Stevens Institute of Technology
PA-5: Diversity and Equity Coordination

Stevens has two offices that focus on DEI efforts campus-wide but through different places within the organization (Office of the President and Student Affairs, respectively), an executive level diversity officer, and a formal DEI committee.

The Office of Diversity, Equity, and Inclusion in Student Affairs focuses on students and supports faculty and staff in creating an inclusive environment and offers many events open to the entire Stevens community. The DEI Committee in Student Affairs focuses on creating an inclusive and informed division for Student Affairs and offers events to the entire campus.

The Executive Director of Diversity, Equity, and Inclusion sits on the President’s cabinet and is responsible for advising the President on and implements policies and processes related to or impacting diversity, equity, and inclusion campus-wide and leading the Office of Diversity, Equity, and Inclusion in the Office of the President (OOTP). The Office of DEI is charged with assessing the campus climate, developing learning opportunities for faculty and staff that cultivate and improve practices and skills that promote and support DEI goals and improvement in the campus climate. These trainings include compliance and bias training for faculty search committees, inclusive language training for job postings, and strategies for recruiting and retaining compositional diverse employee base.

ASPIRE I-Change Advisory Board – Aimed at ensuring all STEM faculty use inclusive teaching practices and that institutions increase the diversity of their STEM professoriate. The advisory board explores campus-wide efforts to: 1. Prepare current and future STEM faculty to be more inclusive and effective in their undergraduate teaching, research mentoring, and advising; 2. Diversify the faculty by effectively recruiting, hiring, and retaining underrepresented STEM faculty and transforming practices, policies, and resources to support these efforts; and 3. Foster institutional cultures that recognize and value inclusivity and diversity broadly.

Mandatory Trainings for all employees contracted through Thomson Reuters:
- Ethics and Compliance Essentials – Teaches learner how to recognize and respond appropriately to legal and ethical issues.
- Preventing Discrimination and Harassment for Employees (US) – Familiarizes learner with federal laws, workplace conduct codes, how to report misconduct, and understanding anti-discrimination policies
- Preventing Sexual Misconduct (Title IX)- Explains faculty and staff responsibilities for maintaining a safe environment through both refraining from inappropriate conduct and knowing how to act when others do so.

All new undergraduate students complete online modules that include a session on DEI. They also attend an orientation session on DEI. Finally, they are automatically enrolled in a first-year seminar that includes a session on belonging and inclusive communities.

University-wide Faculty Search Committee Training: Redesigned and centralized compliance and bias training emphasizing consistency, transparency, and unified messaging about institutional goals. Required for members of faculty search committees.

Optional Professional Development for Employees:
- Academic Impressions: provides access to a wide range of live and pre-recorded professional and personal development and skill-building opportunities. Trainings include: Evaluating diversity in the accreditation process; Infusing domestic and global perspectives into your DEI initiatives; How to influence without shaming as a leader; Essential practices for leaders communicating across difference, etc.
- LinkedIn Learning Modules: Available 24/7, these Learning modules around a wide range of topics such as leadership development, cultural competency, and creating inclusive work environments. Each employee can create their own learning path or select a pre-designed learning path comprised of multiple modules around a theme like “Diversity, Inclusion, and Belonging for All.” 
- ONGIG Training: Demonstrates how and why Stevens requires review of all job postings via a text analyzing tool that suggests how to remove biased language and gendered words.
- Safe Zone: Designed to educate faculty and staff about LGBTQ+ identities and current injustices impacting these communities, particularly those that shape campus environments.
- Additional workshops and descriptions can be found here: https://www.stevens.edu/page-chapter/request-a-workshop#introduction