Diversity and Inclusion Action Plan (DIAP):
The CS Department's Diversity and Inclusion Access Plan submitted to Brown University's Office of Institutional Diversity and Inclusion Department on June 2016.
Diversity Committee Updates:
- Held Diversity Town Halls Fall (December) 2015 and Spring (May) 2016
- Held Diversity Lecture Series Fall 2015 and Spring 2016
- Launched a course inclusivity feedback program, Fall 2015, Spring 2016 and Fall 2016
- Conducted TA Diversity and Sensitivity Training in collaboration with the Brown Center for Students of Color for Spring 2016 and Fall 2016
- Hired 7 Undergraduate Diversity Committee Student Advocates, Installed Diversity Office Hours Spring (January) 2016 and Fall 2016
- Provided mediation and Title IX training to Diversity Committee Undergraduate Student Advocates Spring 2016
- Conducted a CS Undergraduate Student Climate Survey, and started the data analysis (which is still ongoing) May 2016
- Held a Low Income Student Roundtable May 2016
- Held a "Know Your Rights as a Graduate Student: Title IX" presentation May 2016
- Conducted Faculty Diversity Training during May 2016 Faculty Retreat May 2016
- Submitted the Action Plan and had it approved by the Provost's Office June 2016
- Launched the Mosaic+ Transition Program in collaboration with the New Scientist Catalyst Pre-Orientation Program August 2016
- Conducted Diversity Committee Alum Panel October 2016
- Participated in the IMSD STEM Day focused on outreach to undergraduates interested in STEM PhD from Minority Serving Institutions October 2016
- Awarded undergraduate and graduate students scholarships and provided sponsorship to Richard Tapia and Grace Hopper Conference September and October 2016
Our actions can be categorized as follows:
- Data Collection and Community Input: Creating mechanisms for collecting data about department demographics and culture, and establishing metrics that aggregate those data to measure diversity and inclusivity.
- Education and Training: Instituting diversity and inclusion training workshops to increase awareness of and foster sensitivity towards issues facing underrepresented and/or marginalized members of our community.
- Community Support: Enhancing existing academic and social support structures for underrepresented and/or marginalized members of our community.
- Recruitment, Hiring and Retention: Improving representation of faculty, students and course staff to eventually match representation within a baseline population, such as that of the University as a whole.
- Outreach: Bolstering outreach efforts to spark interest in computer science among K12 students and members of our local Providence community, and increasing opportunities for students to interact with the computer science community at large.
- Communication and Dissemination: Pursuing an improved communication strategy to ensure that the progress we make on achieving the goals set forth in this plan is tracked and disseminated publicly.
We have committed to funding internal diversity initiatives and diversity outreach at a rate of at least 50% of our annual revenue from our Industry Partners Program (IPP). A budget detailing 12 how these funds will be allocated will be approved by the department chair on an annual basis.