Faculty hiring protocols were updated to ensure that hiring plans are aligned with DIAP goals.

Faculty hiring protocols were updated to ensure that hiring plans are aligned with DIAP goals.

In 2016 and 2018, the Office of Institutional Research in partnership with the Office of Institutional Equity and Diversity conducted a university-wide campus climate survey. Moving forward, this survey was expected to be conducted approximately every three years to assess the campus climate.

In 2016 and 2018, the Office of Institutional Research in partnership with the Office of Institutional Equity and Diversity conducted a university-wide campus climate survey. Moving forward, this survey was expected to be conducted approximately every three years to assess the campus climate.

OIED instituted the annual Young Scholars Conference in support of graduate student women in STEM. In fall 2018, the program was reviewed and revised to be more inclusive of historically underrepresented womxn of color and rebranded as the WiSTEM (Womxn in STEM) Symposium. WiSTEM 2019 took place in November 2019 and convened 60 graduate students, postdocs and career mentors from across the country.

Brown’s Office of Government and Community Relations chaired the Community Engagement Working Group, composed of
key staff members from community-facing departments and centers on campus, as well as senior administrators. The group
created a survey to inventory, strengthen and coordinate community-facing programs that currently existed, identified gaps
in services and provided information that led toward promoting the University’s positive impact on Providence and Rhode
Island. The Community Engagement Working Group Report is available online (brown.edu/gcr/resources/report). The report
recommendations led to the creation of the Education Working Group in the 2018-19 academic year and the Education Task
Force in the 2019-20 academic year. Chief among these outcomes was the creation of the education coordinator position,
based at the Annenberg Institute.

Between 2016 and the University Goal Assessment in 2019, the Graduate School awarded supplemental fellowships to incoming and returning graduate students, including 64 from HUGs. These fellowships were instrumental in increasing the number of HUG graduate students.

Between the launch of the program in 2015 and the University Goal Assessment in 2019, there were five cohorts, with a total of 28 scholars serving as presidential postdoctoral fellows. Of the 28 scholars, 22 (79%) were in faculty positions across the country as of the goal assessment, with nine (32%) in faculty positions at Brown — eight tenure-track and one research.

All academic and administrative departments and centers are required to develop multi-year plans for diversity and inclusion. Progress on goals and actions outlined in these plans are reviewed on an annual basis. To date, 91 academic and administrative departments have submitted DDIAPs and provide an annual update to OIED.

The Office of the Provost worked actively with the Office of Advancement to raise funds for professorships as part of the BrownTogether fundraising campaign. As of March 2020, $75.9M had gone toward supporting the hiring of faculty from historically underrepresented groups.

As of 2019, OIED continued to collaborate with the Leadership Alliance consortium and the Brown-Tougaloo Partnership (BTP) in order to create pipeline opportunities for aspiring Ph.D. students. BTP also supports pipeline efforts in Brown’s schools of medicine and public health through early identification programs. Funding from OIED has supported summer students from historically Black colleges and universities and minority serving institutions in the Leadership Alliance Summer Research Early Identification Program.

Between the launch of the DIAP in 2016 and the University Goal Assessment in 2019, the Office of Institutional Equity and Diversity provided seed funding to students, faculty and departments to implement more than 150 programs, research initiatives and events related to the DIAP.

University Human Resources partnered with a staffing firm to identify local talent. Of the 131 professionals that were working at Brown through this firm as of 2019, 40% (43) were from historically underrepresented groups.

Professional Development Day was initiated in spring 2016 and is now an annual event occurring each year in February for faculty and staff, engaging over 400 people in discussions related to diversity and inclusion. The Diversity and Inclusion Lunch Series was initiated in fall 2016, offering four sessions per semester. In collaboration with University Human Resources, OIED released an e-learning training module on unconscious bias for faculty, staff and students in spring 2019.

The Task Force on Diversity in the Curriculum revised the Diverse Perspectives in Liberal Learning (DPLL) designation for
courses covering structural inequality, racial formations and/or disparities and systems of power. In February 2017, the College
Curriculum Council unanimously approved a new designation of DIAP Courses on Race, Gender and Inequality, along with
establishing a process to determine which courses receive the new designation. The number of sophomore seminars that
now focus on diversity perspectives went from 29% in 2015-16 to 73% in 2017-18. As of fall 2019, 211 courses had the DIAP
designation. During the 2018-19 academic year, 4,073 students were enrolled in 211 DIAP courses across 37 departments.

CAPS has adopted new practices to improve services for students. The seven-session limit on student visits was eliminated in
fall 2017. Referrals and wait times have been reduced. A crisis specialist was hired to increase CAPS capacity to see students on
an immediate basis.

Of all HUG hires from 2015 until the University Goal Assessment in 2019, 9% came from cluster hiring. This practice was especially successful when considering candidates across multiple disciplines.

From 2016 until the University Goal Assessment in 2019, the CSSJ and CSREA hosted 26 visiting scholars, including faculty and postdoctoral researchers. In addition to the visiting scholars, CSSJ and CSREA have several full-time staff positions to support the work of the centers. The Office of the Provost and the Office of the Dean of the Faculty also provide funding for events and initiatives hosted by the centers.

The Undocumented, First-Generation College and Low-Income Student Center (U-FLi) was established and officially opened on
Sept. 16, 2016. A program director was hired in summer 2017, and a student success program coordinator was hired in fall 2018.

The College convened a Task Force on Diversity in the Curriculum. The Report of the Task Force on Diversity in the Curriculum
was released in September 2016.

University Human Resources convened a working group in fall 2016 to examine communication around hiring practices, career
pathways and professional development programs.

Both individual and team Undergraduate Teaching and Research Awards (UTRAs) have been expanded: these awards are open to all students, with encouragement for HUG students, first- and second-year students and women in the STEM fields to apply. Likewise,The BrownConnect mentoring and internship program, for which all students are eligible, increased engagement of low-income and HUG students with internship opportunities.Up through 2019, low-income students’ engagement with internship opportunities increased by 2.3%, leading to an overall 10% increase over five years. Engagement of students from HUGs also increased by 3%.

From 2016 until the University Goal Assessment in 2019, the percentage of students from HUGs participating in Summer@Brown increased from 13.8% (737 students) to 15.9% (948 students) in 2019. The Division of Pre-College and Summer Undergraduate Studies has engaged in outreach and partnership with Providence Public Schools and other community groups to encourage local students to enroll in Summer@ Brown. The office also developed academic supports to assist students in their studies during the summer. Scholarships for Summer@Brown tuition also contributed to increased diversity. Out of all scholarships awarded, 60% (390 scholarships) were awarded to students from HUGs in 2019, up from 58% (339 scholarships) in 2016.

Due to staff capacity, mentoring programs were not expanded as anticipated, but there continues to be a focus on this goal
through collaborations with Alumni Relations and Campus Life.

The offices of College Admission and Financial Aid strengthened their capacity to promote opportunities for high school students of color through QuestBridge Scholars. Recruitment through QuestBridge, which is focused on low-income students, resulted in 90 undergraduate students being admitted from 2016 to 2019.

As of 2019, IMSD had expanded to 24 STEM Ph.D. programs in which biology- and health-related research and training took place. IMSD annually provided full support for 12 Ph.D. students (stipend, 25% grant tuition coverage, health insurance and travel costs). In addition to this, the program has made its co-curricular resources, such as modules and access to seminars, available to all students across the University.

The New Scientist-Catalyst (NS-Catalyst) and New Scientist Peer-Advising and Leadership (NS-PAL) programs were expanded
and initiatives were launched in fall 2016.

OIED partnered with departments to support pipeline initiatives for aspiring Ph.D. students. These initiatives included the
Summer Immersion Program in Philosophy, which was launched in 2017.

The Office of the Provost doubled funding for ADOCH to bring low-income students to campus in advance of decision day. As a result, 500 students received offers to have their travel expenses covered in 2019.

In addition to the vice president for institutional equity and diversity, OIED staff as of the launch of DIAP Phase II in 2021  included an associate vice president for institutional equity and diversity, a director of inclusion and campus engagement, a director of strategic initiatives, a director of equal opportunity and diversity, an institutional equity officer, an institutional equity investigator, an equity and diversity data analyst and an executive assistant/office manager. Also under OIED at that time was the Title IX and Gender Equity Office, which included a Title IX Program Officer as well as an administrative coordinator.

The Division of Campus Life has continued to invest in programming, space and staffing for student centers with the goal of giving all students the ability to participate fully in campus life. Open to all, these centers include the Brown Center for Students of Color, Undocumented First-Generation College and Low-Income Student Center (U-FLi Center), Global Brown Center for International Students, LGBTQ Center and Sarah Doyle Center for Women and Gender. Support also has been expanded for the Student Activities Office and the Office of Military-Affiliated Students.

By the time of the launch of DIAP Phase II in 2021, the centers had been strengthened with the hiring of two new staff in two centers, expanding positions in three centers, and increasing funding for programs across these centers.

Between 2017 and the launch of DIAP Phase II in 2021, 100 participants had completed the Leadership Certification Program for managers and 62 participants engaged in the Leading From Where You Are program for employees who do not have a supervisory role.

University Human Resources has expanded the Staff Mentoring Program, to pair entry- to mid-level employees with a senior
leader for a nine-month one-on-one mentoring experience. Since 2016, the program has grown and participation continues
to increase.

The findings were featured on Brown’s history webpage and given prominence in the Brown timeline:
brown.edu/about/history/timeline.

The Department of Public Safety (DPS) has implemented mandatory training for its officers in conflict resolution and de-escalation, cultural competency, unconscious bias and procedural justices. DPS officers also have participated in workshops to expand their knowledge around issues related to sexual harassment and sexual violence (Title IX), fair and impartial policing, and supporting members of the LGBTQ community.

The Warren Alpert Medical School hired an Associate Dean for Diversity and Multicultural Affairs. To further support the work of the office, two clinical physicians were added as a percent effort to serve as assistant deans for diversity and multicultural affairs. The Medical School also hired a senior associate dean for equity and diversity to oversee ODMA, build a comprehensive diversity and inclusion structure at the Medical School and serve as a liaison to the hospital systems.

The Office of Institutional Equity and Diversity was charged with working with University Human Resources to ensure hiring managers have data available to inform their searches.

The Office of Institutional Research created a diversity dashboard to disaggregate data by race/ethnicity and academic fields.

Leaders of integrative themes have incorporated academic initiatives that center on diversity and inclusion scholarship in their DDIAPs. For example, one of the integrative themes in the Building on Distinction strategic plan is “sustaining life on earth.” The Institute at Brown for Environment and Society developed an environment and inequality track that brings a social equity focus to these concentrations. The track encourages all students to pursue the study of environmental justice by exploring intersections of race, class, gender and systems of oppression with regard to environmentalism.

External review committees are asked to address specific prompts about the DIAP, and committees receive DDIAPs to consider
as a part of the review.

Since 2016, the Medical School has coordinated efforts for medical recruitment with affiliated residency programs. This includes attending residency fairs at Meharry Medical College and Howard University College of Medicine, as well as national and regional meetings of the Latino Medical Student Association and the Student National Medical Association. The overall number of house staff/fellows from groups that are underrepresented in medicine  increased from 8.4% in 2015 prior to the launch of the DIAP to 12.2% in 2019.

The Medical School requires each clinical department to have a DDIAP and to submit a regular progress report. A new
subcommittee composed of members of the Brown Council for Diversity in Medicine evaluates the DDIAPs and gives feedback.
The Medical School also started organizations to help support faculty, such as the Office of Diversity and Multicultural Affairs
Faculty Association and MEDSTEP. The Medical School has obtained approval for the Dean’s Diversity Recruitment Fund
(funding now pending due to the COVID-19 crisis) in partnership with the hospital systems.

The Tenure, Promotions and Appointments Committee participates annually in training on bias in faculty evaluations, and OIED
will continue to work with the Office of the Dean of the Faculty to identify tools and resources to support TPAC.

OIED provides funding for mentoring and networking events that are being offered regularly. Brown also became an institutional member of the National Center for Faculty Development and Diversity in order to provide broader professional development opportunities and resources for faculty. The Office of the Provost and OIED also hosted an academic diversity leadership symposium in 2019 to provide additional professional development opportunities to department chairs and center directors.

The Provost’s Visiting Professors Program launched in fall 2016 with three inaugural visiting professors who had appointments
in several academic departments. The program continues, and future visiting professors are under review.

The Native American and Indigenous Studies Initiative launched in 2016 with substantial financial resources from the Office of the Provost to support an associate director, programming budget, and steering committee.

After successfully launching the pilot and graduating the first cohort, Brown welcomed the second cohort of administrative
fellows in summer 2018. In fall 2018, the Administrative Fellows Program was reviewed and revised to offer participating fellows
a more comprehensive experience in implementing diversity initiatives.

The Office of Government and Community Relations financially sponsors, attends and coordinates other staff (including
President Paxson) to attend community nonprofit events such as the Ministers Alliance of Rhode Island Martin Luther King Jr.
Breakfast and others held by the NAACP, Progreso Latino, College Crusade, Family Service of Rhode Island and several other
local organizations who work to support and advocate for HUG communities in the state. In 2019, the office began production
on a series of communication pieces focusing on Brown’s impact in Rhode Island. These digital and printed materials
focus on the themes of Public Education, Public Health, Local Economic Impact, Historic Preservation, Sustainability and
Entrepreneurship/Innovation.

Brown has enhanced the diversity of the Office of Counseling and Psychological Services (CAPS) administrative and therapy staff . Recruitment has been more intentional about diversity and inclusion to create more diverse candidate pools and new therapists who have intersectional identities across race, religion, gender expression and sexual orientation.

From 2016 until the University Goal Assessment in 2019, the Office of Institutional Equity and Diversity provided seed funding to faculty and departments to develop courses on topics related to diversity and inclusion.

The Center for the Study of Race and Ethnicity in America was relocated to the Frederick Lippitt and Mary Ann Lippitt House at 96 Waterman Street.

Departments are required to submit hiring plans that incorporate plans to diversify the applicant pool into the search and
hiring process.

The Title VI Policy Review Working Group convened in summer 2016 and submitted a report in December 2016. The recommendations in the report served as the basis for the 2016 Discrimination and Harassment Policy, which went through substantial changes in 2020.

Of all HUG hires from 2015 until the University Goal Assessment in 2019, 32% were the result of Target of Opportunity hiring efforts.

The Diversity and Inclusion Oversight Board, composed of students, faculty and staff, meets monthly to review and discuss progress toward the goals of the DIAP. Each year, the board shares their findings with the president and provost via a public memo. The Office of Institutional Equity and Diversity published an annual DIAP report from 2017 through 2019 that detailed data, activities, programs and initiatives that contributed to fulfilling the DIAP goals.

This action transitioned to a new action in DIAP Phase II.

The College administers an emergency fund intended to support the essential and critical living and learning expenses of
low-income students. This fund for undergraduate, graduate and professional students has been doubled from $60,000
to $120,000. Brown also replaced loans with scholarship funds in financial aid packages for all returning and incoming
undergraduate students as of the 2018-19 academic year. In addition, the University increased efforts to enhance support for
the lowest-income students at Brown to address food insecurity and provide access to textbooks. The Office of the Registrar
was able to institute a one-time document fee waiver to cover transcripts. An associate dean of financial advising was hired to
oversee these processes.

The Watson Institute for International and Public Affairs created a postdoctoral fellowship in partnership with the Center
for the Study of Race and Ethnicity in America, Pembroke Center, Cogut Institute for the Humanities, Nelson Center for
Entrepreneurship, and Population Studies and Training Center as a means to develop a pipeline for promising scholars whose
research interests focus on race, ethnicity and immigration.