Diversity, Equity, and Inclusion Resources
EDUCAUSE is committed to diversity, equity, and inclusion (DEI) and at the same time recognizes that leading change toward diversity is an area of expertise with its own knowledge base and professional practitioners. The resources below, drawn from a variety of external sources, provide an entrée into DEI topics for higher education IT professionals who would like elevate diversity and inclusion as a priority personally or for their organizations.
Yale Chief Diversity Officer Deborah Stanley-McAulay on why it’s important to start with understanding your own diversity story.
Tap Into Expert Resources and Peer Networks
Allies and experts are critical supports for diversity work of any kind. Many colleges and universities have resources to help, such as a chief diversity officer or a group in the human resources department. External DEI specialists are another option; peers can provide recommendations.
- Anti-Racism in Academia, is a 5-part discussion series, taking place from August 2020 to January 2021, outlining an action-oriented approach to dismantling racism in our own spheres through conscious decisions and intentional actions. This is a volunteer-led initiative open to all employees working within higher ed institutions
- CUPA-HR. The association of HR professionals in higher education is the leader in promoting diversity, equity and inclusion for the college and university sector. Most EDUCAUSE member institutions are also members of CUPA-HR. You can add yourself to your institutional roster here to receive full access to CUPA-HR diversity resources. Note that their facilitator-led course on building an inclusive search is free to CUPA-HR members. Read their report on Diversity in Higher Education Information Technology: From Today’s Workforce to Tomorrow’s Leaders.
- NCWIT. An organization focused broadly on women throughout the IT sector.
- Racial Equity Tools. This site is a starting place to learn about the organizational and societal dynamics of racial inclusion and equity. The lens is race, but the lessons are more broadly applicable. Organized for action, it will help you understand how to get started and what a process might be for exploring DEI in your own organization.
EDUCAUSE Community Groups
- Consider EDUCAUSE peer perspectives, for example: General reflections, expanding recruitment pools, and improving retention.
- Familiarize yourself with the issues.
- Master core concepts by scanning this good basic glossary from Washington University.
- Most IT professionals identify as white. For a thoughtful and multi-dimensional unpacking of white discomfort with DEI topics, consider this essay by Robin DiAngelo. See also this classic article by jona olssen naming many typical defense mechanisms that maintain racism.
- DEI Book Recommendations
- Bring awareness to your use of language.
- ADL Guidelines for Achieving Bias-Free Communication
- American Philosophical Association Guidelines for Non-Sexist Use of Language
- Conscious Style Guide
- GLAAD Media Reference Guide, 10th Edition
- Inclusive Language in Technology Fields (also contains an explanation of terms)
- LGBTQ Do’s and Don’ts The Safe Zone project provides many resources related to inclusiveness for LGBTQ individuals.
- Linguistic Society of America Guidelines for Inclusive Language
- National Lesbian & Gay Journalists Association Stylebook
Unconscious Bias, Intersectionality, and Microaggressions: Three Key Concepts for Inclusion
- The Harvard Implicit Bias site is one of the best ways to experience biases directly.
- Kimberlé Crenshaw explains intersectionality in a popular Ted Talk.
- Microaggressions explained by Jenée Desmond-Harris.
Cultivate DEI on Your Team
Research suggests that the most powerful levers for cultivating DEI in your organization are structural: process and procedural changes that affect behavior. For an overview, see the 2016 Harvard Business Review article: Designing a Bias-Free Organization.
- Collect Data. Taking a structured look at the diversity of your organization is an important first step.
- High-level DEI metrics to consider: overview from Cornell University
- Less obvious metrics
- Tips from NCWIT on announcing your diversity data and responding
- Target your efforts toward recruitment and hiring
- Bias Interrupters. Practical steps to improve equity in performance reviews and hiring (see Toolkits).
- Bias-free recruitment. Short essay covering concrete steps for reducing impact of bias in a hiring process. Also see Social Media checks in hiring - a pros and cons discussion from CUPA-HR - and this introduction to writing inclusive job postings (Forbes).
- Pay gaps. Short New York Times article on techniques for avoiding salary inequities.
- Diversity-in-hiring list. A list covering recruitment sites and networking/support organizations for underrepresented groups.
- Manage meetings for inclusion
- Run fair meetings. While this Harvard Business Review article focuses specifically on introverts, women, and remote workers, its strategies are generally inclusive.
- Team culture. As a leader, how you prioritize and model DEI matters. If possible, acquire an expert to facilitate conversations and help you develop a diversity strategy. Some framing resources to start your thinking:
- From an HR perspective, 12 Tips for Leading Diverse Teams
- Inclusion tips: some practical inclusion suggestions, but more importantly, a reminder to engage members of underrepresented groups as you develop strategies.
- Finally, as you navigate conversations about difference and inclusion, keep in mind this guidance from the Fellowship for Race & Equity in Education.
Looking for more DEI resources? Visit the EDUCAUSE DEI library topic page.
EDUCAUSE formed a Diversity, Equity, and Inclusion Task Force in December 2017 to advise EDUCAUSE leadership and the board of directors on strategies the association could adopt to increase diversity and inclusiveness in the higher education IT workforce and the EDUCAUSE community. The task force completed its work 2018, and EDUCAUSE has formed the DEI Advisory Committee to provide direction and serve as the voice of the EDUCAUSE membership on DEI matters.