Academic Inclusion Resources

As we support your efforts to recruit, retain, and support a diverse academic community while building an inclusive climate, we offer below a sampling of resources available to enhance outreach and professional development; support learning; and improve engagement and community-building.

The following large areas of effort have been identified:

Demographic Data

Academic Diversity and Inclusion dashboards are available to academic department Chairs, Directors and Managers and provide confidential departmental level data on student, faculty, postdoc and staff demographics.  Please contact Shawn Maxam (smaxam@princeton.edu) with any questions or to request access.

Accessing the system:  In order to access the department tableau reports, you must be connected to the University network.  When prompted, enter your Princeton NetID and password and follow the prompts for DUO (dual factor authentication).  Once complete, your initial dashboard reports will display.  If you are attempting to access your department reports outside the Princeton network, you must to connect to the University network through VPN before proceeding with the directions above. 

Guides

Addressing Systemic Racism in Academia: A brief guide to best practices in defining, recognizing, and combating racism in academic environments.

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

Video Resources

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

Implicit Bias in the Academic Search Process

Title screen for bias in the academic search process video

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

Interrupting Bias in the Hiring Process

Title screen for interrupting bias in the hiring process video

 

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

Implicit Bias in the Graduate Admissions Process

Title screen for bias in graduate admissions video

 

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

Responding to Bias

Title screen for responding to bias video

 

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

Micro-Messaging

Title screen for micro-messaging video

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