Diversity, Equity & Inclusion Resources
The supplier diversity program will coordinate and expand the use of local and diverse suppliers throughout the University of Delaware.
2021 Equity, Justice, Diversity and Inclusion Framework
Watch and Learn - UD Training Sessions, Videos & Presentations
OEI Policy and Responsible Employee Training
The OEI Policy and Responsible Employee Training was held on Tuesday, January 31 from 11:00 a.m. – 12:00 p.m.
Presented by Danica A. Myers, Interim Director of UD’s Office of Equity & Inclusion (OEI) and Interim Title IX Coordinator.
Direct link to PowerPoint slides
Introduction to Diversity, Equity and Inclusion
Description for the video above. "Have you wondered – what is the difference between diversity, equity and inclusion? What do these words mean, how do they affect my life, my teaching or my research?
Interfaith Leadership in Higher Education
Given the unique potential of higher education to lead the way in responding to the new religious and civic realities in America, an essential question emerges: to what extent is the collegiate experience preparing students to be successful leaders in our religiously diverse society? Our discussion moderators will be Carr Harkrader and Rachel Kline from the Interfaith Youth Core (IFYC). The IFYC is a national non-profit working towards an America where people of different faiths, worldviews, and traditions can bridge differences and find common values to build a shared life together.
College Climate Assessments and Findings
Diversity, Equity, & Inclusion Assessment - August 2020
Prepared by Adam Foley, Ph.D.
Office of Equity & Inclusion
Summary of findings and recommendations (16 pages)
Complete report including survey data (108 pages)
CANR DEI Student Survey Feedback - November 2020
Prepared by CANR DEI Committee
Summary of findings (23 pages)
CANR DEI Virtual Town Hall November 19, 2020
Presentation, Resources and Recording are available for viewing here.
Resources to help building a diverse team
Sample EDI Interview Questions
What have you done to further your knowledge/understanding of diversity? How have you demonstrated your learning?
How would you promote diversity, equity and inclusion within your team, department, college?
In this position, how do you think you might be able to support the university’s philosophy toward diversity?
Job Qualification Bullets per UD Human Resources
Ability to establish and maintain effective working relationships with peers, students, parents, health professionals, faculty, and staff.
Ability and desire to contribute to a cooperative work environment.
Demonstrates an understanding and consideration of the differing needs and concerns of individuals with varying identities, cultures and backgrounds.
Committed to fostering a workplace culture of belonging, where diversity is celebrated and equity is a core value.
Demonstrates an awareness and sensitivity to the needs and concerns of individuals from diverse cultures, backgrounds and orientations.
Contributes to the creation of a diverse, equitable and inclusive work culture that encourages and celebrates differences.
UD Diversity Statement
As prepared by the Diversity and Equity Commission and The President’s Diversity Initiative
The University of Delaware’s educational mission is to prepare students to live in an increasingly interconnected and diverse world. To do so, we are committed to fostering a robust educational environment that supports critical thinking, free inquiry, and an understanding of diverse views and values. We see diversity as a core value and guiding principle for our educational mission and thus must work to make diversity an integral part of everyday life on campus. To this end, we take diversity to mean both the recognition and appreciation of the different backgrounds, values, and ideas of those who comprise our campus, as well as a commitment to ensuring that all people on our campus are treated according to principles of fairness, civility, dignity, and equity. We are committed to building an educational community that understands people from different backgrounds and economic circumstances, with different needs, and from diverse personal and philosophical beliefs. We want to make all people who are part of the University feel welcome and valued in campus life.
Office of Equity and Inclusion Staff
Adam Foley, Ph.D.
Director, Diversity Education, & Outreach
Phone: (302) 831-1949
Michael L. Vaughan
Interim Vice Provost for Diversity and Inclusion
Phone: (302) 831-2401
Assistant Vice President for Institutional Equity and Student Life
Phone: (302) 831-7048
Director and University ADA & 504 Compliance Coordinator, Disability Support Services
Phone: (302) 831-4643
Title IX Policies & Reporting
Title IX is a federal law that prohibits discrimination based on the sex of employees and students of educational institutions that receive federal financial assistance. Title IX’s prohibition of sexual discrimination includes prohibition of sexual harassment and sexual violence.
Any student, faculty, or staff member with questions or concerns about the applicable University policies or who believes that he or she has been the victim of sex discrimination, sexual harassment, sexual assault, dating/ domestic violence is encouraged to contact the University’s Title IX Coordinator.
LEAD (Leveraging Equity And Diversity) Ally Certificate
The LEAD Certificate Program is a tiered series of workshops designed to encourage participation in foundational and advanced educational offerings focused on equity and diversity.
Additional UD Resources
Diversity, Equity and Inclusion Customized Workshops
Throughout the summer, the Office of Equity and Inclusion will offer customized workshops, you may request a customized workshop for your unit or department.
Project MUSE is a provider of digital humanities and social science content for the scholarly community. Learn how to connect to MUSE.
Not Quite Six Feet Apart: Bias in a Pandemic
Cognitive biases can be grouped into two categories. Information biases cause us to take shortcuts in interpretations while making decisions. Ego biases allow our emotions and sense of self to excessively influence our decisions.
Watch from the UD Library
You must use your UD login to view these films. More information about streaming can be found here: https://library.udel.edu/databases/kanopy/
Souls of Black Girls: The Image of Women of Color in the Media
The Codes of Gender: Identity and Performance in Pop Culture
Voices of UD
The University of Delaware's Center for Political Communication wants to hear from the UD community, because sharing personal stories breaks the silence and has an impact.
Article: Epistemic Exclusion of Women Faculty and Faculty of Color: Understanding Scholar(ly) Devaluation as a Predictor of Turnover Intentions
Women and underrepresented faculty of color reported higher perceptions of scholarly devaluation
Article: Epistemic Exclusion: Scholar(ly) Devaluation That Marginalizes Faculty of Color
Epistemic exclusion is a form of academic gatekeeping that impedes the recruitment, advancement, and retention of faculty of color and offer strategies to address this barrier.
Article: Future of STEM
Article: Does Gender Bias Still Affect Women in Science?
Recent studies show that gender bias affects student grading, professional hiring, mentoring, tenure, promotion, respect, grant proposal success, and pay.
Article: University of Kentucky Partners With NAACP to Establish New Research Initiative
This is the first time the NAACP has locked arms with university-based scholars... to help address the racial inequities that continue to plague the education system.
Article: Equity, status and freedom: a note on higher education
Strategies to enhance socio-economic equity in higher education. The first strategy is to advance ‘fairness’ by changing the composition of participation. The second strategy advances ‘inclusion’ by broadening the access and completion of under-represented groups .
Article: Grieving and frustrated: Black scientists call out racism in the wake of police killings
As marchers in the United States and around the world filled the streets this past week to protest against police brutality and racial injustice, Black scientists grieved openly on social media, calling for action on racism in society and in science.
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Article: Academia Isn’t a Safe Haven for Conversations About Race and Racism
We’re having hard conversations about racial justice in corporate America and academia right now. We have seen a flurry of company statements about diversity amid nationwide protests supporting the Black Lives Matter movement. Will these conversations yield anything?
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