The Office of Diversity, Equity & Inclusion (DEI) works to implement and assess institution-wide DEI initiatives, support individual and department-level DEI efforts, and provide resources, consultation, coaching, and development opportunities designed to foster a collaborative and transformative community of practice at Queens.

With respect to institutional efforts, the Office of DEI works with campus partners to advance strategic goals, assess the impact of our collective efforts, and provide transparency to the campus community about our progress. The Office of DEI also works with senior leadership to revise policies and practices to increase access, equity, and inclusion and to improve student and employee success, retention, and belonging.

With respect to department-level DEI efforts, the Office of DEI serves as a resource and thought partner to identify ways to assess department needs, develop DEI-related goals and strategies, assess outcomes and impact, and foster a community of practice among colleagues that shape the way students and employees experience not only the work we do but the culture we create.

With respect to individual efforts, the Office of DEI provides one-on-one consultation, support, and coaching for faculty and staff as well as ongoing group development opportunities to support inclusive practices and environments across all functional areas of the university. Below are some of the many areas in which the Office of DEI can provide support.

• Curriculum design and revision.
• Inclusive design for learning.
• Increasing accessibility (in the classroom, in the residence halls, in the built environment, when planning events, etc.).
• Fostering community between students that is identity-conscious and culturally responsive and that promotes inclusion and belonging.
• Addressing dynamics between students to promote greater access, equity, inclusion, engagement, belonging, and success.
• Integrating DEI-related learning outcomes into student development.
• Fostering inclusive and collaborative dynamics among colleagues (within departments, on committees, etc.).
• Addressing dynamics between colleagues to promote greater access, equity, inclusion, engagement, belonging, and retention.
• Providing identity-conscious and culturally responsive mentoring and/or supervision (for students, staff, and faculty).
• Hiring for culturally responsive teaching, advising, mentoring, and/or supervision.
• Designing surveys to assess how students, staff, and faculty experience campus / department / program environments.
• Developing inclusive and affirming survey questions and response options for collecting demographic data.
• Strategies to frame and facilitate difficult dialogues in ways that are mindful of and responsive to the ways individuals can experience marginalization and/or harm.
• Trauma-informed student support.
• Strategic planning and assessment for the integration of inclusive practices within departments and programs.
• Providing constructive feedback, coaching, and/or ongoing development for employees.
• Equitable and inclusive search and hiring practices.
• Culturally responsive onboarding practices for students, staff, and faculty.
• Conflict mediation between individuals and groups (students, staff, and faculty).
• Restorative justice processes to repair relationships and/or as alternative resolutions to formal adjudication processes.
• Affirming listening for students, staff, and faculty who would like to process/discuss their experiences and/or explore support, resources, or process/response options available to them.

Students, staff, and faculty who have questions, who need support, or who want to explore ways to collaborate are encouraged to reach out to Renee Wells, Chief Diversity Officer (wellsr@queens.edu, 704-971-5406)