The Diversity Programming Series (DPS) consists of programs that are implemented as part of the ODEMA’s efforts to promote the message of inclusion. DPS provides unlimited opportunities for collaborative and cross-agency support of ethnic, cultural, gender, theatre, and student choice programs.
The DPS initiative supports and provides an educational venue for reinforcing the definition and understanding of diversity. Annually this office sponsors a variety of programs and events that are held on and off campus. Programming suggestions from across the university and community are encouraged to enrich the collective experience of life in Northwest Indiana and beyond.
Proposals for any event will be considered. Just be sure your proposed event/program educates, entertains and informs the community.
Criteria for selection are also based on whether or not the proposed event/program:
- Reaches out to the community.
- Provides a service to students and citizens.
- Promotes diversity.
- Contains educational content.
- Is cost-effective.
The DPS committee which consists of campus and community constituents is currently receiving proposals. The deadline for submissions is April 19, 2019. Proposals will be reviewed and selected in the spring, and awardees will be notified in mid-April. Proposals should be for programs scheduled between September, 2019 and May, 2020. For more information, contact our office at 219-980-6596.
***UPDATE*** ALL PROPOSALS SUBMITTED MUST HAVE FINAL PROGRAM DETAILS PROVIDED TO OUR OFFICE NO LATER THAN, MAY 31, 2019. These details include: event date(s), timeframe, vendor info, event itinerary, and all budget information. (NO EXCEPTIONS) We greatly appreciate your cooperation.
*ATTENTION: The call for 2019-20 DPS Program Proposals will begin during February 1, 2019.
The purpose of the Diversity Advisory Council (DAC) is to prioritize and report the pulse of the institution regarding campus-specific concerns about faculty, administration, staff and student diversity issues. This report also helps to identify systemic approaches toward advancing the broader context of diversity (race, ethnicity, gender, age, geography, social class, religion, sexual orientation, and disability), equity, multiculturalism, and the developing strategic plan by providing data for use in increasing the presence of underrepresented minorities at IU Northwest.
DAC submits its annual report on diversity in compliance with Indiana state law (IC 21-27-4-4). This law requires the Trustees of Indiana University to create a diversity committee on each campus to submit an annual report to the Trustees regarding findings, conclusions, and recommendations relating to each of the statutorily defined areas below.
- Review and recommend faculty employment policies concerning diversity issues.
- Review faculty and administration personnel complaints concerning diversity issues.
- Make recommendations to promote and maintain cultural diversity among faculty members.
- Make recommendations to promote recruitment and retention of minority students.
Its members plan exciting and well received diversity and awareness events for the campus. The mission of DAC is to aid in retaining qualified faculty and staff reflective of the student body at IU Northwest, and to recognize excellence in work performance which promotes diversity.
DAC works to establish a positive record of providing excellence in service leadership on issues of diversity,by promoting best practices for retention and relevant awareness initiatives.
Subcommittees within DAC
Campus Diversity Celebration
Every spring the Campus Council on Diversity celebrates diversity in its many forms throughout the IU Northwest campus. This celebration highlights individuals, organizations, and groups, on campus or off campus, which exemplify the purpose of the IU Northwest diversity mission.
There are three categories of awards available. They are:
- Diversity Friend: an individual who contributes creative or unique ideas to support diversity, or is otherwise engaged in supporting diversity programming on campus or in the community.
- Diversity Advocate: a person who serves as a spokesperson or change agent for a particular dimension of diversity raising awareness of issues of concern or interest.
- Diversity Champion: an individual who has demonstrated leadership in diversity related work; acquired and disseminated resources to support diversity related efforts, or developed an innovative program or project related to diversity and inclusion.
***REMINDER*** Applicants are ineligible to win a Diversity Award for two consecutive years.
The IU Northwest Office of Diversity, Equity and Multicultural Affairs is excited to welcome all students, faculty and staff to participate in Diversity Landmarks.
Each fall and spring Landmark signs are displayed throughout the campus yard during the first week of classes with the purpose of reminding the IU Northwest campus of the value in every person.
The IU Northwest campus is welcome to participate. Have your quote included in this empowering display around campus. Submit your favorite quotations that clearly convey the importance of diversity and cross-cultural acceptance and inclusion.
Create your own quotation and possibly have it included on the Diversity Landmark Wall of Fame!
Submit your quotation today to email@example.com.
*Deadline for submissions is Friday, April 19, 2019.
Diversity Advisory Council Meeting Schedule 2019-2020
|February 27, 2019||HH 200|
|March 27, 2019||HH 200|
|April 24, 2019||HH 200|
|May 22, 2019||HH 200|
|June 26, 2019||HH 200|
The Office of Diversity, Equity and Multicultural Affairs is committed to reinforcing education about diversity issues. In collaboration with the IU Northwest Library, a pool of literature and periodicals has been compiled to lead the campus in developing its knowledge of diversity paradigms, pedagogy and imperatives.
Since its establishment, the Diversity Library has grown to over 200 pieces of literature, videos and links available for browsing and/or checkout. Located in the IU Northwest Library on the first floor adjacent to the Library Café, you will find articles, books, magazines, and flyers. Each will help with research and stimulating cognitive processes that are conducive to understanding and demonstrating the value of diversity. Students and faculty alike are encouraged to look here for challenging classroom assignments, and search for new ideas about how to introduce sensitive subjects in the classroom. From the laws pertaining to diversity to learning the importance of diversity, this Library is a growing resource offered at IU Northwest!
Additional resources available here.
The Office of Diversity, Equity and Multicultural Affairs and the Center for Innovation and Scholarship in Teaching and Learning have collaborated to create, the Diversity Fellows Program (DFP), to provide support for faculty development in the areas of pedagogy, curriculum transformation, and institutionalization of inclusive approaches to teaching, learning, and assessment at IU Northwest. The DFP provides an opportunity for faculty to supplement their research budgets while developing diversity related enhancements to course content.
Faculty from participating units will be selected to create and implement an IU Northwest DFP project designed to expand faculty pedagogical expertise or transform curriculum content relative to diversity. The project can focus on research, curriculum development, or teaching methodology. Increased awareness and improved practices are expected to develop as a result of the DFP projects, thereby increasing the number of courses at IU Northwest which have diversity components or are solely focused on diversity.
Fellows will receive $1,000 for individual projects and $2,000 for teams of two. Funds may be used to conduct research, purchase resources, or fund activities associated with a DFP project and subsequent course development. These projects will become central to the IU Northwest diversity portfolio. As these projects will become central to the development of an IU Northwest diversity portfolio, they should be designed to support outcomes for General Education Principle 4.
(See full description of the Principle at here. While approval by unit administration is required for any funded proposal, applicants are encouraged to seek additional support from their academic units.)
Fellows will be expected to write a report and present their projects at a CISTL Brown Bag session before June 30, 2020. Awarded funds will be transferred into a designated research account use.
Who is Eligible?
All full-time and adjunct faculty members in any academic unit are eligible to apply. Interdisciplinary teams are encouraged. It is planned that at least four fellowships will be awarded.
Where, When, and How Do You Submit an Application?
Applications will be available by attachment on the official DFP announcement and on the ODEMA website. Applications must be submitted to ODEMA by May 31, 2019. Send applications to firstname.lastname@example.org. Please contact email@example.com to receive answers to any questions about the program, guidelines, criteria, and expectations as well as deadlines. Fellows will be notified by email by June 15, 2019. All applications will be reviewed by a Selection Committee. Applications that do not meet the deadline will not be reviewed.
What Happens When I am Funded?
All applicants will be notified of the status of their proposal by email no later than June 15, 2019. Funds will be transferred into a university research account by July 16, 2019 and must be expended by June 30, 2020 or they will revert back to ODEMA.
As the nation marks historic anniversaries of the Emancipation Proclamation and the March on Washington, Created Equal brings together four nationally-acclaimed documentary films on the long Civil Rights movement.
The NEH Created Equal project uses the power of documentary films to encourage public conversations about the changing meanings of freedom and equality in America. The four films that are part of this project tell the remarkable stories of individuals who challenged the social and legal status quo, from slavery to segregation.
Created Equal is part of the Bridging Cultures initiative of the National Endowment for the Humanities, produced in partnership with the Gilder Lehrman Institute of American History.
The four films included in this series are:
These films and many others are available for faculty use for educational purposes. Please contact firstname.lastname@example.org to borrow them.
How well do you know your neighbors? Find out by playing the (Don’t) Guess My Race game! The (Don’t) Guess My Race Game is an interactive, web-based application that delivers a fun, engaging and effective diversity and inclusion learning experience for students. It has been successfully used by hundreds of thousands of people throughout the United States and around the world.
The object of the game is to examine photographs of everyday people and to use visual cues to guess how that person answered the question, “What race are you?” Players then see the answer along with a direct quote from the person interviewed. Reading the quote opens a small window into that person’s experience with this powerful category of identity. Players then click to the next screen to read a fact or provocative question related to that person’s self-identification or quote. The photograph, quote and fact all work together to deconstruct taken-for-granted ideas about race and to stimulate students to examine their own critical thinking perspectives on culture, identity, structural inequality and history more broadly.
The hope is that players will begin to question their preconceived notions and explore the similarities and differences, which bind us together.
Please click here to log in with your Indiana University credentials to begin playing.
This application works better in a Chrome browser.
For a more scientific analysis of individual unconscious bias try the Harvard Implicit Association Test. This test, developed by researchers at Harvard University assesses associations between concepts by measuring how quickly a person can categorize, for example, GOOD words with White faces compared to GOOD words with Black faces. The idea is that the more strongly associated the two concepts are in memory, the more quickly you will be able to categorize words into those paired categories. Your score is reported as an implicit preference for White people compared to Black people if you were faster at categorizing Good words with White faces compared to Black faces. The test often reveals associations that are different than one's conscious beliefs.
There are other tests available than those that test for Black/White bias such as gender, disability, Arab/Muslim, and others. Try one. Or, try them all!
To take the test, please click the following link: