Diversity, Inclusion & Access

Cultivating and sustaining a diverse and inclusive department is critical to our education and innovation missions as well as to our future success as one of the top departments in the Nation.


Introduction

Diversity, Inclusion & Access is a central component to the Department of Applied Mathematics and Statistics. Our department is a community that welcomes, respects and supports people of all backgrounds. Cultivating and sustaining a diverse and inclusive department is critical to our education and innovation missions as well as to our future success as one of the top departments in the Nation. The committee’s role is to identify opportunities to promote, sustain, and improve diversity, inclusion, and access within the department.

Our Process

In developing this plan, we established a department DI&A committee at the last regular department meeting for the spring 2019 semester. The committee initially met on Wednesday May 16th, 2019 members in attendance are indicated by an * below. The committee began to meet regularly beginning in the fall semester of 2019. The committee will meet two to three times per semester for 60 to 90 minutes (each meeting). At our May 16, 2019 meeting we decided on a composition for the committee and completed the implementation plan for 2019. We have revisited the plan and continue to work on the implementation of our plan as well as evolve the plan along with our changing findings.

The AMS DI&A Committee

The AMS DI&A Committee for the 2019-2020 academic year(left) and proposed committee for 2020-2021 academic year (right): 

AY2019 Committee

AY2020 Committee

Jennifer Ryan (Associate Professor, AMS, Chair of Committee)

Jennifer Ryan (Associate Professor, AMS, Chair of Committee)

Doug Nychka* (Professor, AMS)

Mike Nicholas (Teaching Professor, AMS)

Carolyn Freedman* (Program Assistant, AMS)

Jenise Conway (Program Assistant, AMS)

Jaime Bachmeier* (Undergraduate & Graduate Program Manager, AMS)

Jaime Bachmeier* (Undergraduate & Graduate Program Manager, AMS)

Justin Garrish (Grad)

Justin Garrish (Grad)

Soraya Terrab (Grad)

Soraya Terrab (Grad)

Jacqueline del Castillo (Grad)

Jacqueline del Castillo (Grad)

Shannon Bride (UG)

Shannon Bride (Grad)

Meera Duggal (UG)

Meera Duggal (UG)

Department Head, Greg Fasshauer* (ex-officio member)

Assistant Department Head, Deb Carney* (ex-officio member)

We will engage the broader department in discussions and dialogue during the coming year after the committee has reviewed DI&A reports and collected and analyzed additional DI&A data. In the inaugural year of implementing Mines DI&A recommendations, we focused our efforts on a needs assessment and fostering dialogue. We collected and began to review data and information on DI&A within our department. We have begun to identify areas of high impact and high need, and are proposing solutions based on best practice.

Our Plan

During this first year of DI&A Implementation, we focused our efforts on reviewing and analyzing data, conducting a needs assessment and fostering dialogue.

Action/Program

Short Term Outcomes (1-2 years)

Long Term Outcomes (by Mines@150- 5 years)

Conduct a self-assessment of our unit’s culture & needs regarding DI&A

Helps us identify what best practices we are already doing and prioritize areas for improvement. We will do both the online survey & focus groups.

Compare to the Mines contracted survey (starting in 2020) and evaluate improvements to climate for all implementation plan programs.

Evaluate faculty service load

Identify any inequities in service loads.

Have a fair and equitable allocation of service.

Evaluate our students/staff ability to take advantage of mentoring and/or professional development

Identify if we have any inequities in those who have access to mentoring or professional development. Implement strategies to remedy.

Employee turnover goes down, satisfaction increases. Employees develop and improve professional skills.

Analyze our department DI&A report for any inequities and accuracy

Identify areas of high need, support accuracy of the annual reports by sending feedback to DI&A Council

Findings will support our DI&A programs for subsequent years

Nominate someone or a group for DI&A/MLK Jr/Professor Willy Hereman Endowed Scholarship awards

Raise awareness of our DI&A efforts, nominate at least one person/group per year.

Raise awareness of our DI&A efforts. Have received one DI&A award.

Publish this plan and our commitment to DI&A on our website

Our stakeholders and students know and see our commitment to DI&A

Our stakeholders, students, alumni, and peers see us as leaders in DI&A

Encourage faculty/staff to take Skillsoft implicit bias training and/or Survivor Response Training, QPR Certification, Safe Zone Ally Training. Committee will provide a list to the department.

Faculty/staff learn about implicit bias, how it can impact our students & colleagues, & how we manage it.

Learn how we can adopt more sophisticated implicit bias training to minimize implicit bias.

Have all instructors and TAs complete inclusive classroom checklist at the annual department retreat in the fall. Survey TA’s through the AMS Teaching Seminar in the fall.

Unit has a better sense of what best practices we are employing in class. Instructors and TAs are introduced to inclusive classroom best practices

More instructors are implementing inclusive classroom best practices.

Evaluate faculty/staff efforts to learn about and support DI&A

Our faculty/staff become comfortable with topics of DI&A and the challenges facing our students/colleagues

Our faculty/staff become active in supporting DI&A across campus and in our unit.

Rotate the committee members on the DI&A. Faculty and Staff will serve for 2 years. Students will serve for up to 2 years. DH and ADH will serve as ex-officio members of the committee.

Encourage different faculty to become comfortable with DI&A topics and provide input.

Department faculty, staff, and students will have ownership in advancing DI&A at Mines.

Our Progress

Action/Program

Status: Complete, Ongoing, Future Plans, Stalled, or Removed

Data & Outcomes

Conduct a self-assessment of our unit’s culture & needs regarding DI&A

Completed: A department survey has been conducted and we have obtained the results.

Our undergraduate majors have a pretty good balance in terms of gender. To better understand persistence, we have asked for a further breakdown of the data by department and not major (AMS has two majors).

Evaluate faculty service load in order to have an equitable distribution.

Future plans: This is a challenging issue and we expect to address this after we have addressed issues with mentoring – likely in year 3 or 4 of this committee.

 

Evaluate our students/staff ability to take advantage of mentoring and/or professional development

Ongoing: We have informally polled graduate and undergraduate students.

Next Steps: Over the summer of 2020, staff, faculty, and students will be putting together a document to help faculty better advise students on these issues.

Mentoring and professional development of staff & faculty will be addressed in the future.

Many of our students would like to have more mentoring and knowledge about the many opportunities on campus.

Analyze our department DI&A report for any inequities and accuracy

Ongoing:

Next Steps: Our DI&A committee needs to discuss the results of our survey and incorporate them into future DI&A plans

We received the results of our survey in mid-April.

Nominate someone or a group for DI&A/MLK Jr/Professor Willy Hereman Endowed Scholarship awards

Ongoing:

Next Steps: This are annual awards. We will discuss them at the beginning of the academic year.

Dr. Karin Leidermann was nominated for an MLK award.

Publish this plan and our commitment to DI&A on our website

Ongoing:

Next Steps:   Consistently update DI&A information on our website.

We have published the implementation plan for AY 2019-2020 on our website.

Encourage faculty/staff to take Skillsoft implicit bias training and/or Survivor Response Training, QPR Certification, Safe Zone Ally Training.   Committee will provide a list to the department.

Ongoing:

Next Steps: Special training will be consistently promoted within the department.

Many of our faculty have taken special training and this is now noted under their faculty profiles on our website.

Have all instructors and TAs complete inclusive classroom checklist at the annual department retreat in the fall. Survey TA’s through the AMS Teaching Seminar in the fall.

Complete: Faculty, staff, and TAs completed an inclusive classroom checklist at the end of the Fall 2019 semester.

We determined that many staff are already employing best practices.

Evaluate faculty/staff efforts to learn about and support DI&A.

Complete: Faculty and staff were polled at the end of the Fall 2019 semester.

Many faculty already participate in extra training that supports DI&A.   Many faculty requested further opportunities to pursue training.

Rotate the committee members on the DI&A. Faculty and Staff will serve for 2 years. Students will serve for up to 2 years. DH and ADH will serve as ex-officio members of the committee.

Ongoing:  

Next Steps: We will consistently rotate members of the committee.

We have rotated some faculty off the committee and have added new committee members.