The Diversity and Inclusion Committee (see below for membership) is charged with providing suggestions and resources that will help the department become a more welcoming and nurturing environment for faculty and students from all backgrounds, including those from under-represented groups, and improve recruiting and mentoring of faculty and students; and advising the undergraduate and graduate directors to help instructors conduct their classroom in more inclusive way.
1. Procedure for inclusion concerns. Members of the Rutgers mathematics community who have concerns or suggestions regarding diversity, equity, or inclusion are encouraged to speak to a member of the Diversity & Inclusion Committee, the Graduate or Undergraduate Vice-Chairs, or the Department Chair as appropriate. Note that if the concern involves prohibited conduct, such as sexual harrassment, discrimination on the basis of a protected category, or creation of a hostile working environment, then most department staff will be obligated to report the concern to the university's Title IX office. In these cases persons with concerns may or may not wish to speak first to an advisor who is entitled to keep the concern confidential, available at https://nbtitleix.rutgers.edu/resources/faqs-student-complainants-and-respondents.
2. Resources for pregnancy and parental leave for TAs/GAs and full-time faculty. Under the current contracts (2020) Rutgers offers paid leave of up to eight weeks for a parent to have parental leave after the child is born or when a child is adopted, regardless of gender, marital status/domestic partnership, or sexual orientation. Additionally, the birth mother receives six to eight weeks of paid recuperative leave.
3. Resources on bias in letters of recommendation:
- Recommendation letters reflect gender bias
- Gender and letters of recommendation for academia: agentic and communal differences
- 4. Resources on bias in hiring
- How To Minimize Unconscious Bias During Recruitment
- 7 Practical Ways to Reduce Bias in Your Hiring Process
- Committees with implicit biases promote fewer women when they do not believe gender bias exists
- Is Gender Bias Really Impacting The Hiring Of Women In STEM
- 6 Ways to Eliminate Gender Bias in the Workplace
- Description and Prescription: How Gender Stereotypes Prevent Women’s Ascent Up the Organizational Ladder. Regarding necessity for specific hiring criteria.
- https://bit.ly/2Y1fh98 No Credit Where Credit Is Due: Attributional Rationalization of Women’s Success in Male–Female Teams
- Tutorials for Change; Gender Schemas and Science Careers
5. Committee on Diversity and Inclusion
Christopher Woodward, Chair <firstname.lastname@example.org>;
Michael Beals < email@example.com >;
Fioralba Cakoni <firstname.lastname@example.org>;
Paul Feehan <email@example.com>;
Shari Prevost <firstname.lastname@example.org>;
Michael Saks <email@example.com>;
Sheila Tabanli <firstname.lastname@example.org>