Equity and Inclusion Statement

Tenure-track faculty (TTF) and non-tenure-track faculty (NTTF) being evaluated for promotion and/or tenure are expected to include a discussion of contributions to institutional equity and inclusion in their personal statement (CBA Article 19, Sections 11 and 19; Article 20, Sections 8 and 12). The Division of Equity and Inclusion has provided a thoughtful guidance document supporting faculty seeking to draft meaningful discussions of their contributions to institutional equity and inclusion, available on their website.

Faculty candidates for promotion have overwhelmingly embraced the opportunity to highlight the broader impacts and connections of their scholarship, teaching, and/or service commitments, providing impressive examples of the myriad ways in which equity and inclusion may be evinced and achieved. Through the process of implementing this aspect of the promotion and/or tenure file, questions have arisen about the creation and evaluation of the equity and inclusion statement. We address these questions here in “frequently asked question” format, and invite additional questions or input.

The CBA and university policy state that a candidate’s personal statement “should” include a discussion of contributions to institutional equity and inclusion. What does “should” mean?

The word “should” is also used to describe what the candidate “should” provide to support the evaluation of their scholarship, teaching, and/or service. Recognizing the critical role of each of these in their evaluation, no serious candidate for promotion would even consider omitting a discussion of the latter topics in their personal statement. The discussion of contributions to institutional equity and inclusion, though not expected to be lengthy, should be considered equally essential.

What happens if a candidate for promotion does not include a discussion of contributions to institutional equity and inclusion in their personal statement?

Candidates who do not address equity and inclusion in their personal statement will have to revise their statement before the file is reviewed by the university’s Faculty Personnel Committee (TTF) or the provost (NTTF). It is essential that the omission be recognized and remedied at the earliest possible time in the review process, ideally at the time the candidate originally submits their statement, to avoid delays.