Antiracism, Diversity, Equity, and Inclusion Commitments
Report
The initiatives listed in the report were copied from the spreadsheet of antiracism/racial equity commitments created during the academic year 2020-21 and/or the monthly CDO reports to the community during the spring semester.
In order to promote clarity and legibility for the benefit of all readers—including those unfamiliar with the College and its recent history—wherever possible, first references to institutional features such as committees and departments include links.
We welcome your feedback on this web-based report, which can be submitted via a webform or emailed directly to hc-idea [at] haverford.edu.
IV. Faculty and Staff Recruitment, Retention, and Professional Development
Our recruitment and hiring processes are designed to attract talented and highly capable faculty and staff from diverse backgrounds and experiences, and to do so without discrimination on the basis of race, ethnicity, religion, gender identity, sexual orientation, national origin, age, marital status, disability, veteran status, or any other protected characteristic. Once hired, the College is committed to providing effective and targeted professional development and training opportunities. And yet despite such policies, processes, and commitments, not every faculty and staff member is able to access and equally benefit from these opportunities, while others do not find the campus employment climate sufficiently supportive and inclusive. It is also important to note the role and impact of 'shadow service', in which women, LGBTQIA, and employees of color often carry more informal responsibilities than other members of the faculty. In order to improve working conditions, the College has undertaken a number and variety of programs relating to DEI and antiracism. The College plans to expand this work and incorporate such learning into onboarding and career development processes.
C. Practices
Should be inclusive and equitable, empowering a diversity of voices and facilitating their being heard.
C. Practices
Should be inclusive and equitable, empowering a diversity of voices and facilitating their being heard.
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Provide antiracism course development support through the Office of the Provost.
Status:
Completed
Timeline:
Immediate
Updated:
February 22, 2022, 1:25 pm
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Yearly faculty and staff diversity training.
Status:
Underway
Timeline:
Long-Term
Updated:
July 8, 2022, 12:58 pm
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Hire Black faculty and faculty of color.
Status:
Underway
Timeline:
Short-Term
Updated:
July 8, 2022, 12:40 pm
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Require faculty to read chapters of Ruth Enid Zambrana's Toxic Ivory Towers.
Status:
Completed
Timeline:
Immediate
Updated:
September 3, 2021, 12:22 pm
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Organize and assemble resources to help faculty change their practices, pedagogies, and curricula to better respond to and be inclusive towards a range of student needs, including those of students working through trauma.
Status:
Underway
Timeline:
Short-Term
Updated:
September 3, 2021, 12:22 pm
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Create opportunities for more Black students to be stakeholders and serve as representatives in faculty search committees.
Status:
Underway
Timeline:
Immediate
Updated:
July 12, 2022, 4:39 pm
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Encourage high-impact practices directed toward retaining and supporting existing faculty of color in each department.
Status:
Underway
Timeline:
Immediate
Updated:
July 8, 2022, 12:48 pm