Diversity Equity & Inclusion

"Demonstrating a concerted effort to enhance the diversity and inclusion of our Center is an essential aspect of NSF support. The Center administration is working hard to be as inclusive as possible, but they need the cooperation of all members and collaborators in order to be successful. Below we have listed some examples of individual diversity, equity, and inclusion efforts. We hope that this will provide you with some concrete examples of actions you can take and act as a framework for developing your own inclusive environments. This is certainly not a complete list of potential actions, but we hope you will find this useful when considering this difficult but important endeavour."

-Bill Bauer Education and Diversity Director



On July 12th, 2020 BioXFEL held an open town hall forum to discuss the issues of racial equality and appropriate actions as it relates to our Center. In response to this, we have drafted a set of guidelines and actionable items to assist our members and partners in creating a more fair, equitable, and inclusive environment. This set of guidelines has been approved by the BioXFEL Education and Diversity Committee and Steering Committee.

1. Increasing Diversity - What more can we do at all levels to support this?
   a. Ask individual University departments to set aside funding to support new inclusive initiatives to address challenges specific to their situations.
   b. Ask all departments to coordinate their anti-racism efforts to address institutional racism by assisting, educating, and motivating the community toward greater social justice.
   c. Commit to a pedagogy that interrogates unconscious bias and systemic racism and provides funding, training, mentoring, and support for these efforts.
   d. Redistribute and share resources to create a more equitable environment
2. Creating inclusive environments - How do we do this and what does it mean?
   a. Respect the customs and traditions of other cultures and make the necessary changes to accommodate these differences.
   b. Make other feel welcomed and a part of the team from the very start.
      i. Talk to them and connect with them on a personal level
      ii. Ask for their input on decision making and problem solving
      iii. Offer assistance and create an open working relationship
   c. Provide additional support to help those who are more disenfranchised
      i. Support can come in many forms including: financial, emotional, professional development, educational, sponsorship and mentoring. Determine what is most needed by talking to them first.
3. Support for underrepresented faculty should be considered at all levels.
   a. Create a support network within your circle (labs, departments, etc.) that will provide additional resources to support our underserved colleagues.
   b. The first step to this is recognizing what the specific challenges are, start by talking to faculty members and asking them how you can help. They may be facing challenges you are unaware of.
4. Create a process to deal with systemic and overt racism, including micro and macro aggressions.
   a. Have a plan in place before these situations arise so your lab, departments and institutions can have a coordinated response.
   b. Include potential consequences in the action plan
   c. Make this policy readily available to all of those who fall under its jurisdiction and ensure they have read and understood it
5. Systemic racism is a problem everywhere.
   a. Learn to recognize it, respond to it, and correct for it.