Research-Based Strategies
RECOMMENDED STRATEGIES
All units should identify strategies to address groups facing disproportionate impact. These strategies should be based on challenges that were elicited from the environmental scan. However, to help support units in determining research-based practices that can help address D.I., the following strategies are recommended. Please note that any recommendation with an asterisk (*) is required.
- Use the Building on Inclusive Excellence criteria for all faculty searches*, and use relevant BIE criteria for all staff searches
- Require all search committees to complete training on implicit bias and microaggressions*
- Require all search committees to have an Inclusion Ambassador*
- Certification of applicant pools based on representation proportional to available representation of underrepresented populations*
- Submit all job advertisements for review for inclusive language from the Division of Diversity and Innovation
- Have all search committee members complete the Inclusion Ambassador Training
- Build networks with faculty and staff from minority-serving institutions
- Require a diversity statement from each applicant
- Advertise jobs in outlets that are readily accessible to diverse audiences
- Ask candidates about their demonstrated commitment to diversity
- Hire a recruiter to assist in reaching out to underrepresented populations
- Attend conferences within the discipline that have a focus on diversity
- Identify and network with post-doctoral students from other institutions
- Direct outreach to fellowships (e.g., Ford Foundation, CSU Chancellor’s Office Incentive Program, UC Postdoctoral fellowship program)
- Have a departmental representative on the College / Division / Auxilliary Diversity Council
- Participate in professional learning on diversity and inclusion
- Set a departmental target for ally trainings (see here for a listing [link coming])
- Conduct exit interviews
- Establish a Diversity Officer for the College / Division / Auxilliary
- Provide opportunities for diverse guest speakers and lecturers
- Recognize and incentivize faculty and staff who participate in Employee Resource Groups
- Recognize and incentivize faculty and staff who serve as advisors (formally or informally) for diverse organizations and students
- Recognize and incentivize faculty who participate in trainings on inclusive pedagogy and scholarship
- Engage the department in a book club as supported by the Center for Teaching and Learning
- Adopt a policy to begin all formal departmental events (e.g., meetings, retreats, activities) with a statement on land acknowledgement
- Add a departmental diversity statement to website and for all syllabi
- Review and modify all syllabi for inclusive and anti-deficit language
- Add questions on diversity and inclusion to departmental course evaluation
- Use of resources from the National Center for Faculty Development & Diversity
- Faculty and staff within the unit sign the pledge to support African American students
- Require all review and evaluation committees to complete training on implicit bias
- Recognize and incentivize faculty who demonstrate a commitment to diversity and inclusion in their teaching and scholarship
- Develop a mentoring plan for all faculty and staff
- Review department policies to ensure equitable distribution of service loads
- Faculty and staff within the unit sign the pledge to support African American students
- Require all review and evaluation committees to complete training on implicit bias
- Recognize and incentivize staff who demonstrate a commitment to diversity and inclusion in their professional development and in interactions with colleagues and students
- Develop a mentoring plan for all faculty and staff
- Review salaries and policies to ensure equitable compensation and advancement
- Build networks with minority serving institutions
- Ask students about their ability to thrive in and contribute to a diverse learning environment
- Develop a recruitment video featuring diverse alumni
- Clearly identify commitment to diversity and inclusion on website (e.g., course, research opportunities, service learning)
- Develop plan to direct-recruit SDSU undergraduates into graduate programs
- Develop an ambassador program for diverse graduate students and advanced undergraduates
- Departmental representation at events celebrating diversity and inclusion, such as the Martin Luther King Luncheon and Caesar Chavez Luncheon
- Attend a graduation ceremony honoring diverse student populations, such as the Black Baccalaureate Celebration, Lavender Graduation Ceremony, Raices Unidas Family Graduation Ceremony, Andres Bonifacio Samahan Filipino Graduation Ceremony, or American Indian Graduation Celebration.
- Serve as a faculty advisor to a diverse student club
- Integrate principles of culturally-relevant teaching into curriculum
- Recognize and incentivize faculty who adopt inclusive teaching strategies into their courses
- Provide all students with a customized educational plan
- Develop service-learning opportunities based in diverse communities
