Community Update 2020–2021
Institutions build great communities by capitalizing on the full range of ideas, experiences, backgrounds, and personalities. Inclusion and belonging are about helping people to see themselves as part of Harvard when they look at Harvard—and about making our University the best it can be. —LAWRENCE S. BACOW, 29th president of Harvard University
Our Mission
The Office for Equity, Diversity, Inclusion, and Belonging will guide
Harvard toward inclusive excellence by fostering a campus culture where everyone can thrive. We seek to catalyze, convene, and build capacity for equity, diversity, inclusion, belonging, and anti-racism initiatives across Harvard University.
2
From the CDIO The Journey Continues
For nearly four centuries, Harvard University’s commitment to excellence in education has inspired and attracted seekers from around the world to learn, research, teach, and work on our campuses. As we ready ourselves for the future, we recognize that a diversity of ideas and individuals adds to the intellectual richness and rigor that defines us. As President Bacow has said, “Diversity is a pathway to excellence.” Over the course of the past year, we reached a long overdue moment of racial reckoning, dealt with the ongoing COVID pandemic, and faced a level of political turmoil and division reminiscent of the Reconstruction era. These dueling crises are reminders of our shared humanity, and are a call to reaffirm our commitment to justice and action. Through the newly renamed Office for Equity, Diversity, Inclusion, and Belonging (OEDIB) Harvard is solidifying its commitment to recruit, promote, and support a diverse, welcoming, and inclusive campus community. In FY 2020, OEDIB dedicated time to hearing and learning from our constituents, gathering data on current diversity initiatives, and building the infrastructure to address both urgent needs and long-term goals. We are now poised to take the next steps in our strategic approach to advancing inclusive excellence at Harvard.
In the upcoming year, the OEDIB will continue to align diversity efforts across Harvard and continue to build upon the advocacy and meaningful advances made by student groups, school leaders, faculty committees, postdocs, and staff. This community update provides an overview of our initial progress in key areas aligned with our strategic priorities— organizational excellence, community engagement, and shared leadership. It also gives a high-level view of what will come next in our journey toward inclusive excellence and ensuring that Harvard is a place where everyone feels welcome and able to reach their full potential. As always, I welcome your ideas and invite your partnership as we build for the future together.
In community,
Sherri Ann Charleston, JD, PhD Chief Diversity and Inclusion Officer (CDIO) Office of the President Harvard University
1
Equity, Diversity, Inclusion, and Belonging Harvard’s Evolving Journey toward Inclusive Excellence
T
he newly renamed Office for Equity,
identified key areas of long-term growth with the
Diversity, Inclusion, and Belonging (OEDIB)
broadest impact, as well as shorter term projects
aims to advance and align efforts that
that will address immediate community concerns.
support a more inclusive culture using a
Progress may occur unevenly or out of sequence as
four-phase model. Beginning with listening, learn-
an organization continually evolves and progresses
ing, and data gathering as a crucial first step, OEDIB
toward inclusive excellence.
GROWTH
START-UP
In Pursuit of Inclusive Excellence
March 2019
Final report of Presidential Task Force on Inclusion and Belonging is released and provides recommendations for advancing EDIB work.
Under President Lawrence S. Bacow, Harvard launches the first Universitywide Pulse Survey on Inclusion and Belonging.
March 2018
July 2019
2019
President Drew Faust names member of the board of overseers and former president of Morehouse College John Silvanus Wilson Jr. as a senior advisor.
2016
2017
2018
September 2016
April 2017
October 2018
Presidential Task Force on Inclusion and Belonging is established.
Listening and discovery phase of the Task Force’s work concludes with an Afternoon of Engagement event.
Harvard Medical School “Stand Against Racism” rally, April 2021.
2
March 2018
Inaugural meeting of the Diversity, Inclusion, and Belonging Leadership Council convenes representatives from each Harvard School.
September 2019
Schools and units complete initial rounds of EDIB strategic planning.
The website DIB.harvard.edu is published online.
October 2018
October 2019
The Office for Diversity, Inclusion, and Belonging is established within the Office of the President and reporting directly to President Lawrence S. Bacow.
Harvard Culture Lab Innovation Fund (HCLIF) launches with $250,000 dedicated from the President’s fund to seed innovative EDIB projects. Latinx Graduation Ceremony speaker Claribel Aguilar Whyte, EdM ’21, addressed her peers via livestreamed video in May.
What Is Inclusive Excellence?
excellence is rooted in a commitment to equity, as
Inclusive excellence is an organizational framework
well as the understanding that true excellence is
that intentionally embeds diversity, equity, inclusion,
reliant on the broadest set of ideas. Only by including
belonging, and anti-racism policies, processes, and
ideas brought forth by individuals from across disci-
initiatives as core elements of Harvard’s mission
plines, representing a range of perspectives and back-
and culture. The aspiration to achieve inclusive
grounds, can we move toward inclusive excellence.
IMPLEMENTATION
INCLUSIVE EXCELLENCE
January 2021 March 2020
Harvard University moves courses online in response to the COVID-19 pandemic.
June 2020
Provost Alan M. Garber launches a University Discrimination and Harassment Policy Review. CDIO Sherri Charleston chairs the nondiscrimination working group.
Spring 2021
HCLIF winners are announced and begin programming to address the needs of Harvard’s most vulnerable community members.
ODIB is restructured to include AA/EEO team; recruiting begins for new positions to support campus-wide EDIB learning, outreach, engagement, and assessment.
2020
2021
August 2020
June 2021
Harvard hires inaugural Chief Diversity and Inclusion Officer Sherri Ann Charleston, who begins an eight-month listening tour with a series of community conversation events.
October 2020
University-wide Community Dialogue Series launches, cohosted by the Office of the President, bringing together experts with different viewpoints to model constructive dialogue. Community Spaces for Affinity Groups launches in response to heightened anxiety within the Harvard community due to national and global events.
MOVING CLOSER TO INCLUSIVE EXCELLENCE Inclusive excellence requires ongoing effort, University-wide implementation, measurable goals, accommodation of differences, and continued learning and engagement at all levels of the organization.
ODIB hosts a week-long series of events in honor of Juneteenth which became a U.S. holiday.
Fall 2021
Office relaunches as Harvard Office for Equity, Diversity, Inclusion, and Belonging (OEDIB) to highlight equity as a foundational component of University and Office priorities. OEDIB shares a strategic planning model to guide EDIB work across the University.
Harvard College Office of BGLTQ Student Life, the University’s Visitor Center, and OEDIB supported the “What Pride Means to Me Campaign,” which was shared online and on Instagram throughout June 2021.
3
STRATEGIC PRIORITY
Organizational Excellence
A Community Commitment to Excellence and Equity
H
arvard University is comprised
ment of Sherri Ann Charleston, Harvard’s
of Harvard College, twelve
inaugural chief diversity and inclusion officer
graduate schools, the Harvard
in August 2020, is a milestone for the Univer-
Radcliffe Institute, over 300
sity and a critical step in President Bacow’s
centers, programs and initiatives, as well
efforts to prioritize issues of equity and
as research institutes, teaching hospitals,
inclusion. Charleston, a historian, attorney,
museums, and more. The decentralization
and expert in diversity and higher educa-
of this diverse and complex network makes
tion, began her tenure with an eight-month
establishing and growing an infrastructure
listening tour, meeting with more than 2,500
that supports a shared sense of values, coor-
community members and over 500 hours of
dinates local efforts, and complements best
one-on-one and group meetings.
practices a vital step in ensuring the longterm success of equity and inclusion efforts.
Milestone Appointment Established under and reporting to President Bacow, OEDIB is positioned to strategically align diversity and inclusion efforts across the institution. The appoint-
Building Inclusive Infrastructure Alta Mauro (far left), Harvard College associate dean of students for inclusion and belonging and a member of the DIB Leadership Council, welcomes students back to campus on move-in day in August.
With the appointment of Charleston, the office (previously ODIB) was renamed at the beginning of the 2021-22 academic year to include “equity” in its name. This change more accurately reflects the University’s focus on the importance of equity, as well as the addition of Harvard’s Affirmative Action and Equal Employment Opportunity (AA/ EEO) team into the office. Harvard’s AA/EEO team joined OEDIB in January 2021. The team develops annual, University-wide affirmative action plans, provides support and stakeholder updates, and identifies strategies that advance equal employment access and inclusive hiring. OEDIB also added four new positions to support a growing portfolio and increased community interest.
Putting Plans in Place In addition to restructuring and capacity building, OEDIB focused on developing organizational goals to direct its own work and a ten-year planning model to guide the
4
high-level strategy needed to support the work of the broader University community. This ten-year planning cycle is broken down into a five-year organizational and performance phase, followed by a five-year assessment and reactivation phase. The plan focuses on three strategic goals:
When you have complex issues, linear and siloed thinking will not give you as good a result as having multiple voices, perspectives, and backgrounds at the table. — JOAN Y. REEDE, MD, MPH ’90, SM ’92, MBA
Harvard Medical School Dean for Diversity and Community Partnership
1. Develop EDIB organizational excellence 2. Foster a culture of EDIB engagement 3. Pursue an asset-based approach to shared EDIB leadership See page 12 for details on OEDIB’s future strategy and planning.
A Model for Distributed Leadership In the fall of 2021, OEDIB expanded the membership of the DIB Leadership Council in recognition of the growing network of those involved in EDIB work at Harvard. The expanded membership will include those who have some formal responsibility for providing EDIB leadership across the University. Expanding the council to bring these important voices into the conversation facilitates coordination and builds a broader community of EDIB practitioners.
Communicating Our Shared Vision To ensure that all members of the Harvard
EDIB Spotlight: Including faculty DEI efforts in promotions In August 2021, Harvard Medical School Dean George Daley, Dean for Diversity and Community Partnership Joan Y. Reede, and Dean for Faculty Affairs Grace C. Huang announced that faculty EDI efforts would be formally recognized as part of the promotion process at Harvard’s Medical School (HMS) and School of Dental Medicine (HSDM). Incorporating EDI efforts into the promotion process allows faculty the opportunity to emphasize their important contributions, and ensures that promotions criteria recognize not only excellence in a clinical area of expertise, but also in supporting the values of HMS and HSDM.
community begin to have a shared understanding of the University’s vision for a more inclusive culture, the OEDIB launched a new Harvard webpage in collaboration with Harvard Public Affairs and Communications. The page captures the breath of work happening across Harvard. View the website at:
www.harvard.edu/about-harvard/diversity-and-inclusion/
Leaders and Partners Reede and other diversity officers and deans convene monthly as part of the Diversity, Inclusion, and Belonging Leadership Council. The council members share issues and opportunities from each of their respective schools or units. See a list of School diversity deans and officers on page 11. 5
Fostering a Culture of Inclusion
STRATEGIC PRIORITY
A Community across Distance and Difference
M
aintaining a sense of connec-
with differing viewpoints especially
tion despite social distance
across the political spectrum. The series
requirements was a priority in
launched in October 2020, with
2020-21. Our constituents here
Deval Patrick, former Massachusetts
in the United States and abroad conveyed
governor, and continues to invite guests
that COVID, growing racial tensions, and
to share a variety of perspectives.
political unrest negatively impacted their mental health. OEDIB responded to these urgent concerns with virtual spaces and
Together in Celebration
events. Focused on historically excluded and
In spring, OEDIB assembled work groups to
vulnerable communities, the spaces served
support identity-based affinity graduation
as avenues to share concerns, bridge differences, or simply spend time together.
Civic Participation, Civil Discourse In an effort to model and support respectful disagreement, OEDIB in partnership with the Office of the President, launched the Community Dialogue Series. The series addresses the decline in civility within the public discourse by bringing together those
In March, the Community Dialogue Series hosted Harvard Business School Professor David Moss (below), who led an online discussion of his case “Martin Luther King and the Struggle for Black Voting Rights.” The event, cohosted by the American Repertory Theater (ART), featured a live performance by actor Brandon Dirden (inset below), known for playing Dr. King on Broadway and the ART.
events. Latinx, Black, Lavender (LGBTQ+), and First-Generation Graduation Celebrations were livestreamed and shared via YouTube. These work groups continue to meet and plan for additional affinity graduation events. In addition to event series, OEDIB organized special community events. In March, HBS Professor David Moss, presented his case study on Reverend Dr. Martin Luther King Jr. and the struggle for voting rights. In June, OEDIB coordinated with partners for a week-long celebration of Juneteenth centered on Black freedom, food, and family traditions. Also that month, with the Harvard College Office of BGLTQ Life, Graduate School of Education, and Smith Welcome Center, OEDIB highlighted Pride Month through the “What Pride Means to Me” campaign. The campaign invited the LGBTQ+ community to share their photos and experiences of pride. In July, with University Disability Resources, Harvard University IT, Digital Accessibility Services, and the Ability+ Employee Resource Group, the office celebrated the 31st anniversary of the Americans with Disabilities Act
6
Supporting Historically Excluded Communities in Real-time
There’s something very exciting about this moment, which is that all of the hardship, all of the suffering exposed by the pandemic means we have an opportunity to confront our unfinished business.
Harvard University Health Services,
— DEVAL PATRICK ’78, JD ’82
with a panel discussion about equal opportunities and future aspirations.
DIB Leadership Council, and OEDIB
former Massachusetts Governor
organized mental health support events in response to heightened anxiety during the presidential election vote certification and transition, after the Capitol Building insurrection, after the verdict in the trial for George Floyd’s murder, and after a series of hate crimes and violence targeting the Asian, Asian American, and Pacific Islander communities. OEDIB also established Community Conversations and weekly open office hours to speak directly with community members about their concerns and ideas. Thirty-five online Affinity Group Spaces were held, in partnership with the DIB Leadership Council, for approximately
Modeling Civil Discourse “How can we have any hope for the wider world if we cannot model in our community the reasoned debate and discourse we wish to see elsewhere?” This question, asked by President Bacow during the first Morning Prayers of the fall 2019 semester, is the inspiration behind the Community Dialogue series.
750 staff, post-docs, faculty, and students. In addition, OEDIB fellows hosted online Coffee Chats—a series of informal dropins for Asian/Asian American, Latinx, Black, Pacific Islander, Native/Indigenous, LGBTQ+, marginalized gender, first gen/low-income communities, and those self-identified as having a disability.
Staying Connected OEDIB launched a biweekly newsletter, a campus-wide calendar of identity and heritage celebrations, and a YouTube channel featuring EDIB events to keep our community informed and united.
Cosponsored by the Office of the President, the series launched in October 2020 in an effort to address a growing decline in the level of respectful civic conversation. The inaugural event, “Leading in the Midst of Polarized Times,” featured Deval Patrick (above), the first African American governor of Massachusetts. Other events included “Bush v. Gore: Twenty Years in Retrospect,” with David Boies and Theodore Olson, the attorneys who argued the case in 2020 before the U.S. Supreme Court, moderated by University Professor Annette Gordon-Reed. See a full list and access event videos at: edib.harvard. edu/community-dialogue-series. 7
STRATEGIC PRIORITY
Leadership and Innovation A Shared Responsibility for Inclusion
D
iscovery and innovation are
grants, which range from $2,000 to $25,000
Harvard hallmarks, highlighted
per project. In FY20, OEDIB awarded thirteen
by dozens of novel EDIB efforts
projects that innovatively advance diversity
across departments and disci-
and inclusion at Harvard. Fourteen projects will be funded in FY21.
plines—from student-led advocacy and support groups to employee resource groups and dedicated school-level EDIB offices—all
There are no limitations on scope or
modeling shared responsibility.
subject matter, but funded proposals address critical EDIB challenges and identify
OEDIB led initiatives that complemented
creative solutions that have the potential to
current efforts, leveraging past data and
catalyze a culture shift at Harvard. A list
gathering new information to update poli-
of recipients can be found at: edib.harvard.
cies, processes, and administrative structures
edu/CLIF-fund-recipients.
in support of the University’s EDIB goals.
A Hub for Asynchronous Learning Innovation Fund Addresses Community Needs The Harvard Culture Lab Innovation Fund (HCLIF) provides funded opportunities for students, staff, faculty, and postdocs to pursue projects that aim to advance diversity, equity, inclusion, and belonging. The Office of the President funds the competitive
The Next Gen Initiative team, (pictured below in 2019), promotes institutional change and investment in students who are “firsts” so that they can thrive as Harvard’s next generation of leaders. The Next Gen Initiative was funded as part of the Culture Lab Innovation Fund’s 2020 cohort.
With community input, OEDIB diversity fellows researched, compiled, and published guides and toolkits covering EDIB-related topics most requested by community members. These self-guided resources are accessible via the OEDIB website (see page 12 for details) and include: • DIB Glossary • Gender/Pronouns Resource Page • Inclusive Dialogue Strategies • DIB Committee Toolkit • Calling In and Calling Out Guide • DEI Commitment Statement Guide • Inclusive Meeting Guide
Building on Learning and Upskilling To ensure that current and potential community members feel welcome and supported, OEDIB focused on two key efforts in partnership with Harvard Human Resources (HR). The Inclusive Hiring Initiative developed tools and training to support hiring managers and recruiters in inclusive hiring best practices. Next, with Harvard HR and the Center for Workplace Development, the
8
DIB academy, a six-module capacity-building course for staff, launched in February. The course develops knowledge and strategies to enhance inclusion and belonging. To date there have been thirty-three courses with 865 attendees.
It is critical to remember that emotional wellness is inexorably linked to all other components of well-being: physical, relational, environmental, financial, spiritual, vocational, and intellectual wellness. — GIANG NGUYEN, MD, MPH, MSCE, Executive Director
A Campus Free of Discrimination and Harassment
of Harvard University Health Services
Launched by the Office of the Provost in January 2021, the University Discrimination and Bullying Policy Steering Committee and Working Groups examine how Harvard address discrimination and harassment. The three working groups review existing policies and recommend new Universitywide procedures concerning sexual misconduct, discrimination, and bullying. Chaired by CDIO Sherri Charleston, the Non-Discrimination Policy Working Group examined how to address forms of prohibited discrimination other than sexual and gender-based harassment. This group evaluated processes for complaint submissions, investigations, and resolution procedures, and is charged with recommending
Making (Online) Space for Mental Health In response to increased levels of depression and anxiety in 2020, Harvard University Health Services (HUHS) led by physician Giang Nguyen, partnered with the DIB Leadership Council, Harvard Chaplains, and OEDIB on a series of online mental health spaces for historically marginalized communities. Two HUHS departments, Counseling and Mental Health Services and Behavioral Health, staffed each event with a licensed mental health clinician alongside an EDIB community facilitator.
mechanisms to address policy violations and make the policies more visible and accessible.
BIPOC Connections Event With over fifty University partners, OEDIB hosted Black, Indigenous, and People of Color (BIPOC) Connections. This innovative, two-day virtual welcome event provided a platform for over 1,000 new community members to network and learn more about BIPOC resources at Harvard.
Exceptional Service During May’s online Lavender Graduation celebration, the HUHS BGLTQ team received the inaugural Evelynn Hammonds Award for Exceptional Service to BGLTQ+ Inclusion. The award recognizes the team for advancing BGLTQ health care at Harvard. The award is named for Hammonds, now the Rosenkrantz Professor of History of Science and and African American Studies, who in 2008 became the first woman and African American dean of Harvard College. 9
Collaborations and Partnerships Leveraging Resources, Accelerating Progress
T
he scope and breadth of study, research, and
initiative in February 2021 to equip hiring
administration at Harvard attracts people
managers and recruiters with the tools and best
from around the globe exploring a multitude
practices needed to diversify applicant pools.
of disciplines. It is our shared responsibility
to bring about advances in our community to ensure our culture and campuses are safe, welcoming, and equitable for all.
• Financial Administration–Identified opportunities to include EDIB qualitative and quantitative data collection in financial planning and processes, such as the annual University-wide budget process and developing a framework for tracking financial
Central Administration OEDIB fosters inclusive excellence by serving as a coordinator and convener across the University. Over the past year, OEDIB focused on strengthening partnerships within Central Administration in order to ensure EDIB priorities were factored into existing processes. A few examples of these partnerships include:
• Harvard Human Resources and the Human Resources Talent Acquisition and Diversity team–Developed and launched an inclusive hiring
Diversity and inclusion are essential values embedded in the recruitment, development, and engagement of our employees. —KATIE LAPP, Executive Vice President
10
investments and EDIB resource allocation.
• External Spending–Worked with the Strategic Procurement Office and the Construction Management Council to support the development of a diverse supplier program to further EDIB goals through its external spending. These efforts develop diverse firms participating in procurement and construction processes.
• Information Technology–Partnered to develop new ways of identifying and compiling data on all EDIB initiatives across campus.
Our diversity has enriched every facet of the work that we do at Harvard, and will continue to strengthen our community in the years to come. — ALAN M. GARBER, Provost and Chief Academic Officer
Deans and Diversity Officers Tomiko Brown-Nagin, Dean Charles Curti, Senior Human Resources Consultant RADCLIFFE INSTITUTE FOR ADVANCED STUDY
Nancy Coleman, Dean Shirley Greene, Associate Dean of Students HARVARD DIVISION OF CONTINUING EDUCATION
• Alumni Affairs and Development–Partnered to support EDIB programming across alumni groups and gatherings and hosted events to elevate and
George Q. Daley, Dean Joan Reede, Dean for Diversity and Community Partnership HARVARD MEDICAL SCHOOL
Srikant Datar, Dean Terrill Drake, Chief Diversity and Inclusion Officer
bring diverse alumni voices into Harvard’s EDIB
HARVARD BUSINESS SCHOOL
conversations.
Emma Dench, Dean Shiela Thomas, Dean for Academic Programs
• Harvard Public Affairs and Communications– Launched and continue collaboration on a diversity and inclusion page on the University’s Harvard.edu website. Partnered to spotlight race and inequality across the U.S. and work being done at Harvard to address these issues in the Unequal series at:
harvard.edu/in-focus/unequal.
• Harvard Chaplains and Harvard University Health Services–Partnered on a series of online mental health and affinity group support events. See page 9 for details.
EDIB Planning Across Harvard A number of Schools, at the direction of senior leaders and local EDIB leadership, have developed committees and strategic plans to advance EDIB within their communities. Initiatives and strategic plans at Harvard’s schools can be found at: edib.harvard.edu/
schools-and-units.
School and Senior Leadership Each Harvard School is actively engaged in planning
and Diversity HARVARD GRADUATE SCHOOL OF ARTS AND SCIENCES
Francis J. Doyle III, Dean Alexis J. Stokes, Assistant Dean for Diversity, Inclusion,
and Belonging HARVARD JOHN A. PAULSON SCHOOL OF ENGINEERING AND APPLIED SCIENCES
Douglas Elmendorf, Dean Robbin Chapman, Associate Dean of Diversity, Inclusion,
and Belonging HARVARD KENNEDY SCHOOL OF GOVERNMENT
Claudine Gay, Dean Sheree Ohen, Associate Dean of Diversity, Inclusion, and Belonging HARVARD FACULTY OF ARTS AND SCIENCES
William V. Giannobile, Dean Brian Swann, Interim Assistant Dean, Diversity, Inclusion, and Belonging HARVARD SCHOOL OF DENTAL MEDICINE
David N. Hempton, Dean Melissa Bartholomew, Associate Dean of Diversity, Inclusion, and Belonging HARVARD DIVINITY SCHOOL
Rakesh Khurana, Dean Alta Mauro, Associate Dean of Students for Inclusion and Belonging HARVARD COLLEGE
and programming that advances EDIB goals.
Bridget Terry Long, Dean In Recruitment, Director of Diversity, Equity, and Inclusion
Harvard’s Schools and units have dedicated teams
HARVARD GRADUATE SCHOOL OF EDUCATION
leading efforts that are tailored to the identities and
John F. Manning, Dean In Recruitment, Assistant Dean for Community
needs of each community. These local efforts contribute to a movement toward a more inclusive culture. In 2020, Harvard’s deans and president reaffirmed their commitment in a joint statement. “We are committed to a just Harvard and a just world where all people’s rights and dignity are respected and honored.” Read more at: https://www.harvard.edu/presi-
dent/news/2020/reaffirming-our-commitments/
Engagement, Equity, and Belonging HARVARD LAW SCHOOL
Sarah M. Whiting, Dean Naisha Bradley, Chief Diversity and Inclusion Officer HARVARD GRADUATE SCHOOL OF DESIGN
Michelle A. Williams, Dean Amarildo “Lilu” Barbosa, Chief Diversity and
Inclusion Officer HARVARD T.H. CHAN SCHOOL OF PUBLIC HEALTH
11
Anticipated Initiatives Looking Ahead, What’s Next?
T
hroughout its long history, Harvard has been at
differences, each of us performs better and can reach
the forefront of discovery, scholarship, knowledge
our highest potential in a culture that is inclusive. It is
creation, and change. Today, our world is more
our shared responsibility to bring about advances in
interconnected than ever and we face complex
our community that ensure it is safe, welcoming, and
social challenges of global magnitude. We must rely on a
equitable for all. Over the next five years, Harvard will
growing diversity of ideas and perspectives to inform and
continue to support a culture of inclusion and equity
strengthen us in meeting these new challenges.
by building infrastructure, facilitating partnerships,
A diversity of ideas is foundational to any rigorous intellectual community. We know that, regardless of our
gathering data, and assessing the progress of EDIB work on our campuses.
OEDIB’s Five-Year Planning Model ORGANIZATIONAL PHASE
PERFORMANCE PHASE
ASSESSMENT & REACTIVATION PHASE
2021–2022
2023–2026
2026+
Eighteen-month organizational process and launch of first five-year strategic planning cycle
Anticipated review point assessing progress and evaluating structural effectiveness
Strategic framework assessed and reactivated utilizing performance data
Establish infrastructure for OEDIB and EDIB activities at Harvard
Reassessing ongoing goals for the next five-year strategic planning process
Launch targeted collaborations around high-impact initiatives
Find Resources, Take Action A collective, community commitment is a vital part of every phase of current activities and future plans. Access self-guided learning resources, get event information, or apply to get your EDIB project funded.
12
Apply for Culture Lab funding: edib.harvard.edu/culture-lab
Register for an upcoming event: edib.harvard.edu/events
University-wide and school-based EDIB resources: edib.harvard.edu/resources
Read the 2019 Pulse Survey results: edib.harvard.edu/data
Self-guided learning guides and toolkits: edib.harvard.edu/guides-toolkits
Subscribe to the OEDIB Newsletter: edib.harvard.edu/subscribe
Photography: Susan Young courtesy of Harvard Business School; Jeffrey Blackwell/Harvard University; Evgenia Eliseeva/Eve Photography LLC; Harvard Staff Photographers: Jon Chase, Rose Lincoln, Stephanie Mitchell; Steve Lipofsky/Lipofsky.com; Tramaine Seay Photography; Jennifer Waddell Photography courtesy Harvard Medical School Design: LauraMcFaddenDesign LauraMcFaddenDesign.com
Meet the OEDIB Team
Sherri Ann Charleston
Neel Chaudhury Senior Director, Administration & Operations
Chief Diversity and Inclusion Officer
Angela Alberti
Teresa Malonzo
Senior Outreach Officer
Sarah Minkin
Director, Affirmative Action & Diversity Analytics
Anabella Morabito
Affirmative Action Program Analyst
Senior Manager EDI Community Engagement
In Recruitment
Hana Omiya
Associate Director Equity, Diversity & Inclusion Learning
Project Coordinator
In Recruitment
Associate Director Equity, Diversity & Inclusion Research and Assessment
Learn More To learn more about the OEDIB team and our work, visit us online at: edib.harvard.edu/about
Smith Campus Center 1350 Massachusetts Avenue, 9th Floor Cambridge, Massachusetts 02138-3834 edib.harvard.edu | 617-496-9678
...True excellence and human flourishing are possible only by fully including people of all backgrounds and lived experiences. — HARVARD PRESIDENT AND DEANS, REAFFIRMING OUR COMMITMENTS STATEMENT, OCTOBER 2020
Joyous seniors share smiles and hugs after 2019 Class Day Exercises.
Access Resources Go to the OEDIB guides and toolkits page: edib.harvard.edu/guides-toolkits
Stay Connected Sign-up for OEDIB newsletter: edib.harvard.edu/subscribe
Join Together Attend an event with a friend: edib.harvard.edu/events