With the School expecting that all faculty members uphold the Honor Code and work toward making the IUSM vision a reality, this change creates consistency across faculty expectations to add DEI activities to the promotion and tenure requirements.


The proposal is that candidates for promotion and/or tenure must demonstrate efforts to promote diversity, equity and inclusion (DEI) within the school, health system, university, the local community or at the state, national, or international level.

Although faculty members can and would be strongly encouraged to make contributions toward DEI across multiple mission areas, to be satisfactory, faculty members would be required to show effort toward advancing DEI in at least one mission area for which they are evaluated.

Activities related to DEI do not have to be within the candidate’s area of excellence to meet this requirement. For example, because tenure track faculty members are evaluated in research, teaching, and service, a candidate would be expected to document DEI activity in at least one of these three areas; however, a clinical track faculty member would be expected to document DEI activity in either service or teaching or both.



Personal Statement

  • Candidates are expected to include a narrative summary and discussion of their efforts to advance diversity, equity and inclusion. This should be part of the same file containing the candidate’s personal statement, but clearly marked as separate and does not count as part of the 5 or 7 page limit, although it does count toward the overall 50 page limit for the dossier.

CV

  • On the required CV format, the following distinctive markings may be used:
    • Asterisk (*) to indicate work in rank or use a grey font for not-in-rank work.
    • Dagger (†) to indicate student/mentee co-authors
    • Number sign (#) to indicate diversity, equity and inclusion items
  • Confirm in a footnote what each symbol indicates
  • Candidates are encouraged to list their preferred pronouns on their CVs at the top of the document, with their other contact information


Approval rests with the Faculty Steering Committee as the School’s elected faculty governance body, with subsequent endorsement by the School Executive Committee. This is consistent with how changes to the Standards of Excellence for Research, Teaching, and Service have been vetted and approved in the past. Every department has at least one elected representative to the Faculty Steering Committee and larger departments have multiple representatives. Department reps are expected to bring the topic to the faculty for discussion and feedback.



Every department has at least one elected representative to the Faculty Steering Committee and larger departments have multiple representatives. Department representatives are expected to bring the topic to the faculty for discussion and feedback. All faculty members are also encouraged to reach out proactively to their representative(s) or may also contact the president of the faculty here.

In addition, we are setting an open comment period for three weeks (from XX date to XX date) during which faculty members are invited to login here and submit a comment or question.



If approved, the expectation would be phased in over three years. Communication, training, and resources will be developed throughout 2022. In the 2023-2024 promotion and tenure cycle, DEI statements and designated CV activities would be optional; they would be considered expected for dossiers in the 2024-2025 cycle but dossiers would be allowed to go forward if missing. However, dossiers missing these requirements in the 2025-2026 cycle would be sent back to the candidates and departments.



Several resources have been or will be created, should the proposal be approved.

  • A robust list of example faculty activities toward DEI has been developed and distributed to assist with faculty annual review reporting as well P&T documentation (currently optional).
  • Draft rubrics are available to show how the activities would pertain to the assessment of research teaching and service.

Future resources would include an updated dossier checklist, example diversity statements and dossiers, workshops/trainings for faculty, chairs, primary committee, and school committee members.



A small committee was formed, including the following individuals:

  • Susan Gunst, PhD – Chair, IUSM Promotion & Tenure Committee
  • Jamie Jones, MD – Chair, IUSM Lecturer & Clinical Track Promotions Committee
  • Joseph Croffie, MD – elected member, IUSM L &C Committee
  • Deanna Willis, MD, MBA – elected member, IUSM P &T Committee
  • Gustavo Arrizabalaga, PhD
  • DuyKhanh (Mimi) Ceppa, MD
  • Neelam Chand, SHRM-SCP, SPHR
  • Mary Dankoski, PhD
  • Kristine Mosier, DMD, PhD
  • Megan Palmer, PhD
  • Max Schmidt, MD, PhD
  • Sylk Sotto, EdD, MPS, MBA
  • Mike Weiss, MD, PhD


In 2021, IUPUI approved a balanced integrative DEI case as an optional pathway for promotion and tenure. However, this does not fit the IUSM P&T system, as balanced cases are not supported. IUSM is proposing that all faculty members must demonstrate some activity related to DEI, whereas the IUPUI balanced integrative DEI case is optional.



Professional Development is a perfectly acceptable way to fulfil this requirement. Since activities within DEI will look different for each specialty and across different faculty appointment types it is expected, allowable, and encouraged that one faculty member’s activity will look different from the next.



No, your contribution of DEI activities does not need to be formal scholarship. Acceptable activities include professional development, work towards education, joining a relevant community board, and even working to address health equity at the practice level. View the comprehensive list of Example Faculty Activities Toward Diversity, Equity and Inclusion



Faculty members will have several years within rank to meet these expectations.