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Department of Statistics

Department Climate and Diversity Committee

Mission

Our commitment to climate and diversity is built on our fundamental belief that our community and the Statistics department are better with diverse cultures, perspectives and members. Developing and maintaining an inclusive and collegial department climate is important for retention and productivity. Enhancing the department climate and diversity increases morale and helps everyone reach their full professional potential. Our mission is then to ensure that the Department of Statistics is an equitable, fair, safe, and inclusive community where everyone feels supported and can thrive, and to see that transparency of department policies and practices is maintained. We also aim to build a Statistics department that is representative of the richly-diverse population of the people of North Carolina, our country and the world and that supports the success of its students, postdocs, staff, researchers and faculty.  This committee provides everyone a venue to voice their opinions, concerns and also provides directions to people on how to approach resources. 

This will be carried out by regularly assessing department climate, handbooks, bylaws and policies and implementing appropriate strategies for improvements, in conjunction with appropriate department administrators. 

Charge

  • Develop a survey instrument to assess department climate among faculty, staff and students.
  • Implement and analyze regular surveys and exit surveys.
  • Apply results in formulating procedures to improve climate.
  • Help recruiting diverse faculty, staff, postdocs, researchers and students
    • Provide best practices and resources for faculty and staff members serving on search and admissions committees in order to highlight diversity goals and ensure inclusive, fair and thorough searches.
  • Mentoring for all members from underrepresented groups for success in our programs
    • Develop a departmental plan or approach to ensure that underrepresented minority (URM) and first-generation students, and URM faculty and staff have effective and timely mentoring to navigate the university and department environment. A key goal of the plan will be to go over timelines, expected milestones, and strategies for overcoming potential obstacles and regularly revisiting and revising them.
  • Identifying and addressing barriers to success (e.g., isolation, advising issues) for department members
    • Publicize department and university processes and resources for addressing barriers and enhancing success (department, Ombuds, Bias Impact Response Team, Office for Institutional Equity and Diversity) and connect department members with appropriate resources.
    • Propose actions such as training for advisors on culturally responsive mentoring, flexible pathways to account for student preparation, resources for enhancing faculty and staff career progression.
    • Systematically monitor and analyze factors affecting recruitment, retention and success of under-represented students, postdocs, researchers, staff and faculty. Coordinate with the Math Alliance Mentors and academic advisors of URM students.
  • Strengthening the pipeline for the discipline (LSAMP Bridge to the Doctorate, McNair Scholars, SEAS (Data-Enabled Science and Engineering of Atomic Structure project), Math Alliance F-GAP program, ASA’s Diversity Mentoring Program, College programs through Jamila Simpson, Science House outreach)
  • Fostering transparency
    • Share results of climate surveys with department.
    • Share resources related to promoting a healthy climate with department.
    • Share resources related to holistic health of department members.
    • Make sure that all departmental policies are clearly accessible.
    • Share information on who to talk to if there is an issue.
  • Fostering equity and fairness
    • Create a document with best practices for enhancing and maintaining a healthy climate.
    • Hold informal lunchtime meetings for faculty/staff//students to have discussions, discuss climate issues, etc.
    • Implement Math Alliance mentoring program for underrepresented minority (URM) graduate students.
    • Facilitate peer mentoring for graduate students (meeting of graduating student with current ones, informal interactions, sharing of information for students in different stages of their career).
  • Fostering respect
    • Celebrate diverse cultures.
    • Share and celebrate accomplishments.
    • Nominate department members for awards.
  • Facilitating development and adoption of departmental diversity plans and sections on diversity in departmental documents, such as strategic plans
  • Providing regular discussion topics and points to faculty, staff and students via faculty meetings, GSA meetings, Stat Club meetings, and email 
  • Suggesting and hosting speakers for the Departmental Seminar Series from a diverse array of backgrounds and/or on topics related to diversity in statistics
  • Inviting people to talk during faculty meetings about climate and diversity issues

Membership

Sujit Ghosh, Emily Griffith, Dan Harris, Emily Hector, Donald Martin (chair), Jung-Ying Tzeng, Shuting Wang, Eric Yanchenko (GSA rep).

For more information, please contact the Committee Chair, Donald Martin (martin@stat.ncsu.edu).

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