The mission of the NHERI Graduate Student Council’s DEI working group is to create awareness about the meaning of DEI, point towards resources for DEI efforts in the field of Natural Hazards research, and provide toolkits to foster anti-racism and implicit bias free environments.
DIVERSITY encompasses social, cultural, and a wide range of individual backgrounds represented within a group.*
EQUITY is equal and fair access to opportunity and resources for all members of a group. Such environments prevent systemic barriers and are free from discrimination, harassment and bias. Equity cannot be achieved without the foundation of diversity and the actions of inclusion.*
INCLUSION is the act of creating environments in which all members of a group feel that they belong as their authentic self through respect and support. Such spaces can be achieved by creating awareness and knowledge to understand how individuals interact within groups.*
* These definitions have been adapted from the Massachusetts Institute of Technology’s Diversity, Equity’s, and Inclusion Resources page(opens a new window).
Human Resources at the Massachusetts Institute of Technology (MIT) have complied a visual which represents the Four Layers of Diversity(opens a new window) unpacking how aspects of our identity intersect such as internal dimensions, external dimensions, organizational dimensions, and individual dimensions.
The CONVERGE facility was established by The National Science Foundation-supported in 2018 as the first social science-led component of the Natural Hazards Engineering Research Infrastructure (NHERI) in the U.S. One of its goals is to support ethical and rigorous interdisciplinary research through resources such as training modules(opens a new window).
The Hazards Equity Working Group (HEWG): A Working Group of the American Geophysical Union has compiled a collection of resources and trainings on DEI in Hazards in its Hazards Equity Library(opens a new window).
Anti-racism encompasses measures to counter racial prejudice, systemic racism, and the oppression of specific racial groups to make spaces or resources more accessible. TED Talks, an organization that posts free influential videos, has compiled a series of video’s under the title “A Blueprint for Diversity in the Workplace”(opens a new window) that address how to foster an inclusive workplace.
The National Museum of African American History & Culture has also curated resources to talk about race(opens a new window) and inspire conversation.
The Rochester Racial Justice Toolkit(opens a new window) has several online sources on racial justice and Black Lives Matter activism.
Implicit bias is an automatic reaction we have towards other people which can result in forming negative stereotypes that can impact our understanding, actions, and decision-making. To educate oneself on implicit bias projects such as Project Implicit was created by scientists at University of Washington, Harvard University, and University of Virginia. Tools on the Project Implicit website(opens a new window).
To brush up your glossary on DEI terms check out this ever-expanding list(opens a new window) made by Pacific University Oregon.
To research a diverse audience, Metro State University has created a webpage about creating accessible content and documents(opens a new window).