Carnegie Mellon University
Diversity and Inclusion

Diversity and Inclusion

Diversity in thought, identity and experience is essential to excellence in research and education, a core truth reaffirmed in our Strategic Plan. Part of our educational mission is to create a diverse and inclusive community where CMU faculty, staff, and students develop a distinctive ability to work, learn, and live in diverse environments.  We must continue to stress the critical importance of diversity, through the resources and tools we provide to our faculty and through partnerships with national organizations and networks. 

The Committee on Faculty Diversity, Inclusion and Development, chaired by VPF Kathryn Roeder, surveyed effective methodologies for improving faculty recruitment at work at our peer institutions, and implemented best practices in our own colleges and departments. The approach is two pronged: 1) strengthen faculty knowledge about implicit biases and best practices in faculty search and retention processes; and 2) implement procedures that attempt to manage implicit biases and support greater diversity throughout the faculty search process.

Opportunities and Resources for Faculty

  • CMU Leadership and Negotiation Academy Scholarships: In AY 2016-17, with the help of resources allocated by the Provost and deans, a cohort of women faculty with strong leadership potential received scholarships to attend the CMU Leadership and Negotiation Academy offered by Tepper School Executive Education, a market leader in the women’s leadership development space. If you are interested in learning more about this opportunity or to express interest in appplying, pleease contact the Dean's Office of your school or college.  

  • Faculty Experience Survey: This study, conducted by the Office of Institutional Research and Analysis for the Vice Provost for Faculty, focused on satisfaction, atmosphere, mentoring, climate for diversity, and work/life balance of faculty. We encourage you to review the findings and share with us those that you believe should be prioritized so we can work collectively to make a difference. Use your Andrew ID to view the study here.

  • Provost Lunches: In AY 15-16, the provost hosted lunches with senior women to kick start conversations about improving diversity on campus. Additional lunch conversations are in process for AY 16-17, including a discussion with LGBTQ faculty. This opportunity allows diverse groups of faculty to voice their concerns to the administration and strengthen bonds in their community. Interested in scheduling a lunch? Contact the Vice Provost.

Diversity in Faculty Recruitment

The Office of the Vice Provost for Faculty advises University leadership on the best way to enhance standards for diverse and inclusive recruiting practices, including mandatory training in implicit bias for search committees, and how we can committ to recruiting diverse personnel at all levels of leadership.

For more information on best practices for diverse recruiting, please visit our page on Faculty Recruitment.

Recommended Reading:

An Annotated Bibliography of Recent Studies of Academic Gender Bias and Gender Discrimination

National Collaborations

  • IDEAL-N (Institutions Developing Excellence in Academic Leadership - National): CMU is a participant in this 10 university consortium across Ohio and Western Pennsylvania. This NSF-sponsored effort develops, shares and evaluates approaches and policies that lead to more women in full-tenured professorships in STEM (science, technology, engineering and mathematics). 
  • Sea Change: Building on the successful European program Athena Swan that promotes the advancement of gender equality in academia, Carnegie Mellon is one of the founding members of Sea Change, an effort to implement a similar program here in the U.S. The program was spearheaded by Shirley Malcom, co-chair of the Gender Advisory Board of the UN Commission on Science and Technology for Development, as well as co-chair of Gender InSITE.
  • Scholars at Risk: CMU is proud to be a part of the Scholars at Risk network. SAR advocates on behalf of academics, writers, artists, and other intellectuals who are threatened in their home countries and arranges for positions of sanctuary at universities and colleges in the network for intellectuals fleeing persecution and violence.