Search within:

Diversity in the Psychology Department

The Department's Commitment to Diversity

The Psychology Department at Ohio University values the variety of perspectives and knowledge that diversity brings to our community. The department is committed to promoting diversity in research, teaching, and student recruitment in all its forms – identity, culture, background, experience, status, abilities, and opinions. Consistent with the ADDRESSING model, diversity includes, but is not limited to: age, developmental disabilities, acquired disabilities, religion, ethnicity, sexual orientation, socioeconomic status, indigenous group membership, nationality, gender, and gender identity.

The department is committed to promoting diversity through inclusive practices, policies, curricula, and programs that lead to a welcoming, respectful, supportive, and affirming environment. Correspondingly, we will work toward the following diversity and inclusion goals:

  • Committing to continuous learning and improvement, by welcoming honest, open, and respectful feedback and discussion regarding topics of diversity and using this feedback to improve.
  • Recruiting and retaining faculty, students, and staff of diverse backgrounds to our department and departmental programs.
  • Incorporating diversity and principles of inclusivity in our academic curriculum.
  • Enhancing awareness of diversity issues through ongoing research and training.

The Department's Commitment to Anti-Racism and Anti-Oppression 

The Psychology Department acknowledges and denounces the systemic oppression caused by white supremacy and institutional racism that has led to the marginalization and violence against Black, Indigenous, and other People of Color.

We commit to personal and institutional examination of bias and systemic advantage/oppression to address concerns and barriers to learning and education.

We commit to combatting racism and other forms of oppression by fostering inclusivity and implementing policies and practices that dismantle systemic racism and oppression within our university and beyond.

Resources

To help realize these goals, Ohio University and the department provide the following resources:

Diversity Courses & Research

Diversity, Inclusion, and Social Justice (DISJ) Committee

Functions. The responsibilities of the Diversity, Inclusion, and Social Justice Committee include the following:

  • Advancing a diverse faculty and student body
  • Providing faculty and students with training regarding diversity, inclusion, and social justice issues
  • Promoting research and teaching related to diversity, inclusion, and social justice
  • Promoting a psychologically safe and inclusive organizational climate

Membership. The Assistant Chair for Graduate Studies and the Assistant Chair for Undergraduate Studies are ex officio members. In addition, the diversity advocate from each section’s admissions committee will serve on the committee. There also will be two graduate student representatives, one from each section, selected by the Graduate Representative Council (GRC). There will also be two undergraduate representatives, selected by Psi Chi. In addition, although these individuals will serve as the core committee, the membership is open to any other individuals who wish to contribute to the goals of the committee.

Subcommittees

  • Curriculum Training – Address diversity, equity, and inclusion issues in across the department’s undergraduate and graduate curriculum to meet the needs of the students in our classes and to educate and train a culturally competent student body. Areas of action: (a) review and propose changes to undergraduate curriculum; (b) review and propose changes to the graduate curriculum; and (c) identify and share resources with instructors.
  • Departmental Support Identify, develop, and share student and faculty support resources.
  • Diversity Recruitment – Recruiting and retaining diverse undergraduate students, graduate students, and faculty.
  • Diversity & Inclusion Training Development – Develop and implement microaggression and ally training for department.
  • Policy & procedures Address faculty accountability, reporting injustice issues, statements in handbooks, disseminating procedures, etc.
  • Survey Develop and administer survey to assess the strengths and weaknesses/areas for improvement of the department in regard to Diversity, Inclusion, and Social Justice (DISJ).