EJI Resources for Faculty and Staff

As artists, humanists, natural scientists and social scientists, our perspective is global and our commitment to inclusivity is unwavering. Difference, however conceived or defined, enriches our community and makes each of us better. The following resources help make our campus a welcoming and equitable place for all.

In spring 2023, faculty, staff, and postdocs were invited to take the inaugural annual CAS EJI climate survey. The thoughtful reflections from over 1,000 respondents were instrumental in helping CAS think through how we show up in EJI work.

View the 2023 Report (NetID login required)

In spring 2024, over 600 members of the college participated in a follow-up survey, providing feedback on initiatives from the previous year as well as sharing perspectives concerning a new initiative on mentorship.

View the 2024 Report (NetID login required)

College-level funding for co-sponsorship of EJI-related events are available on a first-come-first-serve basis. Funds may be used toward hosting departmental DEIA workshops and trainings, spearheading EJI-focused campus events, supporting guest speakers for courses, etc. The application can be found here.

University-wide seed grants are available to faculty, staff and student groups working on topics that support institutional transformation and progress toward the goals outlined in the Race & Equity Initiative and Diversity Blueprint. Administrative and academic units are encouraged to apply.

Mentorship is a cornerstone for professional development and career advancement within the College of Arts & Sciences (CAS). The CAS 2024 Equity, Justice, & Inclusion (EJI) Climate Survey revealed that 93% of respondents reported a positive impact from mentorship, and 92% support the establishment of a structured mentorship program within CAS. The CAS Mentorship Program is a semi-structured mentorship program aimed at fostering both formal and informal professional relationships among faculty across disciplines and ranks. Find out more on our CAS Mentorship Program page.

For AY 2026-27, the College continues a two-pronged initiative, which includes offering 1) a series of programming concerning curricular development and inclusive pedagogies, and 2) a small-group cohort where participants engage with the workshop lessons and each other over a quarter to develop concrete materials for their departments and their classrooms. Find out more on our Inclusive and Antiracist Pedagogies page.

We've compiled a set of EJI resources into a new searchable, filterable repository to help faculty and staff discover relevant articles, media, opportunities and more.

Explore the Repository

In addition to the College's repository of EJI resources, the following list provides campus resources, professional development opportunities, and pedagogical materials for faculty and staff across the College and the UW. Additional resources can also be found in the ADVANCE resource library.

• Federal Policy Updates
  Page maintained by the Office of the Provost with updates on federal policy.
• CAS Immigration Protocol Guidance
  Resources from the UW, the City of Seattle, the State of Washington, and the United States concerning immigration enforcement protocol, community support services, and guidance on how to care for yourself and others.
• Diversity at UW
  Information about EJI work happening at UW.
• UWHR Diversity, Equity & Inclusion Resources
  Resources, trainings, policies, community groups and events for all UW employees.
• Office of Academic Personnel and Faculty (APF)
  Supports UW faculty, librarians, residents and fellows, postdocs, and academic staff by recruiting, nurturing, and empowering exceptional talent as well as fostering leadership and excellence across the academic community.
• Office of Graduate Student Success
  Focuses on improving the quality of the graduate student experience. This includes the support provided through Graduate Student Equity & Excellence (GSEE) and Graduate Student Affairs (GSA), ranging from programming and mental health awareness to funding opportunities, advocacy and community-building events. 
• Staff Diversity
  Build community and foster connections between diverse UW faculty and staff members.
• Disability Services
  Provides leadership to the university community in achieving employment, educational, programmatic and physical access for individuals with disabilities.
• Accessibility at the UW
  Accessibility is an approach to communication and engagement that recognizes the intersectional identities, experiences, and needs of our entire community. It goes beyond legal accommodations for students, staff, faculty, patients, and visitors with disabilities.
• UW ADVANCE
  Offers a variety of leadership and professional development workshops and events to address equity promotion, strategic planning and best practices in academia.
• Graduate Equity Progress Tool
  Lifecycle resources to help departments support graduate students. The lifecycle includes the following stages: pre-recruitment pipeline, application/admissions, retention, graduation and post-graduation career paths.
• Library Resource Guide to Support Department Chairs
  Relevant books, articles, databases, journals, news sources, trainings, websites,blogs, and more that focus on the work of being a department chair.
• University Faculty Councils
  University faculty councils study and make recommendations on issues bearing on the welfare of the university. Examples include the Gender, Equity, and Justice Council and the Race, Equity, and Justice Council.
• University of Washington OMBUD
  The Office of the Ombud serves the UW community by providing high quality, client-focused services for preventing, managing, navigating and resolving conflict at the UW. We act as thought-partners with clients to assist them in navigating any issue to do with their lives at the UW. Through active participation in the problem-solving process, clients develop the ability to prevent, manage, and resolve future conflicts.
• Civil Rights Compliance Office
  Responsible for compliance with civil rights laws and University policy. Serves the University by making it welcoming to all through education, compassionate response, and fair and timely resolution.
• Teaching @ UW
  Teaching@UW is designed to help faculty develop an effective, learner-centered teaching practice. Drawing on expertise from UW’s vibrant, tri-campus teaching community and dedicated instructional support staff, the site provides one-stop access to information, resources, and learning opportunities that promote student success in the classroom.
• Anti-Racism and DEI&B in the Workplace Training
  Cultivating Community at UW: Anti-racism and DEI&B in the workplace is a baseline training, designed to educate on a range of diversity, equity, inclusion, and belonging (DEI&B) topics such as racism, disability and accessibility, and LGBTQ+ identities, and to highlight how these issues affect colleagues and students at the University of Washington. This required course is designed for staff, faculty, and other academic personnel.
• OMA&D Education and Training Offerings
  These educational offerings are for UW faculty and staff who are interested in engaging in DE&I education for self-growth, awareness, and to support more effective engagement with students, faculty, and staff.
• Professional & Organizational Development
  POD is a small team of trainers, consultants, and administrative professionals whose mission is to foster positive change in individuals and organizations at the University of Washington.
• Campus Community Safety
  Leads planning, prevention, response and recovery for the UW through three key emergency and safety response units: UW Emergency Management, UW SafeCampus, and UW Police (in Seattle). Provides strategic and operational support for its units, seeks opportunities to innovate with alternative response models, develops common standards across UW and advocates across UW for preparedness.
• Support for Scholars Experiencing Targeted Harassment
  Nationwide, scholars have increasingly become targets for harassment because of their personal or institutional beliefs or their area of research. These attacks can be professionally disruptive and personally difficult, especially when research is misconstrued or misrepresented. These resources provide information on how to protect yourself from harassment online and offline.