Carnegie Mellon University

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We welcome faculty, staff and students to join our efforts. If you have questions about how to get involved or to learn more about our campus commitment groups' progress, send us an email

Create an office under the provost dedicated to diversity, equity and inclusion  

Working Group Leaders:

Jim Garrett
Provost
Thomas Lord Professor of Civil and Environmental Engineering

Linda Babcock
Head of the Social and Decision Sciences Department in the Dietrich College of Humanities and Social Sciences and the James M. Walton Professor of Economics

This office will build on the work of the Committee on Faculty Diversity, Inclusion and Development and will work in close concert with the vice provost for faculty, Human Resources, the Center for Student Diversity and Inclusion, Staff Council, Faculty Senate, student government, and the schools and colleges.

Create a Target of Opportunity Fund to support recruitment and retention

Working Group Leaders:

Jim Garrett
Provost
Thomas Lord Professor of Civil and Environmental Engineering

Linda Babcock
Head of the Social and Decision Sciences Department in the Dietrich College of Humanities and Social Sciences and the James M. Walton Professor of Economics

We commit to collaborate with the academic leadership on the creation of a Target of Opportunity Fund that will support recruitment and retention of outstanding scholars in all fields who will contribute to diversity and equity at CMU and enhance our reputation as a leading university. This fund will build on our existing partnerships with national programs, such as the GEM Fellowship Program and the Presidential Postdoctoral Fellows Program.

Develop five-year strategic diversity, equity and inclusion plans for academic and administrative units

Working Group Leaders:

Jim Garrett
Provost
Thomas Lord Professor of Civil and Environmental Engineering

Linda Babcock
Head of the Social and Decision Sciences Department in the Dietrich College of Humanities and Social Sciences and the James M. Walton Professor of Economics

Daryl Weinert
Chief of Staff and Vice President for Strategic Initiatives

In April 2019, Provost Garrett charged all academic units to develop strategic diversity, equity and inclusion plans to be implemented next academic year, and that work is well underway. Later that fall, President Jahanian charged all administrative units to develop plans to be implemented in the 2020-21 academic year, under the direction of Daryl Weinert. These plans will articulate a clear value statement on diversity and inclusion, will include measurable goals and strategies to achieve those goals, and will be designed to capture opportunities to increase diversity for faculty, students and staff at every level, including administrative appointments.

Develop and improve policies and processes for faculty, staff and leadership searches, service, awards and recognitions

Working Group Leaders:

Jeanne VanBriesen 
Vice Provost for Faculty

Michelle Piekutowski
AVP for Human Resources

We commit to work with academic and administrative leadership toward greater transparency and more streamlined and fair processes for appointing leadership positions at all levels, and nominating faculty and staff for awards, leadership opportunities and service contributions.

Improve awareness programming, training related to diversity and inclusion

Working Group Leaders:

Jeanne VanBriesen 
Vice Provost for Faculty

Michelle Piekutowski
AVP for Human Resources

More is needed, especially as it relates to understanding microaggressions, empowering allies, encouraging effective interpersonal communication and using inclusive language in communications. The task force was very clear in expressing the urgency for us to do better. We will expand awareness and training programs for campus leadership at all levels and for faculty, staff and students.

Improve communication related to diversity and inclusion activities

Working Group Leader:

Alida Smith
Associate Vice President, Marketing and Communications

A key committee action item includes a robust communications strategy to ensure faculty, staff and students are more informed about programming and training resources on these important topics, as well as increasing and sustaining awareness of the university community’s ongoing work related to campus climate.

Expand faculty and staff leadership development

Working Group Leaders:

Jeanne VanBriesen 
Vice Provost for Faculty

Michelle Piekutowski
AVP for Human Resources

Effective recruitment and retention of faculty and staff must include a robust leadership development program and culture focused on nurturing individual professional strengths and goals. Currently, several internal and external professional development opportunities are made available for faculty and staff. We must build on these efforts and make them available much more widely.

Increase and sustain investment in student success and experience

Working Group Leaders:

Gina Casalegno
VP Student Affairs, Dean of Students

Amy Burkert
Vice Provost for Education

Launched in 2017, the Center for Student Diversity and Inclusion has proved to be a valuable resource. Through the center’s work, we have learned that students are seeking greater engagement with faculty and fellow students on these issues, and we are committed to making the strategic investments needed to expand the impact of the center’s work. 

Review quantitative and qualitative data to inform decision-making

Working Group Leaders:

Shawn BlantonTrustee Professor, Electrical and Computer Engineering and Associate Director of the SYSU-CMU Joint Institute of Engineering

Ayana LedfordExecutive Director of PROGRESS and Director for Diversity and Inclusion

Reviewing data provides an essential foundation for the strategic planning process. The purpose of this group is to support diversity, equity, and inclusion (D,E, & I) planning leads by acquiring data that supports their planning efforts. We envision this data will provide critical feedback that measures the effectiveness of any deployed strategies as a result of the planning efforts. We will also identify all currently implemented surveys or data collections methods throughout the colleges and administrative units and consider the long-term needs for data that informs the effectiveness of deployed DEI strategies across the university.