UW-Madison Campus Diversity & Inclusion Efforts
Thank you to Vice Provost & Chief Diversity Officer Patrick J. Sims for sharing the below working definition and resources available for the broader Madison campus-community.
Diversity Defined – Previous diversity plans have focused on race, ethnicity and gender, which remain critical problems for UW-Madison. We recognize, however, that to achieve Inclusive Excellence a strategic framework should be expanded to include additional dimensions of diversity. This framework defines diversity as: race and ethnicity; sex; gender, and gender identity or expression; marital status; age; sexual orientation; country of origin; language; disability; socio-economic status; and affiliations that are based on cultural, political, religious, or other identities.
Innovation Grants – the Grant Funding System (GFS) which offers small awards for innovation and new efforts that are designed to improve and/or complement our campus climate and diversity and inclusion efforts.
Learning Communities for Institutional Change and Excellence (LCICE) – a resource for staff, department chairs and faculty to engage as a means of enhancing their capacity building experiences around issues of diversity and inclusion.
Learn more about Diversity at UW-Madison, here.
NIH Workforce Diversity
CCHE would like to alert you to two updates from NIH in spring 2015 on key terms/definitions related to the NIH’s interest in the diversity of the NIH-funded workforce. These Notices provide useful information about inclusive excellence and the benefits of diversity to scientific innovation, as well as provide definitions for individuals engaged in self-identification, for investigators and administrators collecting and reporting racial and ethnic data for program participation purposes.
Jan 2015: NOT-OD-15-053 Notice of NIH Interest in Diversity (PDF)
April 2015: NOT-OD-15-089 Racial and Ethnic Categories and Definitions for NIH Diversity Programs and for Other Reporting Purposes (PDF)