COS Equity Dashboard
College of Science Equity, Diversity, Inclusion, and Justice Initiatives.
Last updated September 2022
The College of Science embraces a culture of respect and collaboration, where each person feels valued for their contribution and is treated fairly. We embrace a culture where each person feels they belong, regardless of race, color, religion, religious creed, genetic information, sex, gender, gender identity, sexual orientation, age, national origin, ancestry, veteran or disability status. We commit to be a College where members act with respect, trust, collaboration and communication, and where inappropriate behavior is reported and acted on without fear of retaliation.
We condemn racial violence and systemic injustice against Black people. We stand for anti-racist policies, equity, and justice within our College and across Northeastern University. We denounce the insidious disrespect of women that furthers gender inequity in science. We will work towards the following strategies in support of these principles:
- Cultivate a Culture of Respect and Collaboration
- Build a College that is Representative of Society
- Foster a Connected Community
In June 2022, we submitted a Diversity, Equity, and Inclusion Action Plan to the Northeastern Office of Diversity, Equity, and Inclusion. We have identified specific milestones to support our objectives and strategies, and we will review them quarterly. We emphasize that this is a dynamic and evolutionary process, and we invite your input and participation. We cannot rely on those individuals most impacted to fix the problem.
Equity and Respect Action Plan
Dean Hazel Sive entered the College of Science, June 2020. She has made equity, respect, and diversity key priorities. A new COS framework has been developed where a culture of respect and a commitment to equity, diversity, and inclusion imbue all aspects of our College. An extensive set of actions and activities are in progress, with funding and support as needed.
| Objective | Milestone | Timeline |
| Disrupt academic bullying | Distribute self reflection tool Host speakers on bullying |
Q4 2022 Q1 2023 |
| Ensure diversity in departmental seminars | Reminder to seminar organizers to track demographics of seminar speakers Collect demographic information from seminar organizers |
Q4 2022; Q1 2023 Q4 2022; Q1 2023 |
| Increase awareness of discrimination and harassment policies and reporting mechanisms | Repeat COS Climate Survey Encourage departments to host Title IX seminars |
Q4 2022 Q4 2022 |
| Infuse a Culture of Collaboration across the college | Develop procedures and guidelines for faculty-staff interactions to promote respect | Q2 2023 |
| Organize regular discussions of diversity, equity, and inclusion | Present NU climate survey results Host DEI discussions |
Q4 2022 Q4 2022; Q1 2023 |
| Objective | Milestone | Timeline |
| Enhance representation in departmental faculty and staff leadership positions | Work with UDS to gather data on demographics of faculty and staff leadership positions | Q1 2023 |
| Enhance the number and diversity of staff applicants | Begin tracking staff applicant demographics Develop revised staff hiring procedures to promote equity Begin offering training for hiring managers |
Q4 2022 Q4 2022 Q2 2023 |
| Increase the representation of faculty from marginalized groups | INVEST ad posted (Aug) INVEST long list and short lists identified INVEST interviews (Jan/Feb) Review hiring practices (July) |
Q3 2022 Q4 2022 Q1 2023 Q3 2023 |
| Increase the representation of graduate students from marginalized groups | BEACHES workshop (MES) Lighted Pathways Internship Program Begin tracking first generation graduate students |
Q3 2022; Q2 2023 Q3 2023 Q3 2023 |
| Increase the representation of undergraduate students from marginalized groups | IDEA Internship Program (MES) Start developing Bridge to Science Bridge to Calculus Track Foundation Year students that transition to COS |
Q2 2022; Q2 2023 Q2 2022 Q3 2022; Q3 2023 Q1 2023 |
| Reinvent the PhD | Launch of Connected Science Community PhD Applications due to CSC PhD Program Implement full CSC PhD Summer Program |
Q3 2022 Q4 2022 Q3 2023 |
| Objective | Milestone | Timeline |
| Develop and support programming for all Heritage Months | Continue monthly meetings with reps from other STEM colleges | Q4 2022; Q1 2023 |
| Enhance participation in equity-focused programming and events | Begin tracking participation in equity focused events Develop incentives for participation in equity-focused programming |
Q4 2022 Q1 2023 |
| Foster new ideas to advance DEI | Develop application process for Equity Action Fund Implement application process for Equity Action Fund |
Q1 2023 Q3 2023 |
| Promote effective mentoring | Host mentor trainings Develop mentoring effectiveness instrument |
Q4 2022 Q1 2023 |
| Promote the retention of faculty from marginalized groups | Release results of faculty service survey Develop and implement mentoring groups for new faculty Encourage departments to adopt mentoring teams for new faculty Monitor tenure, promotion, and retention data |
Q3 2022 Q3 2022 Q1 2023 Q3 2023 |
| Promote the retention of graduate students from marginalized groups | Evaluate student support resources and mechanisms and ensure students are aware of them Evaluate graduation rates and academic probation demographics Develop mentoring programs / resources for MS students |
Q1 2023 Q3 2023 Q3 2023 |
| Promote the retention of staff from marginalized groups | Begin tracking demographics of staff through time | Q1 2023 |
| Promote the retention of undergraduate students from marginalized groups | Evaluate student support resources and mechanisms and ensure students are aware of them Evaluate graduation rates and academic probation demographics |
Q1 2023 Q3 2023 |
| Provide opportunities for community service, community engagement, and networking | Plan one event | Q4 2022; Q1 2023 |
| Value and reward efforts to advance DEI | Monthly call for nominations for Connects awards Call for nominations for annual awards Develop annual staff award |
Q4 2022; Q1 2023 Q2 2023 Q3 2023 |
Departmental Equity, Diversity, and Inclusion Initiatives
The COS departments also have important activities and initiatives that promote equity, diversity, and inclusion within the College of Science. We highlight a number of these below and emphasize that this list is not comprehensive.
