What does diversity and inclusion mean to you?

By Thuy Dam

When you think about diversity and inclusion, what comes to your mind?  Typically people think about age, race, and gender, however, there is more complexity to fostering a diverse and inclusive workplace culture than hiring people who fit into different age brackets or creating the perfect male to female ratio. 

There are various perspectives on what this entails, depending on who you are and where you grew up, both of which help to inform your perception of the world. 

Wide Range of Perspectives

The School of Humanities and Sciences’ (H&S) definition is that “diversity includes, but is not limited to, categories of culture, socioeconomic background, race, ethnicity, gender, gender identity, sexual orientation, disabilities, religion, and life experience.” 

Originally from San Antonio, Texas, Joseph Brown (Associate Director, Diversity & First-Gen Office and Graduate Diversity Recruitment Officer, H&S Dean’s Office) passionately describes inclusion as “embracing students from all backgrounds,” that is “underrepresented groups such as first generation, low-income, LGBTQ, disabled.”  

He adds that with “more diversity” the goal is to “broaden the seats at the table” referring to the inherent power dynamics between dominant groups and groups who have been historically disadvantaged. 

Brown hosts a GRAD Diversity Day which is an invitation only event for selected admitted students and promising applicants from Stanford's schools of Business, Humanities & Sciences, Engineering, Earth Sciences and Education.  This day answers an important question that many students from underrepresented backgrounds may be thinking “Am I the only?” said Brown. 

In addition to a tour of the broader community centers and a reception to meet faculty, staff and students, prospective students will come away knowing that they are indeed not “the only” and provided the resources and tools to successfully transition to Stanford University. 

Student

Felix Alfonso, a sixth year in the Cui lab, is a trainee in the Stanford ChEM-H Chemistry/Biology Interface (CBI) Program, a NSF-GRFP fellow (National Science Foundation Graduate Research Fellowship Program) and a DARE (Diversifying Academia, Recruiting Excellence) fellow.  Alfonso was born in the U.S. and is proud of his Dominican Republic heritage which “informs half” of who he is. 

He credits the Office of Vice-Provost Graduate Education (VPGE)’s Enhancing Diversity in Graduate Education Doctoral Fellowship Program (EDGE) for facilitating his connections with other first-generation students and being matched with a great mentor who taught him how to effectively navigate faculty-student working relationships in 2013.  He paid it forward by mentoring three students the following year.  

His experience is “defined by the connections I’ve made. Having a diverse community allows us to see the world from different perspectives, and through connections with others we can develop new ideas, passions, and directions to pursue.” 

He explains that the DARE fellowship was “one of the best decisions I’ve made,” as this was the first time that he felt that he “belonged to a group that not only cared about research and diversity.”  The DARE Doctoral Fellowship Program awards two-year fellowships to advanced Stanford doctoral students who want to investigate and prepare for academic careers and whose presence will help diversify the professoriate.  He remarked fondly that “it felt great to be supported by my department.”

Employer

As a corporate recruiter, is being diverse and inclusive a moral choice or a business decision?  Ross Moretti, PPG Research Chemist, grew up in Freehold, New Jersey, was in the Stack lab at Stanford University from 2012-2017 and joined PPG in 2018.  He was struck by how “friendly the recruiting team was,” showing a “genuine interest in candidates as individuals” at the on-campus company information session and on-site interview at the company’s global coatings innovation center outside of Pittsburgh. 

PPG was ranked No. 297 by Forbes’ 2019 "Best Employers for Diversity!”  To advance their "commitment to providing a workplace that embraces a culture of diversity and inclusion” Michael H. McGarry, Chairman and CEO, signed an Action for Diversity & Inclusion Pledge in 2017.  In addition to the global PPG Diversity & Inclusion Leadership Council, they have six councils that represent and advocate for specific segments of their employee population (women, LGBTQ, minorities and R&D). 

The number of women in management positions globally at PPG is on an upward trend. In 2018, women comprised 25.3% of PPG’s total workforce and held 23.5% of all management positions (increased 15% since 2014). Women in top management positions increased 30% during the same time period.  Their current 13-member Board of Directors has four women directors. 

PPG prides itself on the diversity of their people who represent wide-ranging nationalities, cultures, languages, religions, ethnicities, lifestyles, and professional and educational backgrounds.  The diverse “perspectives enable us to meet challenges quickly, creatively and effectively, providing a significant competitive advantage in today’s global economy.  Inclusion means that our people are embraced and valued for the unique perspectives they bring to PPG, ensuring that the differences of others thrive together.”

Faculty

Noah Burns joined the Stanford Chemistry Department faculty in 2012, and was named the Terman Fellow in 2013 and granted tenure in 2019.  His lab explores the boundaries of modern organic synthesis to more rapidly create species of the highest molecular complexity.  He was born in Oakland, California and grew up in South Central Maine with two sisters and a mom in a progressive family where values were promoted. 

He acknowledges that he “won the lottery,” insofar as being born a “white, upper middle class male in the U.S.”  Burns describes inclusion as the ability to see “people’s experiences, leadership, abilities, and potential.” 

Inclusion is the combined efforts of the individual pro-actively working toward unpacking unconscious bias and a diversity and inclusion strategy within the organization.  While there are various perspectives from staff, students, employers, and faculty about the definition of diversity and inclusion, a common theme that resonated with all was a sense of belonging - that is the goal.  Diversity is what you have. Inclusion is what you do.  Belonging is how you feel. 

Shared Culture of Respect

The Department of Chemistry is committed to fostering a respectful workplace culture.  We strive to cultivate a safe, inclusive and fair environment where our staff, faculty, researchers and students can thrive as they advance new chemical frontiers through research, innovation, collaboration and scholarship.