Equity, Inclusion and Diversity

Our Commitment

The Heller Office of Equity, Inclusion and Diversity (EID) is committed to helping Heller achieve its motto of “knowledge advancing social justice” by building a strong community culture of belongingness for all. This is difficult work, and it requires participation from every corner of our institution to succeed. Our approach to EID work at Heller is grounded in a philosophy of continuous improvement, evidence-based practices and targeted interventions.

Annual Program Reviews

We conduct annual reviews with every academic program to track progress on key performance metrics informed by biennial climate surveys and university demographic data as well as qualitative data from the community. Program reviews are based on four EID pillars:

  • Demographics (faculty, staff and students)
  • Vulnerabilities (e.g. health, safety, wellness, employment, housing, food security)
  • Belonging and inclusion (including perceived discrimination)
  • Satisfaction with program and willingness to recommend to others

Tracking our Progress Using HEED Metrics

To measure our progress, we follow the 165 benchmarked metrics outlined by the Higher Education Excellence in Diversity (HEED) Award. The Heller EID Office began using HEED metrics as an internal dashboard in 2017 with the goal of applying for the HEED award within five years. 

Heller Admissions Diversity Recruitment

December 2021

December 2021 HEED Progress Report

(Last updated December 2021)

Category Criteria Underway or Completed Criteria Total Percent Underway or Complete (2019)
Percent Underway or Complete (2020)
Percent Underway or Complete (2021)
Section 1: Methods to recruit underrepresented minority and first generation students 27 29 76% 83% 93%
Section 2: Methods to diversify faculty 25 30 43% 77% 83%
Section 3: Methods to diversify staff and administration 20 30 37% 57% 67%
Section 4: Role of dean in Heller diversity policies 34 37 65% 86% 92%
Section 5: Multicultural branding and communication techniques used 9 9 78% 100% 100%
Section 6: How the associate dean for equity, inclusion and diversity is situated for success 29 30 87% 87% 97%
Total 141 165 62% 79% 85%

Dig Deeper: Full HEED Checklist 

(December 2021)

Section 1: Methods to recruit and retain underrepresented and first-generation students

1 Community outreach Yes
2 Admissions officers with a diversity focus Yes
3 On-campus diversity recruitment efforts Yes
4 Community college bridge programs Yes
5 Pre-college programs for K-12 students Yes
6 Social media outreach Yes
7 National strategic partnerships Yes
8 Race-conscious scholarships Yes
9 Economic-conscious scholarships Yes
10 Holistic admissions process Yes
11 Recruiter attendance at underrepresented student conferences Yes
12 Other: New partnerships formed with Govern for America and Lead for America, admissions blog posts written by a diverse group of current students, new yield event for admitted applicants hosted by the Heller Office of Equity, Inclusion and Diversity Yes
13 Comments: Each admissions team member participates in different aspects of diversity recruitment according to their role in admissions Yes
14 Methods to improve retention and graduation rates for underrepresented and first-generation students (Embedded English Language Programs, Culturally- relevant group programming in partnership with the Brandeis Counseling Center) Yes, see note
15 Heller strategic plan (Note: via annual program reviews) Yes, see note
16 Institutional research on student success patterns (Note: via annual program reviews) Yes, see note
17 Cohort-based academic success and leadership programs (Note: By way of program-specific mentorship/buddy programs and program-specific Student Association leaders) Yes, see note
18 Academically-themed diverse student organizations Yes
19 Supplemental instruction Not at this time
20 Free tutoring support Yes
21 Culturally-relevant advising (Note: piloting faculty-BIPOC student mentorship program in January 2022) Yes, see note
22 Early warning systems Yes
23 First year experience programs Yes
24 Summer bridge programs Yes
25 Mentorship programs - pilot Yes
26  Other (Anti-bias training) Yes
27 Comments: Orientation to include difficult dialogues, multicultural and self-care training Yes
28 Describe new programs targeting underrepresented students in the last 12 months. (New partnerships formed with Govern for America and Lead for AmericaEmbedded English Language Programs, Culturally-relevant group programming in partnership with the Brandeis Counseling Center, faculty-BIPOC student mentorship program) Yes, see note
29 What is the time to degree for doctoral-level students in the following groups?
  • African-American/Black
  • Asian-American
  • Hispanic/Latinx
  • International
  • Multiracial
  • Native American
  • Native Hawaiian or Pacific Islander
  • Unknown/other
  • White/Caucasian
TBD

Section 2: Methods to diversify faculty

1 Heller strategic plan Yes
2 Dedicated faculty diversity recruitment specialist (Note: By way of the Dean's Operating Council) Yes, see note
3 National partnership efforts In progress
4 Advertisements in diversity publication and/or job boards Yes
5 Participation in diversity recruitment events Yes
6 Strategic funds used to increase financial offers to diverse job candidates Yes
7 Grant-funded initiatives to increase retention (NSF advance program, etc.) Yes
8 Strategic funds being used to hire diverse candidates Yes
9 Host future faculty diversity symposia on campus (Note: Examples include: "A Sankofa Community Conversation and Racial Literacy Workshop with Howard C. Stevenson; "A Conversation with Dr. Eddie Moore, Jr.: Brandeis 21-Day Equity Challenge for a More Inclusive Community"Heller Community Reading for Social Justice: Teach-In with Dr. Keeanga-Yamahtta Taylor) Yes, see note
10 Diversity-themed postdoctoral fellowships Yes
11 Diversity faculty exchange programs with HBCUs, MSIs, etc. In progress
12 Pipeline programs for future faculty (Note: Placing doctoral students of color into leadership roles at Heller that can grow with the institution) Yes, see note
13 We require diversity accomplishments from job candidates to consider in the hiring process Yes
14 We require search committees to include diverse candidates as part of the pool of job candidates Yes
15 We require diverse job candidates as part of the pool of job candidates Yes
16 Other Not at this time
17 Comments Not at this time
18 Describe any pipeline programs Heller has with other institutions of higher education that assist in recruiting diverse faculty In progress
19 Which diversity publications and/or job boards does Heller use to attract diverse candidates? List max of 10. (Note: American Association of Hispanics in Higher Education, Asian Career Web, Black Career Women, Blacks in Higher Education, Career Women, Equal Opportunity Publications, Glassdoor, LGBT Career Link, Military Hire, National Urban League, and more)
Yes, see note
20 List retention strategies to keep diverse faculty (Note: Examples include matching salary offers and providing work-life balance adjustments, mentoring and professional development opportunities through the School of Arts and Sciences, access to peer and affinity networks across the university) Yes, see note
21 Family flexible tenure timelines Yes
22 Mentor programs (Note: Offered through the School of Arts and Sciences) Yes, see note
23 Cohort-driven leadership programs for junior diverse faculty Not at this time
24 Graduate research support for new diverse faculty Not at this time
25 Start-up research funds for new diverse faculty Not at this time
26 Affinity or employee resource groups Yes
27 Participation in diversity-related programming is considered in tenure and promotion process Yes
28 Other Not at this time
29 Comments Not at this time
30 Describe any new programs and/or initiatives begun in the last 12 months to assist in the recruitment and retention of underrepresented faculty (Note: Updated Staff Recruitment and Onboarding policy, launch of Multicultural Teaching and Learning website) Yes, see note

Section 3: Methods to diversify staff and administration

1 Heller strategic plan Yes
2 Dedicated staff diversity recruitment specialist Yes
3 National partnership efforts Not at this time
4 Advertisements in diversity publications and/or job boards Yes
5 Participation in diversity recruitment events Yes
6 Strategic funds used to increase financial offers to diverse job candidates Yes
7 Grant-funded initiatives to increase retention (NSF advance program, etc.) Not at this time
8 Strategic funds being used to hire diverse candidates Yes
9 Host future staff diversity symposia on campus Yes
10 Diversity-themed postdoctoral fellowships N/A
11 Diversity staff exchange programs with HBCUs, MSIs, etc. Not at this time
12 Pipeline programs for future staff (Note: These are ad hoc programs) Yes, see note
13 We require diversity accomplishments from job candidates to consider in the hiring process Yes
14 We require search committees to include diverse candidates as part of the pool of job candidates Yes
15 We require diverse job candidates as part of the pool of job candidates Yes
16 Other Not at this time
17 Comments Not at this time
18 Describe any pipeline programs Heller has with other institutions of higher education that assist in recruiting diverse staff Not at this time
19 Which diversity publications and/or job boards does Heller use to attract diverse candidates? List max of 10. (Note: Black Career Women's Network, Blacks in Higher Education, Career Women, Equal Opportunity Publications, Hispanic and Latino Professionals, Inside HigherEd Jobs, Military Hire, National Urban League, Pink Jobs, Professional Diversity Network, The Sierra Group) Yes, see note
20 List retention strategies used to keep diverse staff
  • Routine and one-on-one consultations, including with DEI office and University Ombuds
  • Matched salary offers
  • Provided work-life balance adjustments
Yes
21 Family flexible tenure timelines Not at this time
22 Mentor programs Not at this time
23 Cohort-driven leadership programs for junior diverse staff Not at this time
24 Graduate research support for new diverse staff Yes
25 Start-up research funds for new diverse staff Not at this time
26 Affinity or employee resource groups Yes
27 Participation in diversity-related programming is considered in tenure and promotion process (Note: This is increasingly being incorporated into annual reviews) In progress, see note
28 Other Not at this time
29 Comments Not at this time
30 Describe any new programs and/or initiatives begun in the last 12 months to assist in the recruitment and retention of underrepresented employees (Note: Anti-bias training and two staff/admin retreats) Yes, see note

Section 4: Role of dean in Heller diversity policies

1 Ensures resources are available to drive diversity initiatives Yes
2 Charges the Heller Diversity Committee (Note: Programs are held accountable through Educational Steering Committee and Research Steering Committee) Yes, see note
3 Creates a culture of accountability (Note: Community members are held accountable by using benchmarking tools such as the Faculty Activity Report, course evaluations, program reviews, and climate surveys) Yes, see note
4 Shows a visible commitment to diversity in speeches, written correspondence, and public appearances Yes
5 Ensures that senior leadership is engaged in Heller diversity strategies Yes
6 Comment Not at this time
7 Describe strategies that Heller has in place to ensure diversity planning and accountability Yes
8 Heller's mission statement includes diversity, equity and inclusion as a core value Yes
9 Heller's EID goals and plans are embedded in the strategic plan Yes
10 Heller requires an EID plan from each program Not at this time
11 Heller has a diversity plan Yes
12 Heller has an EID task force (Note: Ad hoc groups under the supervision of Office of the Dean and Dean's Operating Council by initiative) Yes, see note
13 Heller uses a diversity scorecard to measure/track progress (Note: Using HEED metrics) Yes, see note
14 Heller associate dean for equity, inclusion and diversity has the opportunity to formally report on EID plans, successes, challenges and opportunities at meetings of governing board Yes
15 Heller associate dean for equity, inclusion and diversity submits and makes public an annual EID report/slides per audience Yes
16 Comments Not at this time
17 Describe level of activation of EID Plan Year 3 of 5
18 Senior leadership ensures that diversity is prioritized in their respective schools, colleges and divisional units Yes
19 Our associate dean for equity, inclusion and diversity provides point leadership in the school-wide implementation process Yes
20 Our EID council ensures that many different people are involved in shaping the diversity plan (Note: Heller Students Association, Student Working Groups, Educational Steering Committee and Research Steering Committee) Yes, see note
21 Student opinions play a key role in leading diversity-related change efforts at Heller (Note: Through Heller student climate survey, course evaluations, and Student Antiracism Memo)  Yes, see note
22 Campus diversity efforts are data-driven and evidence-based Yes
23 Adequate financial resources exist to drive campus diversity efforts Yes
24 Diversity focused financial strategies Yes
25 Diversity goals are embedded in the overall budget process Yes
26 Annual diversity fundraising campaign Yes
27 School diversity incentive grants Yes
28 Apply for federal diversity grants (NSF, NIH, DoE, etc.) Not at this time
29 Development officer focused on diversity Yes
30 Diversity endowment fund Yes
31 Diversity-themed alumni fundraising campaign Yes
32 Financial resources set aside for internal diversity and inclusion awards Yes
33 Other Not at this time
34 Diversity training programs for the following groups:
  • Adjunct faculty
  • Full-time non-tenured faculty
  • Full-time staff
  • Governing board members
  • Search committee heads
  • Search committee members
  • Full-time students
  • LGBTQ training for athletic department
  • Senior leadership
  • Campus police force
Yes
35 When does diversity training take place for the following groups:
  • Adjunct faculty
  • Full-time non-tenured faculty
  • Full-time staff
  • Governing board members
  • Search committee heads
  • Search committee members
  • Full-time students
  • LGBTQ training for athletic department
  • Senior leadership
  • Campus police force
(Note: Multicultural Teaching and Learning website for ongoing, annual training at faculty/staff meetings, town halls, and faculty/staff retreats; partnership with campus DEI education training groups; Faculty Activity Report activities)
Yes, see note
36 Is unconscious bias training offered for the following groups:
  • Adjunct faculty
  • Full-time non-tenured faculty
  • Full-time staff
  • Governing board members
  • Search committee heads
  • Search committee members
  • Full-time students
  • LGBTQ training for athletic department
  • Senior leadership
  • Campus police force
Pilot underway
37 Which of the following are used to understand issues of climate, inclusion and satisfaction?
  • Student climate survey (Yes)
  • Administration climate survey (Yes)
  • Faculty climate survey (Yes)
  • Staff climate survey (Yes)
  • Exit interviews for students (Not at this time)
  • Exit interviews for employees (Yes)
  • Diversity mapping of institutional capabilities (Yes)
  • Diversity benchmarking efforts (Yes)
  • Follow-up with job candidates who decline offers of employment (Not at this time)
In progress (7/9)

Section 5: Multicultural branding and communications techniques used

1 Social media Yes
2 Multicultural communications specialist Yes
3 Diversity-focused admissions material and brochures Yes
4 Marketing/advertising in diversity publications on websites Yes
5 Student ambassadors communicate campus diversity to prospective students and parents Yes
6 Display diversity awards on website Yes
7 Link to diversity office or programming on website homepage Yes
8 Which of the following offices are at Heller?
  • Diversity office (Yes)
  • LGBTQ office (N/A)
  • Veterans' office (N/A)
  • Disability office (N/A)
  • International office (N/A)
  • Study abroad office (N/A)
  • Supplier diversity office (N/A)
  • Religious services office (N/A)
  • Multicultural affairs office (N/A)
(Note: Items marked with 'N/A' exist at the University level)
Yes, see note
9 Which of the following diversity-related information appears on the Heller website?
  • Procurement/supplier diversity office page lists opportunities for minority- and women-owned businesses (N/A)
  • Study abroad page includes specific opportunities for underrepresented minority groups (N/A)
  • Disability services office page links to career services page (N/A)
  • International office page includes information about groups, clubs, etc. for international students (N/A)
  • Human resources page includes information about diversity training (N/A)
  • Every open job posting listed on our human resources page includes an AA/EEO statement (Yes)
  • Describe any diversity-related awards/recognitions your institution has received over the past year (N/A)
(Note: Items marked with 'N/A' exist at the University level)
Yes, see note

Section 6: How is the associate dean for equity, inclusion and diversity's role situated for success?

1 We have an associate dean for equity, inclusion and diversity (AD EID) Yes
2 AD EID reports to the Dean Yes
3 AD EID is an executive-level position Yes
4 AD EID has his/her own budget Yes
5 AD EID has a deciding vote on the diversity council (Note: Educational steering committee) Yes, see note
6 AD EID can attend governing board meetings and present the case for school diversity Yes
7 AD EID has input in the budget allocated to his/her office Yes
8 How does Heller help students develop cultural competence? (Note: workshops, classes, seminars, etc.) Yes, see note
9 We have a general education diversity requirement (Note: 1st pilot in January 2021, 2nd pilot coming January 2022) In progress
10 Faculty are requested, where applicable, to incorporate diversity into their curriculum
(Note: Multicultural Teaching and Learning website launched in September 2021)
Yes, see note
11 We have diversity courses for students Yes
12 We have multicultural events on campus Yes
13 We have multicultural student clubs and organizations Yes
14 Issues of diversity are woven into the first-year experience and curriculum Yes
15 We offer opportunities for Pell Grant students to study abroad N/A
16 Does Heller celebrate the following?
  • African American History Month
  • Women's History Month
  • Asian-Pacific American Heritage Month
  • National Hispanic Heritage Month
  • National Disability (Employment) Awareness Month
  • Native American Heritage Month
  • Martin Luther King, Jr. Day
  • LGBTQIA+ Pride Month
Yes
17 Which of the following affinity/employee resource groups do we have at Heller?
  • African American (Yes)
  • Hispanic/Latinx (Yes)
  • Asian American/Pacific Islander (No)
  • Native American (No)
  • Disability (Yes)
  • Veterans (No)
  • LGBTQIA+ (Yes)
  • Women (Yes)
  • Religious (No)
  • Multiracial (Yes)
  • Other (No)
In progress (6/11)
18 Please respond to the following statements:
  • We don't have a diversity council
  • Our diversity council reports to the dean
  • Our diversity council meets at least quarterly
  • Our diversity council members include administrators
  • Our diversity council members include faculty
  • Our diversity council members include students
  • Our diversity council members include staff
(Note: In lieu of a diversity council, Heller relies on the concept of 'diffusion innovation,' in which we provide evidence-based metrics to program directors and leaders throughout the institution. These leaders track and report on their progress through annual reviews with the dean. This process relies on mutually agreed-upon goals.)
See note
19 Does Heller offer the following?
  • Gender neutral bathrooms
  • Same-sex partner healthcare benefits for employees
  • Trans-inclusive health benefits
Yes
20 Which does Heller offer for students with disabilities?
  • Sign language translators in the classroom (Yes, as needed)
  • Textbooks in braille (Yes, educational material is made accessible for students with visual impairments)
  • Section 508 website compliance (Yes)
  • Computer-assisted real-time captioning (Yes, by request)
  • Instructional materials in accessible formats (Yes)
  • Online learning systems accessible to all students (Yes)
  • Wheelchair accessible curbs and building ramps (Yes)
  • Elevators in Heller (Yes)
  • Wheelchair accessible building in Heller (Yes)
  • Accessible online employment application (In progress)
In progress (9/10)
21 Has Heller experienced any of the following incidents on campus?
  • Student protests (Yes)
  • List of demands from student groups for changes to be made at Heller (Yes)
  • Hate speech and/or discriminatory language in public areas at Heller (Yes)
  • Vandalism of any buildings on campus (No)
  • Had an invited speaker on campus that was not well-received (Yes)
  • Political protests on campus before or after the 2016 election (No)
Yes (4/6)
22 To what extent has Heller met strategic diversity goals for the following (items 23-30): In progress (7/8)
23 We have increased the number of female full-time non-tenured faculty over the past five years. Yes
24 We have increased the number of female full-time tenured faculty over the past five years. Yes
25 We have increased the racial and ethnic diversity of full-time non-tenured faculty over the past five years. Yes
26 We have increased the racial and ethnic diversity of full-time tenured faculty over the past five years. Not at this time
27 We have increased the racial and ethnic diversity of our leadership over the past five years. Yes
28 We have increased the number of women in leadership positions over the past five years. Yes
29 We have increased the number of female STEM faculty members over the past five years. Yes
30 We have increased the number of full-time underrepresented students over the past five years. Yes
Comments or feedback? Please email Maria Madison, associate dean for equity, diversity and inclusion: mtm@brandeis.edu