Sanford is committed to continuing our efforts to advance diversity, equity, and inclusion.

The goal of our Collective Action Plan is to create a community that embraces all of its members and educates leaders who are prepared to engage policy problems in ways that include the perspective of structural racism and inequality.

Sanford is committed to creating a community that embraces all of its members and educates leaders who are prepared to engage policy problems in ways that include the perspective of structural racism and inequality. To this end, we collaborate across the school, providing:

  • strong DEI leadership
  • a Committee on Diversity, Equity and Inclusion made of diverse faculty and staff.
  • a wellness coordinator to support students.

This page summarizes our school-wide commitments and will provide a future scorecard on progress and outcomes in key areas:

  • Diversify the composition of our community, including faculty, staff, students.
  • Create a dashboard of key metrics of hiring: total number of positions opened, total number of positions filled, total number of positions filled by BIPOC and other underrepresented minorities.
  • Feature a wide representation of Sanford students, faculty, alumni, staff and friends, and seek input from people of color in our community in our communications materials and channels.
  • Increase the overall diversity of the board of visitors, and create leadership pathways for members of historically underrepresented groups.
  • Strengthen diversity of leadership volunteers and donors (Sanford’s external stakeholders) who support the work of the school.
  • Utilize vendors and caterers of color and minority-owned businesses.
  • Target a balanced number of bipartisan speakers to encourage intellectual and viewpoint diversity.
  • Develop a designation for courses that substantively address “systemic inequality & structural racism” (SI/SR).
  • Expand course offerings focusing on DEI topics.
  • Set targets to increase BIPOC relevant publications and research, such as numbers of publications, pilot research programs, etc.
  • Develop a “mentoring toolkit” to train senior faculty in the resources available to support junior faculty (both regular-rank and tenure-line), especially junior faculty from underrepresented groups.
  • Establish new relationships with faculty across Duke, prioritizing faculty whose teaching focuses on issues of systemic inequality, leading for diversity, and community-engaged practice or research.
  • Develop ways and means to facilitate research and invest in dissemination of research related to BIPOC.

Sample project

Image
quilt with Black lives matters, images from American history. The ARC of Justice, From Here to Equality

Sanford's communications office in partnership with North Carolina Public Radio/WUNC produced The Arc of Justice: From Here to Equality, a six-part podcast series featuring the work of professor William A. Darity, Jr. The series is based on the book he co-authored, From Here to Equality: Reparations for Black Americans in the Twenty-First Century.

The award-winning series became a four-part public radio series, which was distributed nationally to NPR stations by American Public Media.

  • Target outreach to local HBCUs, nonprofit organizations focusing on inequality and social justice issues, and BIPOC-led organizations.
  • Ensure websites are accessible, representative of the student body in images and stories, and clearly state Sanford’s commitment to diversity and inclusion and resources.
  • Focus on marketing efforts to increase diversity in academic programs.
  • Reach out to media to share diverse faculty and DEI research/scholarship.
  • Work to identify opportunities to highlight faculty and/or alumni scholarship and research through partnerships.
  • Work to develop relationships with faculty across Duke, prioritizing faculty whose teaching focuses on issues of systemic inequality, leading for diversity, and community-engaged practice or research.
  • Invite graduate and professional students to speak to HBCUs and underrepresented student groups.
  • Invite persons from underrepresented populations to be speakers in classes and events.
  • Make our DEI values clear in classroom environments.
  • Host opportunities for faculty and staff to interact around shared interests and goals.
  • Offer opportunities to learn more about Durham's history and communities.
  • Connect with ERGs and affinity groups.
  • Encourage and promote students to join student groups at Sanford around their interests. Encourage and support diversity-themed student organizations.
  • Invite staff and faculty to collaborate on DEI and other community planning initiatives.
  • Offer learning community focused on equity in research.
  • Promote and encourage participation in diversity, equity and inclusion training programs for faculty, staff and students.
  • Provide training on DEI during orientation and opportunities to support Sanford’s efforts throughout academic year.
  • Share resources and external opportunities for learning.
  • Discuss DEI best practices and examples at team and unit meetings.
  • Ensure that speaker panels include a diverse range of people, organizations and alumni.
  • Develop event topics that span across foreign policy regions and subjects, with a focus on voices and topic areas not already well covered at Duke.
  • Create career-related events and provide support for student-generated events specifically for members of underrepresented groups.
  • Facilitate targeted networking opportunities for Sanford alumni, students, and prospective students.
  • Expand programming featuring underrepresented perspectives, and/or with a focus on racial and structural inequalities.
  • Offer workshops and discussion sessions about leading for equity and inclusion open to Sanford faculty and staff.
  • Continue PEP as opportunity for student research on political disenfranchisement.