The group is encouraged by the fact that CLAS is pursuing a project with the University of Iowa Human Resources team to pilot a process for UI-wide equity audits, with CLAS being among the first colleges to undergo this benchmarking process. “This will help us to illuminate areas of inequity in our hiring, employment, and advancement practices,” said one participant. “Then the DEI Committee and the dean can build realistic, data-driven plans to correct them.” The College is similarly assessing how we recruit, support, and retain underserved and underrepresented students. CLAS secured funding this year to discern best practices in student support through the Hawkeye Introductory Course Initiative, which analyzes drop-fail-withdraw rates in critical introductory courses; addresses root causes of students falling away from these classes (particularly URM students); and proposes changes to reduce attrition rates among first- and second-year students. Community continues to be a driving force for CLAS’s success in DEI. We recognize that not all in the College have access to the equitable, stimulating and supportive work environments they deserve. We want to recognize what is working well, as well as our growth-edge. Our research networks and collaborative environment connect CLAS faculty, students, and staff to other UI colleges as well as to national and international peers. And CLAS is striving to enact DEI work that connects us to each other in meaningful— and increasingly just—ways. “I say this to graduate students, and I mean it,” said one participant. “I’m like, ‘Look, we don’t have mountains. We don’t have oceans, but we have community. I can’t build mountains for you, but I will help you build community.”
Participants agreed that unity doesn’t necessarily mean unanimity. They suggested a shift in expectations that does not require agreement amongst colleagues. Different cultures and opinions can co-exist, even with friction, in every department, as long as there is a baseline of mutual regard, real listening and support. “To be clear, we argue, disagree, and fight in our department,” a participant said. “But we’re having hard conversations about diversity and equity with deep respect. I wish that weren’t unusual.” The group had several additional suggestions to align CLAS DEI activities with best practices and continue meeting our DEI benchmarks. They urged the College to provide resources to foster inclusion and retention. The group suggested finding ways to enhance access to community for URM faculty. Ideas included regular gatherings to help people connect with others who share their identity, a multicultural resource directory, and better spousal hiring programs—including reinvigorating a link between the university and the wider community of employers in the area. They noted that spousal hiring programs are another resource that saw a decrease in funding as a result of the COVID-19 pandemic and deep budget cuts. One participant urged, “From the moment new faculty get on campus, endeavor to enrich all aspects of their lives: Support their research, service, family life, relocation.
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