CLAS 2021 DEI Annual Report

asked, “How can we inspire, reward, and incentivize more people to share this important work?” While they noted these challenges within CLAS, conversation participants also have witnessed advancements in equity during the time they’ve been a part of the College—in particular, in the past two years, when the College has sustained attention to DEI and included DEI targets and tactics in its Strategic Plan. Many pay disparities within departments have been acknowledged and changes have been made where possible. The College continues to analyze salary data and work to uncover and address other kinds of inequity. We know that disparities (of labor load and pay, for example) within a department, especially if those disparities follow trends based on faculty identity, can cause bitterness, reinforce negative stereotypes, deepen fatigue, and foster tension between colleagues—making productive, collective DEI work all the more difficult.

The group applauded CLAS’s adoption of the Provost’s Postdoctoral Fellowship program, created in 2019 to serve as a pipeline to tenure-track positions and increase faculty diversity in alignment with the University’s Diversity, Equity, and Inclusion Action Plan. By following a similar model, the College of Liberal Arts and Sciences could hire selectively and contribute to and benefit from the work of a talented and diverse group of fellows. “That opportunity to come in, get your feet underneath you, get mentorship, get your program up and running, then start teaching slowly, and transition to faculty is such an unbelievably supportive opportunity,” a participant said. “It’s super cool, and roundly applauded not just here but nationally.” Another colleague agreed, expressing appreciation that CLAS is emphasizing action. “I’ve noticed a shift toward discussing experience, practice, and structure—not just aspiration or image.” This emphasis involves candor about problems alongside problem-solving.

faculty and staff. They observed that the energy and effort of self-advocacy and working for a more just university leaves minoritized colleagues contributing more labor than their peers. Additionally, faculty participants indicated that several peer institutions are leading the way by offering additional incentives for individuals with joint appointments or other forms of uncompensated labor. By adopting such practices, CLAS could build a culture that not only recognizes this burden but also values it. “We keep seeing the same people in BUILD trainings and serving on committees or councils that focus on diversity, equity, and inclusion,” said one participant, who also

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