GUIDING PRINCIPLES STATEMENT - Institute for Social Research



2019 Institute for Social Research Diversity, Equity & Inclusion Impact ReportThis report was created to share the progress ISR has made towards becoming a more diverse, equitable, and inclusive place with all community members.Contents TOC \o "1-3" \h \z \u GUIDING PRINCIPLES STATEMENT PAGEREF _Toc16592044 \h 3Letter from the Director PAGEREF _Toc16592045 \h 3ISR STRATEGIC PLAN, 20 STRATEGIC OBJECTIVES PAGEREF _Toc16592046 \h 4IMPLEMENTATION HIGHLIGHTS FROM YEARS ONE, TWO, and THREE PAGEREF _Toc16592047 \h 4YEAR ONE PAGEREF _Toc16592048 \h 4STRATEGIC OBJECTIVES 1 and 5 PAGEREF _Toc16592049 \h 4STRATEGIC OBJECTIVE 7 PAGEREF _Toc16592050 \h 5STRATEGIC OBJECTIVES 8 and 9 PAGEREF _Toc16592051 \h 5STRATEGIC OBJECTIVE 17 PAGEREF _Toc16592052 \h 5YEAR TWO PAGEREF _Toc16592053 \h 5STRATEGIC OBJECTIVES 1 and 5 PAGEREF _Toc16592054 \h 6STRATEGIC OBJECTIVE 6 PAGEREF _Toc16592055 \h 6STRATEGIC OBJECTIVE 8 PAGEREF _Toc16592056 \h 6STRATEGIC OBJECTIVE 9 PAGEREF _Toc16592057 \h 7YEAR THREE PAGEREF _Toc16592058 \h 7CULTURAL RACISM & AMERICAN SOCIAL STRUCTURE SPEAKER SERIES PAGEREF _Toc16592059 \h 7GROUP DYNAMICS SEMINAR SERIES PAGEREF _Toc16592060 \h 8RECRUITING AND HIRING TOOLKIT PAGEREF _Toc16592061 \h 8COMMUNITY ENGAGEMENT & LEARNING PAGEREF _Toc16592062 \h 9THANK YOU PAGEREF _Toc16592063 \h 9DEI Implementation Committee Year 1 PAGEREF _Toc16592064 \h 9DEI Committee Years 2 and 3 PAGEREF _Toc16592065 \h 9Staff Working Group Years 2 and 3 PAGEREF _Toc16592066 \h 10Educational Programs Working Group Years 2 and 3 PAGEREF _Toc16592067 \h 10Research Professor/Scientist Working Group Years 2 and 3 PAGEREF _Toc16592068 \h 10Community Engagement Working Group Years 2 and 3 (Director's Advisory Committee on Community and Diversity (DACCD)) PAGEREF _Toc16592069 \h 11Additional Support PAGEREF _Toc16592070 \h 11GUIDING PRINCIPLES STATEMENTJUNE 2018At 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: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.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.Letter from the DirectorThe 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 GOALSCreate an inclusive, welcoming environment with collegial relationships and interactions at all levelsAdopt best practices to encourage diversity in faculty, staff, and student hiringRecruit diverse faculty by creating a pipeline of young scholars who are prepared and interested in working in the intense research and entrepreneurial environment of ISRStrengthen faculty and staff through effective mentoring and leadership developmentRecruit diverse students into our training programsISR STRATEGIC PLAN, 20 STRATEGIC OBJECTIVESIncrease the diversity of faculty across many dimensions.Assure consistent support for career development of junior faculty to increase diversity of junior faculty promoted and retained.Assure the equitable use of research professor and research scientist tracks.Diversify the leadership of ISR, including center directors, program directors, and senior faculty.Increase the diversity of staff across many dimensions.Assure consistent, equitable, and transparent support for staff development.Promote sensitivity to and awareness of diversity, equity, and inclusion issues among faculty and staff supervisors.Increase diversity among SRC’s master’s and PhD students participating in the Michigan Program in Survey Methodology, as well as students in SRC’s Summer Institute in Survey Research Techniques across many dimensions.Increase the diversity of participants, instructors, and staff involved in the ICPSR Summer Program in Quantitative Methods of Social Research across many dimensions.Maintain the diversity of participants in the Population Studies Center (PSC’s) pre- and postdoctoral training programs across many dimensions.Increase the diversity of graduate student researchers in ISR across many dimensions.Assure inclusion of ISR graduate students in ISR activities.Increase the diversity of undergraduate research assistants in ISR.Increase the coverage of topics related to diversity, equity, and inclusion in all ISR training programs.Increase the amount of research conducted on topics related to diversity, equity, and inclusion.Create an inclusive, welcoming environment with collegial relationships and interactions across all structural levels and centers.Create a work environment that fosters barrier-free participation of staff, faculty, and students with disabilities in their ISR job responsibilities, as well as job related ISR activities and events.Increase awareness of diversity-related issues among ISR faculty, staff, and students.Assure equitable provision of staff salaries and opportunities for promotion.Contribute to the local community’s capacity to serve and understand our diverse community.IMPLEMENTATION HIGHLIGHTS FROM YEARS ONE, TWO, and THREEYEAR ONESTRATEGIC OBJECTIVES 1 and 5Increase 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.STRATEGIC OBJECTIVE 7Promote 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.STRATEGIC OBJECTIVES 8 and 9Increase 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.STRATEGIC OBJECTIVE 17Create 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.YEAR TWOWe expanded our implementation team to include four focused working groups and an overarching DEI committee comprised of the ISR director, the directors of each ISR center, and key administrative staff from each center and from the Institute centrally. Each working group is tackling a set of action items most aligned with their knowledge and priorities.New ISR DEI implementation team:ISR DirectorDEI CommitteeCommunity workgroupEducational programs workgroupStaff workgroupPRS workgroupSTRATEGIC OBJECTIVES 1 and 5Increase the diversity of faculty and staff across many dimensionsWe 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.STRATEGIC OBJECTIVE 6Assure 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:help build a sense of inclusivity and connectedness within the ISR by providing sustained support to new hires,assist staff in their transition into the ISR as new employees,increase access to resources, establish and expand networks,share information and knowledge.STRATEGIC OBJECTIVE 8The Summer Institute in Survey Research Techniques is a teaching program of the Survey Research Center. The mission of the Summer Institute is to provide rigorous and high quality graduate training in all phases of survey research. The program teaches state-of-the-art practice and theory in the design, implementation, and analysis of surveys.$300k committed by the University and ISR for SISRT DEI initiatives128 total 2018 Summer Institute participantsIn 2018, SISRT offered the Diversity Fellowship Program, a 2.5-week program focused on the recruitment of upper-level undergraduates from the University of Michigan and around the country who are considering graduate school in quantitative social science fields.38 applications were received14 participants were hostedStudents hail from: University of Michigan Michigan State University Western Michigan University Hampshire College University of Florida Hampton UniversityUniversity of Wisconsin-Madison University of California-Riverside University of California-Merced University of Texas-El PasoSTRATEGIC OBJECTIVE 9Since 1963, the Inter-university Consortium for Political and Social Research has offered the ICPSR Summer Program in Quantitative Methods of Social Research as a complement to its data services. The ICPSR Summer Program provides rigorous, hands-on training in statistical techniques, research methodologies, and data analysis.The University of Michigan and ISR have committed $300k for ICPSR DEI initiativesHalf of ICPSR’s 2018 teaching assistants were female and one quarter were people of color15 students received support from the ICPSR Summer Program Diversity Initiative to attend one or both of the sessions in the 2018 Summer ProgramOf the 952 participants, more than half identified as female and almost half were people of color$148,000 donated to the ICPSR Summer Program Diversity Initiative by the Bill & Melinda Gates FoundationYEAR THREE Implementing practices that are proven for recruiting, hiring, retaining and promoting staff to increase racial and gender diversity. A recruiting and hiring toolkit was developed to guide our community in the use of standard practices designed to promote a more diverse staff on many dimensions and a more transparent and inclusive process.Improving communications regarding activities 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 developinga range of materials to show progress on strategic objectives and action items - including this report!Increasing accessibility for our community and guests. Received approval to add ADA push buttons to the first floor bathrooms of the Thompson atrium in year four.CULTURAL RACISM & AMERICAN SOCIAL STRUCTURE SPEAKER SERIESThe University of Michigan RacismLab Presents CULTURAL RACISM & AMERICAN SOCIAL STRUCTURE, a winter 2019 interdisciplinary speaker series sponsored by Institute for Social Research Survey Research Center and Rackham Graduate School. Here is a list of the year three topics and speakers:Discourses of White nationalism & racism today by Alexandra Stern, Professor & Chair, Department of American Culture, University of MichiganPerpetuation of cultural racism through social & mass media by Travis Dixon, Professor, Department of Communication, University of Illinois Urbana-ChampaignStructural racism & residential segregation by Joe T. Darden, Professor, Department of Geography, Michigan State UniversityHistorical racism & contemporary social structure by David Cunningham, Professor, Department of Sociology, Washington University in St. Louis, Geoff Ward, Associate Professor, Department of African and African American Studies, Washington University in St. Louis, and Hedwig Lee, Professor, Department of Sociology, Washington University in St. LouisRacial liberalism & environmental racism in Flint, Michigan by Malini Ranganathan, Assistant Professor, School of International Service, American UniversityStructural racism & population health inequalities by Joseph Gone, Professor, Department of Global Health & Social Medicine, Harvard UniversityHistorical trauma: Racial dispossession & Native populations by Gilbert Gee, Professor, Department of Community Health, UCLAGROUP DYNAMICS SEMINAR SERIESThe Group Dynamics Seminar series is one of the longest running seminar series in the social sciences. The original intent was for RCGD senior staff to meet together weekly to maintain an integrated theoretical approach to the various research projects underway and to advance theoretical thinking in several areas. Today the seminar series is open to the entire University community and continues to provide an opportunity for researchers, scholars, staff, and students to meet and learn about new theoretical developments as well as ongoing research activities.Here is a list of the year three speakers:Terri L. Friedline, Associate Professor of Social Work, University of MichiganMarvella Ford, The Medical University of South CarolinaDarrick Hamilton, Executive Director, Kirwan Institute for the Study of Race and Ethnicity, Ohio State UniversityTyson Brown, Assistant Professor of Sociology, Duke UniversityEleanor K. Seaton, Associate Professor, Center for Child and Family Success, Arizona State UniversityEnrique Neblett, Associate Professor, Department of Psychology and Neuroscience, University of North Carolina at Chapel HillMosi Ifatunji, Assistant Professor, Department of Sociology, University of North Carolina at Chapel HillCourtney Cogburn, Assistant Professor of Social Work, Columbia UniversityChristy Erving, Assistant Professor of Sociology, Vanderbilt UniversityTaylor Hargrove, Assistant Professor Dep of Sociology, University of North Carolina at Chapel HillTené Lewis, Associate Professor, Rollins School of Public Health, Emory UniversityKaren Tabb Dina, Assistant Professor, School of Social Work, University of IllinoisDavid Williams, Professor, Public Health and African and African American Studies, Harvard University RECRUITING AND HIRING TOOLKITAt 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 MUNITY ENGAGEMENT & LEARNING18 Sponsorships have been awarded to attend conferences80 People attended the Town Hall in 201738 People have attended Accessibility for WordPress Trainings96 People attended the Town Hall in 2018113 Faculty have attended Strategies and Tactics for Recruiting to Improve Diversity and Excellence184 People have attended Unconscious Bias TrainingTHANK YOUDEI Implementation Committee Year 1Jane BalloRita BantomSarah BurgardNichole BurnsidePhilippa ClarkeTara EngholmDerek MossYioryos NardisSharan SharmaMarlene SmithRobert TaylorDEI Committee Years 2 and 3Trent Alexander (year 3)Catherine Allen-WestDanny Almirall (year 2)Jane Ballo (year 2)Rita BantomSarah BurgardNancy Calvin-NaylorFred ConradTara EngholmJessica FaulRich GonzalezMary GuttmanKen KollmanDavid LamSunghee Lee (year 3)Maggie LevensteinLori MaddixLekisha MaxwellColter Mitchell (year 3)Jeff MorenoffDerek MossSela Panapasa (year 2)Trivellore RaghunathanSandy SchneiderGreg TewksburyCathy ThibaultDiane WinterStaff Working Group Years 2 and 3Catherine Allen-WestRita BantomAneesa Buageila (year 3)Nancy Calvin-NaylorAshanti HarrisAbay IsraelLori Maddix (year 3)Asmat Noori (year 2)Nancy OeffnerNick Renkes (year 3)Educational Programs Working Group Years 2 and 3Angela Bruns (year 3)Fred ConradJill EsauDonny HearnAi Rene Ong (year 3)Miriam RahlAdriana ReyesCaroline Scheuing (year 3)Sandy SchneiderSharan SharmaResearch Professor/Scientist Working Group Years 2 and 3Danny Almirall (year 2)Tuba Gurtekin (year 3)Libby Hemphill (year 2)Maggie HickenSunghee Lee (year 3)Susan Leonard (year 3)Brian MinColter MitchellSela Panapasa (year 2)Community Engagement Working Group Years 2 and 3 (Director's Advisory Committee on Community and Diversity (DACCD)) Amen-Ra Ambyr (year 3)Susan BarnesPeter BatraJuan Carlos Donoso (year 3)Rebecca Evan-Polce (year 2)Jessica FaulBrooke Helppie-McFallEd HuntleyPatrick Kelly (year 2)Bob MaransAnna MasseyLekisha MaxwellMichael McIntyreBriana MezukBianca MonzonYelena Muthyala (year 3)Kathleen O'Sullivan-CookMiriam RahlJody ReynoldsLee RidleyJulia RoachRicardo RodriguizAmanda SonnegaFilippo StargellBrady WestHongwei Xu (year 2)Hani Zainulbhai (year 2)Bill ZimmermanKelsey ZimmermanCarl ZontiniAdditional SupportCMTKarissa KnappMary SchmidtInstitute for Social Research University of MichiganFor more information on DEI, visit: ................
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