Diversity and Inclusion
Since the start of the COVID-19 pandemic, we have witnessed a rise in racist incidents against members of the Asian community; culminating in the shooting in Atlanta. In response, we wanted to offer our support to those dealing with the stress and trauma of current and past events. We hope this letter of support marks the beginning of an end to the culture of silence around discrimination experienced by AAPI members of the CFI. Now is a time when we can renew and reflect on our commitments to create an inclusive work environment and actively engage in work that counteracts bias in the CFI community.
For those who are seeking an outlet to communicate their experiences and/or recommendations, feel free to contact either AIRECFI leadership Additional university resources to navigate experiences of harassment and discrimination are below.
Equal Opportunity and Affirmative Action (EOAA) Office
Student Conflict Resolution Center
Association of Immunologists for Racial Equity (AIRE, formerly ReJUS) leadership team
Marc Jenkins, CFI Director
Kris Hogquist, CFI Associate Director
Diversity and Inclusion Statement
University of Minnesota (UMN) Center for Immunology (CFI) leaders are responsible for carrying out CFI’s mission to coordinate and promote efforts in basic immunology research, education, and clinical applications at the UMN.
CFI leaders believe that the talents needed for excellence in immunology research, education, and clinical application are distributed equally among people from different racial groups and with different gender and sexual orientations. Therefore, CFI leaders believe that the frequency of people in these groups in the CFI should match the society at large. However, we recognize that the frequency of people in CFI from under-represented racial groups, or who are women, or who have a LGBTQ+ sexual identity currently does not match the society at large. Therefore, these groups are under-represented within the CFI.
CFI leaders believe that a humane, diverse, and inclusive environment will help all members maximize their contributions to immunology research, education, and clinical application. Based on our own 2020 survey data however, we have also come to realize that CFI members from under-represented racial groups, or who are women, or who have a LGBTQ+ sexual identity feel dismissed, diminished, or ignored while working in CFI more often than people in majority groups.
These beliefs and evidence commit CFI leaders to the following actions:
- Develop novel strategies to recruit top-notch immunologists from under-represented racial groups and/or who are women for faculty, staff, and trainee positions at the CFI. Progress will be evaluated after a five-year period of intense effort.
- Support the work of CFI-sponsored Empowering Women in Science (EWIS)Association of Immunologists for Racial Equity (AIRE, formerly ReJUS) groups.
- Provide training on diversity, equity, and inclusion issues for all CFI members and require this training for all incoming members. Training will include a video from the CFI Director on the importance of diversity, equity, and inclusion to the CFI community.
- Perform the CFI work climate survey annually to assess progress in the diversity, equity, and inclusion area.
- Hold CFI members to the Board of Regents Code of Conduct
- Provide research and career discovery opportunities for science-oriented students who are people of color and/or women.
- Work to improve the UMN tenure code’s emphasis on diversity, equity, and inclusion work.
- Host educational seminars on race and gender equity in the sciences.
- Establish a hot line where CFI members can report incidents during which they were dismissed, diminished, or ignored.
UMN and Medical School Resources
For Students and Staff
- Affinity Groups
- BIPOC Mental Health Collective
- Center for Spirituality and Healing: How to Deal with Fear and Anxiety
- Center for Educational Innovation Teaching Resources – Anti-Racism Resources for Higher Ed
- Center for Educational Innovation Teaching Resources –Trauma-Informed Teaching and Learning in Higher Ed
- Faculty Fighting Racism, created by the Graduate School Diversity Consultation TeamMental Health Resources
- International Student and Scholar Services
- OED Resources for Faculty and Staff
- OED Education Program and Resources
- Safe Campus Resource
- U of M Diversity Community of Practice
- UMD Campus Climate Website
Twin Cities Resources
National Programs & Resources
The Office for Equity and Diversity also offer Workshopsthat focus on a wide range of equity and diversity issues in higher education. They can also be customized for individual unit needs and concerns.
For more info. access OED's resource guide for a listing of books, articles, videos, websites, and blogs tied to equity and diversity.
PROJECT IMPLICIT: Project Implicit is a nonprofit organization and international collaboration between researchers who are interested in implicit social cognition - thoughts and feelings outside of conscious awareness and control. The goal of the organization is to educate the public about hidden biases and to provide a “virtual laboratory” for collecting data on the Internet. Learn more or take a test here >>
View a recording of a special webinar--Learning from this Moment: Understanding Privilege and Advancing Racial Equity--presented by the Staff Advancing Diversity and Inclusion (SADI) Leadership Committee and featuring guest speakeAnne Phibbs, PhD Founder and President of Strategic Diversity Initiatives.