Enhancing workplace climate
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Intentional support of the Black community such as sourcing from local Black-owned businesses
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Display signs (i.e., posters, pins, and artwork) that symbolizes support of the Black community and emphasizes solidarity
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Provide “brave-spaces” for BIPOC faculty
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| Individual Level |
Promoting cultural safety and allyship in support of BIPOC scholars
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Engage in personal reflection through intentional readings, cultural awareness training, and engaging in dialogue
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Assess where people are at prior to engaging difficult conversations and acknowledge that you will most likely make mistakes
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Utilize history as a starting point for conversations about race, privilege and whiteness
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Advocating for initiatives that support diversity, inclusion and equity
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Cultivate relationships with BIPOC scholars with similar research interest
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Serve on diversity, inclusion and equity committees and other service related to those initiatives
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Engage in dialogue regarding potential collaborations on manuscripts and grants
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| Departmental Level |
Developing culturally aware collaborations
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Create a community that fosters and values collaboration
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Seek out BIPOC scholars to add value and perspective to current projects
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Demonstrate the value of BIPOC faculty contributions
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Eliminating barriers for career transition and flexibility in faculty expectations
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Provide recognition for diversity, equity, inclusion related service and community-based research which is disproportionately undertaken by BIPOC faculty
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Evaluation of tenure-track and other promotion guidelines to ascertain if there is institutional bias hindering the progression of certain research topics
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Enhance departmental transparency in communicating promotion guidelines and timeline expectations
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| Institutional Level |
Mentoring as foundation of BIPOC scholars’ success and building inclusivity
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Establish a formalized mentorship program with a teaching mentor, research mentor, and career mentor for BIPOC with the full involvement and cooperation of these individuals
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Conduct a needs assessment to determine what resources would be helpful to serve BIPOC scholars
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Provide equitable opportunities for BIPOC advancement by including and inviting them faculty into leadership roles to increase representation
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Connecting individuals to supportive scientific and professional development networks
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Invest in programs (i.e., The National Research Mentoring Network) to aid with mentorship, retention and training of BIPOC faculty
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Invite leaders of professional networks to give a brief talk to faculty and provide information on how to connect
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Utilize department listservs to highlight scholarly work, trainings, seminars, and campus events to encourage BIPOC scholars to engage in these activities
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Offer continuing education credits for engaging in scientific and professional development networks
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Developing policies and resources to enhance diversity in nursing
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Utilize institutional resources to recruit and retain BIPOC scholars in the health science field and create systematic processes to identify BIPOC faculty at risk for leaving the institution
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Implement policy which ensures stagnant growth, recruitment and retention of BIPOC faculty at the institutional level
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Ensure equitable resources (i.e., mentorship, salary-merit raises, and promotion) across clinical vs research tracks
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