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Assistance and Resources
Assistance and Resources
Diversity and Inclusion Learning Opportunities
With a focus on the development of multicultural fluency, Cornell University’s Inclusive Excellence Academy, launched in August 2013, offers programs designed to advance an inclusive educational environment and workplace. The Academy features customized courses and workshops designed for senior leadership, administrative/college diversity councils, human resource professionals, supervisors and program managers, university constituent leaders, faculty and academic teaching staff, graduate students and postdocs, community partners, and extended community members. Specific workshops, prioritized based on the university’s needs, are offered each year.
A list of current undergraduate courses which address aspects of diversity is maintained by the College of Agriculture and Life Sciences. These courses offer students opportunities to enhance their abilities to communicate with people of different cultural perspectives; to listen carefully and respectfully to views of others, especially views with which they disagree; and to employ ethical reasoning tin judging ideas, actions, and their implications.
Cornell's expectations for members of the university community are designed to support our commitment to diversity and inclusion, as well as to meet our compliance obligations under various federal and state laws. Our compliance obligations, as they relate to equal education and employment, are outlined in a statement. Likewise, our commitment to an educational setting and workplace that is free from discrimination and harassment are provided in our policy statement.
The university has processes to provide resolutions for individuals who have concerns related to the treatment they have received from others. These concerns include gender (including pregnancy), sex, race, color, ethnic or national origin, age, creed, religion, color, sexual orientation, gender identity or expression, military or veteran status, actual or perceived disability, ex-offender status, and individual genetic information. Information about these processes can be found in our policy, Prohibited Discrimination, Protected Status (Including Sexual) Harassment, and Bias Activity.
Cornell community members who observe an action that negatively impacts our commitment to diversity and inclusion are encouraged to report it to the university.
Urgent matters and emergencies should be reported immediately to the Cornell University Police Department, 607-255-1111. A complete guide to resources related to sexual harassment, assault, and misconduct can be found here.
Disability access concerns and questions about disability accommodations can be sent to: firstname.lastname@example.org.
Campus Diversity Resources
Cornell's commitment to diversity is carried through a network of offices and organizations throughout the university.
Graduate and Professional Students
OISE supports an inclusive and welcoming environment for all graduate and postdoctoral scholars, and fosters the development of their core competencies and transferable skills in the areas of career development, communication, leadership and management, teaching and mentoring, responsible conduct of research, and personal development. (Adapted from National Postdoctoral Association postdoctoral core competencies, 2007-09 and Michigan State University Graduate School, 2011.)
Our collaborative programing offers graduate and postdoctoral scholars the opportunity to build skills that are crucial to their development and success. OISE also provides leadership that demonstrates the University’s commitment to promoting a climate of diversity, inclusion, engagement, and achievement, which are integral components of graduate and postdoctoral education.
OISE Mission: Advance. Engage. Develop.
- Advance: To employ research-based best practices to advance the composition, engagement, achievement, and inclusion of graduate and postdoctoral scholars
- Engage: To engage current and prospective graduate and postdoctoral scholars, faculty, alumni, university, and external partners to broaden the participation in and leadership of groups historically underrepresented within the academy
- Develop: To foster a diverse and inclusive community that supports the development and progression of all graduate and postdoctoral scholars
The Office of Postdoctoral Studies monitors the status and needs of the postdoctoral campus community and serves as an advocate for postdoctoral issues to the Vice Provost for Research and Cornell's administration. The Office supports a Postdoc Advisory Committee, which raises visibility for postdocs on campus.
Johnson was the first top-tier business school to create an office dedicated to supporting women and under-represented groups in 1999. Today, the Office of Diversity and Inclusion (ODI) has evolved to focus on increasing diversity and promoting inclusiveness at Johnson and in the global business community. ODI collaboratively leads our community in promoting a culture that not only values differences, but leverages them as sources of strength.
Cornell Law School is committed to building a diverse classroom and legal profession. Students come from nearly every state and 20 countries, vary in age and experience, and represent a range of cultural, ethnic, racial and economic groups. The Law School has developed orientation programs and ongoing networks of support to ensure all students are provided with the foundation for an enriching law school experience. CU Law School's new social media campaign highlights diversity and inclusion.
In 1910, Cornell’s College of Veterinary Medicine awarded the first American woman with a veterinary degree. This commitment to diversity and inclusion has endured throughout the College's history, and is equally apparent today as the percentage of underrepresented minorities in our student body is among the highest for veterinary colleges in the nation. Recognizing that a diverse student body will benefit most from an equally diverse faculty, the College actively recruits faculty who bring varying perspectives and life experiences to our community.
The Office of Faculty Diversity (OFD) was formed in July 2009. The initiatives of the OFD include leadership development, recruitment, and retention of a diverse faculty. The purpose of the office is to create leadership roles that develop and sustain a diverse faculty through the following initiatives: recruitment, faculty development, work-life environment, retention, and promotion/leadership.
Faculty and Staff
Cornell's approach to addressing compliance and diversity issues is to do so holistically. As a result, programming is developed to be as inclusive of all populations as possible and to include addressing career/life issues. The Department of Inclusion and Workforce Diversity provides leadership in identifying strategies to address staff diversity issues, ensures compliance with federal affirmative action regulations, leads the university’s Title IX efforts, supports disability access efforts for the university, and implements programming to address the career/life challenges of students, faculty and staff.
The Office of Faculty Development and Diversity will work with deans and department chairs to increase faculty diversity, providing guidance in setting realistic diversity goals, training search committees, broadening faculty applicant pools, increasing retention of underrepresented groups, and providing faculty development and advancement opportunities. The office leadership is part of the University Diversity Council (UDC) and will support the UDC’s goals and work.
The goal of Cornell’s Faculty Institute for Diversity is to bring faculty together to engage in complex discussions about aspects of diversity, to create a network of teachers and scholars who can serve as a resource to one another on matters of diversity and education, and to incorporate diversity elements into new or revised courses. The idea for a Faculty Institute at Cornell emerged from the 2006 Teagle Foundation study, “Eliminating Racial and Ethnic Disparities in College Completion and Achievement: What Works and Why.”
Cornell's minority alumni population is more than 20,000 strong. Mosaic helps alumni of color make the most of their Cornell connections and have a voice in the university's direction. A hallmark program is a yearly networking event featuring nationally renowned speakers who tackle topics of social and political importance.
PCCW was founded in 1990 by then-President Frank H.T. Rhodes to enhance the involvement of women students, faculty, staff, and alumnae as leaders within Cornell University and its many communities. PCCW explores ways to expand the role of women within Cornell's decision-making groups, helps attract outstanding women students, faculty, and staff to Cornell, and enhances their leadership opportunities. The organization also offers guidance and role models for Cornell women and provides financial support for PCCW and other initiatives that help Cornell women.
In the tradition of Cornell's ongoing commitment to diversity and social responsibility, Cornell has expanded its use of diverse suppliers and encourages its large suppliers to develop and expand their own supplier diversity programs. Cornell provides an opportunity for businesses to certify that they are small, small disadvantaged, minority, veteran, women, disabled veteran, or disabled-owned businesses.