Diversity, Equity, Inclusion, and Accessibility (DEIA)
EPS is committed to take meaningful action against racism by being anti-racist.
We have a department strategic plan and mission statement that embraces inclusion and diversity and we must live up to those aspirations.
We must educate ourselves on these issues and ask: “what can I do to change our society?” and then take concrete action. Now, a month from now, years from now, and decades from now.
Thanks to our dedicated cohort of EPS graduate students and in partnership with the Earth Sciences & Map Library, we are happy to provide a Library Guide with suggestions on how to increase and improve equity and inclusion in the geosciences.
Ongoing Action items
- We ensure that we have a diverse set of colloquium speakers and include seminars addressing diversity.
- We have run open faculty searches in an attempt to get the most diverse pool of applicants we can.
- Our faculty are engaged in DEIA efforts through scientific, professional and other non-profit societies and institutions including AGU, GSA, and the National Academy.
- Faculty, students and postdocs engaged in the Unlearning Racism in Geoscience (URGE) initiative, including creating one of the inclusivity tips recordings. Their deliverables were incorporated in the department’s strategic plan for diversity,equity, inclusion and access, and implementation was summarized in an AGU presentation
- We acknowledge and disadvow the racist views of the founder of our department, Joseph LeConte.
- We provide implicit bias training and cover the costs of antiracist reading material.
- We are providing field equipment and outdoor wear for those who need financial help to engage in geoscience education and experiences. If you are a student in need of financial help or accommodations to fully participate in field components of an EPS course, please contact email@example.com.
If you would like to contribute to our efforts or have any questions please contact the department chair, Roland Bürgmann (firstname.lastname@example.org).
To submit anonymous concerns or comments to the EPS Chair and Manager, use this Anonymous Virtual Comment Box. Complete the form while your browser is in incognito mode to ensure total anonymity.
Department valuesIn our preparation of the department's strategic plan, we adopt the following guiding principles:
● EPS has an academic mission.
● We advance this mission with a comprehensive dedication to equity and accessibility for all those who are, or wish to be, members of our community.
● We promote inquiry.
● We build community and allyship.
● We sustain cohesion.
● We acknowledge that success can only be achieved through thoughtful allyship, practicing a culture of coalition building and engaging others intentionally.
The University of California has made a valued effort to promote, foster, and defend diversity within its structural foundations through its Diversity Statement. It has made equity and inclusion one of the measuring benchmarks for excellence among faculty, researchers, students, and staff. We attest that these qualities are necessary, and that for the most part, are working for the intended targeted groups. However, if EPS is to sustain and justify its position as a top-ranking department, its diversity and inclusion platform must continue to meet the programmatic needs of its constituency. We must ensure the retention, promotion, intellectual and emotional development of our members. Our ambition is for:
● everyone to feel included in the EPS mission and welcome to all EPS activities;
● undergraduate demographics to roughly resemble those admitted to Berkeley;
● graduate student, postdoc and faculty demographics - being drawn from a global community - may not resemble California, but should roughly resemble our scientific societies.
These 3 goals provide a starting point for assessing how we are making progress.