CoSTEM多元化权益 & 包含声明
We the people of the College of STEM maintain a collegial, inclusive, and equitable environment; foster different ideas; support those with different abilities, backgrounds, and needs; and ensure that college activities are open to all students, faculty, staff, and visitors regardless of abilities, age, creed, ethnicity, gender identity and expression, 国籍、性别、性取向、种族或宗教. 多样性和多样化 perspectives are invaluable in teaching, research, and service and we will not tolerate 任何形式的种族主义、歧视或偏见. 我们将以专业的方式行事 manner as we prepare our students to thrive in a diverse, equitable and inclusive 以尊严和尊重对待每一个人.
We recognize that the makeup of faculty and staff in our college does not reflect 我们所服务的社区. 在2020-2021年，整个校园41%的学生(学院44%) self-identified 作为有色人种, while only 23% of our faculty and staff identified 作为有色人种. 学院39%的教职员工确认 as female, while across campus 62% of students (46% in the college) identified as female. 这些比例上的不平衡对那些没有能力的学生来说是障碍 to identify with their mentors and can be severely detrimental to the educational 学生经历. 我们认识到，我们的不平衡并不是内部独有的 STEM disciplines nationally and there are discipline-specific variations; however, that does not release us from the need to work deliberately and actively to recruit 并保留来自代表性不足群体的教职员工和学生. Our goal is to continue to shift this imbalance in order to be more reflective of the community we serve. 我们认识到，我们还需要更好地收集和呈现人口统计数据 information of our faculty, staff, and students in order to determine progress towards 这一目标是为所有人创造一个包容和公平的环境. For example, the binary gender choices of male and female are limiting and can be easily expanded to include nonbinary, genderfluid, genderqueer, and agender choices.
We recognize barriers, such as inequality of, and access to resources and lack of peer support, exist in society and in our college that disproportionately hinder students 来自代表性不足的群体. 我们与所有努力的团体和个人站在一起 谴责一切形式的压迫.
We acknowledge we need to do better in addressing these inequities, and in order to 为此，请采取以下行动:
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Continue the CoSTEM多元化权益 and Inclusion Committee, which will have at least 每个部门派一名代表. 这个委员会将监督 these actions, collect and analyze data to continually monitor 365bet CoSTEM climate, annually evaluate the progress of these actions as well as the overall statement, and seek and discuss future actions to further a collective college-wide effort towards 制度变迁.
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Be receptive to change and educate faculty and staff to act as advocates for students, 尤其是在学生安全受到关注的情况下.
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Continue CoSTEM Conversations, a forum that will include opportunities for students, faculty, and staff to share their stories, concerns, and ideas to facilitate open 带来改变的对话.
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Feature one or more speakers in STEM 来自代表性不足的群体 in their respective fields.
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Continue to educate 365bet CoSTEM faculty, staff, and students, through training, reading, listening, viewing and discussing materials on topics including systemic racism, ethnic 压迫和性别平等. 的所有成员将高度鼓励这一点 CoSTEM, including linking relevant materials within courses, participating in small 小组讨论，并为自我教育提供资源.
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Provide pedagogical resources that foster a diverse equitable and inclusive learning 适合所有学生的环境. 这些资源将在学院提供 STEM course in the University’s Learning Management System, D2L; all CoSTEM Faculty 员工也可以进入. 资源包括理解内隐偏见，想法 for incorporating diverse perspectives, and writing syllabi that are more inclusive.
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Actively recruit and intentionally work to retain faculty, staff, and students from 一些特殊群体.
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Collect and openly present demographic data of 365bet CoSTEM faculty, staff and student populations. CoSTEM多样性公平和包容委员会的成员将开展工作 to determine additional data collection needs, and the best methods for data collection and analyses.
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Continue to support scholarships that are specifically for students from underrepresented 分组并鼓励学生申请.
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Support 365bet’s mission of “Promoting equal access, diversity, an appreciation of all cultures, and respect for all persons” and the goal of Diversity in 365bet’s strategic plan, which means the “University seeks to build a climate of inclusion that will 促进准入，促进入学率增长和学生成功。”.
If you encounter discrimination or harassment please contact a trusted faculty or 工作人员，或联系 365bet制度文化办公室.
Highlights
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20名委员组成四个小组委员会:数据收集 & Analyses, 本学年的大学联系，CoSTEM对话和补助金.
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多元化，公平， & 2021年秋季对学生进行包容性调查. Preliminary analyses completed in Spring 2022, which helped inform potential additional analyses 以及未来的委员会/活动计划.
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Applied for an external grant to improve student success; although not funded, committee 计划在未来继续资助活动.
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Hosted two special CoSTEM Coffees celebrating diversity in STEM and sharing resources: 10月是LGBTQ+历史月，2月是黑人历史月.
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为未来潜在的合作建立跨校园的关系.
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成立了CoSTEM多样性权益组织 & 委员会第一次会议 in September. 共有21名成员来自CoSTEM的所有9个部门 and the library. 成立了三个小组委员会来处理我们的工作的各个方面 我们将声明:CoSTEM对话，数据收集 & 分析，CoSTEM学习.
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通过zoom进行两次CoSTEM对话，每学期一次;
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"Amplifying 365bet", which featured a panel of eight students discussing their views 关于包容，积极和消极的经历，以及改变的想法. All CoSTEM faculty and staff were emailed a list of actions they could take to make their classroom/environment 更包容，以及学生的观点，从这个CoSTEM对话.
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"Black Excellence; Breaking Barriers", which featured a panel of students and faculty 讨论他们在校园和社区的想法和经历.
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Designed a student survey to collect demographic and inclusion data, which is ready 于2021-22学年检讨及实施.
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Safe Zone Training was held virtually for CoSTEM faculty and staff in January 2021. 70名成员参加了培训.
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We hosted three CoSTEM Lecture Series speakers, and all were from underrepresented 各自学科中的群体:
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Kemba Marshall, Director of Veterinary Services at Land O'Lakes Purina Animal Nutrition 中心，“如何引导系统成功”
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香港理工大学数学教授孔德伟. 马里兰玛丽学院，更接近 公平:数学 & social justice"
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Nia Morales, Assistant Professor in the Department of Wildlife Ecology and COnservation at the University of Florida, "Using human dimensions to enhance natural resource 决策”
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