On June 23, 2020, specific Diversity & Inclusion (D&I) goals and actions were endorsed by President Nariman Farvardin and Stevens Vice Presidents. Following the endorsement, the President’s Task Force on Equity and Inclusive Excellence (EIE) was formed; four goals to improve discourse and action surrounding D&I at Stevens were outlined under the “Standing Together and Standing Against Racism Initiative,” and progress has been made to accomplish them.
In a statement to The Stute, President Farvardin explained his gratitude towards the EIE task force, stating, “I am grateful to the co-chairs and the members of the Equity and Inclusive Excellence Task Force for taking on this important work. Our university community is committed to advancing diversity and inclusion at Stevens, and I look forward to seeing the recommendations of the Task Force when they are submitted in a few weeks and working with colleagues to make measurable progress.”
Susan Metz, Executive Director of Diversity and Inclusion and Co-Chair of the EIE task force, explained in an email to The Stute that her role “is to collaborate with appropriate offices and colleagues in the University to catalyze, coordinate and monitor Stevens’ diversity, equity and inclusion efforts as they relate to faculty, staff and students.” She communicates progress on her efforts through the newly launched and ongoing D&I website on stevens.edu.
Metz is currently working with the other Co-Chairs of the EIE task force, Dr. Peter Dominick, Teaching Professor in the School of Business, and Warren Petty, Vice President for Human Resources, to send a report to President Farvardin detailing “a series of recommendations (long term and short term) for impactful, sustainable change and accountability on DEI [Diversity, Equity, and Inclusion] matters.” According to Metz, the report is scheduled to be sent by February 28, 2021.
The four goals outlined under the “Standing Together and Standing Against Racism Initiative” are stated as the following:
“Goal 1: Increase knowledge and discourse on topics relating to racial discrimination.
Goal 2: Assess employee populations data, policies and practices through a diversity, equity, and inclusion lens.
Goal 3: Use qualitative and quantitative data to drive initiatives to improve racial equity, diversity and inclusion across Stevens.
Goal 4: Implement actions in the short term.”
Progress on goal 1: “Increase knowledge and discourse on topics relating to racial discrimination.” One initiative detailed under goal 1 includes efforts to work with Stevens schools and colleges to implement “diversity topics within curriculum, academic materials, and learning outcomes.” A professional development session was given to faculty and teaching assistants to develop this initiative and progress it into education and action.
Similarly, another initiative for goal 1 is to implement professional development, education, and training for faculty and staff. “Teams” in Student Affairs have received anti-racist training and are creating “anti-racist action plans” by March 15, 2021 in an effort to actively promote anti-racism in their roles.
Other updates on goal 1 include more workshops and training, including a 90-minute session titled “Navigating Microaggressions and Bias” that was offered to faculty and staff.
Progress on goal 2: “Assess employee populations data, policies and practices through a diversity, equity, and inclusion lens.”
Reviewing hiring policies and practices for staff and faculty is one initiative being worked on to address goal 2. This includes reviewing current populations which the Division of Human Resources is working on; in addition, a project plan to “broaden the diversity of candidate pools in coordination with hiring managers, particularly in the faculty ranks” is in the works.
Another direct action to address goal 2 was starting listening sessions and forums for students to voice their concerns/experiences at Stevens. These began last semester, where students were able to attend one of three listening sessions offered; 75 students attended.
Progress on goal 3: “Use qualitative and quantitative data to drive initiatives to improve racial equity, diversity and inclusion across Stevens.”
One initiative indicated under goal 3 was to establish a President-appointed Task Force; the EIE was that task force that worked together last semester and held their final meeting on Jan. 14, 2021.
Other progress includes increasing “efforts to recruit, hire and retain faculty from underrepresented groups in STEM fields.” To address this goal, Stevens is joining a national alliance to ensure “STEM faculty use inclusive teaching practices and that institutions increase the diversity of their STEM professoriate.”
Progress on goal 4: “Implement actions in the short term.”
Stevens has arguably made the most progress on addressing goal 4. Short term actions include but are not limited to the following:
• Additional funding is being provided to strengthen and expand Stevens ACES (Accessing Careers in Engineering and Science)
• Providing “administrative and academic leaders with demographic data regarding employees in their division”
• Adding a “Diversity & Inclusion Leadership Award” to the “Excellence in All We Do” awards – criteria for the new award is being developed
• Developing a D&I website for stevens.edu which was launched on October 12, 2020
One initiative detailed under goal 4 that hasn’t been updated involves establishing “a University-wide academic seminar-series on race and inequality,” among others.
In conclusion, the majority of initiatives seem to be focusing on faculty and staff workshops/trainings, hiring processes, and gaining input from students in the form of listening sessions. Progress on the four goals is being updated twice a semester, with the last update being Feb. 4, 2021.
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