
hands-on training in statistical techniques, Summer Program Diversity
research methodologies, and data analysis. 952of the Initiative by the Bill &

participants, more than Melinda Gates Foundation
femalehalf identified as

and almost half were

people of color

16

YEAR Improving communications regarding activities
THREE and progress toward DEI goal achievement

In addition to regular reports on DEI activities in
each month’s News Notes, we have twice-yearly
News Notes issues dedicated to DEI news and
updates. We are developing  a range of materials
to show progress on strategic objectives and
action items - including this report!

Implementing practices that are proven for recruiting, Increasing accessibility for our community
hiring, retaining and promoting staff to increase and guests
racial and gender diversity
Received approval to add ADA push buttons to
A recruiting and hiring toolkit was developed to guide our
the first floor bathrooms of the Thompson atrium
community in the use of standard practices designed to
in year four.
promote a more diverse staff on many dimensions and a

more transparent and inclusive process.

Discourses of White Perpetuation of cultural racism Structural racism &
nationalism & racism today through social & mass media residential segregation

University of Michigan
RacismLab Presents

CULTURAL Alexandra Stern, Travis Dixon, Joe T. Darden,
RACISM &
AMERICAN Professor & Chair Professor Professor
Dept of American Culture, Dept of Communication, University Dept of Geography, Michigan
SOCIAL
STRUCTURE University of Michigan of Illinois Urbana-Champaign State University

Historical racism & contemporary social structure

David Cunningham, Geoff Ward, Hedwig Lee,

Professor Associate Professor Professor
Dept of Sociology, Washington Dept of African & African Dept of Sociology, Washington
American Studies, Washington
University in St. Louis University in St. Louis
University in St. Louis
Historical trauma:
Racial liberalism & environmental Structural racism & population Racial dispossession &
racism in Flint, Michigan health inequalities
Native populations

A winter 2019 interdisciplinary
speaker series sponsored by
Institute for Social Research
Survey Research Center and
Rackham Graduate School

Malini Ranganathan, Joseph Gone, Gilbert Gee,

Assistant Professor Professor Professor
School of International Service, Dept of Global Health & Social Dept of Community Health, UCLA

American University Medicine, Harvard University

18

Terri L. Friedline GROUP Enrique Neblett Mosi Ifatunji
DYNAMICS
Associate Professor of Social Work, SEMINAR Associate Professor Assistant Professor
University of Michigan Dep of Psychology and Neuroscience, Dep of Sociology,
University of North Carolina at
Marvella Ford University of North Carolina at
Chapel Hill Chapel Hill
The Medical University of South
Carolina The Group Dynamics Seminar series is one Courtney Cogburn Christy Erving
of the longest running seminar series in the
Darrick Hamilton social sciences. The original intent was for Assistant Professor of Social Work, Assistant Professor of Sociology,
RCGD senior staff to meet together Columbia University Vanderbilt University
Executive Director weekly to maintain an integrated
Kirwan Institute for the Study of Race theoretical approach to the various Taylor Hargrove Tené Lewis
research projects underway and to
and Ethnicity, Ohio State University advance theoretical thinking in several Assistant Professor Associate Professor
areas. Today the seminar series is open to Dep of Sociology, University of Rollins School of Public Health,
Tyson Brown the entire University community and
continues to provide an opportunity for North Carolina at Chapel Hill Emory University
Assistant Professor of Sociology, researchers, scholars, staff, and students
Duke University to meet and learn about new theoretical
developments as well as ongoing research
Eleanor K. Seaton activities.

Associate Professor Karen Tabb Dina David Williams
Center for Child and Family
Success, Arizona State University Assistant Professor Professor
School of Social Work, Public Health and African and African

University of Illinois American Studies, Harvard University

19

RECRUITING AND HIRING

TOOLKIT

At ISR, we seek to recruit and retain a diverse workforce as a reflection of
our commitment to serve the diverse people of Michigan, to maintain the
excellence of the university, and to ground our research in varied
disciplines, perspectives, and ways of knowing and learning.

ISR has created this guide to provide useful tools and resources for all
hiring managers and search committees to aid in the recruitment and hiring
efforts of ISR staff. The forms and letters provided are templates and can
be customized to fit the specific needs of each search.

To access the toolkit visit CIS-Human Resources on the ISR Intranet.

20

COMMUNITY
ENGAGEMENT & LEARNING

Sponsorships have People have attended 113 Faculty have attended

18 been awarded to 38 Accessibility for Strategies and Tactics
attend conferences WordPress Trainings for Recruiting to Improve
Diversity and Excellence

People attended People attended People have attended

80 the Town Hall in 96 the Town Hall in 184 Unconscious Bias
2017 2018 Training

THANK YOU 21

A special thank you to Marivi DEI Committee Years 2 and 3 cont. Educational Programs Working Community Engagement Working
Sifuentes and Justin Ramirez, 2018- Group Years 2 and 3 Group Years 2 and 3
19 SOUL students, for creating this Rich Gonzalez
amazing report for us. Mary Guttman Angela Bruns (year 3) (Director's Advisory Committee on Community
Ken Kollman Fred Conrad and Diversity (DACCD))
DEI Implementation Committee Year 1 David Lam Jill Esau
Sunghee Lee (year 3) Donny Hearn Amen-Ra Ambyr (year 3)
Jane Ballo Maggie Levenstein Ai Rene Ong (year 3) Susan Barnes
Rita Bantom Lori Maddix Miriam Rahl Peter Batra
Sarah Burgard Lekisha Maxwell Adriana Reyes Juan Carlos Donoso (year 3)
Nichole Burnside Colter Mitchell (year 3) Caroline Scheuing (year 3) Rebecca Evan-Polce (year 2)
Philippa Clarke Jeff Morenoff Sandy Schneider Jessica Faul
Tara Engholm Derek Moss Sharan Sharma Brooke Helppie-McFall
Derek Moss Sela Panapasa (year 2) Ed Huntley
Yioryos Nardis Trivellore Raghunathan Research Professor/Scientist Patrick Kelly (year 2)
Sharan Sharma Sandy Schneider Working Group Years 2 and 3 Bob Marans
Marlene Smith Greg Tewksbury Anna Massey
Robert Taylor Cathy Thibault Danny Almirall (year 2) Lekisha Maxwell
Diane Winter Tuba Gurtekin (year 3) Michael McIntyre
DEI Committee Years 2 and 3 Libby Hemphill (year 2) Briana Mezuk
Staff Working Group Years 2 and 3 Maggie Hicken Bianca Monzon
Trent Alexander (year 3) Sunghee Lee (year 3) Yelena Muthyala (year 3)
Catherine Allen-West Catherine Allen-West Susan Leonard (year 3) Kathleen O'Sullivan-Cook
Danny Almirall (year 2) Rita Bantom Brian Min Miriam Rahl
Jane Ballo (year 2) Aneesa Buageila (year 3) Colter Mitchell Jody Reynolds
Rita Bantom Nancy Calvin-Naylor Sela Panapasa (year 2) Lee Ridley
Sarah Burgard Ashanti Harris Julia Roach
Nancy Calvin-Naylor Abay Israel Additional Support Ricardo Rodriguiz
Fred Conrad Lori Maddix (year 3) Amanda Sonnega
Tara Engholm Asmat Noori (year 2) CMT Filippo Stargell
Jessica Faul Nancy Oeffner Karissa Knapp Brady West
Nick Renkes (year 3) Mary Schmidt Hongwei Xu (year 2)
Hani Zainulbhai (year 2)
Bill Zimmerman
Kelsey Zimmerman
Carl Zontini

For more information on DEI,
visit: http://bit.ly/2WWbcj6


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