2017 Annual Report on Diversity and Inclusion

DIVERSITY& INCLUSION 2017 Annual Report University of Rochester Office of Faculty Development and Diversity Diversity Report Contents Message from President Seligman Leadership Presidential Diversity Council Presidential Diversity Council Implementation Committee Schools Based–New Leadership Structures Climate & Community Encouraging a Welcoming and Inclusive Climate Martin Luther King Jr. Day Is a University Holiday Celebrating Champions of Diversity and Inclusion Rochester’s Champions—Nationally Recognized Major Diversity Events in 2016–2017 Susan B. Anthony Center Schools Address Climate and Community Faculty Diversity Office of Faculty Development and Diversity Special Opportunities Fund Pipeline to Recruitment Xavier BUILD Program Future Faculty Initiative Faculty Development and Success Faculty Diversity Officers Schools Address Faculty Diversity Student Diversity School by School Focus Staff Diversity Human Resources Strategy—Director of Staff Diversity and Inclusion The Development of Staff Diversity Officers Training Evolution of University Resource Groups School-Based Staff Training Efforts Going Forward Appendices 2 3 MESSAGE FROM PRESIDENT SELIGMAN On November 29, 2016, I accepted campus community and contribute in significant ways every the principal recommendations of day. The University is committed to being inclusive for all. the Final Report of the Presidential The tragic events in Charlottesville and elsewhere have Commission on Race and Diversity demonstrated once again how much we still must do as a nation (“Commission”) and established to bridge the racial and cultural divides that beset too many the Presidential Diversity Council of our communities. The University of Rochester remains (Council). The Council, which I unequivocally committed to a diverse and inclusive culture of chair, addresses how most appropri- mutual respect and support. ately to implement the recommen- On September 5, the Department of Homeland Security is- dations of the Commission. The sued a memorandum to rescind and phase out the Deferred Ac- Council, consisting of senior Uni- tion for Childhood Arrivals (DACA) program by March, 2018. versity leaders who are tasked with promoting and encouraging We are both a global university and the Rochester family where the University’s race and diversity initiatives, began our work we value and support one another, even under challenging December 20, 2016, and spent our first year engaged in a sys- circumstances and uncertainties. The University of Rochester tematic review of the Commission’s recommendations concern- reaffirms its unqualified support to its undocumented students ing leadership, faculty, students, staff, and campus climate. We and employees who are here under DACA. The University will continue to make incremental progress in quantitative metrics. closely track this issue in the coming months, and University of- Reporting for 2017 will be released soon after as we harmonize ficials will continue to work with our Congressional delegation our data with federally reported data. and with higher education associations to continue to express We are a values-driven institution. We are committed, our strong support for DACA within the limits of the law. among other values, to diversity, meaning respect for all students, As we embark on a new academic year, I ask each member of faculty, and staff regardless of their race, religion, national our University community to continue to work to ensure that origin, intellectual beliefs, gender identity, sexual orientation or our institution is one where everyone feels welcomed, valued, veteran status. Everyone deserves a safe place to live, work, and and respected every day. I look forward to working together learn, free of bias, hate, and discrimination. Our University is as we continue to create an ever more diverse and inclusive immeasurably better and stronger because of its diversity. Our community. transgender, gender nonconforming, and gender non-binary students, faculty, and staff add to the rich diversity of our 4 5 The University of Rochester Diversity Awards recognize the accomplishments of faculty, staff, students, units, departments, or other functional teams of the University or graduates of the University that contribute to diversity and inclusion through exemplary leadership. The Council was envisioned as “a permanent group of senior leaders . who would meet regularly to monitor and LEADERSHIP evaluate the progress of race and diversity initiatives.” The Presidential Commission on Race and Diversity began their The Presidential Commission on Race and Diversity began its rec- recommendations by discussing the role of leadership. Despite the ommendations by discussing the role of leadership. Through words, consistent and ongoing work of University leaders at many levels, deeds, policies and procedures- consistent leadership can inspire evidence from town hall meetings, individual feedback and surveys transformational, lasting change. of faculty, staff and students suggests that to be truly inclusive, our University has work to do. Through words, deeds, policies, and Presidential Diversity Council procedures consistent leadership can inspire transformational, The Commission, which includes leaders from each school and lasting change. While many leaders have approached diversity and other members of the President’s Cabinet and senior staff, ap- inclusion in their own ways, the Presidential Diversity Council was proached its work by using the framework of the Commission’s rec- envisioned as a way to solidify the University’s identity as a diverse ommendations. Monthly meetings began in December 2016 with and inclusive institution and to create a sense of accountability that a broad overview of the Council, definitions of diversity, and the permeates all aspects of our community. planned scope of the Council’s work over the first several months. The most visible and impactful actions of the Council relate to Commission Recommendation: supporting inclusive climate that values all individuals. To promote greater visibility of and to monitor At its first meeting, the Council voted unanimously to make accountability for its diversity efforts, the President Martin Luther King Jr. Day a University holiday, beginning in should establish a Presidential Diversity Council, a January 2018. As noted in the Commission report, the ideals of the centralized committee of senior University leaders civil rights movement and the life work of Dr. King embody the whom the President will charge with promoting and values of equality and diversity in ways that resonate throughout encouraging the University’s race and diversity our University. By making King’s birthday an official University activities and establishing methods of accountability holiday, the leaders have effectively signaled institutional support for continued progress on the recommendations for diversity in a visible and ongoing way. below [related to students, faculty, staff, and climate]. Recognizing that upholding any idea requires ongoing education, dialogue, and self-awareness, members of the Council 6 participated in a training session in February on the topic of un- Chaired by Morgan Levy, Title IX Coordinator and Manager conscious bias led by Cook Ross, Inc., a leader in education about of University Student Services Coordination for the University, the impact of unconscious bias on hiring, promotion, performance the group has begun its initial focus on climate and community. management and succession management. This training provided There was general agreement that initial priorities within this focus an introductory workshop to the members of the Presidential should be on broadening training and education about implicit Diversity Council, the Implementation Committee, and about 200 bias, creating an inventory of staff diversity resources, and establish- leaders in the Medical Center. Efforts to disseminate training and ing a staff group analogous to the Faculty Diversity Officers, Staff education about bias and cultural competence are described further Diversity Officers. Along with members of the Council, PDIC in the section about staff. members participated in the unconscious bias workshop provided To understand some of the complexities related to the need for by Cook Ross in February. Members have created and delivered bias-related training, the Council devoted one of its meetings to their own workshops on implicit bias to nearly 400 individuals in the recently completed climate surveys. In February 2016, the first the University. The nature of the Staff Diversity Role has not yet University-wide Diversity Engagement Survey was administered been decided; members are awaiting a new full-time director of to all faculty and staff as well as students in the School of Medicine staff diversity, a restructured University-wide position in Human and Dentistry, the School of Nursing, the Simon Business School, Resources that has not yet been filled. and the Warner School of Education. The Council simultaneously reviewed results of a survey through the Higher Education Re- Schools Based—New Leadership Structures search Institute (HERI) at UCLA. Undergraduates in the College The URMC Executive Committee for Diversity and Inclusion and Eastman and graduate students in Arts, Sciences & Engineer- began to meet in April 2016. It has been a highly successful coming and Eastman were invited to participate in HERI as part of mittee representing the needs of faculty, students, trainees,

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