Diversity & Inclusion
Vision
CGD is a diverse community where everyone is valued, included, and respected. We recognize each person as vital to our scientific mission. Together we create and uphold a culture of belonging where we benefit from embracing our differences.
Code of conduct
- Consider new ideas
- Encourage innovation
- Offer constructive feedback
- Acknowledge teamwork
- Show appreciation
- Share the air
As a community, we agree to
- Be respectful in our words, tone and body language.
- Be an active listener and demonstrate a genuine desire to understand.
- Be constructive in our feedback.
- Be accountable for our behavior and be an advocate for one another.
- Acknowledge, empower, promote, encourage and value all job classes and individuals.
Examples of appropriate conduct
- Be professional and constructive in tone, comments and gestures.
- Be open to new ideas and invite more voices to the discussion, especially from those who may not speak without encouragement.
- Critique ideas, not individuals, and be mindful of our biases.
- Be engaged and minimize distractions.
- Ask and answer all questions with respect.
- Take opportunities to recognize and acknowledge the critical contributions made by staff at all job levels.
- Foster discussion at all levels on scientific and programmatic decisions.
Examples of inappropriate conduct
- Raising one’s voice, interrupting or talking over others.
- Belittling, condescending, or dismissive behaviors such as eye-rolling, groaning, winking, talking under one’s breath, side-commentary.
- Dominating the discussion at the expense of broader input.
- Disrespecting non-native English speakers by drawing attention to the way they speak.
*This includes respectful treatment of everyone regardless of gender, gender identity or expression, sexual orientation, disability, physical appearance, age, body size, race, religion, national origin, ethnicity, first language, political affiliation, veteran status, pregnancy, genetic information, family and marriage status, level of experience, job class, and educational background.
Learn More About Diversity & Inclusion
Understanding diversity, equity, and inclusion. How can we improve workplace culture?
- https://gothamculture.com/2017/06/29/diversity-equity-inclusion-training/
- https://www.cio.com/article/3262704/diversity-and-inclusion-8-best-practices-for-changing-your-culture.html
- https://www.inc.com/marcel-schwantes/asking-these-5-questions-will-instantly-reveal-what-employees-think-of-their-manager.html
- https://www.theladders.com/career-advice/the-employees-you-should-worry-about-losing-the-average-ones
- https://www.nytimes.com/2019/04/18/magazine/salk-institute-discrimination-science.html
- https://hbr.org/2018/08/why-women-stay-out-of-the-spotlight-at-work
- https://www.pewsocialtrends.org/2018/01/09/women-and-men-in-stem-often-at-odds-over-workplace-equity/
Unconscious bias: What is it?
Unconscious bias: How can we outsmart it?
Understanding privilege
CGD DEI Committee
- Lara Cervantes, Chair
- Anna Deppenmeier
- Adrianna Foster
- Meg Fowler
- Hui Li
- Osamu Miyawaki
- Rich Neale
- Jesse Nusbaumer
- Courtney Peverley
- Bonnie Slagel
- Yang Tian
- Jiang Zhu