Goal #1: Provide visible leadership on diversity and inclusion across the university and establish clear mechanisms of accountability and reporting on these initiatives at the unit/departmental, divisional, senior leadership levels, and in collaboration with alumni.

Since the report only vaguely mentions the Annual Diversity Action reports, department level plans, and external department reviews, below are some specifics to put in the plan:

  • A report with data with hires of this past year (2014-2015)

  • Regarding the department level diversity action plans, specific instructions on how student voices will be included

  • A definitive timeline for the department level plans with measures that will be taken if the timeline is not met

  • Public access of the departmental diversity statistics

  • A definition for how Brown is viewing diversity and specifically defining underrepresented minority (URM)

    • Additional clarity about how are we disaggregating the data in specific departments and on how we are bringing in multiple perspectives beyond “quotas”. For example, how will international faculty of color be included in this information, when the goal is to increase the diversity of domestic faculty members specifically?

    • How will Southeast Asian and Pacific Islander faculty be included in the URM category?

  • As the DAP adopts more specific and clearly articulated definitions of diversity it should be cognizant of the extent to which US legal definitions of race and ethnicity do not accurately reflect the experiences of certain communities of color that were classified as "white" for US census purposes. Nuanced categories should be developed with regard to legally "white" minorities (Arabs, South Asians, Tamil, Kurds, Turks, Berbers) and their under representation in the faculty.


Goal #2: Make significant progress in diversifying the faculty, with particular attention paid to the recruitment, retention and support of scholars who have historically been underrepresented in the academy.

The most specific goal in this theme is President Paxson’s pledge to double the number of underrepresented minority faculty members by 2024. We came up with the following additional needs:

  • Specifics on what type of faculty will be included in this goal - tenure track or assistant professorships?

  • Addressing unmet goals. Specifically, what will happen if we don’t reach 50% in 5 years? We clearly need benchmarks to hold ourselves accountable for reaching this goal because is was part of a similar initiative in 2006 that was not successful.  

  • Specific plans to get post-docs to stay at Brown for assistant professorships (E.g.Do we have defined monetary incentives?)

Additional Feedback from Undergraduate Students


Goal #3: Facilitate the ongoing recruitment, retention and developmental support of undergraduate students from underrepresented backgrounds and communities. Ensure that students are provided with resources and support to thrive at Brown.

  • Expansion for Excellence at Brown (Similar to how we are expanding the Catalyst pre-orientation program to support undergraduate diversity in STEM)

  • Increased support for TWTP

  • Mandatory advisor training on race, gender identity, and other LGBTQIA+ related issues

    • Incorporate gender identity training into mandatory Title IX training


Goal #4: Make significant progress in the recruitment, retention and support of doctoral and master’s students from underrepresented backgrounds.  Provide support and mentoring these students need to become leaders in their chosen fields.

Recommendations from Graduate Student Council


Goal #5: Strategically recruit, retain and support medical students from underrepresented backgrounds, and create opportunities for all students to engage with diverse communities so that they are fully prepared to meet the health care needs of these communities.

  • All faculty must work to create an inclusive curriculum; this cannot only be charged to faculty of color

  • Mechanisms to increase socio-economic diversity in student population


Goal #6: Make significant progress in diversifying our senior administrative staff and develop mentoring and professional development opportunities which recognize and address the multiple professional needs of staff from diverse backgrounds.

  • Attention to diversifying senior administration as faculty, beginning with the Vice President for Campus Life and Student Services


Goal #7: Develop courses, training and other educational opportunities to increase opportunities for students, faculty and staff to learn about and discuss the scholarship on the histories, experiences and issues faced by diverse communities locally, nationally and globally.

  • A process for evaluating the DPLL course designation

  • Curriculum changes need to be a focus in individual departmental plans

  • All faculty must work to create an inclusive curriculum; this cannot only be charged to faculty of color


#8: Foster a climate of inclusion across the university so that faculty, students and staff have the skills, resources, spaces and mechanisms to be able to meaningfully engage across the many identities and backgrounds that make up our diverse academic community.

  • Creating a campus climate that is culturally competent and inclusive, and seeing specific changes in parts of campus that are not as accessible?

    • Examples: DPS, ResLife, Watson

  • Within engagement scholarship initiatives, paying attention to our relationship to the Providence community (Swearer Strategic Plan)?

  • Reevaluation of the Transformative Conversations projects, particularly with regard to funding

  • Specific financial commitments to the centers (BCSC, Sarah Doyle Women’s Center, LGBTQ Center, SEAS)

    • Ex: LGBTQ Center → increased staff

    • Inclusive training and resources for mental health + Title IX

  • Process for administration to respond in times of crisis

    • Ferguson, Palestine…