2016-2017 Subcommittees & Goals

    The HCIE organizes into subcommittees each academic year to work on particular goals.  Each subcommittee includes faculty, students, and staff and works closely with the university leadership.  The 2016-2017 Council formed three subcommittees.

      Faculty Recruitment and Development Subcommittee

      Recommend departmental and institutional practices/policies that facilitate recruitment/hiring, development, and advancement of URM and women faculty. Identify institutional impediments to faculty diversity and develop action strategies that can be executed at the school and departmental level. This committee will also focus on the faculty pipeline (postdocs and graduate students).

      • Reports about faculty hires, promotions, and departures disaggregated by race, ethnicity, and gender
      • Build institutional capacity for culture change by identifying key areas for interventions in URM faculty recruitment and development (strategic high-impact initiatives)
      • Systematically assess quantitative and qualitative data to identify problem areas with regard to diversity goals, recruitment of URM groups, retention/advancement, and perceptions of the work environment
      • Identify and collaborate with important faculty groups/committees and leadership to implement policy changes
      • Implement best practices that embed diversity into the institutional fabric (keep diversity at the core, linking process to institutional priorities)

      Rigoberto Hernandez (Co-Chair)
      Karen Fleming (Co-Chair)
      Christine Kavanagh
      Matthew Brown
      Ralph Etienne-Cummings
      Tamara Villalon
      Grace Hargrove


        1. Host a Diversity and Inclusion Action Plan Workshop with Diversity Champions
        2. Research and recommend best practices to support chairs in achieving their D&I goals

        Climate, Culture, and Campus Experience (C3E) Subcommittee

          Identify ways to better understand our campus environment and document how various members of the community (students, graduate students, postdocs, staff, and faculty) feel about their experiences at Homewood. Develop ways to assess the climate and leverage these data.

          • Climate surveys, perceptions of institutional environment, engagement, and quality of experience
          • Develop mechanism for reporting and sharing information on diversity progress to inform initiatives and decision making
          • Identify intellectual gaps in class offerings, encourage student enrollment in courses that engage diversity, and assess options for developing questions about inclusion in course evaluations

          Ariane Kelly (Co-Chair)
          AJ Tsang (Co-Chair)
          Doug Mao
          Lisa Folda
          Carla Hopkins
          Tobi Bosede
          Phillip Dorsey
          Kaylin Moody
          Richard Helman


    1. Include diversity and inclusion concepts/ideas in graduate student orientation to increase awareness and improve cross-cultural communication
    2. Recommend an inclusivity / climate question on all course evaluations

    Education Subcommittee

    This subcommittee works to identify innovative ways to inform and engage our community in diversity issues and best practices. Provides the framework for linking diversity to institutional quality and mission. Specifically, this subcommittee focuses on leadership development activities and departmental strategies that equip faculty, graduate students, postdocs, undergraduate students, and staff with practical tools and skills to create an inclusive environment. Builds understanding and ownership for advancement of diversity and inclusion among academic leaders.


    Jerry Prince (Co-Chair)
    Andrea Quintero (Co-Chair)
    Lael Ensor
    Frances Campbell
    Renee Eastwood
    Abhi Kumar
    Abby Lattes
    Dora Malech


    1. Pilot a Master Mentoring training workshop in two departments
    2. Research and recommend implementation of a departmental, small-group diversity/inclusion journal clubs to educate each local community on best practices and the dividends of inclusive excellence