Diversity Task Force

The goal is to vote on items 1-3 at the June Steering Committee meeting. At this meeting, we will discuss implantation timeline.

1. Remove requirement of SET data from application process - potentially replace with statement regarding how faculty member has used student feedback to improve their teaching.
2. Create a FACET Diversity standing committee to sustain our commitment to diversity. The diversity committee should make recommendations to the steering committee and ensure equity and anti-racism are immanent in FACET's values, mission, vision, actions, and goals. Recommendations should be grounded in research on diversity, inclusion, and social justice. The Standing Committee should:
   1. Help ensure consideration of diversity for the Retreat (i.e., have rep on Retreat Planning Committee).
   2. Create a DEIJ plan.
   3. Investigate reasons behind comments regarding informal networks, unwritten rules, and feeling FACET is oppressive to women on the climate survey. For instance: Is this at the campus or system level?
   4. Acknowledge there are barriers to feeling a part of the group that are invisible to the people in the group and work to alleviate those barriers and facilitate involvement.
   5. Work intentionally to recruit a more diverse membership. While FACET is generally aligned with the demographics of our campuses, we need to be intentional in further diversifying the membership. 

3. Appoint a diverse group (different disciplines and different campuses) to reconsider the selection process. Recommendations should be grounded in research on diversity, inclusion, and social justice.
   1. Reconsider LEARN in the nomination process - it may be biased toward those comfortable using social science methods and quantitative data (recommend getting feedback from Arts, Humanities, and Science faculty regarding documenting excellent teaching).
   2. Consider how inclusion might be signaled in the dossier and selection process.
   3. Consider a second track for application - those who have been promoted to the highest rank based on excellence in teaching would be considered via a process similar to PA Mack Award.
   4. Consider the possibility of membership for adjuncts and visiting faculty who have been teaching on the campus for a considerable amount of time (i.e., 10 years??) and/or teach multiple courses.
   5. Because of the potential for bias in a nomination process (we only nominate those we know), FACET should allow self-nominations. (Already submitted and enacted).

Include guidelines for increasing diversity and inclusion on the current Associate Directors’ page such as:

1. Reach out to new members to get them involved.
2. Reach out to members who do not often volunteer.
3. Have an Associate Directors’ session at the retreat:
4. Training for new associate directors, including DEIJ relevant to their role.
5. Social session for all associate directors to share knowledge & discuss experiences
6. Reach out to nominate those in underrepresented areas (demographics, disciplines etc.)

Communicate our commitment to diversity:

1. In our communication, FACET needs to frame DEIJ work as a journey and as a commitment to social justice and equity.
2. DEIJ work should be explicitly stated in the mission, goals, and invitations for submissions to the journals, Retreat, FALCON, and MACK Fellows Grants.
3. Add a Diversity Indicator checkbox to our submission forms for retreats, journals, etc.
4. Report progress on DEIJ initiatives to the Steering Committee
5. Continue developing and promoting resources to help faculty incorporate DEIJ in their teaching (ex. the modules in TSS and stories in teaching.iu.edu)