Climate and Inclusion within Academic Units

Princeton University is committing to advancing access, diversity, inclusion, and belonging within academic departments, centers, institutes and programs. Below is a sampling of initiatives and resources available to enhance outreach and professional development; support learning; and improve engagement and community-building.

Departmental initiatives and best practices

Initiatives and best practices implemented by Princeton academic departments, centers, institutes and programs:

Possible Next Steps

Some recommendations for academic departments, centers, institutes and programs interested in enhancing an inclusive climate:

  • Partner with the Office of the Provost to create a departmental climate committee
  • Develop a departmental diversity, inclusion and community values statement
  • Develop a departmental policy on professional conduct
  • Partner with the Office of the Provost to administer departmental climate survey
  • Partner with the Office of the Provost to host professional development workshops

Workshops

Princeton offers many ways to learn about diversity and inclusion. The Office of the Provost provides professional development workshops on a number of topics and in a variety of formats, including in-person, online webinars and customized sessions for groups of faculty, postdocs, graduate students and staff. Current offerings include:

  • Interrupting bias in the academic search process: An overview of best practices and strategies to avoid unconscious bias in the academic search process
  • Interrupting bias in graduate admissions: An overview of best practices and strategies to avoid unconscious bias in graduate admissions
  • Inclusive Mentoring: An overview of best practices and strategies to mentor diverse groups of students, researchers and scholars
  • Inclusive Innovation: Inclusion enhances the creativity and problem-solving effectiveness of diverse teams and is a catalysis for innovation. This workshop provides an overview of best practices
  • Micro-messaging: This interactive workshop provide tools to avoid micro-aggressions and using micro-supports to create a more inclusive learning and working climate
  • Bystander intervention for faculty: A workshop that provides tools to help participants intervene in problematic situations
  • Boundaries: This workshop focuses on appropriate boundaries in professional relationships and best practices related to meetings, communications, socializing, and general interpersonal interactions
  • Fostering Inclusion: An overview of best practices for creating an inclusive climate
  • Sexual Misconduct: An overview of definitions, reporting responsibilities and resources related to sexual misconduct

Resources

The following resource materials provide foundational information on interrupting bias and micro-messaging in key aspects of hiring and recruitment within academic units.  

Recognizing Bias

Implicit Bias in the Academic Search Process

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An overview of best practices and strategies to avoid unconscious bias in the academic search process.

Interrupting Bias in the Hiring Process

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An overview of best practices and strategies to avoid unconscious bias in the hiring process.

Implicit Bias in the Graduate Admissions Process

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An overview of best practices and strategies to avoid unconscious bias in graduate admissions .

Responding to Bias

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A workshop that provides tools to help faculty intervene in problematic situations.

Understanding Messaging

Micro-Messaging

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A workshop that provides tools to avoid micro-aggressions and using micro-supports to create a more inclusive learning and working climate.

Contact

Shawn L. Maxam

Shawn Maxam photo
  • Senior Associate Director for Institutional Diversity and Inclusion
Phone: 609-258-9687
Office: 201 Nassau Street, Suite 21