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Annual Action Plan

Diversity and Inclusion Action Plan – 2023-2024

  1. Instructors are encouraged to incorporate diversity and inclusion into their courses. As a method to encourage and assess this goal, faculty have agreed to report how diversity and equity content is included in each of their courses as part of their annual faculty productivity reports.
  2. Department members are encouraged to respect and use self-identified pronouns for all current and prospective students, faculty, and staff.
  3. The Department of Psychology’s Diversity and Inclusion statement and annual diversity action plan are displayed on the Department’s website.
  4. The Department of Psychology Diversity Committee:
  • publishes a ~monthly diversity newsletter.
  • runs PUMP-UP, the Psychology Undergraduate Mentorship Program for Underrepresented Populations
  • coordinates a book club where interested students and faculty read a DEI-related book and meet across the spring semester to discuss it
  • has developed a map to highlight and celebrate the diverse home locations of our students and faculty. Check it out here!
  • continues to offer a syllabus review for faculty and graduate students to provide feedback and suggestions on coverage of diversity and inclusiveness of students of varying backgrounds.
  • presents annually for all graduate students and faculty on the contemporary evidence-based inclusive teaching, research, or service.
  • supports the department in bestowing an annual award to recognize those making exceptional strides in enhancing our diversity and equity efforts.
  • works with the Graduate Training Committee to support a diversity-related event during Interview Weekend.
  • works with the Graduate Training Committee to identify secondary mentors for graduate students seeking mentors who identify as part of marginalized groups that are not represented in the department.
  • continues to offer and publicize an online system that students, faculty, and staff can use to anonymously a) describe DEI issues or concerns in the department, b) inquire about diversity and inclusion issues within the department, and c) provide suggestions to the committee for training, resources, etc. This process will be used to address concerns in a timely manner.