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

September 2020

September 2020 HEED Progress Report

(Last updated September 2020)

Category	Criteria Underway or Completed	Criteria Total	Percent Underway or Complete (2019)	Percent Underway or Complete (2020)
Section 1: Methods to recruit underrepresented minority and first generation students	24	29	76%	83%
Section 2: Methods to diversify faculty	23	30	43%	77%
Section 3: Methods to diversify staff and administration	17	30	37%	57%
Section 4: Role of dean in Heller diversity policies	32	37	65%	86%
Section 5: Multicultural branding and communication techniques used	9	9	78%	100%
Section 6: How the associate dean for equity, inclusion and diversity is situated for success	26	30	87%	87%
Total	131	165	62%	79%

Dig Deeper: Full HEED Checklist

(September 2020)

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
13	Comments: "Admissions hired new staff to enhance these efforts in 2019."	Yes
14	Methods to improve retention and graduation rates for underrepresented and first-generation students	In discussion
15	Heller strategic plan	Yes, via annual program reviews
16	Institutional research on student success patterns	Yes, via annual program reviews
17	Cohort-based academic success and leadership programs (mentoring/buddies)	Yes
18	Academically-themed diverse student organizations	Yes
19	Supplemental instruction
20	Free tutoring support	Yes
21	Culturally-relevant advising (Note: piloting best practices)
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. (Note: Community Health Network Area 17: Mental Health and Race Equity Grant, Waltham)	Yes, see note.
29	What is the time to degree for doctoral-level students in he 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: Dean's Operating Council)	Yes, see note.
3	National partnership efforts
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 (Yes. Heller examples: Sankofa Community Conversation, "Co-Constucting Racial Justice through Life and Work"; "Sick and Tired of Being Sick and Tired: A Conversation on Anti-Racism and Equity Momentum in America")	Yes
10	Diversity-themed postdoctoral fellowships	Yes
11	Diversity faculty exchange programs with HBCUs, MSIs, etc.	In progress
12	Pipeline programs for future faculty	Yes, ad hoc
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
17	Comments
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. (Yes. Heller examples: Glassdoor, Asian Career Web, Blacks in Higher Education, National Urban League, Black Career Women, LGBT Career Link, American Association of Hispanics in Higher Education, Military Hire, Equal Opportunity Publications, Career Women)	Yes
20	List retention strategies to keep diverse faculty. (Note: examples include matching salary offers and providing work-life balance adjustments to faculty.)	Yes, see note.
21	Family flexible tenure timelines	Yes
22	Mentor programs
23	Cohort-driven leadership programs for junior diverse faculty
24	Graduate research support for new diverse faculty
25	Start-up research funds for new diverse faculty
26	Affinity or employee resource groups	Yes
27	Participation in diversity-related programming is considered in tenure and promotion process	Yes
28	Other
29	Comments
30	Describe any new programs and/or initiatives begun in the last 12 months to assist in the recruitment and retention of underrepresented faculty (Anti-bias training)	Yes

Section 3: Methods to diversify staff and administration

1	Heller strategic plan (Pilot)	Yes
2	Dedicated staff diversity recruitment specialist	Yes
3	National partnership efforts
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.)
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.	In progress
12	Pipeline programs for future staff	Yes, ad hoc
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
17	Comments
18	Describe any pipeline programs Heller has with other institutions of higher education that assist in recruiting diverse staff
19	Which diversity publications and/or job boards does Heller use to attract diverse candidates? List max of 10. (Yes. Heller examples: Glassdoor, Asian Career Web, Blacks in Higher Education, National Urban League, Black Career Women, LGBT Career Link, American Association of Hispanics in Higher Education, Military Hire, Equal Opportunity Publications, Career Women)	Yes
20	List retention strategies used to keep diverse staff (Note: Routine and one-on-one consultations, including with DEI office and University Ombuds; matched salary offers and provided work-life balance adjustments to staff.)	Yes, see note.
21	Family flexible tenure timelines	N/A
22	Mentor programs
23	Cohort-driven leadership programs for junior diverse staff
24	Graduate research support for new diverse staff	Yes
25	Start-up research funds for new diverse staff
26	Affinity or employee resource groups	Yes
27	Participation in diversity-related programming is considered in tenure and promotion process	TBD
28	Other
29	Comments
30	Describe any new programs and/or initiatives begun in the last 12 months to assist in the recruitment and retention of underrepresented employees (Anti-bias training and two staff/admin retreats)	Yes

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 (Programs are held accountable through Educational Steering Committee and Research Steering Committee)	Yes
3	Creates a culture of accountability	Yes, in progress
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
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	TBD
11	Heller has a diversity plan	Yes, in progress
12	Heller has an EID task force (Note: under supervision of Office of the Dean and Dean's Operating Council by initiatives. Ad hoc groups for the many initiatives that are in process.)	Yes, see note.
13	Heller uses a diversity scorecard to measure/track progress (HEED metrics)	Yes
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
17	Describe level of activation of EID Plan	Year 4 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 (Heller Students Association, Student Working Groups, Educational Steering Committee and Research Steering Committee)	Yes
21	Student opinions play a key role in leading diversity-related change efforts at Heller (Heller Student Climate Survey and Course Evaluations)	Yes
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.)
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
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 (N/A) Senior leadership Campus police force (Yes)	In progress (5/10)
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	Pilot underway
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 Exit interviews for employees (Yes) Diversity mapping of institutional capabilities Diversity benchmarking efforts (Yes) Follow-up with job candidates who decline offers of employment	In progress (6/9)

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 Veterans' office Disability office International office Study abroad office Supplier diversity office Religious services office Multicultural affairs office	In progress (1/9)
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 (Heller's MS in Global Health Policy and Management program received INSIGHT Into Diversity’s 2019 Inspiring Programs in STEM Award)	In progress (2/7)

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
10	Faculty are requested, where applicable, to incorporate diversity into their curriculum	Pilot in progress
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 (Yes) Women's History Month (Yes) Asian-Pacific American Heritage Month (Yes) National Hispanic Heritage Month (Yes) National Disability [Employment] Awareness Month Native American Heritage Month Martin Luther King, Jr. Day (Yes) LGBTQ Pride Month (Yes)	In progress (6/8)
17	Which of the following affinity/employee resource groups do we have at Heller? African American (Yes) Hispanic/Latinx (Yes) Asian American/Pacific Islander Native American Disability (Yes) Veterans LGBTQ Pride Month (Yes) Women's History Month (Yes) Religious Multiracial Other	In progress (5/11)
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.	Yes (see note)
19	Does Heller offer the following? Gender neutral bathrooms (Yes) Same-sex partner healthcare benefits for employees (Yes) Trans-inclusive health benefits (Yes)	Yes (3/3)
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 (by request) (Yes) 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 (10/10)
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 Had an invited speaker on campus that was not well-received (Yes) Political protests on campus before or after the 2016 election	Yes (4/6)
22	To what extent has Heller met strategic diversity goals for the following (items 23-30):	In progress (6/8)
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.
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.

Comments or feedback? Please email Maria Madison, associate dean for equity, diversity and inclusion: mtm@brandeis.edu