“Much of this work is unglamorous, focused not on flashy symbols but on the nuts and bolts of University management. That is essential: to care about eradicating systemic racism, one has to care about systems. The Cabinet understands how to interrogate and improve the University’s systems, and I am proud of the dedication and imagination brought to the charge I gave its members. We expect our work to continue throughout this year and beyond…”
President Christopher L. Eisgruber, September 2020
From the update to the campus community
The following will serve as our areas of initial focus as we undertake dismantling systems and processes of racial inequality.
New Credit & Degree Granting Programs
We will explore the possibility of a new credit- or degree-granting program that would extend Princeton’s teaching to a new range of students from communities disproportionately affected by systemic racism and other forms of disadvantage.
Faculty Diversification and the Faculty Pipeline
We will build on our recent efforts to promote faculty diversity, including by identifying and recruiting diverse candidate pools, encouraging academic departments to move into new fields or subfields that might enhance diversity, and seeking candidates with a demonstrated interest and commitment to diversity. Using these strategies, Princeton aspires to increase the number of underrepresented tenure- and tenure-track faculty members by 50% within five years. Similarly, we will seek continued expansion and diversification of the faculty pipeline, including graduate students, postdoctoral fellows and lecturers.
Faculty Advisory Committee on Diversity
We will reconceive the Faculty Advisory Committee on Diversity (FACD), composed of tenured faculty members representing all four academic divisions of the University, to provide leadership and oversight regarding departments' recruitment and retention procedures, financial resources, and curriculum development.
- A proposal for a reconceived FACD was approved at the November meeting of the full faculty. An election for this committee will be held in April and the new FACD will be in place for FY’22.
Supplier & Contractor Diversity
We will renew our commitment to ensuring that diverse firms are afforded equitable access to the many purchasing and sourcing needs of the University. We will accomplish this by strengthening our commitment to making purchases through competition, expanding our partnerships with current and prospective diverse suppliers, and building capacity through advocacy and outreach.
Trustee Ad Hoc Committee
The Trustee Ad Hoc Committee on Principles to Govern Naming and Changes to Campus Iconography will develop general principles to govern questions about when and under what circumstances it might be appropriate for the University to remove or contextualize the names and representations of historical individuals honored on the Princeton campus. Recognizing that ultimate authority over these questions will remain with the Board of Trustees, the Ad Hoc Committee will focus on developing principles that can guide the Board’s decision-making about these issues over the long term, and on processes that might be used to bring issues or recommendations to the Board’s attention.
- The Trustee Ad Hoc Committee, chaired by trustee Craig Robinson ’83, has begun its meetings. Its members include trustees, and student, faculty and staff members who serve on the Council of the Princeton University Community (CPUC) Committee on Naming. The Trustee Ad Hoc Committee is expected to meet for the duration of the FY’21 academic year.
Benefits and Policies
We will undertake a review of policies and benefits, including the Staff Educational Assistance Plan and the Children’s Educational Assistance Plan, with an eye to providing equal access to these benefits for employees in lower-paid positions and others who may have been disproportionally affected by systemic racism or other identity-based inequities.
This comprehensive review will be overseen by two cabinet-level committees: The Benefits Committee, chaired by Provost Debbie Prentice, and the Executive Compliance Committee, chaired by Executive Vice President Treby Williams. The offices of Audit and Compliance, General Counsel, Finance and Treasury, Dean of the Faculty and Human Resources will be primary participants in this work.
Campus Professional and Educational Development
We will strengthen support for racial equity and diversity-related professional development and other educational programming, including appropriate instruction for individuals with managerial or hiring responsibilities; and offerings related to inter-group dialogue, inclusive pedagogy, and bias response.
- The University has organized the Ad Hoc Committee on Racial Equity and Diversity-Related Professional Development. The Ad Hoc Committee, which is co-chaired by Human Resources’ director for diversity and inclusion Kimberly Tiedeken and director of gender equity and Title IX administration Regan, Crotty, is expected to meet for the duration of the FY’21 academic year.
Diversity, Equity & Inclusion Annual Report
To provide increased accountability around these goals, we will collect and publish additional data, including an annual Diversity, Equity, and Inclusion report.
Diversifying External Advisory Committees
We will enhance strategies to assure diverse representation and viewpoints on external advisory committees.