A guide to establishing, implementing, and optimizing diversity, equity, inclusion, and accessibility (DEIA) committees

Abstract

Diversity, equity, inclusion, and accessibility (DEIA) efforts are increasingly recognized as critical for the success of academic institutions. These efforts are facilitated mainly through the formation of dedicated DEIA committees. DEIA committees enhance professional development and create a more inclusive environment, which benefits all members of the institution. Although leadership and faculty membership have recognized the importance and necessity of DEIA, the roles of DEIA committees may be more ambiguous. Although leadership and faculty may seek to support DEIA at their institutions, they may not always fully understand the necessity of these committees or how to successfully create a committee, foster and promote its success, and sustain its impact. Thus, here, we offer a background rationale and guide for strategically setting up DEIA committees for success and impact within an academic institution with applicability to scientific societies.

INTRODUCTION

Diversity, equity, inclusion, and accessibility (DEIA) efforts are currently at the forefront of discussion at academic institutions and within scientific organizations; however, efforts and initiatives to support and retain the ideas and ideals of DEIA continually shift in priority. We define diversity as including individuals of all ages, religions, veteran statuses, races, ethnicities, biological sex assigned at birth, sexual orientations, genders, socioeconomic statuses, and disabilities (physical, mental, social, developmental, or emotional). One mechanism to improve the retention and inclusion of diverse individuals is through use of DEIA committees. Therefore, DEIA committees can act as collective units to represent the needs of a diverse academic environment. The ideas discussed in this perspective have applicability to professional scientific societies, including the American Physiological Society, and tie in with recent efforts by the American Journal of Physiology-Heart and Circulatory Physiology (AJP-Heart Circ) to promote DEIA concepts and actions (1–7). Furthermore, as exemplified by recent calls within the AJP-Heart Circ and a longstanding need to incorporate sex and gender diversity within cardiovascular physiology research (8, 9), DEIA is intrinsically linked to scientific research.

Establishing DEIA committees to serve as smaller connected communities enables individuals to be impactful in fostering these ideals across their respective institutions. DEIA committees serve several roles in promoting a sense of kinship (10), belonging, and mentorship (11). Together, these efforts may enhance professional development and create a more inclusive environment for faculty and trainees. Currently, we are observing a shift in support, culture, and climate regarding diversity, equity, and inclusion efforts. Therefore, this article serves as a guide for effectively establishing DEIA committees despite challenging circumstances that may hinder equitable and inclusive efforts.

NEED FOR DEIA COMMITTEES

Importance of DEIA in Fostering a Vibrant Academic Community

Embracing diversity, equity, and inclusion is imperative for cultivating a vibrant and thriving academic community. As our society rapidly evolves and becomes increasingly diverse, institutions must respond by creating a culture of inclusivity. Fostering diverse, equitable, and inclusive environments mutually benefits employees and employers. When employees feel seen, valued, and included, they are more motivated and dedicated, resulting in heightened productivity and commitment (12). Furthermore, diverse workforces lead to a wide range of perspectives, which in turn stimulates creativity and innovation, significantly improving the overall efficiency within the organization (13). Furthermore, these committees may help to cultivate cultural humility (14), thus promoting intentional and diverse mentorship (11, 15).

Identification of Existing Gaps and Challenges in Achieving DEIA Goals

Despite the well-documented benefits of DEIA in the workplace, its implementation is not without gaps and challenges (16–18). In response to the tragic murders of George Floyd, Breonna Taylor, and Ahmaud Arbery in 2020, numerous DEIA initiatives were introduced across organizations. Unfortunately, the momentum toward DEIA has also faced resistance, with an increasing number of state legislatures introducing or passing bills to eliminate DEIA programs in colleges and universities (https://www.chronicle.com/article/here-are-the-states-where-lawmakers-are-seeking-to-ban-colleges-DEIA-efforts, accessed September 11, 2023). In addition, recent Supreme Court rulings in cases such as SFFA v. Harvard and SFFA v. UNC have declared affirmative action programs unlawful under the Equal Protection Clause of the 14th Amendment (19), further challenging DEIA efforts.

The current heightened political and racial climates have given rise to critics who dismiss DEIA efforts as mere indoctrination or feel-good activities that produce few tangible results. A recent poll indicated that a majority of White Americans believe they have faced discrimination (55%), despite only 19% having experienced it directly (20). Interestingly, 84% of Whites believe that other racial and ethnic groups face discrimination (20). These statistics highlight a significant challenge in achieving DEIA goals: although many people recognize the unfairness faced by marginalized individuals, some struggle to confront their own biases and acknowledge the need for change, resulting in many underrepresented individuals leaving the academic pipeline (21, 22). It is important to emphasize that DEIA is not a zero-sum game; promoting diversity and inclusion benefits everyone involved (13).

Another obstacle in successfully achieving DEIA lies in organizations focusing primarily on aesthetics, such as diversity numbers and inclusion efforts, without giving sufficient attention to achieving equity. True equity ensures that the specific needs of individuals are met, allowing them to achieve the same level of success as their colleagues. Striving for true equity is vital to creating a fair and inclusive workplace. Furthermore, organizations may prioritize hiring candidates who meet specific criteria instead of primarily considering whether a candidate possesses the appropriate traits and fits the culture of the organization (23). This approach disadvantages marginalized groups that may not have had equal access to opportunities but possess the enthusiasm, intelligence, and diligence required to excel in the job. A shift in mindset is essential to provide equal opportunities for all qualified candidates. Marginalized groups can be supported by guides for succeeding in academia as junior faculty (24–26) and other strategies that seek to create a level playing field in knowledge of the academic environment. However, these measures still do not address the systematic barriers. To address these challenges, organizations can consider implementing DEIA committees to ensure that the committee serves the needs of the organization’s community and its stakeholders.

Rationale for Establishing Dedicated DEIA Committees

The establishment of DEIA committees within academic institutions is of paramount importance in fostering a more equitable, diverse, and inclusive environment. Recent calls to action have shown that although scientific fields may have become more diverse, they remain inaccessible and inequitable (27), plagued by issues including toxic stress (28) and inequitable resources at minority-serving institutions such as Historically Black colleges and universities (29). DEIA committees play essential roles in shaping the environment, culture, and demographics of academic institutions. They are instrumental in promoting equal access and representation for individuals from diverse backgrounds, encompassing race, ethnicity, gender, sexual orientation, socioeconomic status, and disability (30). By aligning DEIA efforts with the organization’s goals, vision, and mission and establishing policies and infrastructure to drive lasting change, these committees become catalysts for progress. For example, individuals with disabilities may have often-neglected challenges (31), and DEIA committees may overcome these by serving as a receptor and warrior for universal design and other changes to increase accessibility. When thoughtfully and authentically created and financially and strategically supported, DEIA committees have the power to attract and retain top talent and foster innovation and productivity. When run correctly, these committees can cultivate inclusive leadership, which improves the outcomes of the organization (32).

Although DEIA committees play a pivotal role in promoting a sense of belonging, their effectiveness hinges on strategic planning and impactful actions. Thus, DEIA committees should not be mere symbolic gestures; they must be empowered with clear objectives, actionable plans, and resources to effect meaningful change. Through comprehensive audits, strategic planning, and a commitment to ongoing assessment, DEIA committees can continuously identify areas for improvement, set achievable goals, and track progress. We believe that they serve as catalysts for creating inclusive policies, promoting diverse hiring practices, and implementing educational initiatives that benefit the entire academic community. Here, we outline the key elements of a DEIA committee. We also provide insights on successfully implementing an impactful DEIA committee.

KEY ELEMENTS OF AN EFFECTIVE DEIA COMMITTEE

Previous studies have discussed the importance of forming DEIA committees, and these studies can serve as effective guides of reference for specific types of committees (30, 33, 34). Below, we offer general guidelines for the establishment and development of DEIA committees.

Resource Allocation

DEIA committees, similar to any other entity or organization, rely on appropriate funding and resources to effectively execute their planned initiatives. The intent of the institution regarding its commitment toward DEIA efforts is directly reflected by the resources allocated to support such endeavors. In particular, the administrative support dedicated to the committee is a strong indicator of the anticipated impact. The hosting academic institution often possesses existing funding partnerships, predefined budgets for new DEIA initiatives, or potential investors that the DEIA committee can access. Exploring and pursuing preexisting monetary resources, grants, and funding opportunities within the institution is crucial. In cases where an institution lacks sufficient funding avenues, seeking external financial support becomes a viable strategy. Collaboration with independent corporations or larger organizations that share similar or complementary goals allows a DEIA committee to cultivate external funding sources. Upon securing the necessary funds, it becomes paramount for a DEIA committee to ensure the equitable distribution of resources across various focus areas. The committee chair should receive appropriate training in effective money management to promote responsible allocation and utilization of funds. At a fundamental level, DEIA committees cannot exist and thrive without allocating funding and resources. Thus, institutions that support DEIA must be willing to ensure that such committees are well funded.

Defined Roles and Responsibilities

In the most effective DEIA committees, the roles and responsibilities of the committee are defined upfront. The specific natures of DEIA committees may differ, with some acting as a recognized and funded aspect tangential to university or departmental leadership, whereas others serve more of an advisory role. DEIA committees integrated into leadership structures can drive change and ensure compliance within the communities they serve, whereas advisory DEIA committees, lacking direct authority, may have a limited impact on effecting change. Only with the support of leadership can an advisory DEIA committee influence and implement policy changes. Each department or university should a priori establish the goals to be accomplished by the DEIA committee. These committees can then serve as pivotal points to accomplish these goals. Beyond diversity as a means of changing the overall environment, DEIA committees also focus on building equity by advocating for fair wages, reducing workplace toxicity, and highlighting issues related to accessibility and access. In addition, the inclusion part of the DEIA committee involves implementing ways to increase a sense of belonging for everyone in the department or university, with a focus on those who are not in the majority. Importantly, DEIA is evolving to not exclusively focus on identity but to promote equity for all. Thus, DEIA committees should enhance the quality across the institution.

Implementation of a DEIA committee involves clarifying the purpose and scope of the committee’s work. To effectively accomplish this goal, department or university leadership should have an idea of who should serve as committee members and what the purpose and scope of the DEIA committee should be. Identifying and reaching out to individuals who may already be doing this type of work in their respective spaces is a great starting point. In addition, there should be heterogeneity among the individuals involved in the committee, representing the community at a variety of levels including trainees, faculty, and staff. The first few DEIA committee meetings should focus on defining the scope of the committee. Some DEIA committees offer advice on best practices to increase diversity in graduate and undergraduate admissions. These committees aim to attract talented individuals to the departmental program or university based on diversity and ensure that the department is consistent with national averages regarding undergraduate and graduate populations. Beyond this purpose, these committees also ensure that diverse individuals are obtaining interview opportunities, are being considered for admission, and are not excluded based on race, gender, background, socioeconomic status, or sexual orientation. Some other initial steps in defining the roles and responsibilities of DEIA committees include establishing specific objectives and desired outcomes. The initial objectives of many DEIA committees include working on a mission statement that defines the desired outcomes of the committee, making this statement accessible to the community that the DEIA committee serves, and establishing a website for the DEIA committee where information and resources can be disseminated. In addition, departmental and university leadership needs to be open to the ideas that the DEIA committee generates, provide support for any initiatives created, and give attention to the issues identified regarding DEIA. Ideally, DEIA committees should identify solutions and future directions for these issues that leadership can address within the department or university.

One of the most important steps to implementing a successful DEIA committee is to assign responsibilities to committee members at initial meetings. Each committee member will have different strengths and will likely have different initiatives that they may want to establish or oversee. Assigning roles within the committees is best performed by targeting the individual strengths of the members. While maneuvering through the evolving climate and culture concerning DEIA efforts, especially in environments that pose challenges, it is crucial not to place the entire workload on diverse individuals alone. Minority individuals are often expected to undertake responsibilities including shadow mentoring and actively advocating for equity, resulting in a “minority tax” marked by nonresearch activities added to the minority faculty’s workload that are often neglected in consideration of promotions (27, 35, 36). Thus, every individual within the company, laboratory, or institution should adopt a diverse, equitable, and inclusive mindset to effectively navigate through these challenging times. Furthermore, the adoption of dedicated administrative assistants to be assigned to DEIA committees can offset additional workloads and ensure that the workload of DEIA committees is supported by all individuals dedicated to equity.

Strategic Planning

A key element of an effective DEIA committee is strategic planning that aligns with institutional or organizational goals. A DEIA committee that is established by institutional leadership should already be aligned with the goals of the institution. DEIA committees created by members of the community in which the committee wishes to serve should first be aware of the subjects that the university or department deems important regarding future directions for the institution. Most institutions have goals for growth and engagement that are displayed on institutional websites, and organizing committees around these goals will ensure a successful DEIA committee. Additionally, the university or departmental leadership often has a certain vision for their specific leadership positions that is not displayed publicly. In this case, DEIA committees need to speak with leadership regarding their individual plans and initiatives, design the committee in accordance with the specific goals of leadership, and provide ideas to leadership that may enhance the effectiveness of the organization.

Part of strategic planning involves setting measurable targets and time lines, which is often difficult to achieve regarding equity and inclusion. Diversity standards are easy to measure because they rely on increasing the number of underrepresented individuals in specific spaces. For example, institutions that want to increase diversity in student admissions can ascertain the number of underrepresented individuals in an incoming class, determine the number they want to achieve in subsequent years, and implement plans through the DEIA committee to reach that goal within an allotted time line. Some DEIA committees put much of their focus on gender or race/ethnicity-based diversity issues; however, DEIA committees also need to emphasize issues of diversity related to sexual orientation and accessibility, as these communities are often underserved within nonmajority communities. A large function of this committee is having multiple voices; therefore, if an individual thinks a goal is unreasonable or is not targeting the entire diversity within the student and faculty body, they should use the power of saying no (37) to ensure the committee stays practical and focused.

Efforts designed to target issues related to equity and inclusion should be focused on retaining diverse individuals who are brought into organizations and based on evidence, not opinion (38). These efforts can be measured by creating anonymous surveys for diverse individuals to provide feedback on the effectiveness of initiatives created by the DEIA committee. Effective DEIA committees also have other methods to identify key performance indicators (KPIs) to track the progress of the work of the committee. A common action item for which DEIA committees can identify KPIs is organizing cultural awareness training for faculty, trainees, and staff, such as the Fair Play method (https://fairplaygame.org/about/). This training is often provided by the institution but can be implemented by the DEIA committee annually. The results of this training can be assessed from initial implementation to subsequent training courses in the following years, tracking progress, and adjusting committee plans during the training course.

Engagement and Collaboration

Engagement is defined as the level of an individual’s performance based on their attitude and behavior. Adult education and human resource development practitioners claim that engagement cannot exist without diversity and inclusion (39, 40). Therefore, increased engagement should result in a more inclusive and diverse environment, and increasing inclusion and diversity should increase engagement. Building partnerships with relevant departments, units, and community organizations requires psychological meaningfulness, safety, and availability. When these drivers are present, a sense of belonging exists that fosters collaboration, creative thought, and open communication. Lacking any one of these can limit collaborative engagement among all those involved. When building a DEIA committee, it is important to recognize barriers to collaborating such as power differentials, lack of trust, and unconscious biases. These barriers can be avoided by implementing a plan that identifies potential causes of reduced engagement and then reengaging members by collecting feedback and implementing that feedback.

Education and Training

Education and training bring awareness to oneself and provide resources for developing DEIA practices in daily life. This awareness can then be brought to DEIA committees to reduce the prevalence of the previously mentioned barriers. Cultural awareness is another pillar of cultural education that focuses heavily on the comprehension of belief systems, cultural norms, and traditions other than one’s own (41). Embedding cultural awareness as a common attribute among DEIA committee members contributes significantly to fostering inclusivity within the committee. This awareness, in turn, facilitates smoother cross-cultural communication and enhances relationships, both among committee members and with external entities (42). Various mechanisms are available to provide cultural education to DEIA committee members, including but not limited to online courses, webinars, articles, blogs, podcasts, and participation in community engagement events. It is essential to recognize that achieving full cultural competence is an ongoing process, and individuals and organizations can continually work to enhance their understanding and interactions with people from diverse backgrounds. Beyond cultural awareness, DEIA committees may further promote the mentoring and success of underrepresented students through initiatives, such as Project Strengthen (43–47), that seek to promote the long-term retention of diverse individuals within scientific fields.

Evaluation and Accountability

When evaluating the effectiveness of DEIA initiatives, it is important to take both formal and informal surveys. Informal surveys (such as a quick chat evaluating a person’s thoughts about an event) serve as a qualitative evaluation and can be beneficial in determining a person’s immediate thoughts and feelings. However, these surveys should not replace quantifiable metrics that require stakeholders to rate their experiences and provide examples, as well as collect outcome data (38). Stakeholders are much more likely to provide constructive criticism when asked about their experience relating to specific DEIA initiatives than when they are asked about general experiences. In addition to evaluating DEIA practices, the accountability practices that will be put into place should be considered. DEIA practices must be modeled by leadership first. Consistent acknowledgment of those who uphold DEIA practices creates a sense of accountability among all stakeholders. The creation of a review and reward process builds trust among stakeholders because it sets clear and attainable goals. Furthermore, each department may individually track metrics maintained by DEIA committees (Fig. 1). Although currently many institutions may not publish data on these analytics on DEIA committees, in the future, these merit-based quantifications may be shared more publicly to inform the wider conversation about DEIA initiatives.

Figure 1.

Key tenants of diversity, equity, inclusion, and accessibility (DEIA) committee evaluation. DEIA committees in each department and across the institution may maintain yearly reports to monitor DEIA and, based on these analytics, make recommendations both intra- and interinstitutionally. Image created with a licensed version of Biorender.com.

Future Outlook

DEIA efforts and the progress made over the years are currently under attack, as exemplified by recent calls to action during Juneteenth (27). However, those involved in this work understand that true inclusion cannot exist without equity. While striving to create an equitable climate and culture for all, including those traditionally excluded, some individuals may feel marginalized or left out during this process. Navigating challenges associated with diversity, equity, and inclusion amid political obstacles can be intricate. To overcome these hurdles, it is essential to strengthen advocacy. This involves forming alliances and engaging in open discussions with stakeholders to underscore the practical and ethical benefits of DEIA initiatives. Through this, mentorship and leadership may be used as ways for everyone to have the same experiences and outcomes. It is crucial to build a consensus, especially among individuals holding diverse and alternative viewpoints. Another effective approach is to adopt a data-driven strategy when implementing best practices (38). Utilization of statistics and empirical evidence can demonstrate the positive impact of DEIA practices on organizational and institutional performance, highlighting the tangible benefits of diversity and inclusion. Furthermore, maintaining both a long-term vision and measurable goals is crucial to overcoming these current challenges. Establishing clear, measurable objectives for DEIA initiatives helps track progress, demonstrate success, and adapt strategies based on outcomes. Maintaining a long-term perspective on DEIA initiatives acknowledges that change may take time and requires a sustained commitment to navigate through this period.

IMPLEMENTING A STRATEGIC AND IMPACTFUL DEIA COMMITTEE

Implementing an effective DEIA committee within an organization necessitates a comprehensive and well-structured approach. This section outlines the seven essential steps and considerations for establishing a strategic and impactful DEIA committee (Fig. 2).

Figure 2.

Seven steps to establishing an effective diversity, equity, inclusion, and accessibility (DEIA) committee.

Engage Relevant Stakeholders and Secure Support

Leadership support is vital; hence, engaging leadership and obtaining their commitment to DEIA efforts is essential. The DEIA committee should involve employees at all organizational levels and actively seek input and support from external organizations, DEIA experts, and community partners. A culture of inclusion, promoting allyship and awareness, should be fostered. As a foundational step that must be continued throughout the rest of the process of establishing a DEIA committee, there is a need to secure support, which demonstrates a genuine commitment to DEIA across the institution.

Conduct a DEIA Audit and Needs Assessment

The process begins with a thorough DEIA audit, assessing the organization’s current state of DEIA. This includes collecting demographic data, identifying disparities, and evaluating the workplace culture. Employee surveys, focus groups, and feedback mechanisms should be used to gauge DEIA issues, allowing for the identification of priority areas requiring improvement.

Develop an Actionable DEIA Strategic Plan

Crafting a strategic plan for DEIA is paramount. This plan should delineate specific objectives, measurable goals, and desired outcomes. It must also articulate the mission, vision, and values of the DEIA committee, aligning them with the organization’s broader objectives. Strategies and initiatives to address identified issues and foster diversity and inclusion should be outlined in detail.

Establish a Time Line and Assign Responsibilities

A well-defined time line with set deadlines for achieving DEIA goals is crucial. Responsibility for implementing DEIA initiatives should be allocated to individuals or teams within the organization. Clear roles, expectations, and reporting structures must be established to ensure accountability.

Implement Initiatives, Monitor Progress, and Adjust as Needed

Execution of DEIA initiatives (Table 1), as outlined in the plan, is the next step. Continuous monitoring of progress using data collection, feedback mechanisms, and performance metrics is imperative. Flexibility to adjust to strategies or initiatives based on ongoing evaluation is essential, ensuring alignment with DEIA goals.

Table 1.

Example events or initiatives that may be hosted by a DEIA committee

Event Title	General Purpose	References(Information/Example Events)
Accessible research poster design workshop	As an event for both students and faculty, this can increase equity in understanding effective poster design and ensure that individuals, regardless of their career status, are creating posters that are clear and accessible for all.	(48, 49)
Coffee and donuts	Coffee can play an important role in a work environment, including through social norms expected at coffee shops. Thus, having an event dedicated to meeting new individuals over coffee, tea, and other beverages and refreshments can allow for greater inclusion of individuals.	(50)
Cultural food-truck Wednesdays	Beyond a diverse diet having positive effects on the gut microbiome, it can also teach individuals about new cultures while improving the well-being of international and culturally diverse students by reducing cultural stress due to food unavailability.	(51, 52)
Guide for establishing minority writing accountability groups	Writing accountability groups can be helpful avenues as group settings to work on manuscripts and grants, thus helping individuals have equal opportunities. This event can help laboratories or departments set up their own writing accountability groups.	(53, 54)
Hispanic heritage events	Events may vary to pay tribute to the contributions and influence of Hispanic Americans. However, these events may promote inclusion and offer recognition of exemplary diverse researchers at an institution.	(55)
International day	An international day, such as the World Day for Cultural Diversity for Dialogue and Development (May 21), can be a time to recognize the cultural diversity on campus, which may in turn increase peer exposure and associated cultural awareness.	(56)
Juneteenth celebration	Juneteenth is observed annually and represents a national holiday. A celebration may include recognizing the importance of the day, progress made, progress still to be made, and trailblazers who embody the ideals of Juneteenth.	(27)
LGBTQ+ Pride day	In addition to LGBTQ+ safe space posters through academic departments, events that all individuals are welcome to without feeling the need to disclose their sexual identities can help to increase inclusion.	(57, 58)
Mental health awareness seminar	Generally, mental health days, weeks, or months are effective at bringing awareness. DEIA committees may work with other organizations at an institution to plan an inclusive and accessible event.	(59, 60)
Outreach programs for local schools	As organized by DEIA committees, local researchers and teachers may teach about their research, thus helping to decrease poor recruitment within scientific fields.	(61, 62)
Seminar on importance of universal design	Universal design in both curriculum and architecture is important for individuals with disabilities; therefore, a seminar on its importance may be helpful for teachers and researchers when designing their classes and laboratories.	(31, 63)
Volunteer in the park	Beyond only increasing connectedness with the community, group volunteering may help to form a shared identity of the individuals who participate, in addition to improving their health.	(64)
Workshops on how to have a welcoming laboratory	Inclusive laboratory practices are broad but may not always be practiced. Given their ability to increase inclusion, past guides may be referenced to host events for principal investigators and other faculty.	(65, 66)
Workshops on how to use quotients to increase inclusion	Quotients, to measure qualities such as emotional intelligence, may be used as a technique to improve mentoring skills and facilitate personal growth of students.	(67)

These may further be combined with events hosted by diversity, equity, inclusion, and accessibility (DEIA) offices or mentoring departments within the institution (18). LGBTQ+, lesbian, gay, bisexual, transgender, queer or questioning.

Communicate Outcomes and Celebrate Successes

Regular communication with employees and stakeholders regarding DEIA progress and achievements is crucial. For example, this can be performed through well-designed websites (Table 2). Recognizing and celebrating successes while acknowledging the contributions of individuals and teams helps promote transparency. Utilization of both internal and external communication channels to share DEIA stories and highlight the positive impact of initiatives is beneficial.

Table 2.

Examples of strong DEIA committee websites from across the country

Website	Information Provided
https://mse.washington.edu/about/diversity	Combines both organizational resources and student organizations to connect individuals with a variety of resources
https://www.hajim.rochester.edu/che/diversity/index.html	Allows for a centralized location for events, resources, and training while also offering details regarding central goals for those unfamiliar
https://biology.mit.edu/about/diversity/DEIA-council/	Readily offers the names and offices of those who serve on the committee and centrally places the minutes of past meetings, which are laid out in a user-friendly manner
https://diversity.mcdb.ucsb.edu/statements	Stays up to date regarding current events that may impact students, both at the local and national levels, and publishes regular statements that highlight relevant resources
https://chem.uiowa.edu/diversity/DEIA-committee-action-items	Clearly communicates current goals and current initiatives aimed to accomplish these goals

Continuously Evaluate and Improve DEIA Efforts

The establishment of a system for ongoing evaluation and feedback collection is necessary. Data and feedback are instrumental in identifying areas for improvement and guiding adjustments to strategies (38). Staying informed about evolving best practices and adapting DEIA efforts to address emerging issues is essential. A commitment to long-term cultural change and continual enhancement of diversity, equity, and inclusion is paramount.

By adhering to these steps and maintaining a steadfast commitment to the process, organizations can develop a DEIA committee that not only fosters a more inclusive and equitable workplace but also drives positive change within the organization and the broader community.

PROMOTING TRANSPARENCY AND VISIBILITY

Transparency plays a pivotal role in building an organization that is highly visible and accessible to all. Achieving transparency can be facilitated through strategic advertising and the following practices.

Accessible Meeting Minutes

Meeting minutes should be regularly recorded and made easily accessible on the organization’s website (see Table 2). This process ensures that individuals can effortlessly stay informed about the organization’s activities and decisions.

Monthly Email Newsletter

Constructing a monthly email newsletter is an effective way to keep stakeholders informed about recent DEIA initiatives, diverse hires, and available resources for the broader academic community. This newsletter serves as a snapshot of ongoing efforts.

Diverse Event Calendar

The website should include a dynamic calendar of upcoming diversity-related events, including significant occasions such as Juneteenth. Detailed information about these events should be provided, encompassing both their broader national context and local celebrations, enabling individuals to participate in a manner that aligns with their preferences.

Inclusivity in Event Offerings

Ensure that the range of events is diverse and not limited to a specific denomination, thus ensuring inclusivity and catering to a wide audience.

Social Media Templates

Develop templates for social media content to promote inclusivity and diversity within the department’s online presence. This approach ensures that social media campaigns are consistently aligned with DEIA principles.

Accessible Contact Points

A clear and active social media presence serves as a direct point of contact for both faculty and students seeking to engage with the committee. It facilitates easy communication and support for those who require assistance. By implementing these practices, the DEIA committee can enhance transparency, foster visibility, and create an environment where faculty, students, and stakeholders are well informed, engaged, and supported in their DEIA endeavors.

Conclusions

Embarking on the journey of initiating and sustaining a DEIA committee is a substantial undertaking, but its significance in contributing to the broader community cannot be overstated. Beyond their longsome formation, DEIA committees require ongoing efforts to foster sustainable growth and cultivate psychological safety. Achieving this goal involves several key practices, including establishing clear ground rules for interactions, being mindful of meeting timing to conserve energy, prioritizing continuous education, diligently tracking progress, and celebrating victories, both small and monumental. Recognizing individual contributions and commemorating collective accomplishments is vital. Moreover, rotating committee commitments help prevent burnout, ensuring longevity and effectiveness. By truly valuing all voices and creating inclusive and interdependent environments (Fig. 3), organizations can forge stronger communities and elevate their overall functionality and impact. In conclusion, the call to action for academic institutions is clear: establish and empower DEIA committees that are equipped to drive real change. As DEIA committees continue to be established, there is a necessity to perform rigorous research on their impacts and publish such data so the wider scientific community can better understand which data-backed techniques are the most effective. By doing so, these institutions can nurture a culture of equity that benefits all members and contributes to the advancement of knowledge and societal progress. It is not merely a choice but a responsibility, and the time to act is now.

Figure 3.

Diversity, equity, inclusion, and accessibility (DEIA) committees promoting interdependence and collaboration for all individuals, allowing science to thrive. Illustration of the power of DEIA to promote science was created by Neng Vue (copyright holder), published with permission and copyright noted to artist.

GRANTS

This work was supported by the United Negro College Fund/Bristol-Myers Squibb E.E. Just Faculty Fund, Career Award at the Scientific Interface (CASI Award) from Burroughs Welcome Fund (BWF) Grant 1021868.01, BWF Ad-hoc Award; National Institutes of Health (NIH) Small Research Pilot Subaward 5R25HL106365-12 from NIH PRIDE Program Grant DK020593; Vanderbilt Diabetes and Research Training Center, Alzheimer’s Disease Pilot and Feasibility Program; Chan Zuckerberg Initiative Science Diversity Leadership Grant 2022–253529 from the Chan Zuckerberg Initiative DAF, an advised fund of Silicon Valley Community Foundation (to A.H.); Howard Hughes Medical Institute Hanna H. Gray Fellows Program Faculty Phase Grant GT15655 (to M.R.M.); Burroughs Welcome Fund PDEP Transition to Faculty Grant 1022604 (to M.R.M.) and NIH Grants R01HL147818, R21TW012635, and R01HL144941 (to A.K.).

DISCLAIMERS

The funders had no role in the study design, data collection and analysis, decision to publish, or preparation of the manuscript.

DISCLOSURES

No conflicts of interest, financial or otherwise, are declared by the authors.

AUTHOR CONTRIBUTIONS

N.V. prepared figures; M.B., S.S., L.F., R.A.S.R., H.K.B., A.H., and M.R.M. drafted manuscript; M.B., S.S., L.F., R.A.S.R., L.J.B., A.K., C.N.W., H.D.S., A.H., and M.R.M. edited and revised manuscript; M.B., S.S., L.F., R.A.R., N.V., H.K.B., A.K., C.N.W., H.D.S., A.H., and M.R.M. approved final version of manuscript.