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The diversity committee can:
1. Formulate clear, actionable short and long term goals.
2. Provide training in implicit bias to all, especially anyone who has part in recruitment, hiring and retention.  3. Have explicit practices that promote diversity for any hire and track metrics for accountability.

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Work with leadership to define meaningful and measurable goals to increase diversity and inclusion

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From Zoom (MH):1. Diversity should be emphasized as being integral, rather than an added on component. This starts at the top, with strong leadership.

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From Zoom (MH):1. Diversity should be emphasized as being integral, rather than an added on component. This starts at the top, with strong leadership.

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2. There should be adequate investment in resources to help recruit and retain from a talented and diverse applicant pool

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1) training faculty on how to handle potential inflammatory and controversial remarks in advance of when/if they happen
2) incorporating diversity work into A&P criteria
3) providing a regular steam-vent mechanism for faculty for a variety of issues.

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When a group, especially trainees, puts in for a grant or project to address diversity, the university should take it seriously and provide significant feedback and encouragement. Otherwise, the process is discouraging.

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From Zoom (Jennifer Best) - the Committee should first aim to fully understand/name the places/venues where Departmental culture and climate play out most visibly, consistently, disturbingly as this will inform the most effective intervention/s. I think this step is usually missed.

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Ensure best practices are shared across committees (e.g including decision makers - those hiring or chairing admissions - on the diversity committee) and leveraging CEDI

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D.C. chairs need to talk to each other to coordinate efforts in a resource constrained environment.

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Hold leadership for hire/fire and admissions accountable for increasing diversity with diversity committee supporting/assisting leaders

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Hold leadership for hire/fire and admissions accountable for increasing diversity with diversity committee supporting/assisting leaders

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Build a centralized resource for departments and diversity committees to share with the UW Community. For example: diversity language for job postings and hiring, accessible data, implicit bias/microaggressions training, and funding opportunities.

More inclusion of staff and administrators in diversity efforts and professional development.

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Ensure WWAMI faculty hires are part of diversity activities (and WWAMI hire/fire at diversity committee table

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Ensure WWAMI faculty hires are part of diversity activities (and WWAMI hire/fire at diversity committee table

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Departmental diversity committees currently are Seattle centric

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Respond to issues identified through surveys, etc.

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Respond to issues identified through surveys, etc.

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Many units have done focus groups and surveys around inclusion and climate issues. These can be useful in identifying problems and needs. However, it they require adequate response and communication of the results and responses.

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Have in orientation an intro to URIM to let them know we exist.  Recruit medical students to be a part of it.
Inform students and faculty that our mentors have additional training in diversity.

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Additional support and training for faculty on how to work with these issues. Have under represented on hiring and admissions committees.

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Show, don’t tell---we must make diversity visible in our departments.  But avoid tokenism, there should be more black people on the campus tour than there are in the webpage photos.